Employee Motivation MCQs Motivation in the workplace

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At the organizational (strategic) level, payment systems have the goals to Aid recruitment, Retain employees, Reward employees for performance.
Employee Motivation MCQs Motivation in the workplace

Employee Motivation MCQs

At the organizational (strategic) level, payment systems have the goals to Aid recruitment, Retain employees, Reward employees for performance. Here on MCQs.club we have prepared easy and helpful Multiple-Choice Questions (MCQs) on employee motivation and motivation in the workplace that covers the ways to motivate employees and staff these includes the rewards both financial and non-financial rewards for employees to motivate. The benefits of motivated employees result in job satisfaction, increase productivity and employee performance. Different types of employee motivation in HRM are practiced like intrinsic (monetary) and extrinsic (non-monetary) motivation. These MCQs are beneficial for Professional Accountancy exams, Competitive exams and Business management exams.

  1. At the organizational (strategic) level, payment systems have the following goals:
    1. Aid recruitment
    2. Retain employees
    3. Reward employees for performance
    4. All of the above
  1. At the managerial level, payment systems are used to:
    1. Attract and retain staff of a suitable quality
    2. Reward and motivate employees fairly and consistently
    3. Further the organisation’s objectives by providing competitive rewards
    4. Encourage performance and progression through development
    5. Recognise non-performance factors such as skill and competence
    6. Ensure salary costs are controlled
      1. All of the above
      2. (II) (III) and (V) only
      3. (II) and (V) only
      4. None
  1. Common types of pay structure include:
    1. Graded, Broad-banded structures, Individual
    2. Job family structures, Pay or profession/maturity curves, Spot rates
    3. Rate for age, pay spines, Manual worker pay structures, Integrated structures
    4. All of the above
  1. Job family structures –:
    1. Jobs in specific functions such as accounts or HR are grouped into families. The jobs differ in terms of skill levels or responsibility (such as accounts technician and management accountant) and pay is determined accordingly.
    2. are often used by government organisations where it is important for pay to be relative across a range of roles. They are a series of incremental points from the lowest to the highest paid jobs. Pay scales for specific jobs are superimposed onto the spine to ensure pay is relative.
    3. recognise the difference in status between those who work in manual roles against those in other parts of the organisation. Real differentials are incorporated that reflect differences in skill and responsibility but otherwise they are similar to other pay structures.
    4. incorporate one grading system for all employees except senior management. They are often used where employees were paid historically under separate agreements.
  1. Pay spines –:
    1. Jobs in specific functions such as accounts or HR are grouped into families. The jobs differ in terms of skill levels or responsibility (such as accounts technician and management accountant) and pay is determined accordingly.
    2. are often used by government organisations where it is important for pay to be relative across a range of roles. They are a series of incremental points from the lowest to the highest paid jobs. Pay scales for specific jobs are superimposed onto the spine to ensure pay is relative.
    3. recognise the difference in status between those who work in manual roles against those in other parts of the organisation. Real differentials are incorporated that reflect differences in skill and responsibility but otherwise they are similar to other pay structures.
    4. incorporate one grading system for all employees except senior management. They are often used where employees were paid historically under separate agreements.
  1. Manual worker pay structures –:
    1. Jobs in specific functions such as accounts or HR are grouped into families. The jobs differ in terms of skill levels or responsibility (such as accounts technician and management accountant) and pay is determined accordingly.
    2. are often used by government organisations where it is important for pay to be relative across a range of roles. They are a series of incremental points from the lowest to the highest paid jobs. Pay scales for specific jobs are superimposed onto the spine to ensure pay is relative.
    3. recognise the difference in status between those who work in manual roles against those in other parts of the organisation. Real differentials are incorporated that reflect differences in skill and responsibility but otherwise they are similar to other pay structures.
    4. incorporate one grading system for all employees except senior management. They are often used where employees were paid historically under separate agreements.
  1. Integrated structures –:
    1. Jobs in specific functions such as accounts or HR are grouped into families. The jobs differ in terms of skill levels or responsibility (such as accounts technician and management accountant) and pay is determined accordingly.
    2. are often used by government organisations where it is important for pay to be relative across a range of roles. They are a series of incremental points from the lowest to the highest paid jobs. Pay scales for specific jobs are superimposed onto the spine to ensure pay is relative.
    3. recognise the difference in status between those who work in manual roles against those in other parts of the organisation. Real differentials are incorporated that reflect differences in skill and responsibility but otherwise they are similar to other pay structures.
    4. incorporate one grading system for all employees except senior management. They are often used where employees were paid historically under separate agreements.
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