肖外径舍贸多本誉 人力资源管理 12-9.Deming argues for the use of merit pay in increasing organization performance levels. Ans:F Difficulty:M Page 428 LOI 12-10.Employee assessments of the fairness of their compensation,which is based on the amount they receive,is referred to as distributive fairness(or distributive justice). Ans:T Difficulty:E Page 429 L01 12-11.A major criticism of merit pay programs is that high performers are not paid significantly more than mediocre or even poor performers. Ans:T Difficulty:M Page 429 L02 12-12.Individual incentive pay plans are more commonly found in organizations than merit pay plans. Ans:F Difficulty:E Page 431 LOI 12-13.Employees"exercise"their stock options when they choose to buy stock at a price that has been previously fixed. 第3页共27页人力资源管理 12-9. Deming argues for the use of merit pay in increasing organization performance levels. Ans: F Difficulty: M Page 428 LO1 12-10. Employee assessments of the fairness of their compensation, which is based on the amount they receive, is referred to as distributive fairness (or distributive justice). Ans: T Difficulty: E Page 429 LO1 12-11. A major criticism of merit pay programs is that high performers are not paid significantly more than mediocre or even poor performers. Ans: T Difficulty: M Page 429 LO2 12-12. Individual incentive pay plans are more commonly found in organizations than merit pay plans. Ans: F Difficulty: E Page 431 LO1 12-13. Employees “exercise” their stock options when they choose to buy stock at a price that has been previously fixed. 第 3 页 共 27 页