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SPHR Questions - Part 100
1. James is a highly productive salesperson who is required to share a team bonus with his co-workers if certain sales goals are met each month. He is frustrated with this compensation structure, because he believes his teammates do not contribute as much as he does to the final numbers. This is an example of what?
A) Pay disparity
B) Procedural justice
C) Distributive justice
D) Wage inequity
2. Which of the following is the process used traditionally to determine the value of jobs relative to each other within the organization?
A) Ranking method
B) Job evaluation
C) Classification method
D) Job sharing
3. e FLSA defined the maximum work week for nonexempt employees as _______ hours per week.
A) 36
B) 48
C) 40
D) 32
4. Which of the following is additional pay for dangerous or risky working conditions?
A) Reporting pay
B) Call-back pay
C) Hazard pay
D) Base pay
5. What is the maximum working hours per week for nonexempt employees as defined in The Fair Labor Standards Acts?
A) 48
B) 40
C) 56
D) 60
A) Pay disparity
B) Procedural justice
C) Distributive justice
D) Wage inequity
2. Which of the following is the process used traditionally to determine the value of jobs relative to each other within the organization?
A) Ranking method
B) Job evaluation
C) Classification method
D) Job sharing
3. e FLSA defined the maximum work week for nonexempt employees as _______ hours per week.
A) 36
B) 48
C) 40
D) 32
4. Which of the following is additional pay for dangerous or risky working conditions?
A) Reporting pay
B) Call-back pay
C) Hazard pay
D) Base pay
5. What is the maximum working hours per week for nonexempt employees as defined in The Fair Labor Standards Acts?
A) 48
B) 40
C) 56
D) 60
1. Right Answer: C
Explanation: Answer option C is correct.Distributive justice is a concept that speaks to perceived inequity in the distribution of outcomes. It is the result of the belief that an employee puts more into the system than they receive as an outcome when compared to the efforts of other organizational members. Procedural justice (B) is a perception of inequity in the procedures used to design or apply the pay structure. Wage inequity and pay disparity (A, D) are essentially the same thing, occurring when employees are either paid outside of current external position market value or internally based on compensable factors shared between jobs.Chapter: Compensation and BenefitsObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
3. Right Answer: C
Explanation: Answer option C is correct.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
4. Right Answer: C
Explanation: Answer option C is correct.Chapter: Compensation and BenefitsObjective: Compensation
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Compensation and BenefitsObjective: Compensation
Explanation: Answer option C is correct.Distributive justice is a concept that speaks to perceived inequity in the distribution of outcomes. It is the result of the belief that an employee puts more into the system than they receive as an outcome when compared to the efforts of other organizational members. Procedural justice (B) is a perception of inequity in the procedures used to design or apply the pay structure. Wage inequity and pay disparity (A, D) are essentially the same thing, occurring when employees are either paid outside of current external position market value or internally based on compensable factors shared between jobs.Chapter: Compensation and BenefitsObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
3. Right Answer: C
Explanation: Answer option C is correct.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
4. Right Answer: C
Explanation: Answer option C is correct.Chapter: Compensation and BenefitsObjective: Compensation
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Compensation and BenefitsObjective: Compensation
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