A. They require timely responses in adjusting programs to meet changing situations.

B. They provide a framework for designing rewards packages throughout an organization.

C. They determine what programs may be legally applied in any given location.

D. They are internal influences that drive organizational culture.

A. Hourly rate

B. Bonuses

C. Piece rate

D. Salary

A. Increases must be equitable within a department.

B. Increases given to star employees must be at least triple that of those given to average performers.

C. Increases must not be deemed inconsequential to employees.

D. Even small increases should not be given to less-than-average performers.

A. Human resources strategy

B. Corporate vision

C. Corporate mission

D. Business strategy

A. Bonuses

B. Hourly pay

C. Piece rate

D. Pay for time not worked

A. Human resources strategy

B. Performance measures

C. Business strategy

D. Performance standards

A. To change the focus from reviewing past performance to planning for future performance

B. To allow human resources adequate time to post new job opportunities

C. To allow both the manager and employee to have a "cooling off" period

D. To allow the manager to rank the employee after the performance discussion

A. Career flexibility

B. Full-time work

C. Work redesign

D. Compressed work week

A. At the beginning of each month

B. Immediately or shortly after making a positive contribution

C. During the merit increase process

D. Shortly after the performance review

A. The time required for satisfactory performance

B. The reward that can be earned

C. The experience required to achieve the goal or objective

D. The expected outcome