McqMate
Chapters
| 1. |
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» A. 45 degree appraisal. | |
| 2. |
Why might an organization use multiple systems of appraisal? Select all that apply. |
| A. | To prevent the misuse of performance appraisal systems by line managers. |
| B. | Different systems for different part of the organization. |
| C. | Different systems for different organizational groups. |
| D. | To provide employees with a choice of methods. |
| Answer» B. Different systems for different part of the organization. | |
| 3. |
Which of the following is not a reason why performance appraisal is used by organizations? |
| A. | To allocate financial rewards. |
| B. | To clarify and define performance expectations. |
| C. | To determine promotion. |
| D. | Because it is a legal requirement. |
| Answer» D. Because it is a legal requirement. | |
| 4. |
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» B. Employees rate the performance of their manager. | |
| 5. |
What is meant by 360 degree appraisal? |
| A. | A system where the line manager rates subordinates simultaneously. |
| B. | A system where feedback is obtained from peers subordinates and supervisors. |
| C. | A system where a senior manager rates all line managers simultaneously. |
| D. | A system where every employee rates another employee chosen at random. |
| Answer» B. A system where feedback is obtained from peers subordinates and supervisors. | |
| 6. |
Which of the following statements about 360 degree appraisal is not true? |
| A. | 360 degree appraisal may be linked to pay awards. |
| B. | 360 degree appraisal is normally conducted anonymously. |
| C. | 360 degree appraisal has origins in the 1970s US army. |
| D. | The data generated is normally highly accurate, valid and meaningful. |
| Answer» D. The data generated is normally highly accurate, valid and meaningful. | |
| 7. |
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» B. A person pretends to be a real customer to test the service encountered. | |
| 8. |
Which of the following statements is not true? |
| A. | Some performance appraisal systems have become bureaucratic. |
| B. | The introduction of performance appraisal in the public sector has been controversial. |
| C. | Deming believed performance appraisal was central to quality management. |
| D. | Some line managers do not take the appraisal processes seriously. |
| Answer» C. Deming believed performance appraisal was central to quality management. | |
| 9. |
Employees with …….. need for achievement desire challenging jobs over which they have control |
| A. | Low |
| B. | Medium |
| C. | High |
| D. | No |
| Answer» C. High | |
| 10. |
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» C. It cannot be measured | |
| 11. |
Job analysis is a process of gathering information about the |
| A. | Job holder |
| B. | Job |
| C. | Management |
| D. | Organization |
| Answer» C. Management | |
| 12. |
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» B. Job specification and job observation | |
| 13. |
The process of grouping of similar types of works together is known as |
| A. | Job classification |
| B. | Job design |
| C. | Job evaluation |
| D. | Job description |
| Answer» A. Job classification | |
| 14. |
The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as |
| A. | Job evaluation |
| B. | Job design |
| C. | Job specification |
| D. | Job description |
| Answer» A. Job evaluation | |
| 15. |
The written statement of the findings of job analysis is called |
| A. | Job design |
| B. | Job classification |
| C. | Job description |
| D. | Job evaluation |
| Answer» A. Job design | |
| 16. |
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» D. None of the above | |
| 17. |
Which of the following is not a component of job design? |
| A. | Job enrichment |
| B. | Job rotation |
| C. | Job reengineering |
| D. | Job outsourcing |
| Answer» A. Job enrichment | |
| 18. |
Moving employees from one job to another in a predetermined way is call |
| A. | Job rotation |
| B. | Job reengineering |
| C. | Work mapping |
| D. | Job enrichment |
| Answer» A. Job rotation | |
| 19. |
Stress that result in negative energy and decreases performance and health. |
| A. | Distress |
| B. | Worries |
| C. | Burnout |
| D. | Eustress |
| Answer» B. Worries | |
| 20. |
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» A. Type A personality | |
| 21. |
A person who looks at the positive aspects of every situation. |
| A. | Optimist |
| B. | Pessimist |
| C. | Type A personality |
| D. | Type B personality |
| Answer» A. Optimist | |
| 22. |
A mentally or emotionally disquieting response to a difficult condition or situation. |
| A. | Stress |
| B. | Worries |
| C. | Burnout |
| D. | Eustress |
| Answer» A. Stress | |
| 23. |
Sources of stress |
| A. | Stressors |
| B. | Worries |
| C. | Strain |
| D. | Distress |
| Answer» D. Distress | |
| 24. |
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 | |
| 25. |
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 | |
| 26. |
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 | |
| 27. |
What do performance appraisals measure? |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | All the above |
| Answer» D. All the above | |
| 28. |
If a performance appraisal focuses on an employee’s ability to “identify and analyze problems” or to “maintain harmonious and effective working relationships,” then the performance appraisal is focused on measuring _____. |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | achievement of objectives |
| Answer» C. employee competency | |
| 29. |
If a performance appraisal focuses on an employee’s quality and quantity of wok, then the performance appraisal is focused on measuring _____. |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | achievement of objectives |
| Answer» A. generic dimensions of performance | |
| 30. |
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» D. immediate supervisor | |
| 31. |
The M in the acronym for SMART goals stands for _____. |
| A. | moderate |
| B. | measurable |
| C. | meaningful |
| D. | mid-range |
| Answer» B. measurable | |
| 32. |
The A in the acronym for SMART goals stands for _____. |
| A. | actionable |
| B. | appropriate |
| C. | attainable |
| D. | attitude |
| Answer» C. attainable | |
| 33. |
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» D. encourage participation | |
| 34. |
Participatively set goals result in higher performance than assigned goals when _____. |
| A. | participatively set goals are more difficult |
| B. | assigned goals are more difficult |
| C. | the rewards are also higher |
| D. | participatively set goals are used consistently |
| Answer» A. participatively set goals are more difficult | |
| 35. |
When using goal setting in performance management, the goals should be _____. |
| A. | easy |
| B. | challenging |
| C. | specific |
| D. | All the above |
| Answer» D. All the above | |
| 36. |
Goals should be ____________, but not so difficult that they appear impossible or unrealistic. |
| A. | easy |
| B. | challenging |
| C. | specific |
| D. | All the above |
| Answer» B. challenging | |
| 37. |
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» C. Performance appraisal | |
| 38. |
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» C. creating an organizational strategy map | |
| 39. |
Which theory concerns the use of objectives to manage performance? |
| A. | Probability theory |
| B. | Goal theory |
| C. | Results theory |
| D. | Outcomes theory |
| Answer» B. Goal theory | |
| 40. |
Organizing draws heavily on the supervisor's: |
| A. | Conceptual skills. |
| B. | Good human relations skills. |
| C. | Technical skills. |
| D. | Decision-making skills. |
| Answer» A. Conceptual skills. | |
| 41. |
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» A. Recognizing how the work of various employees affects the performance of the department as a whole. | |
| 42. |
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» C. Setting aligned KPA's and Objectives | |
| 43. |
Performance Management is: |
| A. | The activity where a line manager sets objectives for his/her staff |
| B. | To develop punitive steps to address poor performance |
| C. | To ensure all stakeholder requirements will be met |
| D. | To comply with the requirements of HR |
| Answer» C. To ensure all stakeholder requirements will be met | |
| 44. |
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» C. Formal feedback and Disciplining poor performance | |
| 45. |
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» A. conducting appraisals of employees | |
| 46. |
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» B. defining the job | |
| 47. |
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» D. what to measure and how to measure | |
| 48. |
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 | |
| 49. |
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 | |
| 50. |
Which performance appraisal technique lists traits and a range of performance values for each trait? |
| A. | behaviourally anchored rating scale |
| B. | graphic rating scale |
| C. | forced distribution |
| D. | critical incident |
| Answer» B. graphic rating scale | |
| 51. |
Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use? |
| A. | The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents. |
| B. | Employees in Suzanne's department who are categorized in the bottom 10% of the firm's employees will be immediately dismissed. |
| C. | Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position. |
| D. | Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. |
| Answer» D. Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. | |
| 52. |
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 | |
| 53. |
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» D. forced distribution | |
| 54. |
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» D. paired comparison | |
| 55. |
The process that enables manager to make comparison between employee's and his department goals is |
| A. | direction sharing |
| B. | goal alignment |
| C. | rewards and recognition |
| D. | coaching and development support |
| Answer» B. goal alignment | |
| 56. |
An integral part of feedback process is |
| A. | direction sharing |
| B. | goal alignment |
| C. | ongoing performance monitoring |
| D. | coaching and development support |
| Answer» D. coaching and development support | |
| 57. |
In 360-degree feedback, the ratings are collected from |
| A. | supervisors |
| B. | subordinates |
| C. | peers |
| D. | all of above |
| Answer» D. all of above | |
| 58. |
When the action plan is prepared for correcting performance deficiencies is |
| A. | satisfactory-promotable interview |
| B. | satisfactory-not promotable interview |
| C. | unsatisfactory-correctable interview |
| D. | unsatisfactory-uncorrectable interview |
| Answer» C. unsatisfactory-correctable interview | |
| 59. |
The quality and timeliness of work is classified as |
| A. | "what you are measuring" |
| B. | "how you are measuring |
| C. | "what are the set standards" |
| D. | "the rules of performance appraisals" |
| Answer» A. "what you are measuring" | |
| 60. |
The employers generally use feedback to |
| A. | employee development |
| B. | avoid central tendency and biases |
| C. | rank someone |
| D. | hire the employee |
| Answer» A. employee development | |
| 61. |
The building blocks of performance management are |
| A. | 3 |
| B. | 4 |
| C. | 6 |
| D. | 6 |
| Answer» D. 6 | |
| 62. |
The disadvantage of graphic rating scale is |
| A. | halo effect |
| B. | bias |
| C. | central tendency |
| D. | all of above |
| Answer» C. central tendency | |
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