Performance Management Unit 4 Set 3 MCQs

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