All Free Management Sciences MCQs with Answers

• A. "the rules of performance appraisals
• B. "how you are measuring
• C. "what are the set standards"
• D. "what you are measuring"

Explanation: Quality and timeliness are performance criteria, so they describe what is being measured.

• A. lenient/strict tendency
• B. bias
• C. central tendency
• D. different tendenciesMcqs Practice Tests

Explanation: Changing an appraisal rating because of an employee’s age is a personal bias, since age is unrelated to the actual performance being…

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

Explanation: An unsatisfactory-correctable interview is used when performance is below standard but can be improved through a specific corrective…

• A. supervisors
• B. subordinates
• C. all of above
• D. peers

Explanation: 360-degree feedback collects views from multiple directions, including supervisors, peers, subordinates, and often the employee’s own…

• A. direction sharing
• B. goal alignment
• C. ongoing performance monitoring
• D. coaching and development support

Explanation: Coaching and development support turns feedback into improved performance by helping employees understand weaknesses and practise better…

• A. 360-degree feedback
• B. 320-degree feedback
• C. 350-degree feedback
• D. 380-degree feedbackHuman Resources

Explanation: 360-degree feedback combines ratings from the supervisor, peers, subordinates or other colleagues, and often customers or self-assessment.

• A. training session
• B. defining the job
• C. feedback session
• D. interview sessions

Explanation: Appraisal begins by defining the job or performance standards, because performance cannot be judged without knowing what duties and…

• A. appraisal management
• B. off-the-job trainingPhysical Asset Management
• C. hierarchy of management
• D. performance management

Explanation: Performance management is the broader continuous process of aligning employee work with organisational goals and evaluating progress…

• A. critical incident method
• B. forced distribution method
• C. alternation ranking method
• D. paired comparison method

Explanation: The critical incident method keeps a record of notably effective or ineffective employee behaviours as they occur and reviews them later.

• A. structured interview
• B. appraisal interview
• C. unstructured interview
• D. hiring interview

Explanation: An appraisal interview is the meeting in which a supervisor discusses the employee’s performance assessment, strengths, shortcomings, and…

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

Explanation: A satisfactory-not-promotable interview is used when performance meets the required standard but the employee is not considered ready or…

• A. never having meeting with subordinatesMcqs Website Access
• B. meeting semiannually
• C. yearly meetings
• D. daily and weekly interactions

Explanation: Performance management is a continuous process involving frequent communication, including daily or weekly interactions, rather than only…

• A. Deja vu effect
• B. halo effect
• C. narrow effect
• D. none of above

Explanation: The halo effect occurs when a high or low rating on one trait influences ratings on other, unrelated traits.

• A. critical incident method
• B. forced distribution method
• C. electronic performance monitoring
• D. behaviorally anchored rating scale

Explanation: Electronic performance monitoring uses computers, telephones, and other electronic systems to track employees' work rate and accuracy.

• A. direction sharing
• B. goal alignment
• C. ongoing performance monitoring
• D. ongoing feedback

Explanation: Ongoing feedback is the regular communication employees receive about their progress toward goals, whether online or face to face.

• A. performance appraisal
• B. training results
• C. hiring tests
• D. in-house developmentPhysical Asset Management

Explanation: Promotion decisions commonly use performance appraisal results because they provide evidence of an employee's past contribution and…

• A. alternation ranking method
• B. management by objectives
• C. graphic rating scale method
• D. in-house development

Explanation: A graphic rating scale lists traits or performance dimensions and asks the evaluator to mark the employee's level on a numerical or…

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

Explanation: A satisfactory-promotable interview is conducted when performance is acceptable and the employee is considered ready for promotion.

• A. continuous improvement
• B. discontinue improvement
• C. performance reviews
• D. both A and C

Explanation: Performance management is a continuous cycle that seeks improvement and includes periodic performance reviews to measure progress.

• A. feedback session
• B. training session
• C. defining the job
• D. interview sessionsSubmit Mcqs Platform

Explanation: A feedback session is the stage where the manager and employee discuss past performance, identify gaps, and agree on future plans.