Effect of national culture and institution on pay practices

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Reference no: EM132260626

1. Which of the following is NOT true related to research on the effect of national culture and institution on pay practices? (Select all that apply. There can be more than one answer.)

Seniority-based pay systems are more prevalent in high uncertainty avoidance countries compared to in low uncertainty avoidance countries.

Performance pay systems based on individual performances (opposed to group performances) are more prevalent in individualistic countries than in collectivistic countries.

There is lower ratio of CEO pay to lowest level worker pay in high power distance countries compared to in low power distance countries.

There is higher level of pay dispersion in countries where wages are collectively bargained at the national level compared to in countries with no collective bargaining at the national level.

2. Jane is a single mom lawyer with two kids in the elementary school. She works for a nonprofit organization. Her pay is much lower than the lawyers in the for-profit sector with her expertise and a similar level of experience. However, she loves working for this organization because the work arrangement is very flexible. Most of her work can be done at home, and she can work during the times she wants to. And because of this, she is able to spend quality time with her kids, help their school works, attend their school events, etc. Which of the following best explains the reason why Jane can accept the lower pay in the nonprofit sector?

Efficiency wage

Compensating wage differentials

Social pressure

Donating wages

3. If a nonprofit organization is free from tight control by patrons, and its majority of income comes from charging for services, which of the following categorization best explains this organization?

mutual and donative

entrepreneurial and donative

entrepreneurial and commercial

mutual and commercial

4. Jake and James both work for a nonprofit organization. Jake is a lawyer and his annual salary is about $70,000, which is much less than the lawyers in the for-profit sector with his expertise and a similar level of experience. James is a custodian and his annual salary is about $30,000, which is similar to that of the custodians in the for-profit sector. Which of the following best describes why Jake is being paid significantly less than his counterparts in the for-profit sector while James is paid in a similar amount to his counterparts in the for-profit sector?

Skills mismatch hypothesis

Donating wage hypothesis

Non-distribution constraint

Efficiency wage hypothesis

5. Jane is a single mom lawyer with two kids in the elementary school. She works for a nonprofit organization. Her pay is much lower than the lawyers in the for-profit sector with her expertise and a similar level of experience. However, she loves working for this organization because she is able to provide legal services and help people who are in needs. She feels that what she does in this organization is much more meaningful than what she could have done in the for-profit sector. She thinks that it is okay for her pay to be low if what she could have earned more in the for-profit sector can be used for the greater good by working at this organization. Which of the following best explains the reason why Jane can accept the lower pay in the nonprofit sector?

Social pressure

Efficiency wage

Donating wages

Compensating wage differentials

6. Five years ago, Jake established a nonprofit organization that provides some afterschool activities with an only small amount of fees to children in needs. The management has done a great job in managing the organization, and a quiet amount of earnings (or savings) have been accumulated within the organization. With this information, Jake, as a founder, is now demanding some portion of the earnings that have been accrued. However, the management has refused this request saying that the earnings cannot be distributed to the founder of the nonprofit organization due to the __________________.

pay-for-performance constraint

drawback clause

social exchange constraint

non-distribution constraint

Reference no: EM132260626

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