Enhancing Employee Motivation: Key Insights on Performance
School
Institute of Management Technology**We aren't endorsed by this school
Course
HRMC 631
Subject
Management
Date
Dec 12, 2024
Pages
8
Uploaded by BarristerResolveSquid33
QUESTION 1 of 30Which of the following will NOT contribute to the increase of intrinsic motivators?O Increasing incentivesO Focusing on KRASO Competency buildingO Empathy from motivatorsQUESTION 2 of 30Which of the following is self-awareness NOT related to?O Emotional awarenessO Acute self-assessmentO Self-confidenceO EmpathyQUESTION 3 of 30Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?O RecruitmentO Employee selectionPerformance appraisalO Employee orientationQUESTION 4 of 30Which of the below is not an objective of performance appraisalAssessment of performanceMeasuring the efficiencyO Maintaining organizational controlO Designing Organizational goalQUESTION 5 of 30What is the normalization process followed at NTPC?O Training appraisersO Grouping similar departments togetherBell curveStatistical treatmentQUESTION 6 of 30
At Schneider Electric India how are people who have exerted exemplary effort in work recognized?O They are told verbally.O They are sent an email.○ They are referred to as People Who Made the Difference.O They are referred to as People Who Master Duties.QUESTION 7 of 30Mrinalini is the CEO of a company. She does not reward hard-working employees financially because she feels that this will discourage employees who are only marginally less hard- working. What could be the most probable consequence of this action?O All employees keep working hard.O Marginally less hard-working employees begin working harder.O All employees stop working.O High performing employees lose their motivation.QUESTION 8 of 30(Sections: 1) Default v Ritu had expected her team to perform at a certain level. However, due to certain circumstances, they are not able to meet their targets. What should Ritu do?O She should hold her team to the same standards.O She should keep the same expectation but excuse failures.O She should revaluate her expectations given the circumstances.O She should increase her expectations.QUESTION 9 of 30How does PRD help performers?It solves day-to-day problems.It communicates issues about task completion.It helps them obtain counselling.It helps them realize their potential as managers.QUESTION 10 of 30Which of the following is the first step during an ADC?"The options are:a)Development of competencyb)Development of toolsc)Assessment of candidatesd)Identification of competenciesQUESTION 11 of 30What does performance measurement require?"
a)Exact understanding of the chance factorsb)Exact statement of the supportive culturec)Exact statement of what an employee is expected to dod)Understanding of commitmentsQUESTION 12 of 30"__________ is not a step of performance appraisal."a)Communicating standardsb)Comparing actual with standardsc)Discussing the resultsd)Adjusting the standardsQUESTION 13 of 30An appraising officer recommended that an employee be sent for training. However, the senior management chose to ignore the recommendation. What could be a possible consequence of this on the appraisal system?O The appraisal system will be regarded as an effective system.O The appraisal system will continue to function as before.O The appraisal system will be given even more importance.O The seriousness and effectiveness of the appraisal system may be lost.QUESTION 14 of 30If you are an employee at ECG Life Sciences and there is a disagreement about the final score during your appraisal, how is it resolved?O The employee gets the final say.O The HR gets the final say.O A second reviewer is consulted.O The reviewer gets the final say.QUESTION 15 of 30How does Honeywell India reward employees who go beyond the call of duty?O They get a gold star.O They get a bronze star.O They get a letter.O They get a certificate.QUESTION 16 of 30Attempting to attain perfect objectivity in ratings is a/an exercise.O correctO futile
O effectiveO importantQUESTION 17 of 30What is the first step in implementing a 360 degree feedback system?O Determine if the candidates are ready for itO Determine if the organization is ready for itO Determine if the managers are ready for itO Determine if the HR is ready for itQUESTION 18 of 30All of the following are reasons for appraising an employee's performance EXCEPT_O assisting with career planningO correcting any work-related deficienciesO creating an organizational strategy mapO determining appropriate salary and bonusesQUESTION 19 of 30Some raters tend to like the subordinates who are like them, and therefore assign them higher ratings. This is due to the effect.O recencyO differentialO averageO assimilationQUESTION 20 of 30Extrinsic factors may sometimes act in the direction if not managed appropriately.O appropriateO sameO properO reverseQUESTION 21 of 30Which of the following is NOT a reward mechanism?O PromotionO Positive feedback
O Higher salaryO Outstanding performance awardQUESTION 22 of 30 What is a SWOT analysis?O Strengths, Weaknesses, Opportunities, and ThreatsO Strengths, Weariness, Operations, and ThreatsO Seriousness, Weakness, Operations, and TestsO Strengths, Weakness, Operations and TestsQUESTION 23 of 30Which of the following companies give a monthly award to high performers alongwith a yearly reward?O TATA MotorsO Castrol IndiaO Schneider Electric IndiaO HPCLQUESTION 24 of 30 When should performers be made aware about what constitutes a good performance?O At the beginning of the performance periodO At the end of the appraisal processO At the beginning of the reviewO At the end of the reviewQUESTION 25 of 30 What are organizational uncertainties?O The external uncertainties faced by an organizationO The uncertainties faced by an employeeO The stim of uncertainties faced by employees and managersO The sum of the uncertainties faced by each employee and those arising externallyQUESTION 26 of 30 What is the objective of a Behaviour Event Interview?O To determine the personality of the candidate
O To prepare a comprehensive document about the behaviour of a candidateO To obtain a detailed description of how a person actually goes about their workO To determine the behaviour of a candidate under stressQUESTION 27 of 30 A 360-degree feedback system has the potential to point out supervisory in traditional appraisal systems.O BiasesO advantagesO problemsO redundanciesQUESTION 28 of 30 Ravindra had been able to meet the targets set by his superior. However, in discussion with his superior he cam to the conclusion that he would benefit from attending a seminar. Which component of the PMS operated in this case?O Performance analysisO Performance review discussionO Identification of developmental needsO Potential assessmentQUESTION 29 of 30 Which of the following is a component of the influencing part of a PRD?O mutualityO empathyO feedbackO positive reinforcementQUESTION 30 of 30 According to Peter Drucker which of the following questions should one ask for self- Management O How can I teach?
O What advantages will I get from this position?O What should I do to please a reporting officer?O What should I contribute?Question NumberCorrect AnswerOption Number1Increasing incentivesO2EmpathyO3Performance appraisalO4Designing Organizational goalO5Bell curveO6People Who Made the DifferenceO7High-performing employees lose their motivationO8She should reevaluate her expectations given the circumstancesO9It helps them realize their potential as managersO10Identification of competenciesd11Exact statement of what an employee is expected to doc12Adjusting the standardsd13The seriousness and effectiveness of the appraisal system may be lostO14A second reviewer is consultedO15They get a certificateO16FutileO17Determine if the organization is ready for itO18Creating an organizational strategy mapO19AssimilationO20ReverseO21Positive feedbackO22Strengths, Weaknesses, Opportunities, and ThreatsO23Schneider Electric IndiaO
Question NumberCorrect AnswerOption Number24At the beginning of the performance periodO25The sum of the uncertainties faced by each employeeand those arising externallyO26To obtain a detailed description of how a person actually goes about their workO27BiasesO28Identification of developmental needsO29FeedbackO30What should I contribute?O