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This set of Performance Management Multiple Choice Questions & Answers (MCQs) focuses on Performance Management Unit 4 Set 3

Q1 | Which of the following factors shapes the ethical behaviour of the members of an organization?
  • The supervisor’s behavior
  • organizational culture
  • code of ethics
  • All of the above
Q2 | Payoffs associated with properly implemented ethics programs include:
  • increased stakeholder confidence.
  • greater client/customer and employee loyalty.
  • increased profits.
  • all of the above
Q3 | The implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves, is known as:
  • valuing diversity.
  • legal compliance.
  • social responsibility
  • professionalism.
Q4 | Taking a stand on anti-animal testing, human rights protection, and environmental conservation is an example of a firmʹs:
  • ethics policy.
  • sense of social responsibility.
  • mission statement.
  • desire for legal compliance.
Q5 | The broad objectives of HR associations across the country include:
  • assisting in the provision of training in the field of HR
  • providing opportunities for information exchange.
  • serving as a voice for HR practitioners.
  • all of the above.
Q6 | Match the following components of remuneration with their inclusions – I. Fringe Benefits ------- A. Stock option II. Job Context ---------- B. Challenging job responsibilities III. Perquisites --------- C. Group Plans IV. Incentives ----------- D. Medical Care
  • I-D, II-B, III- , IV-C
  • I-B, II-A , III-C, IV-D
  • I-A, II-C, III-D, IV-B
  • I-C, II-B, III-D, IV-C
Q7 | Which company first developed the 360-degree system of appraisal?
  • Wipro in 1990
  • Godrej Soaps in 1991
  • General Electric, US in 1992
  • None of the above
Q8 | Which factors lower the accuracy rate of the rater?
  • The rater is aware of personal biases and is willing to take action to minimise their effect
  • Performance factors are properly defined
  • The rater has documented behaviours to improve the recall
  • The rater is unable to express himself or herself honestly and unambiguously
Q9 | Which of the following is the easiest and most popular technique for appraising employee performance?
  • Alternation ranking
  • Graphic rating scale
  • Likert
  • MBO
Q10 | Which of the following is NOT a characteristic of the critical incident method forperformance appraisal?
  • providing examples of excellent work performance
  • comparing and ranking employees within a group
  • connecting specific incidents with performance goals
  • reflecting performance throughout the appraisal period
Q11 | Which of the following would most likely result in a legally questionable appraisal process?
  • conducting a job analysis to establish performance standards
  • basing appraisals on subjective supervisory observations
  • administering and scoring appraisals in a standardized fashion
  • using job performance dimensions that are too clearly defined
Q12 | Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?
  • peers
  • customers
  • top management
  • immediate supervisor
Q13 | Which component of performance management refers to communicating a firm's higherlevel goals throughout the organization and then translating them into departmental andindividual goals?
  • role clarification
  • goal alignment
  • performance monitoring
  • direction sharing
Q14 | Willingness, capacity & opportunity to perform are said to be:
  • Performance outcomes
  • Determinants of performance
  • Performance appraisals
  • Types of performance standards
Q15 | One of the major barriers to career advancement experiencing by working ladies is;
  • Difficulty in balancing work and family life
  • Top management is usually male oriented
  • Lack of educational opportunities
  • Common perception that woman cannot be better boss
Q16 | Mr. Ahmed is a cashier and he feels dissatisfied at work. What best justifies this situation?
  • His job may not be structured to suit his preferences
  • It involves physical toughness
  • It requires mental toughness
  • It involves too much customer interaction
Q17 | Standards are established to:
  • Achieve desired outcomes
  • Meet legal compliance
  • Achieve competitive advantage
  • Promote goodwill in MARKET
Q18 | A non-stress prone person who is relaxed, agreeable and easy going.
  • Type A
  • Type B personality
  • Pessimist
  • Stressors
Q19 | Which of the following are guidelines for drafting and maintaining a good job description?
  • Indicating the scope and nature of the work and all important relationships
  • Indicating the work and duties of the position
  • Explaining the supervisory responsibility to the individuals
  • All the above
Q20 | One of the main reasons for the negative attitude of employees towards performance appraisal is:
  • It is associated with pay
  • It gives away how bad they are
  • It tends to become subjective because of poor implementation
  • It is not useful for any other organizational activity
Q21 | The 'coaching of employees' does not include:
  • planning
  • preparation
  • follow-up
  • compensating employees
Q22 | Supratim has been promoted to the post of an Area Sales Manager just last week but finds himself lacking in some areas. His performance can be improved by
  • Reprimanding him
  • Training him
  • Linking his pay to performance
  • Providing him with an assistant
Q23 | Mentoring is very useful when the mentors work for
  • same department
  • different department
  • informal training
  • formal training
Q24 | Reasons for appraising a subordinate's performance includes
  • Appraisals play an integral role in performance management.
  • Appraisals play a part in the employer's salary raise decisions.
  • The supervisor and the employee together develop a plan for correcting the employee's deficiencies.
  • All of the above.
Q25 | Participative set goals result in higher performance than assigned goals when
  • participative set goals are more difficult
  • assigned goals are more difficult
  • the rewards are also higher
  • participative set goals are used consistently