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Daily MCQs Series - 32 (in Hindi)
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Talvir Singh is teaching live on Unacademy Plus

Talvir Singh
JRF Qualified | Motivational Speaker | Comedy Addict | Lyricist | 5 Year Teaching Experience |Youtuber | Unacademy Top Educator

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  1. NTA NET 2018 COMMERCE DAILY MCQ SERIES BY - TALVIR SINGH


  2. ABOUT ME M.Com & MBA From PU CHANDIGARH JRF QUALIFIED IN COMMERCE WORKING AS ASSISTANT PROFESSOR 2 TIMES UNIVERSITY COLOR HOLDER BEST DEBATER OF PUNJAB (2017) BEST POET OF PU CHANDIGARH (2016) COMEDY ADDICT FREELANCE MOTIVATIONAL SPEAKER YOUTUBER unacademy


  3. MCQ SERIES 32


  4. 1. Variable performance pay system can be all of the following except . (a) recognition programs . (b) individual (c) small group (d) specialty based


  5. . 2. Research suggests that employees perceive a weak link between (a)performance and pay . (b) position and pay . (c) effort and performance . (d) pay and length of service


  6. 3. The relationship between employee control and influence over the end result is referred to . (a) goal focused behaviour . (b) line of sight . (c) directed control . (d) results focus


  7. 4.An important principle in the design of 'at-risk' incentive systems is that (a) compensation can be 'at risk' (b) the employee must have the opportunity to earn more than the target amount (c) of an employee's compensation be determined by the employee (d) to ensure equity and fairness all employees within the organisation must come under the same system no more than 23% of an employee's total . the performance target and the 'at-risk' component .


  8. A door-to-door sales representative, whose pay consists only of a commission on sales revenue or volume is working under 5. . (a) a performance bonus system . (b) a piece-rate system . (c) a profit sharing incentive (d)an individual incentive pay system


  9. 6. That part of pay that is not guaranteed and is at risk is known as . (a)the variable pay component . (b) a performance bonus . (c) results-based incentives . (d) a fringe benefit


  10. 7. The advantage of an individual incentive plan is that (a) it may encourage individualism and non-productive competition (b) where improvements by one employee are offset by poor (c) it can sometimes end up paying for performance that would have performance by another, the organisation is no better off been achieved without an incentive plan (d) it discriminates in favour of high performers