36. At-risk pay:
a) is compensation that depends upon performance and remains the same until an employee receives an increase in base pay
b) usually results in the same level of compensation as more predictable pay
c) provides an opportunity to earn more and less compensation
d) results in less motivation among low performers
37. Organizations pursuing a differentiation strategy:
a) should offer a low proportion of employees’ pay at risk
b) should provide employees with consistent pay
c) should reward employees who loyally complete their work tasks
d) should place a high proportion of pay at risk
38. All of the following are true about line of sight EXCEPT:
a) line of sight is motivating for members of a project group preparing a group report
b) employees’ motivation increases when they are rewarded for outcomes that are within their line of sight.
c) line of sight is clear for individual assignments
d) line of sight allows an employee to see how personal effort is important
39. Individual incentives:
a) always lead to performance improvement
b) work well when workers need to coordinate their efforts
c) can result in increased accidents and less productivity when individual incentives are dependent on group performance
d) result in performance improvement regardless of work context
40. Which of the following is an issue with group incentives?
a) line of sight is so obvious that group incentives are not motivating
b) group incentives encourage an individual to excel at the expense of team members
c) line of sight is so distant with group incentives that individual employees may fail to put forth maximum personal effort.
d) little pay is at risk with group incentives, so group incentives are not motivating to the individual employee