All Free Management Sciences MCQs with Answers

• A. job complexity
• B. employer's ability to pay
• C. all of aboveUrdu Mcqs
• D. executive's human capital

Explanation: Top-executive compensation may reflect the complexity of the job, the employer’s ability to pay, and the executive’s human capital…

• A. bonuses
• B. non direct financial payments
• C. direct compensation
• D. direct financial payments

Explanation: Performance-based increments are merit increases, which are paid directly to employees as part of their wages or salaries.

• A. salary survey
• B. external equity
• C. procedural equity
• D. internal equity

Explanation: Benchmark jobs are compared with similar jobs in other organizations to assess competitive pay, usually through a salary survey.

• A. combine ratings
• B. grouping jobsGet Executive Coaching
• C. selecting compensable factors
• D. rank jobs

Explanation: After obtaining job information, the ranking process generally selects and groups comparable jobs before ranking them from highest to…

• A. projective personality test
• B. handwriting test
• C. graphology
• D. none of abovePhysical Asset Management

Explanation: Graphology is the claimed analysis of handwriting to infer personality traits.

• A. criterion validity
• B. Both A and B
• C. Score validity
• D. content validity

Explanation: Content validity exists when a test adequately samples the knowledge or tasks required in the actual job.

• A. reliability
• B. criterion validity
• C. content validity
• D. test validity

Explanation: Reliability refers to the consistency of test scores across repeated administrations, equivalent forms or different raters.

• A. assertive
• B. imaginative
• C. achievement
• D. autonomous

Explanation: Openness to experience reflects imagination, curiosity and willingness to consider new ideas.

• A. content validity
• B. criterion validity
• C. test validity
• D. reliabilityMcqs Website Access

Explanation: Validity asks whether a test measures what it is intended to measure, whereas reliability asks whether it produces consistent results.

• A. work sampling technique
• B. sampling technique
• C. work sample
• D. all of above

Explanation: Work sampling measures performance by having a person perform representative tasks from the actual job.

• A. criterion validity
• B. Both A and B
• C. Score validity
• D. content validity

Explanation: The options identify criterion validity and content validity as types of test validity, so both A and B is the intended choice.

• A. concurrent validation
• B. criterion validity
• C. predictive validation
• D. content validity

Explanation: Predictive validation tests applicants first and compares their later job performance with their test results.

• A. Five ways
• B. Three ways
• C. Four ways
• D. Two ways

Explanation: Traditional employee-selection texts commonly explain validity through two approaches: criterion-related validity and content validity.

• A. all of above
• B. personality and interests
• C. physical abilities
• D. mental abilities

Explanation: Employment tests may assess mental abilities, personality and interests, or physical abilities.

• A. tasks performed and time utilized
• B. test scores and job performance
• C. both A and B
• D. none of abovePhysical Asset Management

Explanation: An expectancy chart plots applicants' test scores against their subsequent job performance.

• A. moderate
• B. low
• C. high
• D. none of above

Explanation: Structured interviews use the same job-related questions and evaluation standards for every applicant, which improves consistency and…

• A. all of above
• B. leaderless group discussion
• C. The in-basket
• D. management games

Explanation: Assessment-centre simulations commonly include management games, leaderless group discussions and in-basket exercises.

• A. situational test
• B. video simulation test
• C. reasoning test
• D. miniature job training

Explanation: A video simulation test presents job-related situations on a computer and asks the applicant to choose or give a response.

• A. analyze the job
• B. choose the tests
• C. administer the tests
• D. relate test scores

Explanation: Validation begins by analyzing the job, then selecting tests that measure the required abilities.

• A. management assessment center
• B. HR applicant's inventory
• C. interest inventory
• D. all of above

Explanation: An interest inventory compares an individual's interests with those of people successfully working in particular occupations.