Management Training And Development Set 8
On This Page
This set of Management Training and Development Multiple Choice Questions & Answers (MCQs) focuses on Management Training And Development Set 8
Q1 | A staff management strategy that hires management from home country to manage a non-homecountry operation is known as the.
- Geocentric Approach.
- Ethnocentric Approach.
- Polycentric Approach.
- Nationalistic Approach
Q2 | Many professional, career-minded people marry, or have close relationships with, another personwith a similar commitment to meeting career objectives. They are said to face challenges based on a.
- Individualistic career.
- Professional career.
- Dual career.
- Family-based career.
Q3 | Effective __________ of the most appropriate employee performance dimensions is a key to thesuccess of the performance appraisal process.
- Identification
- Management
- Measurement
- Appraisal
Q4 | __________is a pay concept that calls for comparable pay for jobs that require comparable levels of skill, effort, responsibility and have comparable working condition seven if the job content isdifferent.
- Comparable worth.
- Potential worth.
- Compensable worth.
- Preferable worth.
Q5 | ___________is a corporate-wide pay plan that rewards employees with stock grants or stockoptions based upon a structured formula.
- Employers Stock Option plan
- Management stock preference plan
- Employee stockownership plan.
- Environmental preference plan.
Q6 | _______________are structured processes that allow an employee to voice disagreement over amanagement decision or action and to work with management toward resolution.
- Disapproval procedure.
- Advanced procedure.
- Appeals procedure
- Disappeal procedure.
Q7 | . ________is a counseling-based process that encourages employees to assume responsibility fortheir own behavior.
- Negative discipline.
- Ulterior discipline.
- Positive discipline.
- Passive discipline
Q8 | ______is an ongoing and formalized effort that recognizes employees as valuable organizationalresources and focuses on developing them to their fullest, practical performance potential.
- Career development.
- Training development.
- Potential development.
- Executive development.
Q9 | Staffing approach that takes management staff from host country is _________in its approach tostaffing.
- Polycentric
- Monocentr
- C. Tetra centric.
- Mega centric.
Q10 | ______is all forms of direct and indirect compensation paid or provided to the employee inrecognition of employment status and performance.
- Part compensation.
- Total compensation.
- Partial compensation.
- Deviated compensation.
Q11 | _______tend to work best in larger organizations where gain sharing may not be viable.
- Corporate pay plans.
- Executive pay plans.
- Bonus pay plans.
- Compensatory plans
Q12 | The solution to many so-called 'people problems' is often associated with improving theeffectiveness of the recruitment process by:
- Having a robust HR department to carry out the process
- Outsourcing the HR department
- Careful selection of the right people for the job.
- Devolving to line managers
Q13 | Are the best and most productive employees likely to be_____.
- The least costly in terms of recruitment and employment costs.
- A matter of 'pot luck' in terms of recruitment decisions.
- The most costly to employ.
- Have no bearing on recruitment and selection costs.
Q14 | Too great a reliance on internal recruitment can result in
- Reduced job performance
- High labour turnover.
- Internal conflict.
- Poor group dynamics.
Q15 | What strategies deployed by HR for attracting potential candidates to apply for vacancies might beseen to result in indirect discrimination?
- Advert in local press.
- Word of mouth.
- Now recruiting banners/notices.
- Agency or job centre.
Q16 | What does discipline mean in the context of the workplace?
- Enforcing compliance and order.
- A system of rules designed to improve and correct behaviour through teachingor training.
- Punishment.
- Exercising control.
Q17 | Why can altruism as an approach to discipline be regarded as an essential element?
- It is an essential requirement for survival.
- To maintain good employee relations.
- To demonstrate whose boss.
- To re-establish a welfare approach to HR.
Q18 | What might be the reason for why HR are not often informed of incidents that could result in adisciplinary action being taken?
- Those involved often agree to contain the incident.
- Those involved would be concerned about reprisals.
- Due to lenient managers.
- It would impact on the relationships between subordinates and superiors.
Q19 | Which organization provides established guidelines for disciplinary procedures?
- TUC.
- ACAS.
- CI
- D. Employers.
Q20 | What is the meaning of the term 'gross misconduct' in the context of a company's disciplinaryprocedures?
- Breaches of standards and rules that are serious and unacceptable in any circumstances.
- Stealing company property.
- Being repeatedly late for work
- Absence without leave.
Q21 | Should confidentiality be guaranteed to people who report breaches of rules which could lead todisciplinary action taken on a fellow employee?
- Depends on the circumstances.
- It should not be guaranteed.
- Management should attempt to guarantee confidentiality
- It should be guaranteed.
Q22 | Is it important to have two managers responsible for leading a disciplinary investigation because
- Provides support for each other when dealing with stressful situations
- It ensures a degree of impartiality.
- It a requirement by tribunals
- Provides cover in the event of absence through ill health.
Q23 | What expresses the commitment management have made to embrace the concepts of equality anddiversity?
- Investors in people.
- Strategic HRM.
- An 'equal opportunity employer'.
- Diversity management
Q24 | An equal opportunities approach to fairness at work is essentially about:
- Taking a business perspective.
- Taking a more strategic approach
- Having a diverse workforce.
- Compliance and maintaining minimum standard
Q25 | A stereotype is a fixed idea or misconception about an individual or group of people. The basis ofstereo typingis:
- Based on objective and rational considerations.
- Seeing people as a group with similar characteristics rather than recognizing differences between people.
- Gut reaction
- Formed from personal experience of different groups of people.