HRIR 3021 FINAL EXAM GUIDE
QUESTIONS AND ANSWERS
Organizational Commitment - Answer-The degree to which an employee identifies with
the organization and is willing to put forth effort on its behalf
Total Rewards System - Answer-A system of rewards that goes beyond compensation
and benefits and includes anything and everything the employee values and the
employer is willing and able to offer employees. Compensation and non-compensation
elements used to attract and retain workers and reinforce desired behaviors
Job Structure - Answer-Where the job fits, relatively
Job Satisfaction - Answer-A pleasant feeling resulting from the perception that one's job
fulfills or allows for the fulfillment of one's important job values. Relates to a person's
values, defined as "what a person consciously or unconsciously desires to obtain"
Role-Analysis Technique - Answer-A process of formally identifying expectations
associated with a role
Pay Levels - Answer-Average amount paid for a particular job
Pay Structure - Answer-Combination of job structure and pay levels
Equal Pay Act of 1963 - Answer-Administered by the EEOC. Cannot pay employees
less of the opposite sex for equal work, requiring equal skill, effort, and responsibility,
and performed under similar working condition
Allowable Differences to Wage Disparity - Answer-1. A seniority system
2. A merit system
3. A system which measures earnings by quantity or quality of production
4. A differential based on any other factor other than sex
How to Promote Wage Equality - Answer-Increase transparency, job descriptions,
undervalued work (use job evaluation to establish equal pay for comparable work), pay
policies, auditing, training for managers, benchmarking against the market
Product Markets - Answer-Place an upper limit on the pay an organization will offer
Internal Equity - Answer-Relationship among jobs within a single organization
External Equality - Answer-Comparisons of similar jobs in different organizations
, Individual Equality - Answer-Comparisons among individuals in the same job within the
same organization
Job Evaluation - Answer-An administrative procedure for measuring the relative worth of
the organization's jobs
To Be Effective, Incentive Systems Must Contain The Following Components - Answer-
1. Performance measures are linked to the organization's goals
2. Employees believe they can meet performance standards
3. The organization gives employees the resources they need to meet their goals
4. Employees value the rewards given
5. Employees believe the reward system is fair
6. The pay plan takes into account that employees may ignore any goals that are not
rewarded
Polycentric Global Management Strategy - Answer-Each country is unique and
therefore it allows its subsidiaries to have more control in developing strategies that will
work in a parent country
Geocentric Global Management Strategy - Answer-The entire world is a potential
market and strives to develop strategies that will work in every market (a more
collaborative approach)
Transnational HRM System - Answer-Features decision making from a global
perspective, managers from many countries, and ideas contributed by people from a
variety of cultures. Balance uniformity (for fairness) with flexibility (to account for cultural
and legal differences)
Factors That Most Strongly Influence HRM in International Markets - Answer-Culture,
education, economic systems, political-legal systems
Culture - Answer-Community's set of shared assumptions about how the world works
through religion, language, rituals, and rites. It is the most important HRM consideration
Australia's Fair Work Act (2009) - Answer-Minimum wage and employment conditions,
termination of employment, dispute resolution, general workplace matters, works with
unions
Emotional Stages Associated with a Foreign Assignment - Answer-1. Honeymoon
2. Culture Shock
3. Recovery
4. Adjustment
Reasons for Expatriate Failure - Answer-1. Selection based on headquarters criteria
rather than assignment needs
2. Inadequate preparation, training, and orientation prior to assignment
QUESTIONS AND ANSWERS
Organizational Commitment - Answer-The degree to which an employee identifies with
the organization and is willing to put forth effort on its behalf
Total Rewards System - Answer-A system of rewards that goes beyond compensation
and benefits and includes anything and everything the employee values and the
employer is willing and able to offer employees. Compensation and non-compensation
elements used to attract and retain workers and reinforce desired behaviors
Job Structure - Answer-Where the job fits, relatively
Job Satisfaction - Answer-A pleasant feeling resulting from the perception that one's job
fulfills or allows for the fulfillment of one's important job values. Relates to a person's
values, defined as "what a person consciously or unconsciously desires to obtain"
Role-Analysis Technique - Answer-A process of formally identifying expectations
associated with a role
Pay Levels - Answer-Average amount paid for a particular job
Pay Structure - Answer-Combination of job structure and pay levels
Equal Pay Act of 1963 - Answer-Administered by the EEOC. Cannot pay employees
less of the opposite sex for equal work, requiring equal skill, effort, and responsibility,
and performed under similar working condition
Allowable Differences to Wage Disparity - Answer-1. A seniority system
2. A merit system
3. A system which measures earnings by quantity or quality of production
4. A differential based on any other factor other than sex
How to Promote Wage Equality - Answer-Increase transparency, job descriptions,
undervalued work (use job evaluation to establish equal pay for comparable work), pay
policies, auditing, training for managers, benchmarking against the market
Product Markets - Answer-Place an upper limit on the pay an organization will offer
Internal Equity - Answer-Relationship among jobs within a single organization
External Equality - Answer-Comparisons of similar jobs in different organizations
, Individual Equality - Answer-Comparisons among individuals in the same job within the
same organization
Job Evaluation - Answer-An administrative procedure for measuring the relative worth of
the organization's jobs
To Be Effective, Incentive Systems Must Contain The Following Components - Answer-
1. Performance measures are linked to the organization's goals
2. Employees believe they can meet performance standards
3. The organization gives employees the resources they need to meet their goals
4. Employees value the rewards given
5. Employees believe the reward system is fair
6. The pay plan takes into account that employees may ignore any goals that are not
rewarded
Polycentric Global Management Strategy - Answer-Each country is unique and
therefore it allows its subsidiaries to have more control in developing strategies that will
work in a parent country
Geocentric Global Management Strategy - Answer-The entire world is a potential
market and strives to develop strategies that will work in every market (a more
collaborative approach)
Transnational HRM System - Answer-Features decision making from a global
perspective, managers from many countries, and ideas contributed by people from a
variety of cultures. Balance uniformity (for fairness) with flexibility (to account for cultural
and legal differences)
Factors That Most Strongly Influence HRM in International Markets - Answer-Culture,
education, economic systems, political-legal systems
Culture - Answer-Community's set of shared assumptions about how the world works
through religion, language, rituals, and rites. It is the most important HRM consideration
Australia's Fair Work Act (2009) - Answer-Minimum wage and employment conditions,
termination of employment, dispute resolution, general workplace matters, works with
unions
Emotional Stages Associated with a Foreign Assignment - Answer-1. Honeymoon
2. Culture Shock
3. Recovery
4. Adjustment
Reasons for Expatriate Failure - Answer-1. Selection based on headquarters criteria
rather than assignment needs
2. Inadequate preparation, training, and orientation prior to assignment
