Top 350+ Solved Performance Management MCQ Questions Answer
Q. 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
Q. 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
Q. 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.
Q. 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.
Q. Match the following components of remuneration with their inclusions – I. Fringe Benefits ------- A. Stock option II. Job Context ---------- B. Challenging job responsibilities III. Perquisites --------- C. Group Plans IV. Incentives ----------- D. Medical Care
a. I-D, II-B, III- , IV-C
b. I-B, II-A , III-C, IV-D
c. I-A, II-C, III-D, IV-B
d. I-C, II-B, III-D, IV-C
Q. 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
Q. Which factors lower the accuracy rate of the rater?
a. The rater is aware of personal biases and is willing to take action to minimise their effect
b. Performance factors are properly defined
c. The rater has documented behaviours to improve the recall
d. The rater is unable to express himself or herself honestly and unambiguously
Q. 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
Q. Which of the following is NOT a characteristic of the critical incident method forperformance appraisal?
a. providing examples of excellent work performance
b. comparing and ranking employees within a group
c. connecting specific incidents with performance goals
d. reflecting performance throughout the appraisal period
Q. Which of the following would most likely result in a legally questionable appraisal process?
a. conducting a job analysis to establish performance standards
b. basing appraisals on subjective supervisory observations
c. administering and scoring appraisals in a standardized fashion
d. using job performance dimensions that are too clearly defined
Q. 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. top management
d. immediate supervisor
Q. Which component of performance management refers to communicating a firm's higherlevel goals throughout the organization and then translating them into departmental andindividual goals?
a. role clarification
b. goal alignment
c. performance monitoring
d. direction sharing
Q. Willingness, capacity & opportunity to perform are said to be:
a. Performance outcomes
b. Determinants of performance
c. Performance appraisals
d. Types of performance standards
Q. One of the major barriers to career advancement experiencing by working ladies is;
a. Difficulty in balancing work and family life
b. Top management is usually male oriented
c. Lack of educational opportunities
d. Common perception that woman cannot be better boss
Q. Mr. Ahmed is a cashier and he feels dissatisfied at work. What best justifies this situation?
a. His job may not be structured to suit his preferences
b. It involves physical toughness
c. It requires mental toughness
d. It involves too much customer interaction