Mg t 501 Authentic Mcq s

7/27/2019 Mg t 501 Authentic Mcq s

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MGT501 authentic MCQs

Performance Management and AppraisalMultiple Choice

1. The process of evaluating an employees current and/or past

performance relative to his or her performance standards is called _____.

a. recruitment

b. employee selection

c. performance appraisal

d. organizational development

e. training

(c easy p. !1"#

$. %hen goal setting& performance appraisal& and development areconsolidated into a single& common system designed to ensure that

employee performance supports a companys strategy& it is called _____.

a. strategic organizational development

b. performance management

c. performance appraisal

d. human resource management

e. strategic management

(b easy p. !1"#

!. 'erformance management combines performance appraisal ith

_____ to ensure that employee performance is supportive of corporate goals.


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a. goal setting

b. training

c. incentive systems

d. all of the above

e. none of the above

(d moderate p. !1"#

). Managers folloing a performance management approach to

appraisals ill usually meet ith employees on a _____ basis.

a. ee*ly

b. monthly

c. bi+annual

d. yearly

e. bi+monthly

(a moderate p. !1"#

,. Managers folloing a traditional performance appraisal system ill

typically meet ith employees on a _____ basis.

a. daily

b. ee*ly

c. monthly

d. bi+monthly

e. yearly

(e moderate p. !1"#


3/45

-. The component of an eective performance management process

that communicates the organizations higher level goals throughout the

organization and then translates these goals into departmental goals is called

_____.

a.

role clarication

b. goal alignment

c. developmental goal setting

d. direction sharing

e. coaching and support

(d di0cult p. !1$#

. The component of an eective performance management process

that e2plains each employees role in terms of his or her day+to+day or* is

called _____.

a. role clarication

b. goal alignment

c. developmental goal setting

d. direction sharing

e. coaching and support

(a di0cult p. !1$#

3. %hich of the folloing is not one of the guidelines for eective goal

setting4

a. assign specic goals

b. assign measurable goals

c. assign challenging but doable goals

d. assign conse5uences for performance

e. encourage participation

(d moderate p. !1!#


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6. The 7 in the acronym for 7M89T goals stands for _____.

a. specic

b. straightforard

c. strategic

d. source

e. support

(a easy p. !1!#

1". The M in the acronym for 7M89T goals stands for _____.

a. moderate

b. measurable

c. meaningful

d. mid+range

e. merit

(b moderate p. !1!#

11. The 8 in the acronym for 7M89T goals stands for _____.

a. actionable

b. appropriate

c. attainable

d. attitude

e. asset

(c moderate p. !1!#

1$. 'articipatively set goals result in higher performance than assigned

goals hen _____.


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a. participatively set goals are more di0cult

b. assigned goals are more di0cult

c. the reards are also higher

d. participatively set goals are used consistently

e. the goals are doable

(a moderate p. !1!#

1!. %hen using goal setting in performance management& the goals

should be _____.

a. di0cult

b. challenging

c. doable

d. specic

e. all of the above

(e easy p. !1!#

1). %ho is the primary person responsible for doing the actual

appraising of an employees performance4

a. the employees direct supervisor

b. the company appraiser

c. the human resource manager

d. the ::; contact person


(a moderate p. !1)#


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1,. %hich of the folloing is not a role played by the ;

e. constant sum rating scale

(b moderate p. !1,#


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13. %hich performance appraisal techni5ue lists traits and a range of

performance4

a. alternation ran*ing

b. graphic rating scale

c. =i*ert

d. M>;


(b moderate p. !1,#

16. %hat do performance appraisals measure4

a. generic dimensions of performance

b. performance of actual duties

c. employee competency

d. achievement of ob?ectives

e. all of the above

(e moderate p. !1#

$". @f a performance appraisal focuses on an employees ability to

Aidentify and analyze problemsB or to Amaintain harmonious and eective

or*ing relationships&B then the performance appraisal is focused on

measuring _____.





e. all of the above


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(c moderate p. !1#

$1. @f a performance appraisal focuses on an employees 5uality and

5uantity of o*& then the performance appraisal is focused on measuring

_____.





e. all of the above

(a moderate p. !1#

$$. The _____ method of performance appraisal involves listing all the

subordinates to be rated& crossing out the names of any not *non ell

enough to ran*& indicating the employee ho is the highest on each

characteristic being measured and ho is the loest& and then alternating

beteen the ne2t highest and loest until all employees have been ran*ed.

a. alternation ran*ing


c. =i*ert

d. M>;


(a moderate p. !1#

$!. 8lternation ran*ing refers to an appraisal method& hich _____.

a. is based on progress made toard the accomplishment of

measurable goals


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b. combines the benets of narratives& critical incidents& and 5uantied

scales by assigning scale points ith specic e2amples of good or poor

performance

c. re5uires that the supervisor *eep a log of positive and negative

e2amples of a subordinates or*+related behavior

d. re5uires a supervisor to evaluate performance by assigning

predetermined percentages of those being rated into performance

categories

e. involves listing all the subordinates to be rated& crossing out the

names of any not *non ell enough to ran*& indicating the employee

ho is the highest on each characteristic being measured and ho is the

loest& and then alternating beteen the ne2t highest and loest until all

employees have been ran*ed

(e moderate p. !1#

$). The most popular method for ran*ing employees is the _____

method.

a. graphic ran*ing scale

b. constant sum ran*ing scale

c. alternation ran*ing

d. paired comparison

e. forced distribution

(c moderate p. !1#

$,. 7uppose you have ve employees to rate. ou ma*e a chart of all

possible pairs of employees for each trait being evaluated. Then& you indicate

the better employee of the pair for each pair. Dinally& you add up the number

of positives for each employee. @n this case& you have used the _____ method

of performance appraisal.





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(d moderate p. !13#

$-. Dorced distribution refers to an appraisal method& hich _____.


measurable goals



performance





categories



ho is the highest on each characteristic being measured and ho is theloest& and then alternating beteen the ne2t highest and loest until all


(d moderate p. !13#

$. %hen a supervisor evaluates performance by assigning

predetermined percentages of ratees into performance categories& he or she

has used the _____ method of performance appraisal.







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(e moderate p. !13#

$3. Eohn& the supervisor of the manufacturing department& is in the

process of evaluating his stas performance.


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c. forced distribution

d. narrative forms

e. critical incident

(e easy p. !$1#

!1. The critical incident techni5ue refers to an appraisal method& hich

_____.


measurable goals



performance





categories





(c moderate p. !$1#

!$. 8ll of the folloing are advantages of using the critical incident

method for appraising performance e2cept that _____.

a. it provides e2amples of good performance

b. it does not include a numerical rating

c. it provides e2amples of poor performance

d. it reGects performance from throughout the appraisal period

e. incidents can be tied to performance goals


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(b moderate p. !$1#

!!. %hich appraisal method combines the benets of narratives& critical

incidents& and 5uantied scales by assigning scale points ith specic

e2amples of good or poor performance4

a. behaviorally anchored rating scale


c. constant sums rating scale

d. alternation ran*ing


(a easy p. !$$#

!). >ehaviorally anchored rating scale (>897# refers to an appraisal

method& hich _____.


measurable goals



performance





categories





(b moderate p. !$$#


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!,. The rst step in developing a behaviorally anchored rating scale is to

_____.

a. develop performance dimensions

b. generate critical incidents

c. reallocate incidents

d. scale incidents

e. develop a nal instrument

(b moderate p. !$$#

!-. %hich step in developing a behaviorally anchored rating scale

involves clustering critical incidents into a smaller set of performancedimensions4

a. rst

b. second

c. third

d. fourth

e. fth

(b moderate p. !$$#

!. %hich step in developing a behaviorally anchored rating scale

involves clustering denitions and critical incidents& reassigning each incident

to the cluster here it ts best and then determining the level of agreement

among the group as to the allocation of incidents4

a. rst

b. second

c. third

d. fourth

e. fth

(c moderate p. !$)#


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!3. 8ll of the folloing are advantages of behaviorally anchored rating

scales (>897# e2cept that they _____.

a. are more accurate

b. provide clearer standards

c. are time consuming

d. are reliable

e. help e2plain performance appraisal ratings to appraisees

(c easy p. !$)#

!6. Management by ob?ectives (M>;# refers to an appraisal method&

hich _____.


measurable goals



performance





categories



ho is the highest on each characteristic being measured and ho is the

loest& and then alternating beteen the ne2t highest and loest until all


(a moderate p. !$)#

)". %hich of the folloing is a problem ith using M>;4


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a. a tendency to set unclear ob?ectives

b. a tendency to set unmeasurable ob?ectives

c. it is time consuming

d. tug of ar beteen subordinate and manager regarding goals

e. all of the above

(e moderate p. !$-#

)1. Hraphic rating scales are sub?ect to all of the folloing problems

e2cept _____.

a. unclear standards

b. halo eects

c. comple2ity

d. central tendency

e. leniency

(c di0cult p. !$3#

)$. %hen dierent supervisors dene levels of performance (good& fair&

poor# dierently& unfair appraisals could result due to a problem ith _____.

a. unclear standards

b. halo eects

c. comple2ity

d. central tendency

e. leniency

(a moderate p. !$3#

)!. _____ is dened as the inGuence of a raters general impression on

ratings of specic ratee 5ualities.


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a. @mpression management

b. ias

(b moderate p. !$3#

)). Eason is generally considered unfriendly at or*.


18/45

)-. The best ay of reducing the problem of central tendency in

performance appraisals is to _____.

a. ran* employees

b. be aare of the problem

c. train supervisors to avoid it

d. impose a distribution for performance

e. consider the purpose of the appraisal

(a di0cult p. !$3#

). The _____ problem occurs hen supervisors tend to rate all their

subordinates consistently high.

a. central tendency

b. leniency

c. strictness

d. bias

e. halo eect

(b easy p. !$3#

)3. The _____ problem occurs hen supervisors tend to rate all their

subordinates consistently lo.

a. central tendency

b. leniency

c. strictness

d. bias

e. halo eect

(c easy p. !$3#


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)6. %hich big ve personality trait is associated ith performance

appraisal ratings that are too strict4

a. agreeableness

b. e2traversion

c. conscientiousness

d. openness

e. neuroticism

(c di0cult p. !$6#

,". %hich big ve personality trait is associated ith performance

appraisal ratings that are too lenient4

a. agreeableness

b. e2traversion

c. conscientiousness

d. openness

e. neuroticism

(a di0cult p. !$6#

,1. The best ay of reducing the problems of leniency or strictness in

performance appraisals is to _____.

a. ran* employees

b. be aare of the problem

c. train supervisors to avoid it

d. impose a distribution for performance

e. consider the purpose of the appraisal

(d di0cult p. !$6#


20/45

,$. %hen an employees personal characteristics such as age& race& and

gender inGuence a supervisors evaluation of his or her performance& the

problem of _____ has occurred.

a. bias

b. stereotyping

c. central tendency

d. halo aect

e. strictness

(a easy p. !$6#

,!. %hich of the folloing could result in a legally 5uestionable appraisalprocess4

a. conduct a ?ob analysis to establish criteria and standards for

successful performance

b. base appraisals on sub?ective supervisory observations

c. administer and score appraisals in a standardized fashion

d. use clearly dened ?ob performance dimensions

e. avoid abstract trait names hen using graphic rating scales

(b di0cult p. !!1#

,). %ho is in the best position to observe and evaluate an employees

performance for the purposes of a performance appraisal4

a. peers

b. customers

c. rating committees

d. top management

e. immediate supervisor

(e easy p. !!$#


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,,. 'erformance appraisals may be conducted by _____.

a. the immediate supervisor

b. peers

c. rating committees

d. subordinates

e. all of the above

(e easy p. !!$#

,-. 9ating committees& made up of an employees immediate supervisor

along ith other supervisors& usually have _____ members.

a. $+!

b. )+,

c. -+

d. 3+6

e. 1" or more

(b easy p. !!$#

,. %hile peer appraisals have many benets& one problem is _____&

hen several peers collaborate to rate each other highly.

a. social loang

b. group thin*

c. logrolling

d. alliance forging

e. impression management

(c moderate p. !!$#

,3. 'eer appraisals have been shon to result in a(n# _____.


22/45

a. reduction of social loang in the team

b. reduction of group cohesion

c. decrease in satisfaction ith the group

d. loer tas* motivation

e. tendency to inaccurately predict ho ould be promoted

(a moderate p. !!$#

,6. %hat usually occurs hen employees rate themselves in a

performance appraisal4

a. interrater reliability is higher

b. appraisals are sub?ect to halo eects

c. logrolling could occur

d. ratings are higher than hen rated by supervisors or peers

e. ratings are about the same as hen determined by peers

(d easy p. !!!#

-". Dirms that use _____ let subordinates anonymously rate their

supervisors performance.

a. donard feedbac*

b. upard feedbac*

c. M>;

d. narratives

e. critical incidents

(b moderate p. !!!#


23/45

-1. %hat process allos top management to diagnose the management

styles of supervisors& identify potential ApeopleB problems& and ta*e

corrective action ith individual supervisors as necessary4

a. strategic performance appraisal

b. organizational development

c. upard feedbac*

d. M>;

e. critical incidents

(c moderate p. !!!#

-$. %hen subordinates provide feedbac* for supervisors& the commentsshould be anonymous because identiable responses tend to result in _____.

a. more critical ratings

b. increased comfort ith the process on the part of the subordinate

c. more negative attitudes from managers receiving the feedbac*

d. more inGated ratings

e. all of the above

(d di0cult p. !!!#

-!. %hat is another term for !-"+degree feedbac*4

a. feedbac* loop

b. multi+source assessment

c. upard feedbac*

d. circle feedbac*

e. heel feedbac*

(b easy p. !!)#


24/45

-). ou are conducting an appraisal intervie ith an employee ho is

satisfactory& but not promotable. %hich incentive listed belo ould li*ely be

the least eective for maintaining satisfactory performance in this situation4

a. time o

b. small bonus

c. compliments

d. additional professional development

e. additional authority

(d di0cult p. !!,#

-,. %hich is the easiest type of appraisal intervie to conduct4

a. satisfactory+not promotable

b. satisfactory+promotable

c. unsatisfactory+correctable

d. unsatisfactory+uncorrectable

e. nal arning

(b moderate p. !!,#

--. %hen conducting an appraisal intervie& supervisors should do all of

the folloing e2cept

a. tal* in terms of ob?ective or* data

b. compare the persons performance to a standard

c. encourage the employee to tal*

d. give specic e2amples of poor performance

e. compare the persons performance to that of other employees

(e di0cult p. !!,#


25/45

-. %hich of the folloing responses is not typical during a negative

appraisal intervie4

a. denial

b. anger

c. relief

d. aggression

e. retreat

(c easy p. !!,#

-3. %hen a supervisor must criticize a subordinate in an appraisal

intervie& it is best to _____.

a. hold the meeting ith other people ho can diuse the negative

situation

b. provide e2amples of critical incidents

c. ac*noledge the supervisors personal biases in the situation

d. provide feedbac* once per year

e. surprise the employee so they cannot develop e2cuses for poor

performance

(b di0cult p. !!-#

-6. 7ubordinates may feel dissatised ith their appraisal intervie

hen they _____.

a. feel threatened during the intervie

b. have an opportunity to e2press their ideas

c. have an opportunity to inGuence the course of the intervie

d. have a constructive intervieer conduct the intervie


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e. are shon specic e2amples of their poor performance

(a moderate p. !!-#

". %hen an employees performance is so poor that a ritten arningis re5uired& the arning should _____.

a. identify the standards by hich the employee is ?udged

b. provide e2amples of employees ho met the standards

c. provide e2amples of times hen the employee did meet the

standards

d. be sent to the employee in 5uestion& to the managers superior& and

to the ::; o0ce

e. all of the above

(a di0cult p. !!-#

These long 5uestions collected from past papers chec* it.

Iuestion JoK -, ( Mar*sK ! #

Jegotiation ability is an important part of managers ?ob. %hat *inds

of negotiation s*ills are essential for a manager4

Iuestion JoK -- ( Mar*sK , #


27/45

Iuestion JoK -- ( Mar*sK , #

Nnder hich conditions termination of an employee is prohibited4

Iuestion JoK - ( Mar*sK 1" #

8s per your opinion hich of the training mode is more benecial4Oefend your choice.

a# ;n+the+?ob training

b# ;+the+?ob training

Iuestion JoK -3 ( Mar*sK 1" #

@dentify the Pbest practicesP used by successful global rms in

developing and implementing a global


28/45

Iuestion JoK ,) ( Mar*sK 1" #

%hy ho the Go of information is an essential part of *ey

business activities4

Iuestion JoK ,1 ( Mar*sK , #ousaf has beaten his fello employee for hich his manager has

dismissed him. :valuate managers response in terms of ethical

application of poer.

Iuestion JoK ,$ ( Mar*sK 1" #

%hat measures should be ta*en to limitize the union membership by

employees4 :2plain each in detail.

Iuestion JoK ,! ( Mar*sK 1" #

%hen do organizational people indulged themselves in organizational

politics4 Oiscuss any ve factors in detail.


@n order to get advantage of each method& ill it be a sensible

decision to simultaneously apply all the four methods of ?ob

evaluation4

Iuestion JoK ,1 ( Mar*sK , #

Company consults its legal advisor for some legal assistance& hat

sort of poer that legal advisor ill practice4


@dentify the measures that should be ta*en to ma*e the performance

appraisal system of an organization more eective.


>eing a manager ho can you ma*e the performance appraisal system of

your organization legally defensible4


@dentify the methods that can be adopted to ma2imize theeectiveness of learning.

Iuestion JoK ,1 ( Mar*sK , #

:laborate the statement as per your understanding A'roviding

benets to the employees ill enhance their performanceB.



29/45

%hat are the advantages and disadvantages of using home country

nationals in international assignments4


%hat are the multiple opinions about PConGictP4 :laborate each in

detail.



30/45

c) Top-level commitment

d# 9esistance to change

Question # of 20 ( Start time: 11:12:31 PM ) Total Marks: 1

Performance measures inclu$e all of the folloin! *+,*PT:

Select correct otion:

a# @ndividuals productivity b# TeamPs productivity

c# Oepartmental productivity

d) Market productivity

Question # 5 of 20 ( Start time: 11:13:0- PM ) Total Marks: 1

While con$uctin! .o/ anal&sis the "/ser%ation Metho$ is useful hen:


a# Eob re5uires more intellectual s*ills to complete b# Eob is repetitive in nature

c# Eob is mar*et oriented and re5uires more data

d) Job consists o physical activity like machine operations

Question # of 20 ( Start time: 11:13:5 PM ) Total Marks: 1

or the selection of ilot P46s mana!ement took the ritten test /ase$ on the

un$erstan$in! 7 alication of aeronautical en!ineerin!8 un$er hich cate!or& this test

ill fall'


a#

9eliable test b) Content-valid test

c# Criterion+valid test

d# Dace+valid test

Question # 9 of 20 ( Start time: 11:1:53 PM ) Total Marks: 1


31/45

The communication floin! from su/or$inates to sueriors is knon as:


a# Oiagonal communication

b#


32/45

d# :nrollment


Which of the folloin! is ?"T one of the metho$s of recruitin! outsi$e can$i$ates'


a# Eob advertisements b) Job postin&s

c# :mployment agencies

d# :2ecutive recruiters

Question # 12 of 20 ( Start time: 11:1-:1 PM ) Total Marks: 1

*mlo&ee6s ina/ilit& to comlete the assi!ne$ tasks ithin the $ea$line ma& lea$s to:


a# Oecline in his salary only b# @ncreased or* burden

c# :mployee demotion only

d) 'isciplinary action a&ainst him

Question # 13 of 20 ( Start time: 11:1-:5 PM ) Total Marks: 1

The inner $ri%e that $irects a erson6s /eha%ior toar$s !oal attainment is knon as:


a# 'erformance b) Motivation

c# Jeed

d# 8ttitude


Which erformance araisal techni@ue lists traits an$ a ran!e of erformance'


a# 8lternation ran*ing b) Graphic ratin& scale


33/45

c# Management >y ;b?ective

d# 'aired comparison


The co!niti%e comonent consists of a erson6s:


a# :motions b) (no"led&e

c# 8ttitude

d# Deelings

Question # 1 of 20 ( Start time: 11:22:5- PM ) Total Marks: 1

Which of the folloin! criteria is sai$ to /e essential for an effecti%e communication'


a# 7ender and receiver are using the same codeSlanguage b# 8t least to people are involved illing to communicate

c# 8 channel to communicate should be present

d) ll o the &iven options


*mlo&ees @uit the or!ani>ations at their on choice throu!h


a# ;utplacement& restructuring b# Oischarging& layo

c# Transfer& demotion

d) *esi&nin&+ retirement


The suer%isor kees a lo! of ositi%e an$ ne!ati%e eAamles of a su/or$inate6s orkB

relate$ /eha%ior in:



34/45

a# Management >y ;b?ective b# Comparison method

c# :ssay method

d) Critical incident

Question # 1- of 20 ( Start time: 11:25:10 PM ) Total Marks: 1

C=4S hels mana!ers to erform ;;;;;;;;;;;;;;;;;;;;;;; more effecti%el& 7

s&stematicall&ottom+up approach

Uero+based approach


42/45

:mployee+based approach

The mental process to pay attention selectively to some stimuli and cues in our environment is *non

asK

%elect correct option

'erception

'ersonality

8ttitude

8bility

stimulus and cue

%hich of the folloing represents relatively a permanent change in behavior of employees4


=earning

Training

Oevelopment

Jeed analysis

PThe process of determining the human resource needs of an organization and ensuring that the right

number of 5ualied people are positioned in the right ?obs at the right timeP is described by hich of

the folloing term4


Eob planning

9esource planning


43/45


44/45

'eople see*ers


45/45

;ccupation

'osition

Eob evaluation is conducted to developK


Compensation pac*ages

Training modules

;rganizational grapevine

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