Performance Management Unit 2 Set 1
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This set of Performance Management Multiple Choice Questions & Answers (MCQs) focuses on Performance Management Unit 2 Set 1
Q1 | A person who looks at the positive aspects of every situation.
- Optimist
- Pessimist
- Type A personality
- Type B personality
Q2 | A mentally or emotionally disquieting response to a difficult condition or situation.
- Stress
- Worries
- Burnout
- Eustress
Q3 | What do performance appraisals measure?
- generic dimensions of performance
- performance of actual duties
- employee competency
- All the above
Q4 | Sources of stress
- Stressors
- Worries
- Strain
- Distress
Q5 | 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
Q6 | 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
Q7 | 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
Q8 | If a performance appraisal focuses on an employee’s ability to “identify and analyze problems” or to “maintain harmonious and effective working relationships,” then the performance appraisal is focused on measuring _____.
- generic dimensions of performance
- performance of actual duties
- employee competency
- achievement of objectives
Q9 | If a performance appraisal focuses on an employee’s quality and quantity of wok, then the performance appraisal is focused on measuring _____.
- generic dimensions of performance
- performance of actual duties
- employee competency
- achievement of objectives
Q10 | Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal?
- peers
- customers
- rating committees
- immediate supervisor
Q11 | The M in the acronym for SMART goals stands for _____.
- moderate
- measurable
- meaningful
- mid-range
Q12 | The A in the acronym for SMART goals stands for _____.
- actionable
- appropriate
- attainable
- attitude
Q13 | Which of the following is not one of the guidelines for effective goal setting?
- assign specific goals
- assign challenging but doable goals
- assign consequences for performance
- encourage participation
Q14 | Participatively set goals result in higher performance than assigned goals when _____.
- participatively set goals are more difficult
- assigned goals are more difficult
- the rewards are also higher
- participatively set goals are used consistently
Q15 | When using goal setting in performance management, the goals should be _____.
- easy
- challenging
- specific
- All the above
Q16 | Goals should be ____________, but not so difficult that they appear impossible orunrealistic.
- easy
- challenging
- specific
- All the above
Q17 | Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?
- Recruitment
- Employee selection
- Performance appraisal
- Employee orientation
Q18 | All the following are reasons for appraising an employee's performance EXCEPT _
- assisting with career planning
- correcting any work-related deficiencies
- creating an organizational strategy map
- determining appropriate salary and bonuses
Q19 | Which theory concerns the use of objectives to manage performance?
- Probability theory
- Goal theory
- Results theory
- Outcomes theory
Q20 | Organizing draws heavily on the supervisor's:
- Conceptual skills.
- Good human relations skills.
- Technical skills.
- Decision-making skills.
Q21 | For a supervisor, conceptual skills would include:
- Recognizing how the work of various employees affects the performance of the department as a whole.
- The specialized knowledge and expertise used to carry out particular techniques or procedures.
- The ability to communicate with, motivate, and understand people.
- The ability to analyze information and reach good decisions.
Q22 | Planning of Performance requires:
- Translating the job description into objectives and measures
- Assessing your culture
- Setting aligned KPA's and Objectives
- All of the above
Q23 | Performance Management is:
- The activity where a line manager sets objectives for his/her staff
- To develop punitive steps to address poor performance
- To ensure all stakeholder requirements will be met
- To comply with the requirements of HR
Q24 | Maintaining performance includes:
- Checking up staff to ensure they perform optimally
- Provide coaching and training where gaps exist
- Formal feedback and Disciplining poor performance
- None of the above
Q25 | Which of the following is most likely NOT a role played by the HR department in the performance appraisal process?
- conducting appraisals of employees
- monitoring the effectiveness of the appraisal system
- providing performance appraisal training to supervisors
- ensuring the appraisal system's compliance with EEO laws