OBHR 3330 FINAL EXAM QUESTIONS & ANSWERS
Occupational Safety and Health Administration - Answers -OSHA
*Administer the Act & Enforce the health and safety standards that apply*
- General Industry Standards
- Maritime Standards
- Construction Standards
- Other assorted areas
- Field Operations Manual
Action Learning - Answers -Managers work on projects outside their department;
usually a team project.
American Federation of Labor & Congress of Industrial Organizations - Answers -
Merged in 1955, voluntary federation of about 100 national/international labor unions in
the U.S.
Broadbanding - Answers -*Collapse multiple salary grades/ranges down to a smaller
number that contains a wide range of jobs and salary levels*
Facilitates movement up and down in job level without pay raises or cuts, no equity
violation
3 Principles of Building Two Way Communication - Answers -1. *Engagement*
2. *Explanation*
3. *Expectation Clarity*
Case Study Method - Answers -5 Main Features:
- Use of Real Problems
- Maximum Involvement
- Minimal Reliance on Instructor
- No Right or Wrong Answers
- Engaging & Realistic as possible
Civil Rights Act of 1964 - Answers -Unlawful to discriminate in the
*compensation/hiring* process on the basis of *Race, Color, Religion, Sex, or National
Origin*
Comparable Worth - Answers -Should women who are performing jobs equal to men's
or comparable to men's be paid the same as men?
, Assumption is that although the jobs are not the same, they are comparable in terms of
compensable factors such as skills and responsibility.
Compensation Policy Factors - Answers -• *Locality & Local Economics (cost of living)*
• Pay Related Issues:
- Salary Increases
- Promotions
- Demotions
- Overtime Pay
Competency/Skill based Pay Plan - Answers -Paid for range/depth/types of Skills &
Knowledge rather than assigned job to foster flexibility
Components (4):
- System that defines skills & a process for determining pay based on those
competencies/skills
- Training system to acquire skills
- Formal competency testing system
- Work design that allows movement among jobs, to permit work assignment flexibility
Contract Administration - Answers -Grievances in unionized company, call for a
contract interpretation.
Current Trends in Compensation - Answers -- Competency/Skill Based Pay
- Broadbanding
- The "New Pay"
- Issue of Comparable Worth
- Dot-Com Companies
Davis-Bacon Act of 1931 - Answers -Security of Labor can set wages for *Laborers &
Mechanics* employed by contractors working for the *Federal Government*
Common Grounds for Dismissal - Answers -- Unsatisfactory Performance
- Misconduct
- Lack of Qualifications
- Changed Requirements or Elimination of Job
-Insubordination
Downsizing - Answers -Reducing the number of employees of a firm, usually dramatic.
Employee Benefits - Answers -Indirect financial payments, about 41% of payroll
- PTO, supplemental pay benefits
(holidays, sick leave, severance pay, unemployment insurance, etc.)
Occupational Safety and Health Administration - Answers -OSHA
*Administer the Act & Enforce the health and safety standards that apply*
- General Industry Standards
- Maritime Standards
- Construction Standards
- Other assorted areas
- Field Operations Manual
Action Learning - Answers -Managers work on projects outside their department;
usually a team project.
American Federation of Labor & Congress of Industrial Organizations - Answers -
Merged in 1955, voluntary federation of about 100 national/international labor unions in
the U.S.
Broadbanding - Answers -*Collapse multiple salary grades/ranges down to a smaller
number that contains a wide range of jobs and salary levels*
Facilitates movement up and down in job level without pay raises or cuts, no equity
violation
3 Principles of Building Two Way Communication - Answers -1. *Engagement*
2. *Explanation*
3. *Expectation Clarity*
Case Study Method - Answers -5 Main Features:
- Use of Real Problems
- Maximum Involvement
- Minimal Reliance on Instructor
- No Right or Wrong Answers
- Engaging & Realistic as possible
Civil Rights Act of 1964 - Answers -Unlawful to discriminate in the
*compensation/hiring* process on the basis of *Race, Color, Religion, Sex, or National
Origin*
Comparable Worth - Answers -Should women who are performing jobs equal to men's
or comparable to men's be paid the same as men?
, Assumption is that although the jobs are not the same, they are comparable in terms of
compensable factors such as skills and responsibility.
Compensation Policy Factors - Answers -• *Locality & Local Economics (cost of living)*
• Pay Related Issues:
- Salary Increases
- Promotions
- Demotions
- Overtime Pay
Competency/Skill based Pay Plan - Answers -Paid for range/depth/types of Skills &
Knowledge rather than assigned job to foster flexibility
Components (4):
- System that defines skills & a process for determining pay based on those
competencies/skills
- Training system to acquire skills
- Formal competency testing system
- Work design that allows movement among jobs, to permit work assignment flexibility
Contract Administration - Answers -Grievances in unionized company, call for a
contract interpretation.
Current Trends in Compensation - Answers -- Competency/Skill Based Pay
- Broadbanding
- The "New Pay"
- Issue of Comparable Worth
- Dot-Com Companies
Davis-Bacon Act of 1931 - Answers -Security of Labor can set wages for *Laborers &
Mechanics* employed by contractors working for the *Federal Government*
Common Grounds for Dismissal - Answers -- Unsatisfactory Performance
- Misconduct
- Lack of Qualifications
- Changed Requirements or Elimination of Job
-Insubordination
Downsizing - Answers -Reducing the number of employees of a firm, usually dramatic.
Employee Benefits - Answers -Indirect financial payments, about 41% of payroll
- PTO, supplemental pay benefits
(holidays, sick leave, severance pay, unemployment insurance, etc.)
