Professional Documents
Culture Documents
Which one of the following Each Our company Our firm will Each team is
is an example of Strategic salesperson must double reduce the price required to
priorities & linkage to will increase the number of of our items by 20 propose a set of
Goals? $10,000 in our product percent to team goals that will
sales by the lines to gain compete in the help the
end of the greater East Asian market organization
quarter. diversity and within the next achieve its
customer five years. To do organizational
satisfaction. so, each store goals.
must increase
employee
productivity by 8
percent and
implement a one-
year hiring freeze.
____________ refers to the Drive to Expectancy Specificity Valence
degree of desirability of achieve goals
outcome or strength of an
individual’s preference for a
particular outcome
Which of the following Behavioural Low employee Short-term criteria All of the above
choices must be made criteria versus participation versus long-term
when designing a results criteria versus high criteria
performance management employee
system? participation
Question A B C D
The following statements are
indicative of organizational
culture of trust and
empowerment.
a) Tasks are delegated to
employees with limited
monitoring a only a & c c & d a, b & c
b) Critical information is
withheld from employees
c) Interest of employees are
kept at par with
organizational interest
d) Employees are given
opportunities to attend
trainings regularly
In _____________________
method of appraisal multiple
methods, assessors,
dimensions and purpose is Assessment
involved. Forced ranking centre 360* MBO
___________________
indicate broad categorization
of employees’ behaviours
and actions, which form the
basis of performance Performance Performanc Feedback Performance
assessment planning e measures appraisal dimensions
Developing Understanding
Understanding the the
the organizatio Conducting organization’s
The two main steps in the organization’s n’s mission job analysis mission and
prerequisites phase of mission and and and writing a writing a
performance management conducting job conducting development development
are: analysis job analysis plan plan
Reviewing, defining Identifying,
Performance measurement monitoring, mission and measuring & None of the
broadly constitutes setting goals vision developing above
Linking each
individual’s performance to
the organization’s mission
involves explaining to each
employee how the
employee’s activities are
helping the organization gain
a competitive advantage. "TRUE" "FALSE" IGNORE IGNORE
The error in which you
provide most favorable
ratings on all aspects of
performance, but they are Central Recency
not usually deserved is called tendency effect Similarity Leniency
The performance appraisal Trait approach Intuitive Result Self appraisal
approach in which approach oriented approach
perception and external approach
behaviour is the indicator is
called :
______________ justice is
the perception that the
performance evaluation
received is fair relative to the None of the
work performed. Distributive Integrative Complete above
The ___________ purpose of
PM systems is to furnish valid
and useful information for
making employment
decisions including salary
adjustments, promotions, informationa
and terminations developmental strategic l administrative
Information gained from the
organizational maintenance
purpose of a PM system is Evaluating Evaluating
used for all of the following the the
EXCEPT: effectivenes effectiveness
Workforce s of job of HR Creating talent
planning descriptions programs inventories
Change Motivation,
manageme protection
Motivation, nt, work life from law Job rotation,
Protection balance, suits, work competent
from Lawsuits, competent life balance, employees,
Key consequences of a Competent employees, Development clarity of goals,
healthy performance employees , clarity of need documentation
management system are Clarity of goals goals identification of performance
Presence of a comprehensive
PMS system augurs well for a
progressive organization "TRUE" "FALSE" IGNORE IGNORE
Vision and
Mission,
Strategic
goals Critical
Vision and ,Critical Success
Mission, Success factors, Manpower
Training and factors, Recruitment, planning, Job
development, Performanc Training and analysis, action
Performance Management is Job analysis, e Development plan,
a holistic framework. It Critical success measureme , Succession performance
integrates : factors nt Planning measurement
Following are the Strategic Specificity, Reliability & Equitable,
characteristics of an ideal PM congruence, Integrated, Validity, Inclusive,
system Reliability & Inclusive, Strategic Motivating,
Validity, Information congruence, Informational
Integrated, Equitable,
Motivating al Standardized
Mr. Suyesh Aiyer
has six people in his technical
team who are due for review.
What rating method is best
suited to evaluate their Forced Graphic Assessment
competence? 360* appraisal Distribution rating scale centre
Manageme
nt buy-in,
Customs Diversity of Customs and
The external environment Technology , and beliefs, workforce, Beliefs,
factors impacting the process Economic, Competitio Technology, Competition,
of performance management Customers, n, Customers, Customers,
process are : Competition Geography Vendors Vendors
Behaviour and Bhaviour Behaviourally
rating and review Anchored None of the
BARS stands for standard scales Rating Scales above
The plans that are prepared
as a part of the ongoing Performance Performance
process of observation and Appraisal Feedback development improvement
feedback are called : forms forms plan plan
Where u are is actual Optimal
performance and where you Final performanc Objective Great
want to be is performance e performance performance
Job descriptions stay stable
over time and therefore do
not need to be updated "TRUE" "FALSE" IGNORE IGNORE
In _____________________
method of appraisal multiple
methods, assessors,
dimensions and purpose is Potential Assessment Psychological
involved. appraisal centre Appraisals MBO
Even if the
raters have
People tend to the same
During the collection of believe that position and
information from individuals the KSAs on Insufficient duties, some
for the purpose of which they rater of the raters
conducting a job analysis, score highly training was may be more
why might different people in drive success provided highly
the same position and same in their jobs prior to the involved in
job duties rate certain but not the collection of certain job
knowledge, skills, and KSAs on which information duties than
competence as more they score from the are other
important than other . poorly. individuals raters. All of the above
The following is "TRUE" "FALSE" IGNORE IGNORE
the performance standard of
Manager’s effectiveness in a
specific sense : Achieve a
much higher sales target in
2013
“KSA” in context of Knowledge, Knowledge, Knowledge of Knowledge,
Performance management skills, and skills, and situation and social skills, and
refers to what? abilities agility action aptitude
Performanc
e
manageme
nt systems
are not They provide They provide
Without applicable the criteria information to
Job descriptions are a key them, unless that will be employees as to
prerequisite for any employees will certain job used in what tasks are
performance management not “buy in” to elements measuring most important
system because: the system. are present. performance. in their jobs.
Ratings Customer
that result complaints
In the performance planning from resulting Outcomes an
stage, the term “results” Customer performanc from employee must
refers to _________ reactions e performance produce
Recruitment and
Selection, Induction and
Development are integrated
with performance
management system "TRUE" "FALSE" IGNORE IGNORE
Which one of the following is Each Our Our firm will Each team is
an example of Strategic salesperson company reduce the required to
priorities & linkage to Goals? will increase must price of our propose a set of
$10,000 in double the items by 20 team goals that
sales by the number of percent to will help the
end of the our product compete in organization
quarter. lines to gain the East achieve its
greater Asian market organizational
diversity within the goals.
and next five
customer years. To do
satisfaction. so, each
store must
increase
employee
productivity
by 8 percent
and
implement a
one-year
hiring freeze.
Identify the
strength and
weaknesses
of the firm,
In the early Create Establish and then let Focus on goals,
development of strategic strategic strategic firm-level and then create
management as a field, what priorities and priorities strategic strategic
was the dominant approach goals before priorities priorities on
to achieving strategic simultaneously setting emerge how to
consensus? . goals. naturally. compete.
Low
employee
Which of the following participatio
choices must be made when n versus
designing a performance high Short-term
management system? Behavioral employee criteria
criteria versus participatio versus long-
results criteria n term criteria All of the above
Strategic consensus occurs organizational workers; Managers;
when __________agree on a units; strategic unit-level organizationa Firms; industry-
common set of _______. priorities goals l values wide practices
A gap analysis consists of
pairing
strengths/weaknesses with
opportunities/threats and
determining whether the
situation is conducive to
positive outcomes, negative
outcomes, or a mixture of
both. "TRUE" "FALSE" IGNORE IGNORE
The combination
of each of the following
factors allows some
individuals to perform at D
higher levels than others eclarative Procedural M
EXCEPT: knowledge knowledge Biases otivation
The individual’s performance
is completely appraised on
the basis of a negative
quality or feature perceived.
This results in an overall
lower rating than may be Stereotypin
warranted. Halo bias g Horn bias Perceptual set
Motivation involves which of Choice to Choice of Choice to
the following behaviors? expend effort level of persist in the All of the above
expenditure
of that level
effort of effort
___________________
refers to the perceived
Instrumentalit Perseveranc None of the
likelihood that such a result Expectancy
y e above
will lead to attaining a given
reward
Following are the
suggestive line of actions for
strategic alignment of
performance goals :
a) Establish the Critical
success factors that directly
impact the organizational
goal
b) Include employee and
customer perspectives in the
mandatory supervisory
element and standard.
c) Make employees
accountable for at least one
critical performance element,
non-achieving of which may
not lead to the
accomplishment of
organizational goals.
d) Collect information on
new technological
advancement in the
respective industry.
Choose best option a & c a&b b &c a, c & d
Raters form an overall
impression about the ratee
on the basis of some
particular characteristics of
the ratee identified by them.
The identified qualities and
features may not provide
adequate base for appraisal.
This is known as Central
_______________________ Negative bias tendency Halo effect Primacy effect
____________ refers to the
degree of desirability of
outcome or strength of an
ndividual’s preference for a Drive to
particular outcome achieve goals Expectancy Specificity Valence
The
establishment of a structured
performance appraisal
system has an inverse
relationship with
organizational outcomes. "TRUE" "FALSE" IGNORE IGNORE
Goal Setting Theory was GD
established by of USA in 1968 Peter Drucker Norman Philip Truce Edwin Locke
Knowing
Information what to do
about facts and how to Choosing to None of the
Procedural knowledge is: and things do it expend effort above
Consolidation
of views from
multiple raters Documentati Introducing a
To reduce performance & Design on of 360* appraisal
errors, organizations adopt Methods and appraisals & system &
various alternative like _____ Procedure defining giving regular None of the
, _______ with detailing goals feedback above