KRISHNA UNIVERSITY, MACHILIPATNAM PERFORMANCE AND REWARD MANAGEMENT MBA 406 (H) 1.

______ refers to the continuous over seeing of employee performance. a) Performance planning c) performance managing culture of the organization a) strategic intent c) strategic problems b) strategic direction d) strategic solutions (a) b) career d) employment b) carry c) collaborate d) connect (a) d) controlling (b) b) Variances c) deviations d) differences b) Performance appraisal d) performance monitoring (b) (d)

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

3. _____ opportunities are provided for improving performance a) Training &development c) Motivational a) Cooperate

4. The employee &manager ____ to set goals review performance (c) 5. The process of selecting people for company positions and developing skills abilities is_________ a) Staffing b) organizing reasons a) Frequency c) Planning 6. The control process requires planned performance, _______ and

7. Performance management is a strategic and _____process a) Intended an employee a)Coordinating c) counseling b) communication d) combination b) Integrated c) Invented d) Installed 8. Performance planning is the process of between a manager and

(b)

(b)

9. Performance management links the goals of the individual employee to the goals of the_________ a) Manager b) superior c) work area d) organization (d)

10. Motivation strategy will refer to the performance management _____ systems a) Reward b)Training c)career d) development 11. Performance plan develops _________ and analysis process & procedures a) Data collection c) Data implementation b) Data processing d) Data provision (a) (a)

12. Performance plan helps in identifying _________for outputs and outcomes. a) Crucial elements c) Critical dimensions b) Critical plans d) Crucial outcomes (c)

13. Performance planning may be defined as a _____ effort to anticipate future job. a)Managerial b) employee c)Human d) Management (a)

14. Performance of one individual depends on the ________of another individual. a) Responsibilities c)Duties/Outcomes b) Tasks/Outputs d) Outputs/Outcomes (b)

15. Organizational goals are often established during_________ a) Strategic monitoring c) Strategic evaluation b) Strategic intent d) Strategic planning

(d)

16. Performance planning is a ________ process. a) Theoretical

(b)

b) Systematic c) Psychological d) Symantic

17. People examine whether their _________ behavior is sufficient to achieve the goals or not. a)Previous b)Current a)Locke b) Vroom a)Locke b) Vroom c) Organizational d) Future (b) (a) c) Bacal d) Armstrong c) Bacal d) Jhon storey 18.Expecting theory was established by _______ 19. Goal-setting theory was established by __________ (b)

20. ____ refers to working towards the performance expectations (a) a) Performance managing c) Performance monitoring a) Job rotation c) Cash rewards b) Performance planning d) Performance appraisel (d) b) Regular feedback d) Ethical dilemma (b)

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

22. Expectations should be ________yet challenging. a) Specific b) reasonable c) Measurable d) Intellectual 23. Setting goals is an essential ___________ of effective performance planning. a) pre- requisite c) post- requisite a) Personal enclosure c) Personal disclosure a) Human b) Strategic b) per- requisite d) pro- requisite

(a)

24. __________ helps in self -admission of mistakes/errors. b) personal reclosure d) personal closure

(c)

25. _____goals of the organizations may be inherently unstable. c) Ethical d) Personal 26. Goals must be __________________ a) Satisfactory b) Specific c) Unachievable d) Referent

(b) (b)

27. The Individuals an assessment of satisfaction is also know as (a) a)Valence b)Expectancy c) Comparison d) Motivation

28.____________ is the foundation of effective performance management. a) Performance management c) Performance maintains a continuous Basis. a) Remuneration b) Feedback c) cooperation d) Rewards (a) b) Preview and Valuation d) Preview and Devaluation (c) (b) 30. Performance appraisal is a system of ______________ of an individuals performance a) Review and Evaluation c) Review and Valuation of employees. a) Goals b) Targets c) Opportunities d) Needs 32. _________ approach is a conventional approach. a) Group b)Trait c)Behavioral d) Intuitive b) performance planning d) performance development (b) (b)

29. Performance planning ensure that employees receive ______ on

31. Performance Appraisal provides _________ for self-development

33. The organization has to _________ the employee by helping him to identify and overcome his weakness. a) Train b) Motivate c) Develop d) Explain 34. Performance planning is a fundamental managerial function and an integral part of ________ . a) Performance Management (c) b) Performance appraisal (b)

c) Performance Management Systems d) Performance Review

35. Performance appraisal provides ___________ for recognition of performance of employees. a) Doors b) Means c) routes d)Ways (b)

36. Performance appraisal involves the identification __________ and management of human performance in organizations. a)Variation b)Deviation c) Measurements d) Evaluation 37. Performance appraisal is a ________ source of talent management. a) Reliable b) Valuable c) Derivable b) Self-Esteem d) Self-Caution (b) b)Motivation d) Carrier goals (b) d) Effective (b) (c)

38. Performance appraisal increases ___________ of employees. (c) a) Self-Actualization c) Self-Ellaboration effectively. a) Training facilities c) Carrier Planning

39. Performance appraisal increases ______________ to perform

40. Under the development of a performance appraisal system, we had TEAM approach system, T stands for ___________
a)

Training Phase

b) Technical Phase d) Time Phase (b) b) Extended Phase d) Effective Phase

c) Temporary Phase a) Expansion Phase c) Experience Phase

41. Under TEAM approach, E stands for _______________.

42. Under TEAM approach, A stands for _____________. a) Ability Phase c) Aptitude phase b) Appraisal Phase d) Arbitrary Phase

(b)

43. Under TEAM approach, M stands for __________. a) Mechanical Phase c) Maintenance Phase b) Machinery Phase d) Motivational Phase

(c)

44. Which of the following is not considered under feedback? a) Continuous b)Accurate c) Timely d) Adequate 45. Which of the following is not considered as a method of Performance appraisal

(d)

(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)Selfemployment 47. _____________ relationships are effective in communicating complex information 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 (a)

50. Performance appraisal provides _____________ to employees that they are doing the right thing a) Adequacy b) Awareness c) Reassurance d) means 51. Essay appraisal is a _______technique of appraisal a) Quantitative b) qualitative a) Line managers c) Board of directors c) informative d) accurate (d) 52. Under MBO _______ and top management jointly set goals b) staff members d) departmental heads (a) (b) (c)

53. The manager evaluates the performance appraisal of an employee on the basis of personality is known as _______ approach a) trait b) intuitive c) group d) behavioral (b) d) recognition (a) d) foundation (c) d) past (d)

54. Under performance appraisal, the organization provides ______ for self-development of employees a) Adequacy b) opportunities c) rewards results a) Awareness b) opportunities c) reassurance performance targets a) long-term b) future c) short-term Mangers and employees jointly set_____ a) Performance appraisal b) Performance planning c) Performance stds d) Performance criteria 57. The foundation of effective per management is effective when 56. Under MBO, departmental heads and employees set _____

55. Performance appraisal creates _______ of the impact on desired

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) Behavior based b) result focused d) essay (c) (a)

59. Under MBO we formulate ________goal 60. performance is affected by ______________ a) distorted resource allocation b) efficient employees c) approach structure d) In appropriate labour act.

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

61. A manager judges the employee based on his perception of the employees behavior is known as _______approach. a) Group b) Trait c) Behavioral d) Intitutive 62. Essay appraisal is a _______technique of appraisal 63. Graphic rating scale is more consistent and _____ 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 (a) (C) a) Qualitative b) Quantitative c) Measurement d) Commitments (d)

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. a) Invention b) Imitation c) Intervention d) Intimation 68. The critical incidents technique looks like natural to some people for performance_____________ a) review interviews c) performance interviews d) (a) b) review techniques (c) (c)

69. The total no of pairs to be compared by 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? a)newspapers b) Magazines c) Journals d) checklists

(d)

71. Delay in ________ measurement defeats the purpose of evaluation a. time b. Cost c. Performance d. Location 72. Staffing function applies top all ---------a. Individual levels b. Company Levels c. Institutional levels d. Performance Levels 73. MBO is primerly a corporate per system and links to a. Organizational efforts c. Industrial efforts b. Management efforts d. Group efforts (c) (b) (a)

74. Departmental heads and employs set -----------------per targets a. Short term c. Employee oriented 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 b. Long Term d. Organization oriented

(a)

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

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. Vision b. Mission c. Objectives d. Strategies 83. ABSC is used to incorporate strategic objectives into --------processes 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 a. Good b. Below average [b] c. Outstanding d. Average [c] [a] [a]

86. The manager evaluates the employee on the basis of observable dimensions of personality is known as -------- approach a. Group ---- Percentage a. Good b. Average c. Below average d. Very good b. b. Behavioural c. Trait d. Intitutive [b]

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

88. Under assessment centers, --------- observers and techniques are used a. Multiple-Trained c. Multiple choice a. Performances b. Multiple Behavior d. Multiple employee [c] [b] b. Goals c. Behaviours d. views [a]

89. BARS evaluates percentage in terms critical employee------90. PA cannot be effected because of -------a. Feedback b. Negative feedback c. Positive Feedback 91. Goals must be -------a. Noticeable b. Derivable c. Valuable d. Measurable 92. Accuracy of performed job tasks is known as ------a. Effectiveness b. Improvement c. Evaluation d. Intelligent d. No feedback

[d] [a]

93. Communication and reporting of percentage and --------- on an ongoing basis is Essential [d] Culture b. Skills c. Team 94. People want to be --------- team
a.

d. Feedback [c] d. Loosing

a. Combined

b. Merged c. Winning b. Task focused d. Participative

95. When team members are creative and talented then they are ----[c] a. Problem Solving c. Innovative

96. When every member has a role in the team is called a. Innovative b. Interactive

[d]

c. Inefficient d. Involvement

97. -------- is a situation where current percentage falls short of committed goals a. Break fall a. Characters b. Break Even 98. Under higher percentage teams focus is on ------- not on teams b. Challenges c. Combination d. Coordination [c] 99. Building a high percentage team is a ----- event [d] c. Break point d. Break down [b]

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