Performance Management Unit 3 Set 1
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This set of Performance Management Multiple Choice Questions & Answers (MCQs) focuses on Performance Management Unit 3 Set 1
Q1 | The statistical technique of meta-analysis:
- Estimates the amount of sampling error in one study to derive a more accurate estimate of the validity coefficient
- Changes the magnitude of the validity coefficient by removing the effect of the sampling error
- Changes the estimated variance in observed coefficients and hence widens the confidence interval around the mean coefficient
- Cumulates the results from many separate studies to obtain a more stable indication of the effect under investigation
Q2 | Selection interviews are likely to be subjective, unreliable and vulnerable to bias if:
- The interviewers have been trained in interviewing candidates
- The interviewers use their empathy and intuition to evaluate each interviewee
- The questions are used consistently across interviewers and interviewees
- The interviewer questions are based on a job analysis
Q3 | In general, it has been shown that the single best predictor of job performance across different jobs and organizational settings is which of the following?
- Personality tests
- Work-sample tests
- Cognitive ability tests
- Handwriting analysis
Q4 | Which of the following situations does not necessarily lead to bias and unfairness to certain groups in selection?
- An employer applies a requirement for applicants which a larger proportion of one ethnic group finds considerable harder to comply with
- A psychometric test produces different test scores for different subgroups of candidates
- Subgroup differences in test scores are used to select characteristics that are not directly related to job performance
- A validity study is based on only one subgroup but then used to select members of another
Q5 | Reward management in the modern era involves:
- Just dealing with issues of pay
- A total reward approach
- Dealing solely with trade unions
- Dealing solely with legal issues
Q6 | How organizations should be rewarding their employees is based:
- On best practice
- Is arbitrary
- Is based on understanding behavioral theories
- Is based on Herzberg theory
Q7 | Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as performance related pay fail to deliver because:
- They are viewed as 'hygiene factors'
- They are motivators
- They are unfair
- They are unwelcome by trade unions
Q8 | Circumstances in which rewards normally impact on behavior are:
- When given a pay increase
- When the wage or salary is seriously out of line with expectations
- Will not occur as pay is a 'hygiene factor'
- In all cases
Q9 | The individual most associated with first recognizing the link between pay and performance was:
- Mayo
- F.W Taylor
- Herzberg
- Kohn
Q10 | The incentivized level of effort and performance can only be accessed through additional financial payments that are between:
- 5 - 10%
- 10 - 15%
- 25 - 33%
- 34 - 40%
Q11 | A set wage or salary is an expression of what type of reward?
- Rewards as rights
- Rewards as those which are contingent
- Rewards which are discretionary
- PRP
Q12 | Paying people, a monthly salary would not be suitable in which circumstances?
- When employing people on a part-time basis
- For those on regular fixed incomes
- When overtime varies, and is a large part of the remuneration
- When employing people on a temporary basis
Q13 | Annualized hours refers to:
- Those individuals who are seasonal workers
- Those employees working on shifts
- Full-time permanent employees
- Calculating working time on an annual rather than a weekly basis
Q14 | The defining feature of incremental payment systems is:
- A fair day pay for a fair day’s work
- Cost of living
- Length of service
- The quantity of qualifications achieved
Q15 | Performance appraisals serve as building blocks of
- Recruiting
- Career planning
- Manpower planning
- Selecting
Q16 | Which of the following technique is least susceptible to personal bias?
- Forced choice
- Critical incidents
- Rating scales
- BARS
Q17 | A disadvantage of rating scales is
- Cost
- Feedback
- Time involved
- Quantitative of scores
Q18 | The simplest and most popular technique for appraising performance is the _____ method.
- Alternation ranking
- Forced distribution
- Critical incident
- Graphic rating scale
Q19 | The _____ performance appraisal method ranks the highest employees and lowest employees in alternate order.
- Paired comparison
- Behaviorally anchored rating scale
- Forced distribution
- Alternation ranking
Q20 | Supervisors using the forced distribution appraisal method can protect againstbias claims by:
- Using multiple raters.
- Appointing a review committee.
- Training raters to be objective.
- All of the above.
Q21 | A problem(s) with management by objectives is (are) that it can:
- Be time consuming.
- Result in un measurable objectives.
- 1 and 2
- None of the above.
Q22 | Rating an employee high on several traits because he or she does one thing wellis called the:
- Bias problem.
- Central tendency.
- Halo effect.
- Unclear standards.
Q23 | Which of the following is not a role played by the HR department regarding performance appraisals?
- Training of supervisors
- Monitoring the appraisal system
- Appraising of employees
- Ensuring compliance with EEO laws
Q24 | When designing an actual appraisal method, the two basic considerations are _____.
- who should measure and when to measure
- when to measure and what to measure
- what to measure and who should measure
- what to measure and how to measure
Q25 | The most popular technique for appraising performance is the ______ method.
- alternation ranking
- graphic rating scale
- Likert
- MBO