BHC6323 CH 14

Executives, supervisors, and sales staff often receive special compensation treatment because

• these jobs face conflicting demands

• recruitment and retention are always difficult for these jobs

• these jobs are protected under the Employment Act

• these jobs have high stress

All of the following EXCEPT _____ would be considered a special compensation group. 

• sales staff

• contingent workers

• unpaid interns

• professional employees

Popular stereotypes of salespeople characterize them as being heavily motivated by _____. 

• financial compensation

• personal growth and job security

• recognition and appreciation

• promotional opportunities

When designing a sales compensation plan, it should be kept in mind that

• salespeople rank recognition as their number-one motivator

• salespeople under an incentive system will view customer service as an imposition.

• compensation systems are independent of the nature of a product or service.

• commissions for sales volume reduces the incentive to sell.

Contingent workers are usually considered candidates for special compensation. 

• TRUE

• FALSE

Compensation packages for salespeople must be competitive because salespeople tend to compare their pay with competitors. 

• TRUE

• FALSE

Independent contractors generally are less expensive for employers as they receive no benefits. 

• TRUE

• FALSE

Which of the following is NOT a reason for companies to hire contingent workers? 

• Contingent workers help save costs.

• Employees who accept the idea of bounded careers view contingent status as part of a fast-track developmental sequence.

• Such employment offers added flexibility to employers.

• Companies hire contingent workers as a way to insulate themselves in a volatile economy.