OBHR Exam 3 PDF

*LMK if any mistakes* *Some vocabs may not be mentioned due to not being in the slides* 1. Blank plans for employee’s compensation on a pre-tax basis a. 401k 2. Which of the following programs are legally required? a. Social Security, Unemployment insurance, w...

*LMK if any mistakes* *Some vocabs may not be mentioned due to not being in the slides* 1. Blank plans for employee’s compensation on a pre-tax basis a. 401k 2. Which of the following programs are legally required? a. Social Security, Unemployment insurance, workers compensation 3. Which of the following is true on unionization a. It is the process by which employees form or join a labor union to collectively negotiate with their employers for better wages, benefits etc b. It is supported by laws like the National Labor Relations Act which aims to create an environment conducing to collective bargaining 4. Capitalist system, socialist system, aristocratic systems, gov bureaucracy a. Capitalism focuses on private ownership and free markets b. Socialism emphasizes government owns and controls key industries (state ownership) 5. Which of the following sought to provide an environment conductive to collective bargaining a. The national labor relations act NLRA of 1935 is sought to create an environment that supports collective bargaining. 6. HMO vs PPO a. Health maintenance organization require the use of specific healthcare providers (typically lower premiums and out of pocket costs) b. Preferred provider organization offer flexibility in choosing providers at reduced rates (typically higher premiums and out of pocket costs) 7. Delayering approach, pay grade approach, market survey data approach, pay policy line approach skill-based pay approach a. Delayering approach: reducing job levels b. Pay grade: Grouping jobs of similar worth c. Market survey data: Using benchmarking to find competitive pay levels, aligning pay with external markets d. Pay policy line: Establishing a mathematical pay formula between job evaluation points and pay rates e. Skill-based pay: Compensation based on acquired skills 8. Dimension: Quantitative procedural, ownership distributive, outcome a. Procedural dimensions emphasize the fairness in the pay decisions process, transparency and consistency  b. Ownership dimensions refer to compensation systems that give employees a sense of ownership, like stock options, or employee stock ownership plans c. Distributive dimension relates to the perceived fairness of the actual pay distribution among employees 9. Blank plans insulated employees from investment risks a. Benefit plans guarantee specific retirement benefits 10. Blank is typically used to measure pay equity a. Compa ratio 11. Small power distance, collectivist culture, weak uncertainty avoidance, large power distance, strong uncertainty avoidance a. Small power distance refers to cultures where hierarchical differences are minimized, and equality is emphasized. Employees expect more participative in decision making b. Collectivist culture emphasizes group goals and teamwork over individual achievements. Loyalty to organization is valued c. Weak uncertainty avoidance cultures have a flexible approach to rules and innovation d. Large power distance refers to cultures where hierarchical differences are accepted and authority, decision making is centralized e. Strong uncertainty avoidance cultures prefer structure, clear rules, and risk mitigation. 12. Which of the following provides 12 weeks of unpaid absence from work to care for a sick child or parent a. The family and medical leave act FMLA 13. The difference among tax rates: marginal tax rate, gross, net, incremental, maximum a. Marginal tax rate (ch13) refers to the percentage of tax applied to each additional dollar of income earned 14. Benchmarking, bargaining effectiveness, legal support, exempting, attitudinal structure a. Benchmarking involves comparing an organizations practices (like pay levels) to competitors in the market to ensure competitiveness and alignment with industry standards b. Attitudinal structure refers to the trust and relationship between negotiators during collective bargaining 15. Know the function of the national labor relations board  a. Protecting employees rights to organize, join unions, and engage in collective bargaining b. Investigating and resolving unfair labor practices committed by employers or unions c. Overseeing union elections to ensure they are conducted fairly 16. Which of the following is an example of an ownership plan used in compensation systems a. Employee stock ownership plans ESOPs 17. US companies tend to relocate their low skilled high wage manufacturing assembly jobs in Mexico because it has a blank a. Low labor costs 18. When a organization has a growth strategy the blank tend to be below market level a. Pay levels are typically below market level in the short term during a growth strategy 19. The difference among capitalism personal achievement, individualism, human capital, personal productivity a. Capitalism is an economic system characterized by private ownership and free markets, focusing on profits and competition b. Individualism refers to societies where individuals prioritize personal goals over group objectives c. Human capital represents the skills, knowledge, and abilities that employees bring to an organization 20. Which of the following Is most likely to provide intrinsic motivation a. Performing meaningful work provides intrinsic motivation 21. The difference among game sharing, profit sharing, employee stock ownership plans, individual incentives, and pay raise a. gain sharing – group performance-based pay b. profit sharing – based on companies profits c. ESOPs stock ownership for employees d. Individual incentives – tied to personal performance 22. Range spread, job structure, pay level, pay grade, compa ratio a. Range spread refers to the difference between the minimum and maximum pay within a pay grade b. Job structure is the relative pay of different jobs within the organization based on job evaluation and internal equity c. Pay level refers to the average pay for jobs in an organization  d. Pay grade groups jobs of similar worth into categories with defined pay ranges to simplify pay administration e. Compa ratio is an index that compares the actual avg pay for a grade to the policy midpoint, measuring pay equity 23. Types of countries in the expat , host country, third country, domestic country, home country, governing country a. Expat – employees working abroad b. Host country – Location of subsidiary c. Parent/home country – Company headquarters d. Third country – Country that is neither host or parent country 24. At orientation for new employees, you remind them that their jobs are part of a union shop, what does that mean a. Employees must join the union within a certain period after being hired 25. Know the transition to an expat job and transition back to the repatriation on an expat. a. Transition to expat job requires adaptive skills i. Cultural training, language prep, etc b. Repatriation (return) focuses on re-acclimating expatriates ‘ i. Relearning new changes such as new office rule changes 26. Difference among forecasting, delayering, benchmarking, offshoring, and job evaluation a. Forecasting – predicting HR needs b. Delayering – Reducing hierarchy c. Benchmarking -Industry comparison d. Off shoring – Relocating jobs abroad 27. Forecasting, departmentalizing, benchmarking, delayering, and decentralizing a. Forecasting – predicting HR needs b. Benchmarking - Industry comparison c. Delayering – Reducing hierarchy 28. Range spread, compensable factors, pay grades, key jobs, rate ranges a. Range spread – refers to the difference between the minimum and maximum pay within a pay grade b. Compensable factors – Characteristics of a job that an organization values and chooses to pay for, such as education, experience, etc c. Pay grades – Groups jobs of similar worth into pay categories to simplify pay administration  d. Key Jobs – Benchmarked jobs with stable content and commonality across many organizations, often used in market pay surveys e. Rate rangers – refers to the set range of pay rates for a specific job or grade, allowing for variations based on performance, seniority, etc 29. When high performance is not followed by a monetary reward future high performance is less likely according to blank theory a. Reinforcement theory – behaviors followed by rewards are more likely to be repeated, while absence of rewards decreases the likelihood of the behavior occurring again 30. The difference among cost-based pay, merit pay incentive pay, skill-based pay, and gain sharing a. Merit pay– traditional system where base pay increases are tied to performance rating and are permanent adjustments b. Incentive pay – Compensation not rolled into base pay, must be earned continuously based on meeting specific performance goals c. Skill based pay – Compensation is based on acquiring and demonstrating specific skills or knowledge d. Gain sharing – a group based incentive program, bonuses are tied to improvements in group or plant performance 31. Third country, expat country, host country, parent country ,guest country a. Third country – Country that is neither host or parent country b. Host country – Location of subsidiary c. Parent/home country – Company headquarters 32. Which of the following is true labor relations in the public sector a. Public sector unions often have more legal restrictions on collective bargaining, government oversight, and often restrictions on the right to strike. 33. Which of the following is a trend seen in union membership and coverage a. Union membership have been declining and that employer resistance and market changes are contributing factors 34. Know the difference in employee benefits security administration, equal employment opportunity commission, pension benefit guarantee corporation, bureau of labor statistics, and employee’s compensation appeals board. a. Employee benefits security admin EBSA – oversees the administration of employee benefits, including health and retirement plans b. Equal employment opportunity commission EEOC – enforced federal laws prohibiting discrimination in the workplace  c. Pension benefit guaranty corporation PBGC – Guarentes payment of basic pension benefits if a company is unable to meet its obligations d. Bureau of labor statistics BLS – Collects, analyzes, and publishes data on employment, wages, and workplace trends 35. Which of the following is likely to be valued in a culture with a long term orientation a. Future rewards, sustained effort, and pragmatism 36. Perception - difference among expectancy perception, reinforcement perception, actual perception, agency perception, equity perception a. Expectancy perception – suggests employees are motivated when they believe their efforts will lead to desired outcomes b. Reinforcement perception – emphasizes that behaviors followed by rewards are more likely to recur c. Agency perception – focuses on the relationship between principals (owners) and agents (managers) and the alignment of their interests d. Equity perception – addresses fairness in rewards based on effort and contribution relative to others 37. Difference among collective bargaining, attitudinal structuring, exempting, delayering, and benchmarking. a. Collective bargaining – refers to the negotiation process between unions and employees to agree on wages, working conditions, etc b. Attitudinal structuring – refers to building trust and managing relationships during the labor management negotiation process c. Delayering – refers to reducing the number of job levels in an organization to create broader, more flexible job roles d. Benchmarking – involves comparing an organizations practices, like pay or benefits, with industry standards 38. Difference among expectancy theory, equity theory, social exchange theory, reinforcement theory and predicted outcome value theory. a. Expectancy theory – suggests that employees are motivated when they believe their effort will lead to performance and desired rewards b. Equity theory – focuses on fairness in how rewards are distributed compared to others, affecting motivation and satisfaction c. Reinforcement theory – States that behaviors following by positive rewards are more likely to be repeated, while those not rewarded are less likely to repeat 39. The unemployment insurance program is financed largely through federal and state taxes on who.  a. Employers 40. Difference among capitalist system, communist system collectivists system, socialist system, feminine system a. Capitalist system – Focuses on private ownership and free markets, emphasizing competition, profit, and individual achievement b. Collectivist system – prioritizes group goals and shared responsibilities over individual goals, aligning with collectivist cultural values c. Socialist system – emphasizes public ownership of resources and wealth distribution to meet social needs 41. Difference among culture with low uncertainty avoidance, a culture with long term orientation, culture with low power distance, individualist culture, feminine culture a. Cultures with low uncertainty avoidance – cultures are comfortable with risk taking and have flexible rules b. Culture with long term orientation – Cultures value future rewards, perseverance, long term planning over immediate results c. Culture with low power distance – cultures emphasize equality, and hierarchical differences are minimized d. Individualist culture – prioritizes personal goals and individual achievements over group objectives e. Feminine culture – Focuses on nurturing roles, relationships, and quality of life, rather than competition and material success 42. Most national unions are composed of multiple local units and are affiliated with blank a. American federation of labor and congress of industrial organization 43. Blank (jobs) are those common to many organizations a. KEY JOBS 44. Which of the following occupations is exempt from the fair labor standards act a. Executive employees, administrative employees, professional employees, outside sales employees 45. An incentive pay performance majors are primarily based on blank a. Specific, measurable performance goals 46. Companies can purchase insurance or self-insured at a lower rate because of the following  a. Risk pooling, spreading financial risk across a larger group, reduces per person costs 47. According to agency theory who are the principles a. Owners or shareholders of the company 48. Difference among a check off prevision, union shop, fair share provision, closed shop, agency shop a. Check off provision – requires employers to deduct union dues directly from employees paychecks b. Union shop – Requires employees to join the union within a certain time after being hired c. Fair share provision – requires non-union members to pay a fee for union services since they benefit from collective bargaining d. Closed shop – requires employees to be union members before they are hired (now illegal) 49. Know the difference among social security act, family medical leave act , employee retirement income security, consolidated omnibus budget reconciliation act COBRA, worker compensation a. Social security act – Provides retirement income, disability insurance, and survivor benefits. Funded through payroll taxes b. Family medical leave act FMLA – provides up to 12 weeks of unpaid leave for specific family or medical reasons c. Employee retirement income security act ERISA – Regulates employer sponsored retirement plans d. Consolidates omnibus budget reconciliation act COBRA – allows employees to continue their health insurance coverage at group rates for a limited personal period after job loss, or other events e. Workers compensation – Provides financial benefits to employees injured or killed on the job. It is a no fault system, protecting employee and employer