Management Training And Development Set 7
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This set of Management Training and Development Multiple Choice Questions & Answers (MCQs) focuses on Management Training And Development Set 7
Q1 | A top manager of a chocolate bar manufacturer asks for a report on how a new competingchocolate bar is being advertised. This is an example of
- Employee research.
- Management research.
- Management consulting.
- Marketing research
Q2 | All of the following are phases of career development except.
- Performance Phase.
- Direction Phase.
- Assessment Phase.
- Development Phase.
Q3 | Performance Appraisal is a primary HRM process that links employees and organizations andprovides input for other processes through these means
- Identification, Measurement, Management.
- Assessment, Direction, Development
- Recruitment, Selection, Onboarding
- Skill, Effort, Responsibility.
Q4 | Total compensation is all forms of direct and indirect compensation paid or provided to the employee in recognition of employment status and performance. All of the followingare forms of directcompensation except.
- Base Pay.
- Variable Pay.
- Statutory Benefits.
- Stock Benefits.
Q5 | Groups can be rewarded in a Pay for Peformance plan in all of the following ways except.
- Gain sharing.
- Bonus.
- Awards.
- Merit
Q6 | Benefits that are required by law to provide to all employees are called
- Medical Benefits.
- Direct Benefits.
- Involuntary Benefits.
- Statutory Benefits.
Q7 | All of the followingare statutory benefits except.
- Social Security.
- Unemployment Insurance.
- Medical Insurance.
- Workers Compensation.
Q8 | . Communicating effectively is very important for organizations and it has been done mostly in theseways except.
- Information dissemination
- Employer Feedback.
- Employee Feedback.
- EAP
Q9 | Typically, unions negotiate terms and conditions for represented employees in the areas of Wages,Hours, and Employment Conditions. Negotiations for Hours are for.
- Holidays, Vacation, Shifts, Overtime rates.
- Flextime, Parental Leave, Vacation, Holidays.
- Shifts, Flextime, Seniority Positions, Travel Pay.
- Overtime, Promotions, Parental Leave, Shifts
Q10 | . If a worker gets injured on the job while performing duties of his job, the employer is obligated topay the expenses of the injured employee who may become unemployed under the statutory benefits of.
- Unemployment Insurance.
- Medical Insurance.
- Workers Compensation Insurance.
- Employers Compensation Insurance
Q11 | The second stage of internationalism where there is a limited need for impact on local HRMpractices communications, incentives, and product training is called.
- Subsidiaries and Joint Ventures.
- Transnational.
- Export Operations.
- Multinational
Q12 | Phase of Career Development which is focused on helping employees to identify strengths andweaknesses that may affect future performance.
- Direction Phase.
- Assessment Phase
- Development Phase.
- TrainingPhase.
Q13 | Measuring Performance is based on a measurement approach that can be broken down to type of judgment and measurement focus. All of the following are ways to appraise performance based onmeasurement focus except.
- Trait
- Behavior.
- Outcome.
- Relative.
Q14 | Pay-For-Performance System
- Seeks to acknowledge differences in employee or group contributions.
- Responds to the fact that organizational performance is a function of individual or group performance.
- Uses pay to attract, retain and motivate employees relative to their performance and contribution.
- All of the Above.
Q15 | The common law rule that allows either employers or employees to end an employment relationship at any time for any cause is called Employment at Will. There have be exceptions to theEmployment at Will made by courts. An exception is
- Public policy exceptions.
- Implied contracts.
- Lack of good faith and fair dealing.
- All of the above.
Q16 | The National Labors Relations Board is concerned with making sure the Wagner Act is notviolated. It is violated when employers.
- Interfere with the right to form a union and to contract
- Interfere with the administration and financing of a company.
- Refuse to bargain collectively in good faith.
- Refuse to contract collectively with their employees
Q17 | A cultural dimension that affects the success of HRM practices in most countries where relativeemphasis is on hierarchical status is called
- Individualism.
- Power distance.
- Uncertainity Avoidance.
- Masculinity/Feminity
Q18 | The direction phase focuses the employee on determining the type of career and work that will best leverage strengths and weaknesses and a general plan for achieving those objectives. One of the ways ofmaking a determination is through.
- Career PlanningWorkshops.
- Succession Planning
- Individual Career Counseling.
- Job Shadowing
Q19 | A number of potential problem areas may affect the quality of performance measurement results inperformance appraisal such as.
- Rater error and bias
- Influence of liking.
- Organizational politics.
- All of the above.
Q20 | __________ approach involves staffing from the host country
- Polycentric.
- Monocentr
- C. Tetra centric.
- Mega centric.
Q21 | A formalized effort that recognizes employees as valuable organizational resources and focuses ondeveloping them to their fullest, practical performance potential is _________.
- Career development.
- Training development
- Potential development.
- Executive development.
Q22 | Counseling-based process that encourages employees to assume responsibility for their ownbehavior is called as_________.
- Negative discipline.
- Ulterior discipline
- Positive discipline
- Passive discipline.
Q23 | Management interventions that give employees multiple opportunities to correct undesirablebehavior is called _____.
- Progressive Discipline.
- Regressive Discipline.
- Positive Discipline.
- Negative Discipline
Q24 | ___________is a corporate-wide pay plan that rewards employees with stock grants or stockoptions based upon a structured formula.
- ESOP.
- MSPP.
- ESP.
- EPP
Q25 | Gain sharing may not be viable, when _______tend to work best in larger organizations.
- Corporate pay plans.
- Executive pay plans.
- Bonus pay plans.
- Compensatory plans.