All Free Management Sciences MCQs with Answers

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

Explanation: Giving a high rating because of an employee's religion is appraisal bias because the rating is influenced by an irrelevant personal…

• A. difficult to develop
• B. time consuming
• C. cause disagreements
• D. difficult to rate

Explanation: Alternation ranking can cause disagreements because raters may differ when selecting the best and worst employees and then ordering the…

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

Explanation: A satisfactory-promotable interview covers future career plans and the development needed for advancement because the employee is…

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

Explanation: Goal alignment connects company objectives with departmental and individual goals, so employees can see how their work contributes to…

• A. graphic rating scale method
• B. management by objectives
• C. alternation ranking method
• D. paired comparison methodPhysical Asset Management

Explanation: Alternation ranking measures a chosen trait by selecting the highest performer, then the lowest, and continuing inward until everyone is…

• A. increase salary
• B. planning incentives
• C. comparing sales figures from last year
• D. comparing performance with goals

Explanation: Performance management is goal-based: actual performance is monitored and compared with agreed objectives so corrective action and…

• A. simple to use
• B. avoids central tendency and biases
• C. ends up with predetermined rating figures
• D. an ongoing basis evaluation

Explanation: Graphic rating scales are popular because the rater can assess several traits using a simple, standardized scale.

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

Explanation: A satisfactory-not-promotable interview applies when performance is acceptable and the employee may receive occasional praise such as…

• A. design of evaluation
• B. compensation
• C. counseling
• D. performance appraisal

Explanation: Performance appraisal is the formal evaluation of an employee's actual performance against established standards or expectations.

• A. time consuming
• B. cause of disagreements
• C. difficult to develop
• D. difficult to rateCareer Resources & Planning

Explanation: MBO requires managers and employees to set, document, monitor, and review objectives, making it relatively time-consuming.

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

Explanation: Alternation ranking is a method of measuring performance by ranking employees from highest to lowest in alternating order.

• A. sales oriented
• B. performance oriented
• C. goal oriented
• D. none of above

Explanation: Performance management links employee effort and results with agreed organisational objectives, so it is fundamentally goal oriented.

• A. none of above
• B. performance in previous years
• C. performance in last job
• D. set standards

Explanation: Performance appraisal normally compares actual current performance with previously established standards or objectives.

• A. providing behavioral anchorsGet Executive Coaching
• B. avoids central tendency and biases
• C. ends up with predetermined rating figures
• D. simple to use

Explanation: BARS, or Behaviourally Anchored Rating Scales, links each rating level to specific examples of observable job behaviour.

• A. dialog rolling
• B. logrolling
• C. up rating
• D. lenient/strict tendency

Explanation: Logrolling occurs when people support or exchange favourable ratings, such as subordinates colluding to rate one another highly.

• A. lenient/strict tendency
• B. central tendency
• C. bias
• D. different tendenciesSubmit Mcqs Platform

Explanation: Giving lower appraisal ratings because of an employee's gender is a rater bias, specifically a discriminatory bias.

• A. it avoids central tendency and biases
• B. it provides ongoing basis evaluationTry Life Coaching
• C. it provides behavioral anchors
• D. it jointly agreed performance objectives

Explanation: A central strength of MBO is that managers and employees jointly agree on measurable performance objectives, which improves commitment and…

• A. advisory role
• B. line authority
• C. hiring department only
• D. training department only

Explanation: The HR department generally provides specialist advice and support to line managers, such as guidance on recruitment, training and…

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

Explanation: An unsatisfactory performance that cannot be improved through corrective action is classified as an unsatisfactory-uncorrectable…

• A. lenient tendency
• B. strict tendency
• C. central tendency
• D. biasing tendency

Explanation: Central tendency occurs when a rater gives nearly everyone the middle or same rating, such as ‘good,’ instead of distinguishing levels of…