McqMate
Chapters
| 201. |
The use of an experienced person to teach and train someone with less knowledge in the given area. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» C. Mentoring | |
| 202. |
A person who looks at the negative aspect of every situation. |
| A. | Optimist |
| B. | Pessimist |
| C. | Type A personality |
| D. | Type B personality |
| Answer» A. Optimist | |
| 203. |
Different types of pay plans related to performance are: |
| A. | Individual or piece rate system |
| B. | Group |
| C. | Organizations |
| D. | All the above |
| Answer» D. All the above | |
| 204. |
Within the umbrella of group reward system comes. |
| A. | Equal pay |
| B. | Individual performance based pay |
| C. | Pay with group threshold |
| D. | All the above |
| Answer» D. All the above | |
| 205. |
Success of the organization can be measured in terms of |
| A. | Profitability |
| B. | Profit |
| C. | Sales |
| D. | All the above |
| Answer» D. All the above | |
| 206. |
A structured questionnaire method for collecting data about the personal qualities of employees is called |
| A. | Functional job analysis |
| B. | Management position description questionnaire |
| C. | Work profiling system |
| D. | None of the above |
| Answer» C. Work profiling system | |
| 207. |
The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the |
| A. | Task inventory analysis method |
| B. | Technical conference method |
| C. | Diary maintenance method |
| D. | Critical incident method |
| Answer» A. Task inventory analysis method | |
| 208. |
The discussion of an employees’ problem with the general objective of helping the worker cope with it. |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Job rotation |
| Answer» D. Job rotation | |
| 209. |
A broader, long educational programme offered to carry out non-technical functions more effectively. |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Development |
| Answer» B. Training | |
| 210. |
The act of increasing the knowledge and skills of an employee for doing a particular job |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Development |
| Answer» D. Development | |
| 211. |
An approach that puts material to be learned into highly organized, logical sequences that trainee could respond |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Vestibule training |
| Answer» D. Vestibule training | |
| 212. |
Learning principle includes all but |
| A. | Participation |
| B. | Repetition |
| C. | Feedback |
| D. | Repatriation |
| Answer» D. Repatriation | |
| 213. |
Needs assessment should consider all but |
| A. | the person |
| B. | supervisor input |
| C. | key changes |
| D. | training objectives |
| Answer» B. supervisor input | |
| 214. |
Technological obsolescence of engineers can be easily prevented by |
| A. | Behavior modeling |
| B. | Lectures |
| C. | Coaching |
| D. | Lab. Training |
| Answer» D. Lab. Training | |
| 215. |
Training evaluation criteria include all but |
| A. | Reactions |
| B. | Learning |
| C. | Behavior |
| D. | Relevance results |
| Answer» C. Behavior | |
| 216. |
Many employees feel their firm's pay for performance plans are ineffective because: |
| A. | Not everyone reacts to a reward the same way. |
| B. | Not all rewards are suited to all situations. |
| C. | The person must expect to receive a rewa |
| Answer» C. The person must expect to receive a rewa | |
| 217. |
____ helps in identifying the knowledge skill and attitude set that enables an individual to deliver the best performance in his job |
| A. | Competency modeling |
| B. | Competency planning |
| C. | People competency |
| D. | Competency training |
| Answer» A. Competency modeling | |
| 218. |
Which of the following options is not one of the approaches to HRM? |
| A. | Human Resource approach |
| B. | Systems approach |
| C. | Contingent approach |
| D. | Statistical approach |
| Answer» D. Statistical approach | |
| 219. |
Which approach states that no one management action or design will be suitable for all situations? |
| A. | Human behavior approach |
| B. | Role approach |
| C. | Systems approach |
| D. | Contingent approach |
| Answer» D. Contingent approach | |
| 220. |
HR department maintains a set of proposals and actions that act as reference points for managers in their dealings with employees. What is this called? |
| A. | HR Guide |
| B. | HR ethics |
| C. | HR policy |
| D. | Managerial policy |
| Answer» C. HR policy | |
| 221. |
Which of the following HR approaches is most popular currently |
| A. | Human resources approach |
| B. | Scientific management approach |
| C. | Systems approach |
| D. | Technical approach |
| Answer» A. Human resources approach | |
| 222. |
All except one of the following are the different aspects of HRD |
| A. | Job evaluation |
| B. | Training and development |
| C. | Career planning |
| D. | Performance appraisal |
| Answer» A. Job evaluation | |
| 223. |
________ helps organizations identify employee strengths and weaknesses to determine avenues for their career development |
| A. | Gap analysis |
| B. | Individual assessment |
| C. | Organizational assessment |
| D. | Opportunity analsis |
| Answer» B. Individual assessment | |
| 224. |
Understanding the career aspirations of an employee, determining his capabilities and competencies and identifying the gaps is termed |
| A. | Need analysis |
| B. | Gap analysis |
| C. | Opportunity analysis |
| D. | Employee analysis |
| Answer» A. Need analysis | |
| 225. |
The process of rewarding employees by giving them a stake in the company, which further enhances their performance is called the |
| A. | Gain sharing |
| B. | Annual bonus |
| C. | Employee stock plan |
| D. | Profit sharing |
| Answer» C. Employee stock plan | |
| 226. |
The problem with self-ratings is that: |
| A. | Supervisors rate employees too highly. |
| B. | Supervisors accentuate differences and rigidify positions. |
| C. | Employees rate themselves higher than do supervisors. |
| D. | All the above. |
| Answer» D. All the above. | |
| 227. |
The effect of negative aspect of employees’ performance overshadows the evaluation of entire performance. |
| A. | Halo Effect |
| B. | Horn Effect |
| C. | Stereotyping |
| D. | Status Effect |
| Answer» B. Horn Effect | |
| 228. |
Objective-based rating scales are: |
| A. | Subjectively determined |
| B. | Based on a points-based system |
| C. | Measures of performance against objectives set |
| D. | Manager-allocated rating scales |
| Answer» C. Measures of performance against objectives set | |
| 229. |
To be effective a point based rating systems require: |
| A. | Close management control |
| B. | Comprehensive, reliable and consistent information |
| C. | Objectivity in assessments |
| D. | 360% assessments |
| Answer» C. Objectivity in assessments | |
| 230. |
The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____. |
| A. | recruitment |
| B. | employee selection |
| C. | performance appraisal |
| D. | organizational development |
| Answer» C. performance appraisal | |
| 231. |
The 'coaching of employees' does not include |
| A. | planning |
| B. | preparation |
| C. | follow-up |
| D. | compensating employees |
| Answer» D. compensating employees | |
| 232. |
The mentoring by employees dealt with |
| A. | longer span of time |
| B. | shorter span of time |
| C. | resetting salary schedules |
| D. | self-managing teams |
| Answer» A. longer span of time | |
| 233. |
Counseling the employees for second careers inside the firm is an example of |
| A. | phased retirement |
| B. | preretirement counseling |
| C. | honoring experience |
| D. | modifying selection procedure |
| Answer» B. preretirement counseling | |
| 234. |
Mentoring is very useful when the mentors works for |
| A. | same department |
| B. | different department |
| C. | informal training |
| D. | formal training |
| Answer» A. same department | |
| 235. |
Competency Mapping includes mapping the employee with respect to his/her: |
| A. | Traits |
| B. | Self-Concept |
| C. | Skills and Knowledge. |
| D. | All the above |
| Answer» D. All the above | |
| 236. |
____________is a process with the help of which the employer, or the human resource team decides, that where would a person work best, as per his aptitude and temperament. |
| A. | Training |
| B. | Performance Appraisal |
| C. | Competency Mapping |
| D. | Performance Monitoring |
| Answer» C. Competency Mapping | |
| 237. |
In traditional focus, providing opportunities for learning is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» A. training and development | |
| 238. |
In career development focus, information about individual interests and preferences is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» D. human resource planning | |
| 239. |
When employee's high expectations confront reality of boring job, it is called |
| A. | promotions |
| B. | transfers |
| C. | reality shock |
| D. | formal training |
| Answer» C. reality shock | |
| 240. |
Strategy employees seek to interesting jobs and greater advancement opportunities is included in |
| A. | promotions |
| B. | transfers |
| C. | reality shock |
| D. | formal training |
| Answer» B. transfers | |
| 241. |
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 | |
| 242. |
Mentoring is very useful when mentors works for |
| A. | same department |
| B. | different department |
| C. | informal training |
| D. | formal training |
| Answer» A. same department | |
| 243. |
In career development, providing individual development plans for employees is part of |
| A. | individual role |
| B. | manager role |
| C. | employer role |
| D. | line manager |
| Answer» C. employer role | |
| 244. |
Pay plan having a mix of 75% base salary and 25% incentives is classified as |
| A. | combination plan |
| B. | non commission plan |
| C. | competitive plan |
| D. | non competitive plan |
| Answer» A. combination plan | |
| 245. |
Factors influencing bonuses |
| A. | eligibility |
| B. | fund size |
| C. | individual performance |
| D. | All of above |
| Answer» D. All of above | |
| 246. |
All incentive plans are surely |
| A. | pay for performance |
| B. | pay for skills |
| C. | pay for tenure |
| D. | pay for knowledge |
| Answer» A. pay for performance | |
| 247. |
Which of the following terms refers to an appraisal that is too open to interpretation? |
| A. | unclear standards |
| B. | halo effects |
| C. | strictness |
| D. | biased |
| Answer» A. unclear standards | |
| 248. |
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 | |
| 249. |
What usually occurs when employees rate themselves for performance appraisals? |
| A. | Ratings are reliable but invalid. |
| B. | Ratings are subject to halo effects. |
| C. | Logrolling leads to unrealistic ratings. |
| D. | Ratings are higher than when provided by supervisors. |
| Answer» D. Ratings are higher than when provided by supervisors. | |
| 250. |
In most firms, a rating committee used for performance appraisals consists of ____ members. |
| A. | 1-2 |
| B. | 3-4 |
| C. | 5-6 |
| D. | 9-1 0 |
| Answer» B. 3-4 | |
| 251. |
Which of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously? |
| A. | supplemental evaluation |
| B. | downward feedback |
| C. | upward feedback |
| D. | peer evaluation |
| Answer» C. upward feedback | |
| 252. |
Which of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers? |
| A. | 360-degree feedback |
| B. | team appraisals |
| C. | upward feedback |
| D. | rating committee |
| Answer» A. 360-degree feedback | |
| 253. |
A performance appraisalsassumes that an employee understood what his or her performance standards were prior to the appraisal. |
| A. | True |
| B. | False |
| C. | According to situation |
| D. | none |
| Answer» A. True | |
| 254. |
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 | |
| 255. |
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 | |
| 256. |
Rewards offered to labors involved in production, are categorized as; |
| A. | Salary |
| B. | Fringe benefits |
| C. | Wage |
| D. | Commission |
| Answer» C. Wage | |
| 257. |
A written statement of policies and principles that guides the behaviour of all employees is called |
| A. | code of ethics |
| B. | word of ethics |
| C. | ethical dilemma |
| D. | None of the above |
| Answer» A. code of ethics | |
| 258. |
An empirical inquiry into the actual rules or standards of a particular group is |
| A. | normative justice |
| B. | descriptive justice |
| C. | interpersonal justice |
| D. | None of the above |
| Answer» B. descriptive justice | |
| 259. |
The HR policy which is based on the philosophy of the utmost good for the greatest number of people is covered under the |
| A. | utilitarian approach |
| B. | approach based on rights |
| C. | approach based on justice |
| D. | None of the above |
| Answer» A. utilitarian approach | |
| 260. |
Which of the following is not usually the objective of a code of ethics? |
| A. | to create an ethical workplace |
| B. | to evaluate the ethical components of the proposed actions of the employees |
| C. | to improve the public image of the company |
| D. | to enhance the profits of the business continuously |
| Answer» D. to enhance the profits of the business continuously | |
| 261. |
Which of the following is not a core principle of the Society for Human Resource Management’s Code of Ethics? |
| A. | professional responsibility |
| B. | fairness and justice |
| C. | professional development |
| D. | None of the above |
| Answer» D. None of the above | |
| 262. |
Which of the following factors shapes the ethical behaviour of the members of an organization? |
| A. | The supervisor’s behavior |
| B. | organizational culture |
| C. | code of ethics |
| D. | All of the above |
| Answer» D. All of the above | |
| 263. |
Payoffs associated with properly implemented ethics programs include: |
| A. | increased stakeholder confidence. |
| B. | greater client/customer and employee loyalty. |
| C. | increased profits. |
| D. | all of the above |
| Answer» D. all of the above | |
| 264. |
The implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves, is known as: |
| A. | valuing diversity. |
| B. | legal compliance. |
| C. | social responsibility |
| D. | professionalism. |
| Answer» C. social responsibility | |
| 265. |
Taking a stand on anti-animal testing, human rights protection, and environmental conservation is an example of a firmʹs: |
| A. | ethics policy. |
| B. | sense of social responsibility. |
| C. | mission statement. |
| D. | desire for legal compliance. |
| Answer» B. sense of social responsibility. | |
| 266. |
The broad objectives of HR associations across the country include: |
| A. | assisting in the provision of training in the field of HR |
| B. | providing opportunities for information exchange. |
| C. | serving as a voice for HR practitioners. |
| D. | all of the above. |
| Answer» D. all of the above. | |
| 267. |
______ signifies a system of shared meaning held by the members that distinguish one organization from another organization |
| A. | organizational change |
| B. | organizational development |
| C. | organizational culture |
| D. | group dynamics |
| Answer» C. organizational culture | |
| 268. |
An organization emphasized that its employees should dress formally but did n not consider it to be absolutely essential for the firm. What are such norms termed as? |
| A. | relevant norms |
| B. | irrelevant norms |
| C. | flexible norms |
| D. | functional norms |
| Answer» C. flexible norms | |
| 269. |
Vijay was employed in the production department of a firm manufacturing textiles. He was well behaved and agreed to the norms of the organization. Vijay who accepts all the organizational norms is a |
| A. | assertive |
| B. | conformist |
| C. | rebel |
| D. | perfectionist |
| Answer» B. conformist | |
| 270. |
Of the four approaches adopted by international operations, which approach tries to create value by emphasizing on local responsiveness |
| A. | the multi domestic |
| B. | the international |
| C. | the global |
| D. | the translational |
| Answer» A. the multi domestic | |
| 271. |
_________ council studies absenteeism at the workplace and recommends steps to reduce it at the lowest level of worker participation |
| A. | shop council |
| B. | plant council |
| C. | unit council |
| D. | joint council |
| Answer» C. unit council | |
| 272. |
The ______ council usually deals with matters pertaining to the operational, economic and financial, personnel, welfare and environment areas at a level above the shop/department level |
| A. | shop council |
| B. | plant council |
| C. | unit council |
| D. | joint council |
| Answer» B. plant council | |
| 273. |
Appraisal of an employee by supervisor, self, peers, subordinates and customers is termed as |
| A. | team appraisal |
| B. | balanced scorecard method |
| C. | 360 degree appraisal |
| D. | critical incident method |
| Answer» C. 360 degree appraisal | |
| 274. |
Rajan believes that all those from Xavier's are arrogant and complacent. This is reflected in his performance appraisal of Preethi, who is from Xaviers. This is an example of |
| A. | halo effect |
| B. | perceptual effect |
| C. | stereotyping |
| D. | stringency effect |
| Answer» C. stereotyping | |
| 275. |
If the appraiser allows a single characteristic of the appraisee to dominate his judgement of the employee performance, it is termed as |
| A. | halo effect |
| B. | stereotyping |
| C. | perceptual set |
| D. | primacy effect |
| Answer» A. halo effect | |
| 276. |
Hitesh is a good salesman and works for an ITcompany. But, his performance in 2001-02 was affected because of the slump in the ITmarket. However, his boss fails to acknowledge it and rates his performance as poor. This is an example of |
| A. | stereotyping |
| B. | primacy effect |
| C. | fundamental attribution error |
| D. | halo effect |
| Answer» C. fundamental attribution error | |
| 277. |
Veena always awards high ratings to all her subordinates irrespective of their performance levels. She is affected by |
| A. | leniency effect |
| B. | primacy effect |
| C. | recency effect |
| D. | tringency effect |
| Answer» A. leniency effect | |
| 278. |
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 | |
| 279. |
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 | |
| 280. |
The performance appraisal method that channelises employee efforts with organizational goals is |
| A. | bars |
| B. | 360 degree appraisal |
| C. | balanced scorecard |
| D. | management by objectives |
| Answer» D. management by objectives | |
| 281. |
Psychology oriented factor of production is |
| A. | land |
| B. | finance |
| C. | machine |
| D. | labour |
| Answer» D. labour | |
| 282. |
A statement containing the details of works to be performed & responsibilities involved is known as. |
| A. | job analysis |
| B. | job evaluation |
| C. | job specification |
| D. | job description |
| Answer» A. job analysis | |
| 283. |
Recruiting is ____________. |
| A. | selecting people |
| B. | offering job |
| C. | appointing people |
| D. | discovering of potential |
| Answer» B. offering job | |
| 284. |
A performance appraisal is a process of evaluating employees. |
| A. | behaviour at job |
| B. | contribution towards job |
| C. | character |
| D. | quantity of work done |
| Answer» B. contribution towards job | |
| 285. |
Man to Man comparison is one of the methods of |
| A. | selection |
| B. | grading |
| C. | performance appraisal |
| D. | merit rating |
| Answer» C. performance appraisal | |
| 286. |
____________ is a strategy for acquisition, utilization, improvement & presentation of an organizational human resources. |
| A. | man power planning |
| B. | personal administration |
| C. | personal management |
| D. | personal policy |
| Answer» A. man power planning | |
| 287. |
Job satisfaction is high when there is |
| A. | low morale |
| B. | high wage |
| C. | low wage |
| D. | high morale |
| Answer» D. high morale | |
| 288. |
Direct compensation towards the contribution of labour is |
| A. | money |
| B. | pay |
| C. | reward |
| D. | wages |
| Answer» A. money | |
| 289. |
Job analysis is a systematic exploration of the activities surrounding a job. It define the jobs. |
| A. | responsibilities &duties |
| B. | accountability & duties |
| C. | responsibilities & accountability |
| D. | responsibilities, accountability, duties. |
| Answer» D. responsibilities, accountability, duties. | |
| 290. |
On-the-job management development techniques include. |
| A. | job rotation |
| B. | sensitivity training |
| C. | coaching |
| D. | transactional analysis |
| Answer» C. coaching | |
| 291. |
______ is a process of matching the qualification of applicants with the web requirements. |
| A. | recruitment |
| B. | promotion. |
| C. | selection |
| D. | training |
| Answer» A. recruitment | |
| 292. |
_______ is the ideal or target to achieve through higher productivity. |
| A. | fair wages |
| B. | minimum wages |
| C. | livingwages |
| D. | normal wages |
| Answer» A. fair wages | |
| 293. |
According to Tuckman and Jensen, the stage where the group resolves its conflict is called. |
| A. | forming |
| B. | norming |
| C. | performing |
| D. | adjourning |
| Answer» B. norming | |
| 294. |
. ____________is the tendency of highly cohesive groups to value consensus at the price of decision quality. |
| A. | group thinks |
| B. | group process |
| C. | group norms |
| D. | group development |
| Answer» A. group thinks | |
| 295. |
________ are the rules of pattern and behaviour that are expected from all team members. |
| A. | norms |
| B. | policies |
| C. | procedures |
| D. | role |
| Answer» A. norms | |
| 296. |
Which of the following are not the features of team empowerment? |
| A. | potency |
| B. | autonomy |
| C. | impact |
| D. | role ambiguity |
| Answer» D. role ambiguity | |
| 297. |
The ability and willingness of group members to set goals and work towards their accomplishment is known as _______. |
| A. | group maturity |
| B. | team spirit |
| C. | mbo |
| D. | participation |
| Answer» A. group maturity | |
| 298. |
Recruitment and selection must be effective to ensure it. |
| A. | offsets high labour turnover |
| B. | delivers the highest caliber of individuals at optimum most |
| C. | to have a surprise in case of sickness and absence |
| D. | encourages new blood into the organization |
| Answer» B. delivers the highest caliber of individuals at optimum most | |
| 299. |
Too great a reliance on internal recruitment can result in. |
| A. | reduced job performance |
| B. | higher labour turnover |
| C. | internal conflict |
| D. | poor group dynamics |
| Answer» A. reduced job performance | |
| 300. |
Why can altruism as an approach to discipline be regarded as an essential element? |
| A. | it is an essential requirement for survival |
| B. | to maintain good employee relations |
| C. | to demonstrate who’s boss |
| D. | to re-establish a welfare approach to hr |
| Answer» B. to maintain good employee relations | |
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