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KRISHNA UNIVERSITY, MACHILIPATNAM

PERFORMANCE AND REWARD MANAGEMENT

MBA 406 (H)

1. ______ refers to the continuous over seeing of employee

performance. (d)

a) Performance planning b) Performance appraisal

c) performance managing d) performance monitoring

2. A good performance management process must fit the ______ and

culture of the organization (b)

a) strategic intent b) strategic direction

c) strategic problems d) strategic solutions

3. _____ opportunities are provided for improving performance (a)

a) Training &development b) career

c) Motivational d) employment

4. The employee &manager ____ to set goals review performance (c)

a) Cooperate b) carry c) collaborate d) connect

5. The process of selecting people for company positions and

developing skills abilities is_________ (a)

a) Staffing b) organizing c) Planning d) controlling

6. The control process requires planned performance, _______ and

reasons (b)

a) Frequency b) Variances c) deviations d) differences

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7. Performance management is a strategic and _____process (b)

a) Intended b) Integrated c) Invented d) Installed

8. Performance planning is the process of between a manager and

an employee (b)

a)Coordinating b) communication

c) counseling d) combination

9. Performance management links the goals of the individual

employee to the goals of the_________ (d)

a) Manager b) superior c) work area d) organization

10. Motivation strategy will refer to the performance management

_____ systems (a)

a) Reward b)Training c)career d) development

11. Performance plan develops _________ and analysis process

& procedures (a)

a) Data collection b) Data processing

c) Data implementation d) Data provision

12. Performance plan helps in identifying _________for outputs

and outcomes. (c)

a) Crucial elements b) Critical plans

c) Critical dimensions d) Crucial outcomes

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13. Performance planning may be defined as a _____ effort

to anticipate future job. (a)

a)Managerial b) employee c)Human d) Management

14. Performance of one individual depends on the ________of

another individual. (b)

a) Responsibilities b) Tasks/Outputs

c)Duties/Outcomes d) Outputs/Outcomes

15. Organizational goals are often established during_________ (d)

a) Strategic monitoring b) Strategic intent

c) Strategic evaluation d) Strategic planning

16. Performance planning is a ________ process. (b)

a) Theoretical b) Systematic c) Psychological d) Symantic

17. People examine whether their _________ behavior is sufficient

to achieve the goals or not. (b)

a)Previous b)Current c) Organizational d) Future

18.Expecting theory was established by _______ (b)

a)Locke b) Vroom c) Bacal d) Armstrong

19. Goal-setting theory was established by __________ (a)

a)Locke b) Vroom c) Bacal d) Jhon storey

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20. ____ refers to working towards the performance expectations (a)

a) Performance managing b) Performance planning

c) Performance monitoring d) Performance appraisel

21. Which of the following is not a motivational tool? (d)

a) Job rotation b) Regular feedback

c) Cash rewards d) Ethical dilemma

22. Expectations should be ________yet challenging. (b)

a) Specific b) reasonable c) Measurable d) Intellectual

23. Setting goals is an essential ___________ of effective

performance planning. (a)

a) pre- requisite b) per- requisite

c) post- requisite d) pro- requisite

24. __________ helps in self -admission of mistakes/errors. (c)

a) Personal enclosure b) personal reclosure

c) Personal disclosure d) personal closure

25. _____goals of the organizations may be inherently unstable. (b)

a) Human b) Strategic c) Ethical d) Personal

26. Goals must be __________________ (b)

a) Satisfactory b) Specific c) Unachievable d) Referent

27. The Individuals an assessment of satisfaction is also know as (a)

a)Valence b)Expectancy c) Comparison d) Motivation

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28.____________ is the foundation of effective performance

management. (b)

a) Performance management b) performance planning

c) Performance maintains d) performance development

29. Performance planning ensure that employees receive ______ on

a continuous Basis. (b)

a) Remuneration b) Feedback c) cooperation d) Rewards

30. Performance appraisal is a system of ______________ of an

individuals performance (a)

a) Review and Evaluation b) Preview and Valuation

c) Review and Valuation d) Preview and Devaluation

31. Performance Appraisal provides _________ for self-development

of employees. (c)

a) Goals b) Targets c) Opportunities d) Needs

32. _________ approach is a conventional approach. (b)

a) Group b)Trait c)Behavioral d) Intuitive

33. The organization has to _________ the employee by helping him

to identify and overcome his weakness. (b)

a) Train b) Motivate c) Develop d) Explain

34. Performance planning is a fundamental managerial function

and an integral part of ________ . (c)

a) Performance Management b) Performance appraisal

c) Performance Management Systems d) Performance Review

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35. Performance appraisal provides ___________ for recognition

of performance of employees. (b)

a) Doors b) Means c) routes d)Ways

36. Performance appraisal involves the identification __________ and

management of human performance in organizations. (c)

a)Variation b)Deviation c) Measurements d) Evaluation

37. Performance appraisal is a ________ source of talent

management. (b)a) Reliable b) Valuable c) Derivable d) Effective

38. Performance appraisal increases ___________ of employees. (c)

a) Self-Actualization b) Self-Esteem

c) Self-Ellaboration d) Self-Caution

39. Performance appraisal increases ______________ to perform

effectively. (b)

a) Training facilities b)Motivation

c) Carrier Planning d) Carrier goals

40. Under the development of a performance appraisal system,

we had TEAM approach system, T stands for ___________ (b)

a) Training Phase b) Technical Phase

c) Temporary Phase d) Time Phase

41. Under TEAM approach, E stands for _______________. (b)

a) Expansion Phase b) Extended Phase

c) Experience Phase d) Effective Phase

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42. Under TEAM approach, A stands for _____________. (b)

a) Ability Phase b) Appraisal Phase

c) Aptitude phase d) Arbitrary Phase

43. Under TEAM approach, M stands for __________. (c)

a) Mechanical Phase b) Machinery Phase

c) Maintenance Phase d) Motivational Phase

44. Which of the following is not considered under feedback? (d)

a) Continuous b)Accurate c) Timely d) Adequate

45. Which of the following is not considered as a method of

Performance appraisal (d)

a) Essay b) Critical Incident c) Work standards d) Critical Intent

46. _________ is a deep understanding of ones emotions, strengths,

weakness, needs, drives and their effects on self and others (b)

a) Self-development b)Self-awareness c)Self-actualisation d)Self-

employment

47. _____________ relationships are effective in communicating

complex information (a)

a)Personal b)impersonal c)formal d) Informal

48. The decision which relate to leave records are _____________ (d)

a) Functional decisions b) Strategic decisions

c) Corporate decisions d) Operational decisions

49. The ________ performance deviates the budget performance (a)

a) Actual b) Expected c) Unexpected d) Vital

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50. Performance appraisal provides _____________ to employees

that they are doing the right thing (c)

a) Adequacy b) Awareness c) Reassurance d) means

51. Essay appraisal is a _______technique of appraisal (b)

a) Quantitative b) qualitative c) informative d) accurate

52. Under MBO _______ and top management jointly set goals (d)

a) Line managers b) staff members

c) Board of directors d) departmental heads

53. The manager evaluates the performance appraisal of an employee

on the basis of personality is known as _______ approach (a)

a) trait b) intuitive c) group d) behavioral

54. Under performance appraisal, the organization provides ______

for self-development of employees (b)

a) Adequacy b) opportunities c) rewards d) recognition

55. Performance appraisal creates _______ of the impact on desired

results (a)

a) Awareness b) opportunities c) reassurance d) foundation

56. Under MBO, departmental heads and employees set _____

performance targets (c)

a) long-term b) future c) short-term d) past

57. The foundation of effective per management is effective when

Mangers and employees jointly set_____ (d)

a) Performance appraisal b) Performance planning

c) Performance stds d) Performance criteria

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58. Managers rates the employee in an open-ended manner and uses

A free in his own words is known as ______ approach (d)

a) Rating scale b) result focused

b) Behavior based d) essay

59. Under MBO we formulate ________goal (c)

a) short-term b) strategic c) Long term d) individual

60. performance is affected by ______________ (a)

a) distorted resource allocation

b) efficient employees

c) approach structure

d) In appropriate labour act.

61. A manager judges the employee based on his perception of

the employees behavior is known as _______approach. (d)

a) Group b) Trait c) Behavioral d) Intitutive

62. Essay appraisal is a _______technique of appraisal (a)

a) Qualitative b) Quantitative c) Measurement d) Commitments

63. Graphic rating scale is more consistent and _____ (C)

a) Achievable b) Effordable c) Reliable d) durable

64. A graphic scale assesses an employee on a rating scale comprising

lists of qualities and a range of________ (a)

a) per values b) per standards c) per planning d) per rating

65. Performance appraisal reveals the _____ of performance in terms

of quantity, quality, speed, timeliness &etc (b)

a) Value b) Adequacy c) reassurance d) Opportunities

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66.Under field review appraisal a member of the HR dept..

interviews________ to evaluate their employee. (a)

a) Line mangers b) general managers c) staff mangers d) Hr mangers

67. Forced choice rating appraisal ,does not involve the ______of a

third party. (c)

a) Invention b) Imitation c) Intervention d) Intimation

68. The critical incidents technique looks like natural to some people

for performance_____________ (c)

a) review interviews b) review techniques

c) performance interviews d)

69. The total no of pairs to be compared by (a)

a) n(n-1)/2 b) n(n+1)/2 c) m(n-1)/2 d) m(n+1)/2

70. Which of the following is not a secondary source of

information? (d)

a)newspapers b) Magazines c) Journals d) checklists

71. Delay in ________ measurement defeats the purpose of

evaluation (a)

a. time b. Cost c. Performance d. Location

72. Staffing function applies top all ---------- (b)

a. Individual levels b. Company Levels

c. Institutional levels d. Performance Levels

73. MBO is primerly a corporate per system and links to (c)

a. Organizational efforts b. Management efforts

c. Industrial efforts d. Group efforts

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74. Departmental heads and employs set -----------------per targets (a)

a. Short term b. Long Term

c. Employee oriented d. Organization oriented

75. The employee is evaluated by a group of persons is known

as_____ approach [c]

a. Self appraisal b. Intitutive c. Group d. Appraisal based

76. Performance appraisal is a -------- of career and succession

planning [c]

a. Implementation b. Recognition c. foundation d. Evaluation

77. Departmental heads compare the actual percentage of individual

employee with The -------- [c]

a. Percentage appearance b. Outcomes c. Expected results d.Outputs

78. ----- consists of a standardized evaluation of behavior based on

multiple inputs [a]

a. assessment centers b. MBO c. Group discussions d. Rating

scales

79. PA has been limited to a -------- process between employees and

managers Under 360 appraisal [d]a. Training b. Development c. Review d. Feedback

80. Which of the following are not considered under 360 degree

appraisal [d]

a. Peers b. Subordinates c. Superiors d. Resources

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81. -------- is a management system that enables organization to

enhance the clarity of their vision and strategy [c]

a. BARS b. MBO c. Balance score card d. rating scales

82. Indicators are maintained to measure the organizational progress

towards achieving its ------- [a]

a. Vision b. Mission c. Objectives d. Strategies

83. ABSC is used to incorporate strategic objectives into ---------

processes [a]

a. Resource allocation b. Resource awareness

c. Resource attribution d. Resource extraction

84. Percentage which is far above the defined job expectation is

known as ----- percentage [d]

a. Good b. Average c. Very good d. Outstanding

85. If percentage fails to meet the defined expectations is known as ---

- percentage [b]

a. Good b. Below average c. Outstanding d. Average

86. The manager evaluates the employee on the basis of observable

dimensions of personality is known as -------- approach [c]

a. Group b. Behavioural c. Trait d. Intitutive

87. If percentage may meet some of the job expectation is known as

---- Percentage [b]

a. Good b. Average c. Below average d. Very good

b.

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88. Under assessment centers, --------- observers and techniques are

used [a]

a. Multiple-Trained b. Multiple Behavior

c. Multiple choice d. Multiple employee

89. BARS evaluates percentage in terms critical employee------- [c]

a. Performances b. Goals c. Behaviours d. views

90. PA cannot be effected because of -------- [b]

a. Feedback b. Negative feedback

c. Positive Feedback d. No feedback

91. Goals must be -------- [d]

a. Noticeable b. Derivable c. Valuable d. Measurable

92. Accuracy of performed job tasks is known as ------- [a]

a. Effectiveness b. Improvement c. Evaluation d. Intelligent

93. Communication and reporting of percentage and --------- on anongoing basis is Essential [d]

a. Culture b. Skills c. Team d. Feedback

94. People want to be --------- team [c]

a. Combined b. Merged c. Winning d. Loosing

95. When team members are creative and talented then they are ----[c]

a. Problem Solving b. Task focused

c. Innovative d. Participative

96. When every member has a role in the team is called [d]

a. Innovative b. Interactive c. Inefficient d. Involvement

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97. -------- is a situation where current percentage falls short of

committed goals [d]

a. Break fall b. Break Even c. Break point d. Break down

98. Under higher percentage teams focus is on ------- not on teams [b]

a. Characters b. Challenges c. Combination d. Coordination

99. Building a high percentage team is a ----- event [c]

a. One time event b. Technical c. Continuous d. Termination

100. Building high percentage team is about peoples ------- towards the

Organization [d]

a. Skills b. Abilities c. Knowledge d. Commitment