MCQOPTIONS
Saved Bookmarks
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.
| 201. |
In 360-degree feedback, the ratings are collected from |
| A. | supervisors |
| B. | subordinates |
| C. | peers |
| D. | all of above |
| Answer» E. | |
| 202. |
Different types of pay plans related to performance are: |
| A. | Individual or piece rate system |
| B. | Group |
| C. | Organizations |
| D. | All the above |
| Answer» E. | |
| 203. |
For a supervisor, conceptual skills would include: |
| A. | Recognizing how the work of various employees affects the performance of the department as a whole. |
| B. | The specialized knowledge and expertise used to carry out particular techniques or procedures. |
| C. | The ability to communicate with, motivate, and understand people. |
| D. | The ability to analyze information and reach good decisions. |
| Answer» B. The specialized knowledge and expertise used to carry out particular techniques or procedures. | |
| 204. |
It is necessary to review the goals of the organization to: |
| A. | Create a linkage between units of performance and the preferred organizational goals. |
| B. | Maximize profits of the organization |
| C. | Align the individual and organizational goals |
| D. | Create distinctiveness. |
| Answer» B. Maximize profits of the organization | |
| 205. |
Goals should be ____________, but not so difficult that they appear impossible orunrealistic. |
| A. | easy |
| B. | challenging |
| C. | specific |
| D. | All the above |
| Answer» C. specific | |
| 206. |
Reasons for appraising a subordinate's performance includes |
| A. | Appraisals play an integral role in performance management. |
| B. | Appraisals play a part in the employer's salary raise decisions. |
| C. | The supervisor and the employee together develop a plan for correcting the employee's deficiencies. |
| D. | All of the above. |
| Answer» E. | |
| 207. |
It is most important that supervisors who choose management by objectives as aperformance appraisal tool use __________ |
| A. | SMART goals |
| B. | EPM systems |
| C. | computerized notes |
| D. | graphic rating scales |
| Answer» B. EPM systems | |
| 208. |
Which one of these is function of performance appraisal system? |
| A. | Training and development |
| B. | Compensation strategies |
| C. | Promotion |
| D. | All of the above |
| Answer» E. | |
| 209. |
Which of the following is most likely NOT a role played by the HR department in the performance appraisal process? |
| A. | conducting appraisals of employees |
| B. | monitoring the effectiveness of the appraisal system |
| C. | providing performance appraisal training to supervisors |
| D. | ensuring the appraisal system's compliance with EEO laws |
| Answer» B. monitoring the effectiveness of the appraisal system | |
| 210. |
HR department maintains a set of proposals and actions that act as reference points for managers in their dealings with employees. What is this called? |
| A. | HR Guide |
| B. | HR ethics |
| C. | HR policy |
| D. | Managerial policy |
| Answer» D. Managerial policy | |
| 211. |
Which of the following is not a component of job design? |
| A. | Job enrichment |
| B. | Job rotation |
| C. | Job reengineering |
| D. | Job outsourcing |
| Answer» B. Job rotation | |
| 212. |
Understanding the career aspirations of an employee, determining his capabilities and competencies and identifying the gaps is termed |
| A. | Need analysis |
| B. | Gap analysis |
| C. | Opportunity analysis |
| D. | Employee analysis |
| Answer» B. Gap analysis | |
| 213. |
Paying people, a monthly salary would not be suitable in which circumstances? |
| A. | When employing people on a part-time basis |
| B. | For those on regular fixed incomes |
| C. | When overtime varies, and is a large part of the remuneration |
| D. | When employing people on a temporary basis |
| Answer» D. When employing people on a temporary basis | |
| 214. |
Which of the following is not a role played by the HR department regarding performance appraisals? |
| A. | Training of supervisors |
| B. | Monitoring the appraisal system |
| C. | Appraising of employees |
| D. | Ensuring compliance with EEO laws |
| Answer» D. Ensuring compliance with EEO laws | |
| 215. |
Performance plans to be successful and sustainable the plan must |
| A. | Provide for independent employee voice and participation |
| B. | The decision to initiate a new plan |
| C. | Its design |
| D. | All of the above |
| Answer» E. | |
| 216. |
The primary purpose of providing employees with feedback during a Performance eappraisal is to motivate employees to _ |
| A. | apply for managerial positions |
| B. | remove any performance deficiencies |
| C. | revise their performance standards |
| D. | enroll in work-related training programs |
| Answer» C. revise their performance standards | |
| 217. |
Which of the following is the easiest and most popular technique for appraising employee performance? |
| A. | Alternation ranking |
| B. | Graphic rating scale |
| C. | Likert |
| D. | MBO |
| Answer» C. Likert | |
| 218. |
A mentally or emotionally disquieting response to a difficult condition or situation. |
| A. | Stress |
| B. | Worries |
| C. | Burnout |
| D. | Eustress |
| Answer» B. Worries | |
| 219. |
The first step in developing a behaviorally anchored rating scale is to _________ |
| A. | develop performance dimensions |
| B. | generate critical incidents |
| C. | compare subordinates |
| D. | reallocate incidents |
| Answer» C. compare subordinates | |
| 220. |
Which is the simplest and most popular technique for appraising employee performance? |
| A. | Rating Scales |
| B. | Critical Incident |
| C. | Cost accounting |
| D. | BARS |
| Answer» B. Critical Incident | |
| 221. |
Method of keeping and reviewing, record of employees' undesirable behavior at different time intervals is |
| A. | critical incident method |
| B. | forced distribution method |
| C. | alternation ranking method |
| D. | paired comparison method |
| Answer» B. forced distribution method | |
| 222. |
Maintaining performance includes: |
| A. | Checking up staff to ensure they perform optimally |
| B. | Provide coaching and training where gaps exist |
| C. | Formal feedback and Disciplining poor performance |
| D. | None of the above |
| Answer» D. None of the above | |
| 223. |
When using goal setting in performance management, the goals should be _____. |
| A. | easy |
| B. | challenging |
| C. | specific |
| D. | All the above |
| Answer» E. | |
| 224. |
The final process of a job analysis is the preparation of two statements, namely, |
| A. | Job observation and job description |
| B. | Job specification and job observation |
| C. | Job description and job specification |
| D. | None of the above |
| Answer» C. Job description and job specification | |
| 225. |
The process of rewarding employees by giving them a stake in the company, which further enhances their performance is called the |
| A. | Gain sharing |
| B. | Annual bonus |
| C. | Employee stock plan |
| D. | Profit sharing |
| Answer» D. Profit sharing | |
| 226. |
The mentoring by employees dealt with |
| A. | longer span of time |
| B. | shorter span of time |
| C. | resetting salary schedules |
| D. | self-managing teams |
| Answer» B. shorter span of time | |
| 227. |
Reward management in the modern era involves: |
| A. | Just dealing with issues of pay |
| B. | A total reward approach |
| C. | Dealing solely with trade unions |
| D. | Dealing solely with legal issues |
| Answer» C. Dealing solely with trade unions | |
| 228. |
The resource based view of the firm is one that believes the key human resources are: |
| A. | Those employees not members of trade unions |
| B. | Knowledge workers |
| C. | Used to create new capabilities that help achieve organisational success |
| D. | Those willing to work overtime |
| Answer» D. Those willing to work overtime | |
| 229. |
Which of the following is not one of the guidelines for effective goal setting? |
| A. | assign specific goals |
| B. | assign challenging but doable goals |
| C. | assign consequences for performance |
| D. | encourage participation |
| Answer» E. | |
| 230. |
Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal? |
| A. | peers |
| B. | customers |
| C. | top management |
| D. | immediate supervisor |
| Answer» E. | |
| 231. |
Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees: |
| A. | Have the opportunity to present their ideas and feelings. |
| B. | Have a helpful and constructive supervisor conduct the interview. |
| C. | Do not feel threatened during the interview. |
| D. | All the above. |
| Answer» E. | |
| 232. |
Which component of performance management refers to communicating a firm's higherlevel goals throughout the organization and then translating them into departmental and individual goals? |
| A. | role clarification |
| B. | goal alignment |
| C. | performance monitoring |
| D. | direction sharing |
| Answer» E. | |
| 233. |
Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to _____. |
| A. | impression management |
| B. | bias |
| C. | stereotyping |
| D. | halo effects |
| Answer» E. | |
| 234. |
Key performance indicators are used in situations when: |
| A. | When objectives can not easily be expressed in terms of numbers |
| B. | When targets might be expressed in terms of delivery of a project |
| C. | When objectives can be established which are supportive or secondary to the organisations central objectives |
| D. | Objectives that can be quantified using financial values |
| Answer» D. Objectives that can be quantified using financial values | |
| 235. |
Performance management is an interlinked process because: |
| A. | It interlinks the organization with the globalized market |
| B. | It interlinks with other key processes such as business strategy, employee development, total quality management and other business processes. |
| C. | It interlinks the individual goals with the organizational goals. |
| D. | It interlinks the management and subordinates |
| Answer» C. It interlinks the individual goals with the organizational goals. | |
| 236. |
Managers following a performance management approach to appraisals will usually meet with employees on a _____ basis. |
| A. | weekly |
| B. | monthly |
| C. | bi-annual |
| D. | yearly |
| Answer» B. monthly | |
| 237. |
Direct non financial and financial payments received by employees for continuous work with company are classified as |
| A. | benefits |
| B. | stock ownership |
| C. | loyalty scholarships |
| D. | all of above |
| Answer» B. stock ownership | |
| 238. |
____ helps in identifying the knowledge skill and attitude set that enables an individual to deliver the best performance in his job |
| A. | Competency modeling |
| B. | Competency planning |
| C. | People competency |
| D. | Competency training |
| Answer» B. Competency planning | |
| 239. |
Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits? |
| A. | recency effect |
| B. | halo effect |
| C. | central tendency |
| D. | discrimination |
| Answer» C. central tendency | |
| 240. |
From the strategic point of view, in which three categories can an organization be grouped? |
| A. | Defenders |
| B. | Prospectors |
| C. | Analyzers |
| D. | All the above |
| Answer» E. | |
| 241. |
Aligning and evaluating the employee's performance with company's set goals is called |
| A. | appraisal management |
| B. | performance management |
| C. | hierarchy of management |
| D. | off-the-job training |
| Answer» C. hierarchy of management | |
| 242. |
Pay plan having a mix of 75% base salary and 25% incentives is classified as |
| A. | combination plan |
| B. | non commission plan |
| C. | competitive plan |
| D. | non competitive plan |
| Answer» B. non commission plan | |
| 243. |
The employers generally use feedback to |
| A. | employee development |
| B. | avoid central tendency and biases |
| C. | rank someone |
| D. | hire the employee |
| Answer» B. avoid central tendency and biases | |
| 244. |
The effect of negative aspect of employees’ performance overshadows the evaluation of entire performance. |
| A. | Halo Effect |
| B. | Horn Effect |
| C. | Stereotyping |
| D. | Status Effect |
| Answer» C. Stereotyping | |
| 245. |
Performance management combines performance appraisal with _____ to ensure thatemployee performance is supportive of corporate goals. |
| A. | goal setting |
| B. | training |
| C. | incentive systems |
| D. | All the above |
| Answer» E. | |
| 246. |
Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits? |
| A. | digital dashboard |
| B. | critical incident method |
| C. | graphic rating scale |
| D. | alternation ranking method |
| Answer» E. | |
| 247. |
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. | |
| 248. |
Rating an employee high on several traits because he or she does one thing wellis called the: |
| A. | Bias problem. |
| B. | Central tendency. |
| C. | Halo effect. |
| D. | Unclear standards. |
| Answer» E. | |
| 249. |
The act of increasing the knowledge and skills of an employee for doing a particular job |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Development |
| Answer» E. | |
| 250. |
The basis of performance standards is: |
| A. | Managers |
| B. | HR plans |
| C. | Employee |
| D. | Job analysis |
| Answer» D. Job analysis | |