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
| 151. |
The open or loosely structured project organization does not rely on well-defined standards and procedures for guiding the work efforts. Therefore, this organization should be used for __________. |
| A. | innovative or creative work with high-level professionals |
| B. | routine work and with a new staff. |
| C. | production operations and with the construction industry |
| D. | . planning operations and with the functional staff. |
| Answer» A. innovative or creative work with high-level professionals | |
| 152. |
The level of the reporting superior for the project manager is viewed as critical because it also implies the amount of interest and emphasis that the corporation places on the project. From a practical standpoint, when a project manager reports to a senior officer of the company, the project manager then has access to an individual with the __________ to resolve inter-project conflicts. |
| A. | ability and resources |
| B. | power and authority. |
| C. | will and desire |
| D. | seniority and maturity |
| Answer» B. power and authority. | |
| 153. |
There is a long-term need to develop individuals within a company to assume positions of leadership and greater responsibility. Comparing the functional and project organization, the opportunity for personnel development __________. |
| A. | is greater in the project organization |
| B. | is greater in the functional organization |
| C. | cannot be determined between the two organizations. |
| D. | is greater in the project organization during the planning phase only. |
| Answer» A. is greater in the project organization | |
| 154. |
Group Effectiveness has 2 dimensions: ________________ and QWL |
| A. | performance |
| B. | feedback. |
| C. | group process. |
| D. | team building |
| Answer» D. team building | |
| 155. |
The degree of responsibility independence and opportunity for exercising initiative for member of organization is |
| A. | liberty. |
| B. | independence. |
| C. | autonomy. |
| D. | freedom. |
| Answer» C. autonomy. | |
| 156. |
Fundamentally rethink the way the work gets done is the application of |
| A. | re engineering |
| B. | matrix organization |
| C. | downsizing. |
| D. | neutral organization. |
| Answer» D. neutral organization. | |
| 157. |
Managerial Philosophy, strategy and structure is called |
| A. | stability of environment and technology |
| B. | congruence. |
| C. | unionization. |
| D. | tech savvy. |
| Answer» A. stability of environment and technology | |
| 158. |
What is CHRM |
| A. | committed hrm |
| B. | cultural hrm |
| C. | critical hrm |
| D. | convenient hrm |
| Answer» A. committed hrm | |
| 159. |
__________is the backbone of the process of identifying, studying, and implementing best practices |
| A. | benchmarking |
| B. | forecasting |
| C. | innovating |
| D. | reinventig |
| Answer» A. benchmarking | |
| 160. |
_________ refers to training workers to be able to undertake a wide range of different jobs, instead of just one. |
| A. | multi skilling |
| B. | parenting |
| C. | copying |
| D. | adopting |
| Answer» A. multi skilling | |
| 161. |
________________ is a technique of multi skilling |
| A. | job analysis |
| B. | job rotation |
| C. | job evaluation |
| D. | job satisfaction |
| Answer» B. job rotation | |
| 162. |
_____________ is a strategic decision to give a task or activity to an independent contractor who determines how best to do the task or activity |
| A. | outsourcing |
| B. | renting |
| C. | gathering |
| D. | performing |
| Answer» A. outsourcing | |
| 163. |
Believes, attitudes, traditions and expectations which are shared by group members is called |
| A. | group norms |
| B. | group communication |
| C. | group cohesiveness |
| D. | group structure |
| Answer» A. group norms | |
| 164. |
---------------is the ability of influencing people to strive willingly for mutual objectives |
| A. | motivation |
| B. | control |
| C. | leadership |
| D. | supervision |
| Answer» C. leadership | |
| 165. |
Match the following components of remuneration with their inclusions – I. Fringe Benefits ------- A. Stock option II. Job Context ---------- B. Challenging job responsibilities III. Perquisites --------- C. Group Plans IV. Incentives ----------- D. Medical Care |
| A. | I-D, II-B, III- , IV-C |
| B. | I-B, II-A , III-C, IV-D |
| C. | I-A, II-C, III-D, IV-B |
| D. | I-C, II-B, III-D, IV-C |
| Answer» A. I-D, II-B, III- , IV-C | |
| 166. |
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» C. General Electric, US in 1992 | |
| 167. |
Which factors lower the accuracy rate of the rater? |
| A. | The rater is aware of personal biases and is willing to take action to minimise their effect |
| B. | Performance factors are properly defined |
| C. | The rater has documented behaviours to improve the recall |
| D. | The rater is unable to express himself or herself honestly and unambiguously |
| Answer» C. The rater has documented behaviours to improve the recall | |
| 168. |
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» B. Graphic rating scale | |
| 169. |
Which of the following is NOT a characteristic of the critical incident method for performance 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» B. comparing and ranking employees within a group | |
| 170. |
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» B. basing appraisals on subjective supervisory observations | |
| 171. |
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 | |
| 172. |
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» D. direction sharing | |
| 173. |
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 | |
| 174. |
One of the major barriers to career advancement experiencing by working ladies is; |
| A. | Difficulty in balancing work and family life |
| B. | Top management is usually male oriented |
| C. | Lack of educational opportunities |
| D. | Common perception that woman cannot be better boss |
| Answer» A. Difficulty in balancing work and family life | |
| 175. |
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» A. His job may not be structured to suit his preferences | |
| 176. |
Standards are established to: |
| A. | Achieve desired outcomes |
| B. | Meet legal compliance |
| C. | Achieve competitive advantage |
| D. | Promote goodwill in MARKET |
| Answer» A. Achieve desired outcomes | |
| 177. |
A non-stress prone person who is relaxed, agreeable and easy going. |
| A. | Type A |
| B. | Type B personality |
| C. | Pessimist |
| D. | Stressors |
| Answer» A. Type A | |
| 178. |
Which of the following are guidelines for drafting and maintaining a good job description? |
| A. | Indicating the scope and nature of the work and all important relationships |
| B. | Indicating the work and duties of the position |
| C. | Explaining the supervisory responsibility to the individuals |
| D. | All the above |
| Answer» D. All the above | |
| 179. |
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» C. It tends to become subjective because of poor implementation | |
| 180. |
The 'coaching of employees' does not include: |
| A. | planning |
| B. | preparation |
| C. | follow-up |
| D. | compensating employees |
| Answer» D. compensating employees | |
| 181. |
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» B. Training him | |
| 182. |
Mentoring is very useful when the mentors work for |
| A. | same department |
| B. | different department |
| C. | informal training |
| D. | formal training |
| Answer» A. same department | |
| 183. |
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» D. All of the above. | |
| 184. |
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» A. participative set goals are more difficult | |
| 185. |
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» A. benefits | |
| 186. |
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» D. using subjective performance data for appraisals | |
| 187. |
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» A. identify the standards by which the employee is judged | |
| 188. |
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» D. be sent to the employee in question, to the manager's superior, and to the EEO office | |
| 189. |
Rewards offered to labours involved in production, are categorized as: |
| A. | Salary |
| B. | Fringe benefits |
| C. | Wage |
| D. | Commission |
| Answer» C. Wage | |
| 190. |
Supervisors' responsibilities toward employees EXCLUDE |
| A. | Giving employees clear instructions. |
| B. | Looking for problems and trying to correct them before employees' performances deteriorate further. |
| C. | Speaking up for employees' interests to top management. |
| D. | Being inaccessible to subordinates. |
| Answer» D. Being inaccessible to subordinates. | |
| 191. |
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» D. alternation ranking method | |
| 192. |
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» D. forced distribution | |
| 193. |
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» A. True | |
| 194. |
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» C. performance of co-workers | |
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