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. |
Performance appraisals serve as building blocks of |
| A. | Recruiting |
| B. | Career planning |
| C. | Manpower planning |
| D. | Selecting |
| Answer» B. Career planning | |
| 152. |
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 | |
| 153. |
A disadvantage of rating scales is |
| A. | Cost |
| B. | Feedback |
| C. | Time involved |
| D. | Quantitative of scores |
| Answer» D. Quantitative of scores | |
| 154. |
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 | |
| 155. |
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 | |
| 156. |
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. | |
| 157. |
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 | |
| 158. |
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. | |
| 159. |
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 | |
| 160. |
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 | |
| 161. |
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 | |
| 162. |
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 | |
| 163. |
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 | |
| 164. |
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 | |
| 165. |
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 | |
| 166. |
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 | |
| 167. |
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 | |
| 168. |
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 | |
| 169. |
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 | |
| 170. |
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 | |
| 171. |
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 | |
| 172. |
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 | |
| 173. |
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 | |
| 174. |
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 | |
| 175. |
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 | |
| 176. |
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 | |
| 177. |
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 | |
| 178. |
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 | |
| 179. |
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 | |
| 180. |
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. | |
| 181. |
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 | |
| 182. |
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 | |
| 183. |
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 | |
| 184. |
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 | |
| 185. |
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 | |
| 186. |
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 | |
| 187. |
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 | |
| 188. |
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 | |
| 189. |
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 | |
| 190. |
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 | |
| 191. |
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 | |
| 192. |
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 | |
| 193. |
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 | |
| 194. |
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 | |
| 195. |
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 | |
| 196. |
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 | |
| 197. |
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 | |
| 198. |
A dyadic relationship between two persons: a manager who is offering help, and employee to whom such help is given. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | time Management |
| Answer» A. Counselling | |
| 199. |
It is a relationship in which at least one of the parties has the intent of promoting the growth, development, maturity, improved functioning, improved coping with life of other. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» B. Helping | |
| 200. |
An adjustment in your attitude and behavior towards meeting daily demand. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» D. Time Management | |
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