• Nursing Research
Module 3
Absolute level - The reward can be defined.
Anchored Rating Scale - Use examples and/or definitions for each point value on the
scale.
Benchmark competitors - A selection of primary organizations that exemplify the labor
and product/service markets in which the organization competes.
Benchmark Competitors - A selection of primary organizations that exemplify the labor
and product/service markets in which the organization competes.
Benchmark jobs - Jobs that are representative of the type, content and level of jobs in
the organization.
Benchmark Jobs - Sample of jobs that is representative of the type, content and level of
jobs in the organization.
Broadbanding - Entails the use of a few broad bands (or grades) to organize work for
pay purposes.
Business Strategy - The collection of decision, approaches, and activities that allow an
organization to complete and win.
Capability-based pay - When a reward system explicitly attempts to attempts to vary
rewards based upon capabilities of the employees. (Skill, competency, and seniority
based pay)
Central Tendency - Describes what's typical for a set of data, usually measured by the
arithmetic mean, median, or mode.
Centralized approach - Human Resources makes all the decisions
Collaborative Environment - Teams of employees work in concert to be creative, solve
problems, and produce result.
Compa-ration - A ratio frequently used to measure the conformity of pay rates to the pay
plan.
, Compensable factors - Job elements or criteria that identify what the organization
values for purposes of job evaluation. Step one in the Point Factor Approach.
Cost Leadership Strategy - Focusing business priories on providing a lower-cost
product or service.
Critical Success Factors - Capabilities, activities, customer perceptions and market
positions that allow an organization to out-compete its rivals.
Custom Questionnaires - A series of questions that job incumbents complete on their
own.
Decentralized approach - Decisions are made by the employee's immediate supervisor
or manager.
Differentiation Strategy - Providing innovative, exceptional, and high quality products
and/or services to customers.
Distributive Justice - Perceptions are based upon employees' views of the distribution of
rewards in the organization.
Dynamic Role based Job - The work employees do changes on a regular basis.
Equity Theory - Based on comparisons between the ratio of employees inputs and
rewards to the ratio of inputs and rewards of others.
Expectancy Theory - Motivation is determined by the outcomes people expect to occur
as a result of their actions. The amount of effort an individual is willing to exert depends
on (a) the perceived relationship between effort and performance (b) the perceived
relationship between performance and the outcomes and the (c) value of the outcomes.
External Reward Positioning - How an organization's rewards compare to the Rewards
offered for comparable work in other organizations.
Face validity - The extent to which the system produces relative job values that appear
to be accurate and creible.
Factor Weighting - The process of deciding how important compensable factors are to
the organization
Generic Questionnaire - Purchased from a third party and use general questions to
which incumbents respond using scaled ratings.
Hybrid Strategy - Employing a combination of cost-leadership, differentiation and niche-
focused business strategies.
Module 3
Absolute level - The reward can be defined.
Anchored Rating Scale - Use examples and/or definitions for each point value on the
scale.
Benchmark competitors - A selection of primary organizations that exemplify the labor
and product/service markets in which the organization competes.
Benchmark Competitors - A selection of primary organizations that exemplify the labor
and product/service markets in which the organization competes.
Benchmark jobs - Jobs that are representative of the type, content and level of jobs in
the organization.
Benchmark Jobs - Sample of jobs that is representative of the type, content and level of
jobs in the organization.
Broadbanding - Entails the use of a few broad bands (or grades) to organize work for
pay purposes.
Business Strategy - The collection of decision, approaches, and activities that allow an
organization to complete and win.
Capability-based pay - When a reward system explicitly attempts to attempts to vary
rewards based upon capabilities of the employees. (Skill, competency, and seniority
based pay)
Central Tendency - Describes what's typical for a set of data, usually measured by the
arithmetic mean, median, or mode.
Centralized approach - Human Resources makes all the decisions
Collaborative Environment - Teams of employees work in concert to be creative, solve
problems, and produce result.
Compa-ration - A ratio frequently used to measure the conformity of pay rates to the pay
plan.
, Compensable factors - Job elements or criteria that identify what the organization
values for purposes of job evaluation. Step one in the Point Factor Approach.
Cost Leadership Strategy - Focusing business priories on providing a lower-cost
product or service.
Critical Success Factors - Capabilities, activities, customer perceptions and market
positions that allow an organization to out-compete its rivals.
Custom Questionnaires - A series of questions that job incumbents complete on their
own.
Decentralized approach - Decisions are made by the employee's immediate supervisor
or manager.
Differentiation Strategy - Providing innovative, exceptional, and high quality products
and/or services to customers.
Distributive Justice - Perceptions are based upon employees' views of the distribution of
rewards in the organization.
Dynamic Role based Job - The work employees do changes on a regular basis.
Equity Theory - Based on comparisons between the ratio of employees inputs and
rewards to the ratio of inputs and rewards of others.
Expectancy Theory - Motivation is determined by the outcomes people expect to occur
as a result of their actions. The amount of effort an individual is willing to exert depends
on (a) the perceived relationship between effort and performance (b) the perceived
relationship between performance and the outcomes and the (c) value of the outcomes.
External Reward Positioning - How an organization's rewards compare to the Rewards
offered for comparable work in other organizations.
Face validity - The extent to which the system produces relative job values that appear
to be accurate and creible.
Factor Weighting - The process of deciding how important compensable factors are to
the organization
Generic Questionnaire - Purchased from a third party and use general questions to
which incumbents respond using scaled ratings.
Hybrid Strategy - Employing a combination of cost-leadership, differentiation and niche-
focused business strategies.
