All Free Management Sciences MCQs with Answers

• A. unfreezing stage
• B. moving stage
• C. refreezing stage
• D. all of above

Explanation: Unfreezing creates dissatisfaction with the present situation and a sense of urgency, preparing employees to accept change.

• A. need analysis competency model
• B. task analysis
• C. competency model
• D. Both A and C

Explanation: Task analysis identifies the duties, activities, and specific skills required for a particular job.

• A. human process intervention
• B. techno structural interventions
• C. strategic intervention
• D. HRM interventionsPhysical Asset Management

Explanation: Self-designing organizations involve major changes in an organization’s strategy, structure, and relationship with its environment, so…

• A. all of above
• B. moving stage
• C. refreezing stage
• D. unfreezing stage

Explanation: Lewin’s three-stage model is unfreezing, moving or changing, and refreezing. Therefore, all three listed stages are included.

• A. negligent training
• B. training
• C. both A and B
• D. learningPakMcqs App Subscription

Explanation: Training is the planned teaching of knowledge and skills that enables current employees to perform their jobs effectively.

• A. personal competencies
• B. business management
• C. interpersonal competencies
• D. both A and C

Explanation: Communicating leadership requires interaction, influence, listening, and relationship-building, so it is an interpersonal competency.

• A. mobilize commitment
• B. consolidation of gains
• C. creating guiding coalition
• D. reinforcement of new programsHuman Resources

Explanation: New appraisal systems and incentives reinforce the desired behaviours and help sustain the change.

• A. communicating company's higher-level goals
• B. staff authority
• C. communicating line authority
• D. communicating future HR policies

Explanation: Direction sharing means communicating the organisation's broad or higher-level goals so employees understand what the company is trying to…

• A. graphic rating scale method
• B. paired comparison methodCareer Resources & Planning
• C. alternation ranking method
• D. management by objectives

Explanation: Paired comparison evaluates employees by comparing each person directly with every other person on the selected trait.

• A. halo effect
• B. bias
• C. difficult to develop
• D. central tendency

Explanation: BARS requires detailed job analysis and the development of specific behavioural examples for each rating level, making it difficult and…

• A. lenient/strict tendency
• B. biasing tendency
• C. central tendency
• D. different tendencies

Explanation: Rating nearly everyone high reflects leniency, while rating nearly everyone low reflects strictness, together called lenient or strict…

• A. difficult to develop
• B. ranking is based on employer's cutoff points
• C. time consuming
• D. cause of disagreements

Explanation: Forced distribution depends on predetermined proportions or cutoff points for each performance category, which can make the results seem…

• A. satisfactory-promotable interview
• B. satisfactory-not promotable interview
• C. unsatisfactory-correctable interview
• D. unsatisfactory-uncorrectable interview

Explanation: An unsatisfactory-correctable interview is used when performance is below standard but improvement is considered possible through…

• A. avoids central tendency and biases
• B. avoids central tendency and biases
• C. provides behavioral anchors
• D. ongoing basis evaluation

Explanation: The critical incident method records notable examples of effective and ineffective behaviour throughout the evaluation period, so it…

• A. continuous re-evaluating
• B. continuous evaluating
• C. never evaluating performances
• D. evaluating for salary purposes

Explanation: Performance management is a continuous cycle in which performance is monitored and re-evaluated rather than judged only once a year.

• A. graphic rating scale method
• B. forced distribution method
• C. alternation ranking method
• D. paired comparison method

Explanation: The forced distribution method assigns employees to fixed performance categories using predetermined percentages, such as top, average…

• A. halo effect
• B. bias
• C. central tendency
• D. all of above

Explanation: Graphic rating scales can suffer from halo effect, rater bias, and central tendency, where ratings cluster around the middle.

• A. ongoing performance monitoring
• B. goal alignment
• C. direction sharing
• D. ongoing feedbackPhysical Asset Management

Explanation: Ongoing performance monitoring uses a system to track current performance continuously and may generate electronic reports for managers.

• A. 3
• B. 4
• C. 5
• D. 6

Explanation: The commonly identified building blocks of performance management are six, including goal alignment, performance monitoring, feedback…

• A. rank someone
• B. avoid central tendency and biases
• C. employee development
• D. hire the employee

Explanation: Feedback is mainly used to identify strengths and deficiencies so that an employee can improve through learning, coaching, or development.