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.
| 351. |
Which component of performance management refers to communicating a firm's higherlevel goals throughout the organization and then translating them into departmental andindividual goals? |
| A. | role clarification |
| B. | goal alignment |
| C. | performance monitoring |
| D. | direction sharing |
| Answer» E. | |
| 352. |
The incentivized level of effort and performance can only be accessed through additional financial payments that are between: |
| A. | 5 - 10% |
| B. | 10 - 15% |
| C. | 25 - 33% |
| D. | 34 - 40% |
| Answer» D. 34 - 40% | |
| 353. |
The philosophy of performance is about: |
| A. | Task of an employee |
| B. | Behavior of the employee |
| C. | Actual outcome or results |
| D. | All the above |
| Answer» E. | |
| 354. |
The view that employees are critical to organizational success is now generally accepted. Does this mean that? |
| A. | All employees have the same value or potential for the organisation |
| B. | It reflects the unprecedented success of HR practitioners to deliver |
| C. | Good management of people will prevail |
| D. | Managing the human resource has become even more important because it is the one resource most difficult to replicate |
| Answer» E. | |
| 355. |
Performance appraisals serve as building blocks of |
| A. | Recruiting |
| B. | Career planning |
| C. | Manpower planning |
| D. | Selecting |
| Answer» C. Manpower planning | |
| 356. |
A structured questionnaire method for collecting data about the personal qualities of employees is called |
| A. | Functional job analysis |
| B. | Management position description questionnaire |
| C. | Work profiling system |
| D. | None of the above |
| Answer» D. None of the above | |
| 357. |
Designing a job according to the worker’s physical strength and ability is known as |
| A. | Ergonomics |
| B. | Task assortment |
| C. | Job autonomy |
| D. | None of the above |
| Answer» E. | |
| 358. |
____________is a process with the help of which the employer, or the human resource team decides, that where would a person work best, as per his aptitude and temperament. |
| A. | Training |
| B. | Performance Appraisal |
| C. | Competency Mapping |
| D. | Performance Monitoring |
| Answer» D. Performance Monitoring | |
| 359. |
Stress that result in negative energy and decreases performance and health. |
| A. | Distress |
| B. | Worries |
| C. | Burnout |
| D. | Eustress |
| Answer» C. Burnout | |
| 360. |
Suppose you have five employees to rate. You make 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. Finally, you add up the number of positives for each employee. In this case, you have used the _____ method of performance appraisal. |
| A. | graphic ranking scale |
| B. | constant sum ranking scale |
| C. | alternation ranking |
| D. | paired comparison |
| Answer» E. | |
| 361. |
Which of the following terms refers to an appraisal that is too open to interpretation? |
| A. | unclear standards |
| B. | halo effects |
| C. | strictness |
| D. | biased |
| Answer» B. halo effects | |
| 362. |
Kendra needs to rate five of her subordinates. She makes a chart of all possible pairs of employees for each trait being evaluated. Then, she indicates the better employee of each pair with a positive symbol on the chart. Finally, she totals the number of positive symbols for each employee. Which method of performance appraisal has Kendra most likely used? |
| A. | comparison ranking scale |
| B. | graphic ranking scale |
| C. | alternation ranking |
| D. | paired comparison |
| Answer» E. | |
| 363. |
Needs assessment should consider all but |
| A. | the person |
| B. | supervisor input |
| C. | key changes |
| D. | training objectives |
| Answer» C. key changes | |
| 364. |
Job analysis is a process of gathering information about the |
| A. | Job holder |
| B. | Job |
| C. | Management |
| D. | Organization |
| Answer» D. Organization | |
| 365. |
________ helps organizations identify employee strengths and weaknesses to determine avenues for their career development |
| A. | Gap analysis |
| B. | Individual assessment |
| C. | Organizational assessment |
| D. | Opportunity analsis |
| Answer» C. Organizational assessment | |
| 366. |
Reasons for appraising a subordinate's performance include: |
| A. | Appraisals play a part in the employer's salary raise decisions. |
| B. | The supervisor and the employee together develop a plan for correcting the employee's deficiencies. |
| C. | Appraisals play an integral role in performance management. |
| D. | All the above. |
| Answer» E. | |
| 367. |
Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well. |
| A. | True |
| B. | False |
| C. | none |
| D. | all |
| Answer» B. False | |
| 368. |
A set wage or salary is an expression of what type of reward? |
| A. | Rewards as rights |
| B. | Rewards as those which are contingent |
| C. | Rewards which are discretionary |
| D. | PRP |
| Answer» B. Rewards as those which are contingent | |
| 369. |
Steps that supervisors should follow in the performance appraisal process include all thefollowing except: |
| A. | Provide feedback. |
| Answer» E. | |
| 370. |
Which statement about job satisfaction is most correct |
| A. | It causes performance |
| B. | It can affect turnover |
| C. | It cannot be measured |
| D. | It does not affect absenteeism |
| Answer» D. It does not affect absenteeism | |
| 371. |
Which performance appraisal tool is being used when a supervisor places predetermined percentages of rates into various performance categories? |
| A. | behaviorally anchored rating scale |
| B. | graphic ranking scale |
| C. | alternation ranking |
| D. | forced distribution |
| Answer» E. | |
| 372. |
What is the primary disadvantage of developing a behaviorally anchored rating scale? |
| A. | costly |
| B. | time consuming |
| C. | unreliable |
| D. | lack of feedback for subordinates |
| Answer» D. lack of feedback for subordinates | |
| 373. |
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 | |
| 374. |
It is a relationship in which at least one of the parties has the intent of promoting the growth, development, maturity, improved functioning, improved coping with life of other. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» C. Mentoring | |
| 375. |
Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals? |
| A. | difficult to implement |
| B. | harm to employee morale |
| C. | high costs of administration |
| D. | standardization of group sizes |
| Answer» C. high costs of administration | |
| 376. |
An adjustment in your attitude and behavior towards meeting daily demand. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» E. | |
| 377. |
Analyzers tend to emphasize both ______ and _______ and employee extensive trainingprogrammes. |
| A. | Skill building and skill acquisition |
| B. | Current performance and past performance |
| C. | Strategy and behavior |
| D. | None of the above |
| Answer» B. Current performance and past performance | |
| 378. |
Which of the following is not a type of performance appraisal? |
| A. | 45 degree appraisal. |
| B. | Customer appraisals. |
| C. | Appraisal of managers. |
| D. | Team based appraisal |
| Answer» B. Customer appraisals. | |
| 379. |
Within the umbrella of group reward system comes. |
| A. | Equal pay |
| B. | Individual performance based pay |
| C. | Pay with group threshold |
| D. | All the above |
| Answer» E. | |
| 380. |
Performance management should be a process which is a: |
| A. | Once a year task |
| B. | Twice a year activity |
| 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 | |
| 381. |
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. | be mailed to the employee and to an EEOC representative |
| D. | provide examples of times when the employee met the standards |
| Answer» B. provide examples of employees who met the standards | |
| 382. |
Which of the following would most likely result in a legally questionable appraisal process? |
| A. | conducting a job analysis to establish performance standards |
| B. | basing appraisals on subjective supervisory observations |
| C. | administering and scoring appraisals in a standardized fashion |
| D. | using job performance dimensions that are too clearly defined |
| Answer» C. administering and scoring appraisals in a standardized fashion | |
| 383. |
The situation, subordinates collude to rate high with each other, known as |
| A. | logrolling |
| B. | dialog rolling |
| C. | up rating |
| D. | lenient/strict tendency |
| Answer» B. dialog rolling | |
| 384. |
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. | be mailed to the employee and to an EEOC representative |
| D. | provide examples of times when the employee met the standards |
| Answer» B. provide examples of employees who met the standards | |
| 385. |
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 | |
| 386. |
The simplest and most popular technique for appraising performance is the _____ method. |
| A. | Alternation ranking |
| B. | Forced distribution |
| C. | Critical incident |
| D. | Graphic rating scale |
| Answer» B. Forced distribution | |
| 387. |
A dyadic relationship between two persons: a manager who is offering help, and employee to whom such help is given. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | time Management |
| Answer» B. Helping | |
| 388. |
A distinction can be made between 'hard' and 'soft' types of HRM. Soft HRM can be characterized by: |
| A. | Seeing people as organizational assets |
| B. | A quantitative approach to HRM |
| C. | A mutual commitment of employees and employers to the goals of the organization |
| D. | Being driven by costs |
| Answer» D. Being driven by costs | |
| 389. |
The aim of performance management is to |
| A. | evaluate and reward the employee's efforts |
| B. | giving employees the opportunity to regularly discuss performance with their supervisors |
| C. | providing the supervisor with a means of identifying the strengths and weaknesses of an employee's performance. |
| D. | All the above |
| Answer» E. | |
| 390. |
Performance management is a continuous process because: |
| A. | It involves the human resource of the organization |
| B. | It involves the work environment of the organization. |
| C. | It involves planning, sharing, measuring, interacting, motivating and development of employees as well as organization |
| D. | It involves the strategies of the organization |
| Answer» D. It involves the strategies of the organization | |
| 391. |
Which of the following technique is least susceptible to personal bias? |
| A. | Forced choice |
| B. | Critical incidents |
| C. | Rating scales |
| D. | BARS |
| Answer» E. | |
| 392. |
In career development focus, information about individual interests and preferences is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» E. | |
| 393. |
Technological obsolescence of engineers can be easily prevented by |
| A. | Behavior modeling |
| B. | Lectures |
| C. | Coaching |
| D. | Lab. Training |
| Answer» E. | |
| 394. |
What is the purpose of a 'mystery shopper'? |
| A. | A person who pretends to be a manager to test the service process. |
| B. | A person pretends to be a real customer to test the service encountered. |
| C. | A person who pretends to be an employee to test service process. |
| D. | A person who works for a competitor and pretends to be a customer to test the service encountered. |
| Answer» C. A person who pretends to be an employee to test service process. | |
| 395. |
Planning of Performance requires: |
| A. | Translating the job description into objectives and measures |
| B. | Assessing your culture |
| C. | Setting aligned KPA's and Objectives |
| D. | All of the above |
| Answer» D. All of the above | |
| 396. |
A person who looks at the negative aspect of every situation. |
| A. | Optimist |
| B. | Pessimist |
| C. | Type A personality |
| D. | Type B personality |
| Answer» B. Pessimist | |
| 397. |
Training evaluation criteria include all but |
| A. | Reactions |
| B. | Learning |
| C. | Behavior |
| D. | Relevance results |
| Answer» D. Relevance results | |
| 398. |
A broader, long educational programme offered to carry out non-technical functions more effectively. |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Development |
| Answer» C. Education | |
| 399. |
Which of the following best describes a behaviorally anchored rating scale? |
| A. | chart of paired subordinates ranked in order of performance |
| B. | combination of narrative critical incidents and quantified performance scales |
| C. | diary of positive and negative examples of a subordinate's work performance |
| D. | predetermined percentages of subordinates in various performance categories |
| Answer» C. diary of positive and negative examples of a subordinate's work performance | |
| 400. |
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. | |