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.
| 251. |
Rating of all employees equal such as 'good' is called |
| A. | lenient tendency |
| B. | strict tendency |
| C. | biasing tendency |
| D. | central tendency |
| Answer» E. | |
| 252. |
Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use? |
| A. | Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans. |
| B. | Other departments at Wilson Consulting have seen employee performance improve because of providing ongoing evaluations. |
| C. | Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance. |
| D. | Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department. |
| Answer» E. | |
| 253. |
Which of the following is NOT a characteristic of the critical incident method forperformance appraisal? |
| A. | providing examples of excellent work performance |
| B. | comparing and ranking employees within a group |
| C. | connecting specific incidents with performance goals |
| D. | reflecting performance throughout the appraisal period |
| Answer» C. connecting specific incidents with performance goals | |
| 254. |
The 'unclear standards' usually results in |
| A. | unfair appraisals |
| B. | fake appraisals |
| C. | true appraisals |
| D. | Both A and B |
| Answer» E. | |
| 255. |
Strategy employees seek to interesting jobs and greater advancement opportunities isincluded in |
| A. | promotions |
| B. | transfers |
| C. | reality shock |
| D. | formal training |
| Answer» C. reality shock | |
| 256. |
When an employee's performance is so poor that a written warning is required, the warning should __ |
| A. | identify the standards by which the employee is judged |
| B. | provide examples of employees who met the standards |
| C. | provide examples of times when the employee did meet the standards |
| D. | be sent to the employee in question, to the manager's superior, and to the EEO office |
| Answer» E. | |
| 257. |
What do behaviourally anchored scales represent? |
| A. | The scales are anchored by descriptions of actual job behavior |
| B. | Superiors would feel comfortable to give feedback |
| C. | A range of descriptive statements of behaviour varying from the least to the most effective |
| D. | None of the above |
| Answer» D. None of the above | |
| 258. |
A company's HR team is responsible for |
| A. | training of supervisors |
| B. | monitor the appraisal system affectivity |
| C. | training the employees |
| D. | all of above |
| Answer» E. | |
| 259. |
The component of an effective performance management process that explains each employee’s role in terms of his or her day-to-day work is called _____. |
| A. | role clarification |
| B. | goal alignment |
| C. | developmental goal setting |
| D. | direction sharing |
| Answer» B. goal alignment | |
| 260. |
Supervisors using the forced distribution appraisal method can protect againstbias claims by: |
| A. | Using multiple raters. |
| B. | Appointing a review committee. |
| C. | Training raters to be objective. |
| D. | All of the above. |
| Answer» C. Training raters to be objective. | |
| 261. |
Which performance appraisal tool is being used when a supervisor places predetermined percentage of rates into various performance categories? |
| A. | behaviorally anchored rating scale |
| B. | graphic ranking scale |
| C. | alternation ranking |
| D. | forced distribution |
| Answer» E. | |
| 262. |
Which of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously? |
| A. | supplemental evaluation |
| B. | downward feedback |
| C. | upward feedback |
| D. | peer evaluation |
| Answer» D. peer evaluation | |
| 263. |
Work-sample tests: |
| A. | Normally make use of many different complementary predictors |
| B. | Do not necessarily have any obvious link with the job in question |
| C. | Often use in-tray or in-basket exercises for selecting shop floor workers |
| D. | Require candidates to conduct a sample of the work required for the job |
| Answer» E. | |
| 264. |
Which approach states that no one management action or design will be suitable for all situations? |
| A. | Human behavior approach |
| B. | Role approach |
| C. | Systems approach |
| D. | Contingent approach |
| Answer» E. | |
| 265. |
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? |
| A. | Recruitment |
| B. | Employee selection |
| C. | Performance appraisal |
| D. | Employee orientation |
| Answer» D. Employee orientation | |
| 266. |
An empirical inquiry into the actual rules or standards of a particular group is |
| A. | normative justice |
| B. | descriptive justice |
| C. | interpersonal justice |
| D. | None of the above |
| Answer» C. interpersonal justice | |
| 267. |
Payoffs associated with properly implemented ethics programs include: |
| A. | increased stakeholder confidence. |
| B. | greater client/customer and employee loyalty. |
| C. | increased profits. |
| D. | all of the above |
| Answer» E. | |
| 268. |
Which of the following factors shapes the ethical behaviour of the members of an organization? |
| A. | The supervisor’s behavior |
| B. | organizational culture |
| C. | code of ethics |
| D. | All of the above |
| Answer» E. | |
| 269. |
Mentoring is very useful when the mentors works for |
| A. | same department |
| B. | different department |
| C. | informal training |
| D. | formal training |
| Answer» B. different department | |
| 270. |
Which performance appraisal technique lists traits and a range of performance values foreach trait? |
| A. | behaviourally anchored rating scale |
| B. | graphic rating scale |
| C. | forced distribution |
| D. | critical incident |
| Answer» C. forced distribution | |
| 271. |
The M in the acronym for SMART goals stands for _____. |
| A. | moderate |
| B. | measurable |
| C. | meaningful |
| D. | mid-range |
| Answer» C. meaningful | |
| 272. |
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 |
| A. | Reprimanding him |
| B. | Training him |
| C. | Linking his pay to performance |
| D. | Providing him with an assistant |
| Answer» C. Linking his pay to performance | |
| 273. |
One of the main reasons for the negative attitude of employees towards performance appraisal is |
| A. | It is associated with pay |
| B. | It gives away how bad they are |
| C. | It tends to become subjective because of poor implementation |
| D. | It is not useful for any other organizational activity |
| Answer» D. It is not useful for any other organizational activity | |
| 274. |
Selection interviews are likely to be subjective, unreliable and vulnerable to bias if: |
| A. | The interviewers have been trained in interviewing candidates |
| B. | The interviewers use their empathy and intuition to evaluate each interviewee |
| C. | The questions are used consistently across interviewers and interviewees |
| D. | The interviewer questions are based on a job analysis |
| Answer» C. The questions are used consistently across interviewers and interviewees | |
| 275. |
Which of the following is not a major evaluative standard for personnel selection procedures? |
| A. | Administrative convenience/practicality |
| B. | Discrimination |
| C. | Applicant reactions |
| D. | Faith validity |
| Answer» E. | |
| 276. |
Company's HR team is responsible for |
| A. | training of supervisors |
| B. | monitor appraisal system affectivity |
| C. | training employees |
| D. | All of above |
| Answer» E. | |
| 277. |
Which company first developed the 360 degree system of appraisal? |
| A. | Wipro in 1990 |
| B. | Godrej Soaps in 1991 |
| C. | General Electric, US in 1992 |
| D. | None of the above |
| Answer» D. None of the above | |
| 278. |
All the following are benefits of using computerized or Web-based performance appraisalsystems EXCEPT _________ |
| A. | merging examples with performance ratings |
| B. | helping managers maintain computerized notes |
| C. | allowing employees to perform self-evaluations |
| D. | enabling managers to monitor employees' computers |
| Answer» E. | |
| 279. |
Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals. |
| A. | goal setting |
| B. | training |
| C. | incentive systems |
| D. | All the above |
| Answer» E. | |
| 280. |
How organizations should be rewarding their employees is based: |
| A. | On best practice |
| B. | Is arbitrary |
| C. | Is based on understanding behavioral theories |
| D. | Is based on Herzberg theory |
| Answer» C. Is based on understanding behavioral theories | |
| 281. |
What is the meaning of upward appraisal? |
| A. | Line managers rate the performance of employees. |
| B. | Employees rate the performance of their manager. |
| C. | Senior managers rate the performance of line managers. |
| D. | Employees rate the performance of their peers. |
| Answer» C. Senior managers rate the performance of line managers. | |
| 282. |
Standards are established to: |
| A. | Achieve desired outcomes |
| B. | Meet legal compliance |
| C. | Achieve competitive advantage |
| D. | Promote goodwill in MARKET |
| Answer» B. Meet legal compliance | |
| 283. |
Which theory concerns the use of objectives to manage performance? |
| A. | Probability theory |
| B. | Goal theory |
| C. | Results theory |
| D. | Outcomes theory |
| Answer» C. Results theory | |
| 284. |
Sources of stress |
| A. | Stressors |
| B. | Worries |
| C. | Strain |
| D. | Distress |
| Answer» E. | |
| 285. |
Participative set goals result in higher performance than assigned goals when |
| A. | participative set goals are more difficult |
| B. | assigned goals are more difficult |
| C. | the rewards are also higher |
| D. | participative set goals are used consistently |
| Answer» B. assigned goals are more difficult | |
| 286. |
What is the first step in the appraisal process? |
| A. | giving feedback |
| B. | defining the job |
| C. | administering the appraisal tool |
| D. | making plans to provide training |
| Answer» C. administering the appraisal tool | |
| 287. |
Which of these is a major weakness of the forced distribution method? |
| A. | Assumes that employee performance levels always conform to a normal distribution |
| B. | Work is reliable |
| C. | The error of central tendency |
| D. | None of the above |
| Answer» B. Work is reliable | |
| 288. |
To be effective a point based rating systems require: |
| A. | Close management control |
| B. | Comprehensive, reliable and consistent information |
| C. | Objectivity in assessments |
| D. | 360% assessments |
| Answer» D. 360% assessments | |
| 289. |
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 | |
| 290. |
Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey do next? |
| A. | create a final appraisal instrument |
| B. | develop performance dimensions |
| C. | rank employees from high to low |
| D. | reallocate the incidents |
| Answer» C. rank employees from high to low | |
| 291. |
Many schemes that reward employees and managers for something additional to their normal level of performance fail. Why? |
| A. | The link between extra pay and achievement is unclear |
| B. | They are detrimental to trade union agreements |
| C. | PRP is controversial |
| D. | Everyone should receive the same |
| Answer» B. They are detrimental to trade union agreements | |
| 292. |
Circumstances in which rewards normally impact on behavior are: |
| A. | When given a pay increase |
| B. | When the wage or salary is seriously out of line with expectations |
| C. | Will not occur as pay is a 'hygiene factor' |
| D. | In all cases |
| Answer» C. Will not occur as pay is a 'hygiene factor' | |
| 293. |
When the person's performance is satisfactory but not promotable, such type of an interview is |
| A. | satisfactory-promotable interview |
| B. | satisfactory-not promotable interview |
| C. | unsatisfactory-correctable interview |
| D. | unsatisfactory-uncorrectable interview |
| Answer» C. unsatisfactory-correctable interview | |
| 294. |
Which company first developed the 360-degree system of appraisal? |
| A. | Wipro in 1990 |
| B. | Godrej Soaps in 1991 |
| C. | General Electric, US in 1992 |
| D. | None of the above |
| Answer» D. None of the above | |
| 295. |
The increasing use of performance management reflects: |
| A. | Every employee's efforts must focus on helping the company achieve its strategic goals. |
| B. | The popularity of TQM concepts. |
| C. | Traditional performance appraisals are often counter-productive. |
| D. | All the above. |
| Answer» B. The popularity of TQM concepts. | |
| 296. |
The most common activities performed by HR, which are often outsourced, are: |
| A. | Recruitment an selection |
| B. | Occupational health, payroll, pensions and training |
| C. | Human resource planning |
| D. | Assessment centres |
| Answer» C. Human resource planning | |
| 297. |
Which factors lower the accuracy rate of the rater? |
| A. | The rater is aware of personal biases and is willing to take action to minimize their effect |
| B. | Performance factors are properly defined |
| C. | The rater has documented behaviors to improve the recall |
| D. | The rater is unable to express himself or herself honestly and unambiguously |
| Answer» E. | |
| 298. |
A non stress prone person who is relaxed, agreeable and easy going. |
| A. | Type A personality |
| B. | Type B personality |
| C. | Pessimist |
| D. | Stressors |
| Answer» B. Type B personality | |
| 299. |
The broad objectives of HR associations across the country include: |
| A. | assisting in the provision of training in the field of HR |
| B. | providing opportunities for information exchange. |
| C. | serving as a voice for HR practitioners. |
| D. | all of the above. |
| Answer» E. | |
| 300. |
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. | rating committees |
| D. | immediate supervisor |
| Answer» E. | |