McqMate
These multiple-choice questions (MCQs) are designed to enhance your knowledge and understanding in the following areas: Bachelor of Business Administration in Human Resource Management (BBA HRM) , Master of Business Administration (MBA) .
Chapters
| 101. |
The process of giving employees the authority, skills and freedom to perform their task is known as. |
| A. | delegation of authority |
| B. | empowerment |
| C. | socialization |
| D. | decentralization of power |
| Answer» B. empowerment | |
| 102. |
Organizational commitment is |
| A. | employee’s involvement in the organization |
| B. | employee’s involvement in the job |
| C. | employee’s performance in the organization |
| D. | employee’s continuity in the job |
| Answer» A. employee’s involvement in the organization | |
| 103. |
The anxiety a person experiences when two sets of knowledge are contradictory or incongruent lead to. |
| A. | cognitive dissonance |
| B. | negative attitude |
| C. | stress |
| D. | perception disorder |
| Answer» A. cognitive dissonance | |
| 104. |
Which of the following denotes the predisposition to respond in a positive or negative way to someone to something in one’s environment? |
| A. | attitude |
| B. | stress |
| C. | belief |
| D. | personality |
| Answer» A. attitude | |
| 105. |
Control over expertise or more precisely, over information is called |
| A. | authority |
| B. | legitimate power |
| C. | expert power |
| D. | expert power |
| Answer» D. expert power | |
| 106. |
Power that has been legitimized within a specific special context. |
| A. | power |
| B. | authority |
| C. | delegation |
| D. | decentralization |
| Answer» A. power | |
| 107. |
A person’s motivation to gain power and control the behaviour of others. |
| A. | authority |
| B. | focus of control |
| C. | machiavellianism |
| D. | power |
| Answer» C. machiavellianism | |
| 108. |
Which theory hold the authority inherent in a managerial position is achieved by delegation from the higher position? |
| A. | classical theory |
| B. | acceptance theory |
| C. | competence authority |
| D. | operant theory. |
| Answer» A. classical theory | |
| 109. |
A mode of thinking that people engage in when they are deeply involved cohesive in group, when the members’ strivings for unanimity override their motivation to realistically appraise alternative courses of action. |
| A. | group think |
| B. | group process |
| C. | group shift |
| D. | group loafing |
| Answer» B. group process | |
| 110. |
Group established by the organisation to do its work and usually identifiable on an organisation chart. |
| A. | task group |
| B. | primary group |
| C. | formal group |
| D. | informal group |
| Answer» C. formal group | |
| 111. |
A technique for stimulating imaginative and novel ideas. |
| A. | nominal group techniques |
| B. | delphi technique |
| C. | brain storming |
| D. | dialectic decision method |
| Answer» C. brain storming | |
| 112. |
Dialectic decision method |
| A. | organisational stressors |
| B. | individual stressor |
| C. | group stressor |
| D. | role stressor |
| Answer» A. organisational stressors | |
| 113. |
The overall feeling of exhaustion a persons feels when simultaneously experiencing too much pressure is called. |
| A. | job dissatisfaction |
| B. | burnout. |
| C. | absenteeism |
| D. | role conflict |
| Answer» B. burnout. | |
| 114. |
The physical or psychological demands from the environments that cause stress are known as. |
| A. | burnout |
| B. | emotional intelligent |
| C. | negative attitude |
| D. | stressors |
| Answer» D. stressors | |
| 115. |
When the role of a person occupies goes against his self concept, then this would happen. |
| A. | roles space |
| B. | role overload |
| C. | role set |
| D. | self role distance |
| Answer» D. self role distance | |
| 116. |
When the role occupant feels that there are too many expectations from the significant role in his role set, then it is felt like this. |
| A. | role conflict |
| B. | role under load |
| C. | role overload |
| D. | role mapping |
| Answer» C. role overload | |
| 117. |
A situation that occurs when it is unclear or uncertain what behaviour is expected of role occupants. |
| A. | role conflict |
| B. | role ambiguity |
| C. | role analysis |
| D. | role overload |
| Answer» B. role ambiguity | |
| 118. |
The clusters of task and behaviours that others expect a person to perform while doing a job is known as. |
| A. | role |
| B. | position |
| C. | norms |
| D. | organizational culture |
| Answer» A. role | |
| 119. |
When expectations about a person’s role in the group contradict one another, it becomes. |
| A. | down ward conflict |
| B. | up ward conflict |
| C. | role conflict |
| D. | role ambiguity |
| Answer» C. role conflict | |
| 120. |
The system of various roles that a person takes and performs is called as. |
| A. | role space |
| B. | role mapping |
| C. | role set |
| D. | role analysis |
| Answer» A. role space | |
| 121. |
The person holding a performing the focal role is known as. |
| A. | focal roller |
| B. | role occupant |
| C. | role setter |
| D. | leader |
| Answer» B. role occupant | |
| 122. |
Behaviour expected from the focal role occupant by other members of the role set. |
| A. | norms |
| B. | values |
| C. | conformity |
| D. | position |
| Answer» A. norms | |
| 123. |
The study of human behaviour in organisational setting, the interface between human behaviour and the organisational context. |
| A. | scientific management |
| B. | organisational behavior |
| C. | hawthorn studies. |
| D. | behavioural studies |
| Answer» B. organisational behavior | |
| 124. |
Under which role, three general categories of managerial including the monitor, the disseminator, and spokes person roles comes. |
| A. | decision making role |
| B. | information role |
| C. | interpersonal role |
| D. | controlling role |
| Answer» B. information role | |
| 125. |
Failure to report work is called |
| A. | lack of commitment |
| B. | absenteeism |
| C. | burnout |
| D. | immoral activity |
| Answer» B. absenteeism | |
| 126. |
The process by which older members of a society transmit to younger members the social skilled is termed as. |
| A. | literature |
| B. | norms |
| C. | values |
| D. | socialization |
| Answer» D. socialization | |
| 127. |
Dispute between employees at different levels in an organization is known as. |
| A. | horizontal conflict |
| B. | over all conflict |
| C. | vertical conflict |
| D. | organizational conflict |
| Answer» C. vertical conflict | |
| 128. |
A group created by management to accomplish certain organizational goal is called as. |
| A. | performance group |
| B. | task group |
| C. | prime group |
| D. | internal group |
| Answer» B. task group | |
| 129. |
A planned, systematic process of organizational change based on behavioural science research and theory. |
| A. | organizational development |
| B. | organizational change |
| C. | organizational re-engineering |
| D. | organizational empowerment |
| Answer» A. organizational development | |
| 130. |
Set of value that help people in an organisation understand which actions are considered acceptable and which are considered unacceptable is known as. |
| A. | organizational norms |
| B. | organisational culture |
| C. | organizational ethics |
| D. | organization moral |
| Answer» B. organisational culture | |
| 131. |
Organization Moral |
| A. | belief |
| B. | norms |
| C. | tradition |
| D. | values |
| Answer» D. values | |
| 132. |
A set of guiding principles of behavior concerned with right and wrong which help interactions with others. |
| A. | beliefs |
| B. | values |
| C. | ethics |
| D. | tradition |
| Answer» B. values | |
| 133. |
.__________ is a formal & detailed study of jobs. |
| A. | job enrichment |
| B. | job evaluation |
| C. | job classification |
| D. | job analysis |
| Answer» B. job evaluation | |
| 134. |
.__________ is a very flexible type of organization. |
| A. | staff organization |
| B. | divisional organization |
| C. | line organization |
| D. | matrix organization |
| Answer» B. divisional organization | |
| 135. |
Rotation is otherwise called as ____________. |
| A. | replacement transfer |
| B. | shift transfer |
| C. | versatility transfer |
| D. | remedial transfer |
| Answer» C. versatility transfer | |
| 136. |
_______________ is the permanent termination of an employee’s services for economic reasons in a going concern. |
| A. | resignation |
| B. | dismissal |
| C. | retirement |
| D. | retrenchment |
| Answer» B. dismissal | |
| 137. |
Personnel policy insists _________. |
| A. | higher wage |
| B. | wage equal to contribution |
| C. | lesser wage |
| D. | wage with bonus |
| Answer» B. wage equal to contribution | |
| 138. |
Job satisfaction is high when there is. |
| A. | low morale |
| B. | high wage |
| C. | low wage |
| D. | high morale |
| Answer» D. high morale | |
| 139. |
On-the –job management development techniques include |
| A. | job rotation |
| B. | sensitivity training |
| C. | coaching |
| D. | transactional analysis |
| Answer» C. coaching | |
| 140. |
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» D. immediate supervisor. | |
| 141. |
Which of the following term is used for choosing the individual who is best suited to a particular position and to the organization from a group of potential applicants |
| A. | recruitment. |
| B. | staffing |
| C. | enrollment |
| D. | selection. |
| Answer» D. selection. | |
| 142. |
Organizations put maximum effort in measuring performance of organizational people because; |
| A. | it makes procedures cost effective |
| B. | it helps in detecting the problems |
| C. | it leads to product innovation. |
| D. | it assists in implementing new technology. |
| Answer» A. it makes procedures cost effective | |
| 143. |
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» B. determinants of performance | |
| 144. |
The _____ problem occurs when supervisors tend to rate all their subordinates consistently high. |
| A. | central tendency |
| B. | leniency |
| C. | strictness. |
| D. | halo effect. |
| Answer» D. halo effect. | |
| 145. |
What is another term for 360-degree feedback? |
| A. | feedback loop. |
| B. | multi-source assessment |
| C. | upward feedback |
| D. | circle feedback. |
| Answer» D. circle feedback. | |
| 146. |
Train the raters prior to conduct the performance appraisal is an important responsibility of; |
| A. | top management |
| B. | hr department |
| C. | line managers. |
| D. | production department. |
| Answer» A. top management | |
| 147. |
The evaluator uses a list of behavioral descriptions and checks off those behaviors that apply to the employee. This method of appraisal is called |
| A. | forced-choice appraisal. |
| B. | forced distribution appraisal |
| C. | checklist appraisal. |
| D. | behaviorally anchored rating scales. |
| Answer» D. behaviorally anchored rating scales. | |
| 148. |
A mandatory prerequisite for team building is: |
| A. | funding for staff development activities |
| B. | shared work ethics among team members. |
| C. | commitment from top level management. |
| D. | removal of troublesome individuals. |
| Answer» C. commitment from top level management. | |
| 149. |
Which of the following is best for handling cross-functional project needs for a large, complex project |
| A. | a strong matrix organization |
| B. | a project coordinator |
| C. | a project expeditor |
| D. | direct executive involvement |
| Answer» A. a strong matrix organization | |
| 150. |
A key barrier to team development is |
| A. | a strong matrix management structure |
| B. | when major problems delay the project completion date or budget targets |
| C. | when team members are accountable to both functional and project managers |
| D. | when formal training plans cannot be implemented. |
| Answer» C. when team members are accountable to both functional and project managers | |
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