Performance Management Unit 4 Set 3
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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