11.Piece rate plans base an individual’s wages on the number of product units produced by the employee.
12.Unlike merit pay plans, the performance standards set in piece rate plans are easily influenced by supervisory bias.
13.If the job is relatively complex and requires teamwork for successful performance, individual incentive plans should generally not be used.
14.Profit-sharing plans never help employees develop a sense of ownership.
15.When a straight piecework plan is used, workers are paid depending on whether they have met the required standards.
16.Profit-sharing plans create a strong effort-performance-reward link.
17.The focus of employee empowerment is to give employees a greater voice in decisions about work-related matters.
18.Employees are more likely to accept decisions when they have participated in the decision-making process.
19.Job enrichment generally requires an increase in direct supervision of workers.
20.Employees performing highly automated easy jobs are likely to oppose job enrichment efforts.