MCQOPTIONS
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MCQOPTIONS
This section includes 419 Mcqs, each offering curated multiple-choice questions to sharpen your Software Defined Radio knowledge and support exam preparation. Choose a topic below to get started.
| 151. |
_________ council studies absenteeism at the workplace and recommends steps to reduce itat the lowest level of worker participation |
| A. | shop council |
| B. | plant council |
| C. | unit council |
| D. | joint council |
| Answer» D. joint council | |
| 152. |
Of the four approaches adopted by international operations, which approach tries to createvalue by emphasizing on local responsiveness |
| A. | the multi domestic |
| B. | the international |
| C. | the global |
| D. | the translational |
| Answer» B. the international | |
| 153. |
An organization emphasized that its employees should dress formally but did n not considerit to be absolutely essential for the firm. What are such norms termed as? |
| A. | relevant norms |
| B. | irrelevant norms |
| C. | flexible norms |
| D. | functional norms |
| Answer» D. functional norms | |
| 154. |
Vijay was employed in the production department of a firm manufacturing textiles. He was well behaved and agreed to the norms of the organization. Vijay who accepts all theorganizational norms is a |
| A. | assertive |
| B. | conformist |
| C. | rebel |
| D. | perfectionist |
| Answer» C. rebel | |
| 155. |
______ signifies a system of shared meaning held by the members that distinguish oneorganization from another organization |
| A. | organizational change |
| B. | organizational development |
| C. | organizational culture |
| D. | group dynamics |
| Answer» D. group dynamics | |
| 156. |
The human resource department plays/serves as |
| A. | advisory role |
| B. | line authority |
| C. | hiring department only |
| D. | training department only |
| Answer» B. line authority | |
| 157. |
Moving employees from one job to another in a predetermined way is call |
| A. | Job rotation |
| B. | Job reengineering |
| C. | Work mapping |
| D. | Job enrichment |
| Answer» B. Job reengineering | |
| 158. |
The individual most associated with first recognizing the link between pay and performance was: |
| A. | Mayo |
| B. | F.W Taylor |
| C. | Herzberg |
| D. | Kohn |
| Answer» C. Herzberg | |
| 159. |
Which performance appraisal technique lists traits and a range of performance? |
| A. | alternation ranking |
| B. | graphic rating scale |
| C. | Likert |
| D. | MBO |
| Answer» C. Likert | |
| 160. |
A non-stress prone person who is relaxed, agreeable and easy going. |
| A. | Type A |
| B. | Type B personality |
| C. | Pessimist |
| D. | Stressors |
| Answer» B. Type B personality | |
| 161. |
When the action plan is prepared for correcting performance deficiencies is |
| A. | satisfactory-promotable interview |
| B. | satisfactory-not promotable interview |
| C. | unsatisfactory-correctable interview |
| D. | unsatisfactory-uncorrectable interview |
| Answer» D. unsatisfactory-uncorrectable interview | |
| 162. |
When appraisals are made by superiors, peers, subordinates and clients then it is called ____. |
| A. | 360 degree feedback |
| B. | 180 degree feedback |
| C. | Self – appraisal |
| D. | None of the above |
| Answer» B. 180 degree feedback | |
| 163. |
If a performance appraisal focuses on an employee’s quality and quantity of wok, then the performance appraisal is focused on measuring _____. |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | achievement of objectives |
| Answer» B. performance of actual duties | |
| 164. |
When designing an actual appraisal method, the two basic considerations are |
| A. | who should measure and when to measure |
| B. | when to measure and what to measure |
| C. | what to measure and who should measure |
| D. | what to measure and how to measure |
| Answer» E. | |
| 165. |
In most firms, a rating committee used for performance appraisals consists of ____ members. |
| A. | 1-2 |
| B. | 3-4 |
| C. | 5-6 |
| D. | 9-1 0 |
| Answer» C. 5-6 | |
| 166. |
New performance appraisal systems and incentives usage is part of |
| A. | mobilize commitment |
| B. | consolidation of gains |
| C. | creating guiding coalition |
| D. | reinforcement of new programs |
| Answer» E. | |
| 167. |
Which of the following is not usually the objective of a code of ethics? |
| A. | to create an ethical workplace |
| B. | to evaluate the ethical components of the proposed actions of the employees |
| C. | to improve the public image of the company |
| D. | to enhance the profits of the business continuously |
| Answer» E. | |
| 168. |
Reason that why employers are moving to performance management is |
| A. | total quality |
| B. | appraisal issues |
| C. | strategic planning |
| D. | All of above |
| Answer» E. | |
| 169. |
SMART goals are best described as _ |
| A. | specific, measurable, attainable, relevant, and timely |
| B. | straight forward, meaningful, accessible, real, and tested |
| C. | strategic, moderate, achievable, relevant, and timely |
| D. | specific, measurable, achievable, relevant, and tested |
| Answer» B. straight forward, meaningful, accessible, real, and tested | |
| 170. |
The first step in 'appraising process' is |
| A. | defining the job |
| B. | training session |
| C. | feedback session |
| D. | interview sessions |
| Answer» B. training session | |
| 171. |
Willingness, capacity & opportunity to perform are said to be: |
| A. | Performance outcomes |
| B. | Determinants of performance |
| C. | Performance appraisals |
| D. | Types of performance standards |
| Answer» C. Performance appraisals | |
| 172. |
What will make some organizations more successful, and therefore more likely to surviveand prosper, than others? |
| A. | Creating cultures and systems in which staff can use their talents |
| B. | Creating management systems to ensure high performance from everyone |
| C. | Creating superior organisations |
| D. | Only recruiting talented people |
| Answer» C. Creating superior organisations | |
| 173. |
The 'coaching of employees' does not include |
| A. | planning |
| B. | preparation |
| C. | follow-up |
| D. | compensating employees |
| Answer» E. | |
| 174. |
Many employees feel their firm's pay for performance plans are ineffective because: |
| A. | Not everyone reacts to a reward the same way. |
| B. | Not all rewards are suited to all situations. |
| C. | The person must expect to receive a rewa |
| Answer» D. | |
| 175. |
In most organizations, which of the following is primarily responsible for appraising an employee's performance? |
| A. | employee's direct supervisor |
| B. | company appraiser |
| C. | human resources manager |
| D. | EEO representative |
| Answer» B. company appraiser | |
| 176. |
When ratings are collected from supervisors, customers and peers, it is called |
| A. | 350-degree feedback |
| B. | 320-degree feedback |
| C. | 360-degree feedback |
| D. | 380-degree feedback |
| Answer» D. 380-degree feedback | |
| 177. |
Organizing draws heavily on the supervisor's: |
| A. | Conceptual skills. |
| B. | Good human relations skills. |
| C. | Technical skills. |
| D. | Decision-making skills. |
| Answer» B. Good human relations skills. | |
| 178. |
All the following are reasons for appraising an employee's performance EXCEPT _ |
| A. | assisting with career planning |
| B. | correcting any work-related deficiencies |
| C. | creating an organizational strategy map |
| D. | determining appropriate salary and bonuses |
| Answer» D. determining appropriate salary and bonuses | |
| 179. |
All of the following are considered best practices for administering fair performance appraisals EXCEPT |
| A. | explaining how subordinates can improve their performance |
| B. | clarifying in advance what the performance expectations are |
| C. | basing the appraisal on observable job behaviors |
| D. | using subjective performance data for appraisals |
| Answer» E. | |
| 180. |
When employee's high expectations confront reality of boring job, it is called |
| A. | promotions |
| B. | transfers |
| C. | reality shock |
| D. | formal training |
| Answer» D. formal training | |
| 181. |
Performance management should be seen as a process which is a: |
| A. | Once a year task |
| B. | Twice a year task |
| C. | Ongoing process or cycle |
| D. | Is engaged in when the appraisals are carried out |
| Answer» D. Is engaged in when the appraisals are carried out | |
| 182. |
The statistical technique of meta-analysis: |
| A. | Estimates the amount of sampling error in one study to derive a more accurate estimate of the validity coefficient |
| B. | Changes the magnitude of the validity coefficient by removing the effect of the sampling error |
| C. | Changes the estimated variance in observed coefficients and hence widens the confidence interval around the mean coefficient |
| D. | Cumulates the results from many separate studies to obtain a more stable indication of the effect under investigation |
| Answer» E. | |
| 183. |
All of the following are usually measured by a graphic rating scale EXCEPT_, |
| A. | generic dimensions of performance |
| B. | performance of 'actual duties |
| C. | performance of co-workers |
| D. | achievement of Objectives |
| Answer» D. achievement of Objectives | |
| 184. |
Mr. Ahmed is a cashier and he feels dissatisfied at work. What best justifies this situation? |
| A. | His job may not be structured to suit his preferences |
| B. | It involves physical toughness |
| C. | It requires mental toughness |
| D. | It involves too much customer interaction |
| Answer» B. It involves physical toughness | |
| 185. |
The process of evaluating an employee’s current and/or past performance relative to his orher performance standards is called _____. |
| A. | recruitment |
| B. | employee selection |
| C. | performance appraisal |
| D. | organizational development |
| Answer» D. organizational development | |
| 186. |
Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use? |
| A. | The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents. |
| B. | Employees in Suzanne's department who are categorized in the bottom 10% of the firm's employees will be immediately dismissed. |
| C. | Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position. |
| D. | Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. |
| Answer» E. | |
| 187. |
What usually occurs when employees rate themselves for performance appraisals? |
| A. | Ratings are reliable but invalid. |
| B. | Ratings are subject to halo effects. |
| C. | Logrolling leads to unrealistic ratings. |
| D. | Ratings are higher than when provided by supervisors. |
| Answer» E. | |
| 188. |
Competency Mapping includes mapping the employee with respect to his/her: |
| A. | Traits |
| B. | Self-Concept |
| C. | Skills and Knowledge. |
| D. | All the above |
| Answer» E. | |
| 189. |
Factors influencing bonuses |
| A. | eligibility |
| B. | fund size |
| C. | individual performance |
| D. | All of above |
| Answer» E. | |
| 190. |
To be effective a points based rating systems require: |
| A. | Close management control |
| B. | Comprehensive, reliable and consistent information |
| C. | Objectivity in assessments |
| D. | 360% assessments |
| Answer» C. Objectivity in assessments | |
| 191. |
The A in the acronym for SMART goals stands for _____. |
| A. | actionable |
| B. | appropriate |
| C. | attainable |
| D. | attitude |
| Answer» D. attitude | |
| 192. |
The problem with self-ratings is that: |
| A. | Supervisors rate employees too highly. |
| B. | Supervisors accentuate differences and rigidify positions. |
| C. | Employees rate themselves higher than do supervisors. |
| D. | All the above. |
| Answer» E. | |
| 193. |
Do HR activities have an effect on employee and managerial behavior? |
| A. | Yes, but these effects can be negative as well as positive |
| B. | HR has limited impact on either employee behaviour or managerial |
| C. | HR impacts on employee behaviour but not on managerial |
| D. | No, it is managerial behaviour which impacts on HR |
| Answer» B. HR has limited impact on either employee behaviour or managerial | |
| 194. |
An effective performance management helps in |
| A. | Evaluation of a job |
| B. | Evaluation of competitiveness in market |
| C. | Evaluate the decision taking capacity of managers |
| D. | Evaluate the decision taking capacity of the subordinates |
| Answer» B. Evaluation of competitiveness in market | |
| 195. |
Effectiveness of an appraisal system depends upon: |
| A. | The degree of clarity of roles |
| B. | The structure, design and method of appraisal system |
| C. | The level of organizational commitment |
| D. | The degree of honesty in the answers of the appraisal system |
| Answer» C. The level of organizational commitment | |
| 196. |
The process of evaluating an employee’s 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 |
| Answer» D. organizational development | |
| 197. |
The 'coaching of employees' does not include: |
| A. | planning |
| B. | preparation |
| C. | follow-up |
| D. | compensating employees |
| Answer» E. | |
| 198. |
The steps involves in employer's movement for performance management is |
| A. | total quality |
| B. | appraisal issues |
| C. | strategic planning |
| D. | all of above |
| Answer» E. | |
| 199. |
Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made? |
| A. | behaviorally anchored rating scale |
| B. | management by objective |
| C. | narrative form technique |
| D. | forced distribution |
| Answer» C. narrative form technique | |
| 200. |
Which of the following is not a reason why performance appraisal is used by organizations? |
| A. | To allocate financial rewards. |
| B. | To clarify and define performance expectations. |
| C. | To determine promotion. |
| D. | Because it is a legal requirement. |
| Answer» E. | |