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BUSINESS MANAGEMENT Midterm: Understanding COMPARABLE WORTH

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llsuekimura22
27 Dec 2021
School
Cavite State University
Department
Business
Course
BUSINESS MANAGEMENT
Professor

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Document Summary

Comparable worth, more commonly known as pay equity, is a way for companies to set employee salaries by ranking the value of comparable skills and responsibilities across professions, regardless of sex. The term, which first surfaced in the 1970s, is aimed at leveling the playing field between men and women, regardless of job title. Comparable worth focuses on the worth that a position has to a company. This means that two very different professions within one organization could be found to have the same value. For example, an accountant and an engineer may be found to deliver the same value to the company, based on the review metric. Therefore, both would be compensated equally if comparable worth were applied. This helps fight the practice in which jobs predominantly held by men have been paid higher than jobs held predominantly by women.

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Related Questions

QUESTION 1

  1. Some workers are being paid above their pay range and then they get their wage rate frozen at their current rate of pay until salary scales catch up. What is this practice is called?

    a.

    green-circling

    b.

    red-circling

    c.

    merit pay reduction

    d.

    conservative pay reduction

1 points   

QUESTION 2

  1. Functional job analysis was pioneered in the United States in the 1930s and is the precursor to the Canadian National Occupational Classification system.

     True

     False

1 points   

QUESTION 3

  1. Which method of job analysis focuses on the behaviours that make up a job and uses job elements to describe work activities?

    a.

    Position Analysis Questionnaire

    b.

    Interviews

    c.

    Observation

    d.

    Functional Job Analysis

1 points   

QUESTION 4

  1. A job specification is summary of the duties, responsibilities, and reporting relationships pertaining to a particular job.

     True

     False

1 points   

QUESTION 5

  1. What is one problem with using the ranking/paired job evaluation method?

    a.

    It is time consuming.

    b.

    It is not acceptable to pay equity commissions.

    c.

    It is not acceptable to employment equity commissions.

    d.

    It cannot address external market equity.

1 points   

QUESTION 6

  1. What are the three main reasons for conducting job evaluations?

    a.

    to decrease wage costs, to create job families, and to create pay equity

    b.

    to control wage costs, to create equitable pay structures, and to create employment equity

    c.

    to control wage costs, to create equitable pay structures, and to create the perception of an equitable pay system among participants

    d.

    to increase wage costs, to create equitable pay structures, and to create pay equity

1 points   

QUESTION 7

  1. In 2018, Canada passed pay equity legislation that applies to all employers in Canada.

     True

     False

1 points   

QUESTION 8

  1. A job description is a summary of the employee qualifications required to perform the duties for a given job.

     True

     False

1 points   

QUESTION 9

  1. What is the major benefit for the ranking method of job analysis?

    a.

    It creates a series of grade descriptions.

    b.

    It creates a series of grade descriptions.

    c.

    It creates relative equal intervals between job classifications.

    d.

    It incorporates market data.

1 points   

QUESTION 10

  1. What occurs to the female job class if the percentage of secretaries in that job class changes from 95 percent to 30 percent?

    a.

    It becomes a new job class.

    b.

    It becomes a male job class.

    c.

    It remains a female job class.

    d.

    It becomes a gender neutral job class.

1 points   

QUESTION 11

  1. Why might using job descriptions for job evaluation purposes prove problematic?

    a.

    Companies simply do not keep wage rates updated.

    b.

    The dynamic nature of the general environment creates a situation whereby job duties change without human resources departments noticing it.

    c.

    Creating and maintaining job descriptions is not a laborious process.

    d.

    The output created by the job analysis process yields poor results.

1 points   

QUESTION 12

  1. What is a valid reason to re-evaluate jobs?

    a.

    A new member joins the committee.

    b.

    The compensation-level strategy changes.

    c.

    A new performance system is implemented.

    d.

    There is a high level of appeals.

1 points   

QUESTION 13

  1. What is the first step in most pay equity processes?

    a.

    analyze gender data

    b.

    determine what rules and laws apply

    c.

    review compensation

    d.

    analyze and compare jobs

1 points   

QUESTION 14

  1. Which term refers to an organization that gives an employee the ability to appeal a decision of the job evaluation committee?

    a.

    procedural justice

    b.

    distributional justice

    c.

    organizational justice

    d.

    grievance system

1 points   

QUESTION 15

  1. What is the observation method of job analysis well-suited for?

    a.

    jobs that have a short work cycle

    b.

    jobs with a long work cycle

    c.

    minimum wage jobs

    d.

    minimum wage jobs

1 points   

QUESTION 16

  1. Which term refers to the relative value of different jobs as determined by knowledgeable individuals?

    a.

    the proxy method

    b.

    PAQ analysis

    c.

    paired comparison method

    d.

    the ranking method

1 points   

QUESTION 17

  1. Once an organization has posted its pay equity plan, it has met its legal responsibility under the legislation and no further action is required.

     True

     False

1 points   

QUESTION 18

  1. Which job evaluation category uses human judgement as the determining factor?

    a.

    whole job

    b.

    factor comparison

    c.

    statistical/policy capturing

    d.

    point-factor management analysis

1 points   

QUESTION 19

  1. ABC Inc. is a new organization planning to launch a call centre in the next six months. You have been tasked with creating detailed job descriptions for several operational roles in the call centre. Which information collection method would you likely rely on to gather job information?

    a.

    utility analysis

    b.

    functional job analysis

    c.

    variable analysis

    d.

    data analysis

1 points   

QUESTION 20

  1. What is a primary problem of job analysis process?

    a.

    creating too many job families

    b.

    analyzing the jobholder not the job

    c.

    having a committee

      d.

    professional designations

  1. How can HR professionals demonstrate that they provide value in terms of return on investment for an organization?
  2. How do an organization’s vision, mission, and strategywork together to help organizations survive and thrive, and what is the role recruitment and selection plays in this? Clearly define each of the terms within your answer.
  3. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
  4. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
  5. Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.
  6. Compare and contrast content, construct, and criterion related validity strategies? Provide an example of each approach
  7. Define, compare, contrast, and provide examples of fairness and bias as used in the context of HR selection
  8. Would the Canadian Charter of Rights and Freedoms prohibit an employer from putting in place a selection system that favoured women over men in the hiring process? Could such discrimination ever be justified under the Charter?
  9. What are the prohibited grounds of employment discrimination in Alberta, define prohibited grounds of employment discrimination?
  10. What does it mean to accommodate someone to the point of undue hardship?
  11. Why is basing hiring practices on a “gut feeling” risky business?
  12. Why is a job analysis essential to the defence of any selection process or selection system?
  13. What is the relationship of a “position” to a “job” and a “job” to a “job family”?
  14. What are the major differences between a competency-based selection system, and one developed through job analysis?
  15. What is a competency? Defend your answer
  16. If you were limited in selecting employees based on only one of the four types of performance discussed in this chapter, which one would you choose? Why?
  17. Why is it important to understand performance as part of the recruitment and selection process?
  18. Define task performance, contextual performance, adaptive behaviour, and counterproductive behaviour. Discuss the role each of these plays in developing a recruitment and selection system.
  19. List and explain each of the performances defined in Campbell’s performance taxonomy

 

QUESTION 1

  1. What is the method to establish pay grade widths in which the point spreads are equal for all pay grades?

    a. pay grade bandwidth approach
    b. equal interval approach
    c. equal increase approach
    d. equal percentage approach

1 points   

QUESTION 2

  1. Which variable may be considered an advantage associated with the "a priori" method in determining factor weights?

    a. It simple and easily understood.
    b. It assumes pay structures used for benchmarking are correct.
    c. It emphasizes current pay scales.
    d. It forces committee members to work together.

1 points   

QUESTION 3

  1. The point method of job evaluation has many benefits, but it does have some drawbacks. From the list below, what would be considered a drawback of the point method?

    a. creates too large of a hierarchy of jobs
    b. creates a large number of appeals
    c. regression line is very rarely applied to the pay system
    d. appears scientifically objective but in reality it is very subjective

1 points   

QUESTION 4

  1. You have been provided with the following information about a certain pay range: minimum $50,000; mid-point $55,000; and maximum $60,000. What is the range spread and the range spread percentage?

    a. $10,000 and 20%
    b. $5,000 and 83.33%
    c. $5,000 and 20%
    d. $10,000 and 8.33%

1 points   

QUESTION 5

  1. Which step in developing a job evaluation system using the point method allows you to quantify the extent to which each factor is present in a job?

    a. defining the factors
    b. weighting the factors
    c. scaling the factors
    d. testing the system

1 points   

QUESTION 6

  1. A company decides to include "customer contact" as a compensable factor in their job evaluation system. What conclusion can you draw from this?

    a. The organization does not value "customer contact" above all other compensable factors.
    b. The organization wants to avoid customer complaints.
    c. "Customer contact" would be explicitly linked to performance bonuses.
    d. "Customer contact" is central to the execution of the company's strategy.

1 points   

QUESTION 7

  1. Which of the following should be avoided when using the point method of job evaluation?

    a. benchmarking
    b. factor overlap
    c. equal interval approach
    d. enlargement of pay grid

1 points   

QUESTION 8

  1. A "match the market" pay strategy means all jobs in the organization will actually match the market.

     True

     False

1 points   

QUESTION 9

  1. Considering the factor of "supervisory responsibility," which degree statement is an example of inconsistent construct formation?

    a. Degree 1: no supervisory responsibilities
    b. Degree 2: responsible for supervision of one to three subordinates
    c. Degree 3: responsible for supervision of four to nine subordinates
    d. Degree 4: responsible for development of annual operating budget

1 points   

QUESTION 10

  1. In a point method of job evaluation, large pay range overlaps are preferred.

     True

     False

1 points   

QUESTION 11

  1. Which term refers to the differences between the range midpoints of adjacent pay grades in a pay structure expressed by dollars?

    a. range spread
    b. broadbands
    c. split pay range
    d. intergrade differentials

1 points   

QUESTION 12

  1. Which of the following best defines a benchmark job?

    a. It is a job in the firm's job evaluation system for which there is a good match in the labour market data.
    b. It is a job in the market data that matches a pay overlap.
    c. It is the job in the organization that has a regression line equal to (1) on the pay policy line.
    d. It is the job that is adjusted to the market line for the intended pay level.

1 points   

QUESTION 13

  1. Mille, a human resource compensation specialist, determines that the correlation coefficient is nearly –1 (negative one) after calculating a straight regression line. What conclusion can Mille make based on this nearly perfect correlation coefficient?

    a. The lower the job evaluation points, the lower the pay
    b. The higher job evaluation points, the higher the pay.
    c. The higher the job evaluation points, the lower the pay.
    d. The nearly –1 (negative one) correlation coefficient implies that no change in the pay system is required.

1 points   

QUESTION 14

  1. Your task is to persuade an executive to design a job evaluation system using the point method. What would be the focal point of your argument?

    a. The point method has a high degree of accuracy in measuring jobs.
    b. The point method includes performance management.
    c. The point method is simple to use.
    d. The point method is the only system recognized by employment equity legislation.

1 points   

QUESTION 15

  1. The terms job evaluation and job analysis are interchangeable.

     True

     False

1 points   

QUESTION 16

  1. One of the greatest benefits of using a point method of job evaluation is that it is statistically scientific.

     True

     False

1 points   

QUESTION 17

  1. Which statement best defines range spread?

    a. It is the difference between the first and last pay broadband
    b. It is the difference between the range midpoints of adjacent pay grades in a pay structure, expressed in dollars.
    c. It is calculated by dividing the intergrade differential (expressed in dollars) of each pay grade by the midpoint (in dollars) of the previous pay grade
    d. It is the difference between the maximum and the minimum pay level, in dollars, for a given pay range.

1 points   

QUESTION 18

  1. In order to establish a midpoint of the pay range you must first convert the market line into a pay line policy.

     True

     False

1 points   

QUESTION 19

  1. Which of the following takes place once the job evaluation system has been finalized?

    a. compensable factors are weighed
    b. all jobs are scored
    c. factor degrees are analyzed
    d. factor weightings are measured

1 points   

QUESTION 20

  1. What is a disadvantage of having very narrow pay grades?

    a. The only way for an employee to significantly increase their wages is through a promotion.
    b. It makes seniority systems redundant.
    c. The reliability of the pay grade is low.
    d. The internal stability of the pay grade is low.