McqMate
Chapters
| 1. |
One of the following is future oriented appraisal technique. |
| A. | MBO |
| B. | Rating scale |
| C. | Checklist |
| D. | BARS |
| Answer» A. MBO | |
| 2. |
The basis of performance standards is: |
| A. | Managers |
| B. | HR plans |
| C. | Employee |
| D. | Job analysis |
| Answer» C. Employee | |
| 3. |
As little as 20% of all human performance problems is attributable to individual employees; as much as 80% of all such problems is attributable to the work environments or systems in which employees work. An example of such problems would be: |
| A. | Because people are often absent from work |
| B. | Because people at work don't perform |
| C. | Because low standards of performance are legitimised |
| D. | Because of barriers created to reduce performance |
| Answer» D. Because of barriers created to reduce performance | |
| 4. |
Performance plans to be successful and sustainable the plan must |
| A. | Provide for independent employee voice and participation |
| B. | The decision to initiate a new plan |
| C. | Its design |
| D. | All of the above |
| Answer» D. All of the above | |
| 5. |
Key performance indicators are used in situations when: |
| A. | When objectives can not easily be expressed in terms of numbers |
| B. | When targets might be expressed in terms of delivery of a project |
| C. | When objectives can be established which are supportive or secondary to the organisations central objectives |
| D. | Objectives that can be quantified using financial values |
| Answer» C. When objectives can be established which are supportive or secondary to the organisations central objectives | |
| 6. |
Which of the following is not a major personnel selection method? |
| A. | Focus groups |
| B. | Biodata |
| C. | Graphology |
| D. | References |
| Answer» A. Focus groups | |
| 7. |
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» D. Require candidates to conduct a sample of the work required for the job | |
| 8. |
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» D. Faith validity | |
| 9. |
The statistical technique of meta-analysis: |
| A. | Estimates the amount of sampling error in one study to derive a more accurate estimate of the validity coefficient |
| B. | Changes the magnitude of the validity coefficient by removing the effect of the sampling error |
| C. | Changes the estimated variance in observed coefficients and hence widens the confidence interval around the mean coefficient |
| D. | Cumulates the results from many separate studies to obtain a more stable indication of the effect under investigation |
| Answer» D. Cumulates the results from many separate studies to obtain a more stable indication of the effect under investigation | |
| 10. |
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» B. The interviewers use their empathy and intuition to evaluate each interviewee | |
| 11. |
In general, it has been shown that the single best predictor of job performance across different jobs and organizational settings is which of the following? |
| A. | Personality tests |
| B. | Work-sample tests |
| C. | Cognitive ability tests |
| D. | Handwriting analysis |
| Answer» C. Cognitive ability tests | |
| 12. |
Which of the following situations does not necessarily lead to bias and unfairness to certain groups in selection? |
| A. | An employer applies a requirement for applicants which a larger proportion of one ethnic group finds considerable harder to comply with |
| B. | A psychometric test produces different test scores for different subgroups of candidates |
| C. | Subgroup differences in test scores are used to select characteristics that are not directly related to job performance |
| D. | A validity study is based on only one subgroup but then used to select members of another |
| Answer» B. A psychometric test produces different test scores for different subgroups of candidates | |
| 13. |
Reward management in the modern era involves: |
| A. | Just dealing with issues of pay |
| B. | A total reward approach |
| C. | Dealing solely with trade unions |
| D. | Dealing solely with legal issues |
| Answer» B. A total reward approach | |
| 14. |
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» B. Is arbitrary | |
| 15. |
Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as performance related pay fail to deliver because: |
| A. | They are viewed as 'hygiene factors' |
| B. | They are motivators |
| C. | They are unfair |
| D. | They are unwelcome by trade unions |
| Answer» A. They are viewed as 'hygiene factors' | |
| 16. |
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» B. When the wage or salary is seriously out of line with expectations | |
| 17. |
The individual most associated with first recognizing the link between pay and performance was: |
| A. | Mayo |
| B. | F.W Taylor |
| C. | Herzberg |
| D. | Kohn |
| Answer» B. F.W Taylor | |
| 18. |
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» C. 25 - 33% | |
| 19. |
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» A. Rewards as rights | |
| 20. |
Paying people, a monthly salary would not be suitable in which circumstances? |
| A. | When employing people on a part-time basis |
| B. | For those on regular fixed incomes |
| C. | When overtime varies, and is a large part of the remuneration |
| D. | When employing people on a temporary basis |
| Answer» C. When overtime varies, and is a large part of the remuneration | |
| 21. |
Annualized hours refers to: |
| A. | Those individuals who are seasonal workers |
| B. | Those employees working on shifts |
| C. | Full-time permanent employees |
| D. | Calculating working time on an annual rather than a weekly basis |
| Answer» D. Calculating working time on an annual rather than a weekly basis | |
| 22. |
The defining feature of incremental payment systems is: |
| A. | A fair day pay for a fair day’s work |
| B. | Cost of living |
| C. | Length of service |
| D. | The quantity of qualifications achieved |
| Answer» C. Length of service | |
| 23. |
Performance appraisals serve as building blocks of |
| A. | Recruiting |
| B. | Career planning |
| C. | Manpower planning |
| D. | Selecting |
| Answer» B. Career planning | |
| 24. |
Which of the following technique is least susceptible to personal bias? |
| A. | Forced choice |
| B. | Critical incidents |
| C. | Rating scales |
| D. | BARS |
| Answer» D. BARS | |
| 25. |
A disadvantage of rating scales is |
| A. | Cost |
| B. | Feedback |
| C. | Time involved |
| D. | Quantitative of scores |
| Answer» D. Quantitative of scores | |
| 26. |
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» A. Alternation ranking | |
| 27. |
The _____ performance appraisal method ranks the highest employees and lowest employees in alternate order. |
| A. | Paired comparison |
| B. | Behaviorally anchored rating scale |
| C. | Forced distribution |
| D. | Alternation ranking |
| Answer» D. Alternation ranking | |
| 28. |
Supervisors using the forced distribution appraisal method can protect against bias claims by: |
| A. | Using multiple raters. |
| B. | Appointing a review committee. |
| C. | Training raters to be objective. |
| D. | All of the above. |
| Answer» B. Appointing a review committee. | |
| 29. |
A problem(s) with management by objectives is (are) that it can: |
| A. | Be time consuming. |
| B. | Result in un measurable objectives. |
| C. | 1 and 2 |
| D. | None of the above. |
| Answer» C. 1 and 2 | |
| 30. |
Rating an employee high on several traits because he or she does one thing well is called the: |
| A. | Bias problem. |
| B. | Central tendency. |
| C. | Halo effect. |
| D. | Unclear standards. |
| Answer» D. Unclear standards. | |
| 31. |
Which of the following is not a role played by the HR department regarding performance appraisals? |
| A. | Training of supervisors |
| B. | Monitoring the appraisal system |
| C. | Appraising of employees |
| D. | Ensuring compliance with EEO laws |
| Answer» C. Appraising of employees | |
| 32. |
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 | |
| 33. |
The most popular technique for appraising performance is the ______ method. |
| A. | alternation ranking |
| B. | graphic rating scale |
| C. | Likert |
| D. | MBO |
| Answer» B. graphic rating scale | |
| 34. |
Which performance appraisal technique lists traits and a range of performance? |
| A. | alternation ranking |
| B. | graphic rating scale |
| C. | Likert |
| D. | MBO |
| Answer» B. graphic rating scale | |
| 35. |
What do performance appraisals measure? |
| A. | generic dimensions of performance |
| B. | performance of actual duties |
| C. | employee competency |
| D. | all of the above |
| Answer» D. all of the above | |
| 36. |
Who is the primary person responsible for doing the actual appraising of an employee’s performance? |
| A. | the employee’s direct supervisor |
| B. | the company appraiser |
| C. | the human resource manager |
| D. | none of the above |
| Answer» A. the employee’s direct supervisor | |
| 37. |
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» D. paired comparison | |
| 38. |
Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to _____. |
| A. | impression management |
| B. | bias |
| C. | stereotyping |
| D. | halo effects |
| Answer» D. halo effects | |
| 39. |
What is another term for 360-degree feedback? |
| A. | feedback loop |
| B. | multi-source assessment |
| C. | upward feedback |
| D. | circle feedback |
| Answer» B. multi-source assessment | |
| 40. |
Rating of all employees equal such as 'good' is called |
| A. | lenient tendency |
| B. | strict tendency |
| C. | biasing tendency |
| D. | central tendency |
| Answer» D. central tendency | |
| 41. |
New performance appraisal systems and incentives usage is part of |
| A. | mobilize commitment |
| B. | consolidation of gains |
| C. | creating guiding coalition |
| D. | reinforcement of new programs |
| Answer» D. reinforcement of new programs | |
| 42. |
Which of these is an issue while designing an appraisal programme? |
| A. | Quality |
| B. | What methods of appraisal are to be used |
| C. | Quantity |
| D. | Cost of effectiveness |
| Answer» B. What methods of appraisal are to be used | |
| 43. |
When appraisals are made by superiors, peers, subordinates and clients then it is called ____. |
| A. | 360 degree feedback |
| B. | 180 degree feedback |
| C. | Self – appraisal |
| D. | None of the above |
| Answer» A. 360 degree feedback | |
| 44. |
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 | |
| 45. |
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» D. The rater is unable to express himself or herself honestly and unambiguously | |
| 46. |
Which is the simplest and most popular technique for appraising employee performance? |
| A. | Rating Scales |
| B. | Critical Incident |
| C. | Cost accounting |
| D. | BARS |
| Answer» A. Rating Scales | |
| 47. |
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» A. Assumes that employee performance levels always conform to a normal distribution | |
| 48. |
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» C. A range of descriptive statements of behaviour varying from the least to the most effective | |
| 49. |
Who conducts the field review method? |
| A. | Peers |
| B. | Supervisor |
| C. | Subordinates |
| D. | Someone from corporate office or the HR department |
| Answer» D. Someone from corporate office or the HR department | |
| 50. |
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» B. harm to employee morale | |
| 51. |
The first step in developing a behaviorally anchored rating scale is to _________ |
| A. | develop performance dimensions |
| B. | generate critical incidents |
| C. | compare subordinates |
| D. | reallocate incidents |
| Answer» B. generate critical incidents | |
| 52. |
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» D. Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department. | |
| 53. |
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» B. combination of narrative critical incidents and quantified performance scales | |
| 54. |
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» B. develop performance dimensions | |
| 55. |
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» C. unreliable | |
| 56. |
Which of the following terms refers to setting specific measurable goals with each employee and then periodically reviewing the progress made? |
| A. | behaviorally anchored rating scale |
| B. | management by objective |
| C. | narrative form technique |
| D. | forced distribution |
| Answer» B. management by objective | |
| 57. |
It is most important that supervisors who choose management by objectives as a performance appraisal tool use __________ |
| A. | SMART goals |
| B. | EPM systems |
| C. | computerized notes |
| D. | graphic rating scales |
| Answer» A. SMART goals | |
| 58. |
All the following are benefits of using computerized or Web-based performance appraisal systems 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» D. enabling managers to monitor employees' computers | |
| 59. |
Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits? |
| A. | recency effect |
| B. | halo effect |
| C. | central tendency |
| D. | discrimination |
| Answer» B. halo effect | |
| 60. |
The performance management distinct feature is |
| A. | continuous evaluating |
| B. | continuous re-evaluating |
| C. | never evaluating performances |
| D. | evaluating for salary purposes |
| Answer» B. continuous re-evaluating | |
| 61. |
When the person's performance is not satisfactory but can be improved is |
| A. | satisfactory-promotable interview |
| B. | satisfactory-not promotable interview |
| C. | unsatisfactory-correctable interview |
| D. | unsatisfactory-uncorrectable interview |
| Answer» C. unsatisfactory-correctable interview | |
| 62. |
The 'unclear standards' usually results in |
| A. | unfair appraisals |
| B. | fake appraisals |
| C. | true appraisals |
| D. | Both A and B |
| Answer» D. Both A and B | |
| 63. |
The meaning of 'direction sharing' is |
| A. | communicating line authority |
| B. | staff authority |
| C. | communicating company's higher-level goals |
| D. | communicating future HR policies |
| Answer» C. communicating company's higher-level goals | |
| 64. |
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» B. satisfactory-not promotable interview | |
| 65. |
The human resource department plays/serves as |
| A. | advisory role |
| B. | line authority |
| C. | hiring department only |
| D. | training department only |
| Answer» A. advisory role | |
| 66. |
An advantage of Management by Objectives (MBO) is |
| A. | avoids central tendency and biases |
| B. | jointly agreed performance objectives |
| C. | provides behavioral anchors |
| D. | ongoing basis evaluation |
| Answer» B. jointly agreed performance objectives | |
| 67. |
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» A. logrolling | |
| 68. |
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» D. all of above | |
| 69. |
The steps involves in employer's movement for performance management is |
| A. | total quality |
| B. | appraisal issues |
| C. | strategic planning |
| D. | all of above |
| Answer» D. all of above | |
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