Define pay for performance and describe two plans that utilize this compensation approach
What will be an ideal response?
Answer: Pay for performance is a compensation structure that bases employee pay on the results produced. One plan under this structure is piece rate, where employees are paid according to how much output was produced. Another plan is sales commissions, which pays salespeople a percentage of what the company earned from their sales.
Explanation: Pay for performance bases employee pay on the results produced and is one of several compensation strategies to induce employee productivity. Under the piece rate plan, employees are paid according to how much output was produced. Under a sales commission plan, salespeople are paid a percentage of what the company earned from the sales they made.
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During its first year of operations, a company granted employees vacation privileges and pension rights estimated ata cost of $21,500 and $15,000 . The vacations are expected to be taken in the next year and the pension rights areexpected to be paid in the future 5–30 years. What is the total cost of vacation pay and pension rights to berecognized in the first year?
a. $15,000 b. $36,500 c. $6,500 d. $21,500
?Technological feasibility of software products is established when
A. ?the application to patent the technology is filed with the federal government. B. ?the designing, coding, and testing is to be sold or licensed to third parties. C. ?the product is ready for general release. D. ?a detailed program design is completed.
Which of the following organizes worldwide operations based primarily on function and secondarily on product?
A. International division structure B. Global functional division structure C. Global area division structure D. Global product division structure
Dave organizes a training program for his employees to teach them how to operate the machines used for working. Which of the following attributes will show a direct improvement because of this training?
Scenario: Kleen Waterproofing Dave Docket, the installation manager at Kleen Waterproofing, has been receiving customer complaints that several crewmembers either come late to the job or they do not show up at all, without any communication with the customers. The job completion dates keep getting delayed and customer dissatisfaction keeps increasing. Dave has also just hired several new employees who are motivated, able to perform their jobs, and have adequate resources. However, they are not sure what tasks are included in their job. Dave is wondering how he can understand what is going on with his crew behavior and what can he do to improve the situation. A. Motivation B. Role perception C. Ethical sensitivity D. Moral intensity E. Ability