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
| 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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