Reference no: EM132266146

1.  are retirement plans in which the amount available at retirement is a function of the employer and employee contributions, as well as any gains or losses in stock investments.

a. COBRA plans

b. Flex benefit plans

c. FMLA plans

d. Defined benefit plans

e. Defined contribution plans

2. Employee stock ownership plans (ESOP) attempt to link employees to the success/failure of the company, and create a sense of "ownership" among employees. Research on these plans indicates that:

a. they are not particularly effective at fostering employee participation.

b. they diminish employee creativity.

c. they have a universally positive effect on employee productivity.

d. they do foster employee participation, but have little impact on productivity.

e. None of the above

3. When an employee handbook promises that terminations will only be made for "just cause," this constitutes a             exception to the rule of termination at will.

a. wrongful

b. Title VII

c. public policy

d. common law

e. statutory

4. With regard to individual pay-for-performance plans,       typically includes a permanent increase in base salary, whereas       include extra compensation at the end of the year that does not build into base pay.

a. profit-sharing; risk sharing

b. ESOPs; BBOPs

c. merit pay; lump sum bonuses

d. gain-sharing; profit-sharing

e. a lump sum bonus; merit pay plans

5. Which of the following was suggested as a potential advantage of developing behaviorally anchored rating scales (BARS) for use in performance appraisal?

a. they eliminate all rater errors completely

b. they force raters to identify the bottom 10% of employees

c. they focus on the frequency with which employees display behaviors

d. they are quick and easy to develop

e. they are often associated with employee perceptions of fairness