PERFORMANCE MANAGEMENT
YEAR FOUR.
MCQS
CHAPTER 1
1. A person’s ability to perform all the tasks and duties required and the ability to exert a certain
level of energy (mentally or physically) to get a job done or task done is term as……….
a. Performance
b. Management
c. Employee performance
d. Job satisfaction
2. The process of planning, organizing, directing/leading and controlling organizational resources
for organizational effectiveness is term as………
a. Performance
b. Management
c. Performance management
d. Organizational planning
3. A systematic process of improving organizational performance of individuals and teams is
called…………..
a. Performance
b. Management
c. Performance management
d. System management
4. A management process for ensuring that employees are focusing their work efforts in ways that
contribute to achieving the organization’s mission and vision is refer to as……….....
a. Performance management
b. Management process
c. Performance
d. Organizational effectiveness
5. A continuous process of identifying, measuring and developing the performance of individuals
and teams and aligning performance with strategic goals of the organization is term as………
a. Performance management
b. Employee performance
c. Management process
d. Job performance
6. ………………….. means PM is an ongoing activity and involves a never-ending process of
setting goals and objectives, observing performance and giving and receiving coaching and
feedback.
a. Performance management
b. Continuous process
c. Management process
d. Alignment with strategic goals
7. ……………….. means PM requires that managers ensure employees’ activities and outputs are
in tandem with the organization’s goals and consequently, leverage sustained competitive
advantage for the organization.
a. Performance management
b. Continuous process
c. Management process
d. Alignment with strategic goals
8. Which of the following purpose is a role and aim of performance management system?
a. Strategic purpose
b. Administrative purposes
c. Development purposes
d. Organizational maintenance purpose
e. All of the above
9. Which of the following purposes of aim and roles of performance management system said,
feedback on employee performance and management and supervisor’s thoughts of areas of
performance should be a reason?
a. Information purposes
b. Management purposes
c. Administrative purposes
d. Strategic purposes
10. Achieving strategic objectives by aligning/ linking organizational goals with individual goals is
defined as the ………………. of performance management system.
a. Administrative purpose
b. Strategic purposes
c. Management purposes
d. All of the above
11. Feedback to facilitating coaching, identification of strengths and weakness as well as causes of
deficiencies is ………………. of performance management system.
a. Development purposes
b. Administrative purposes
c. Information purposes
d. Strategic purposes
12. The following are importance of performance management except?
a. Motivation to perform increase
b. Increase turnover
c. Managers gain insight about employees
d. Administrative actions are more faire and appropriate
13. Which if the following is a contribution to performance management?
a. Self –esteem is increased
b. Self-insight and development are enhanced
c. Employees become more competent
d. Organizational goals are made clear and appreciated
e. All of the above
14. All the following are disadvantages of performance management except?
a. Lowered self-esteem
b. Increase turnover
c. Use of misleading information
d. Self –esteem increased
15. Which of the following is not a danger of poorly implementation of performance system?
a. Waste of time and money
b. Damage relationships
c. Increase motivation to perform
d. Decreased motivation to perform
16. Which of the following is not a danger of poorly implementation of performance system?
a. Employee experience of job burnout and job dissatisfaction
b. Emerging biases and unclear rating systems
c. Better and more timely differentiation between good and poor performers
d. None of the above
17. In thoroughness as a characteristics of an ideal performance management system consist the
following except?
a. Should involves all employees excluding managers
b. Should cover all responsibilities
c. Should cover entire period
d. Should provide feedback
18. Strategically, a characteristics of an ideal performance management system is
a. Should evaluate all employees including managers
b. Should cover all responsibilities
c. Aligning individual goals with unit and organizational goals
d. Should not be too expensive and time consuming
19. Practically, a characteristics of an ideal performance management system is
a. Should not be too expensive and time consuming
b. Benefits should outweigh cost
c. Result should be use for administrative purposes
d. Both a and b
20. Meaningfully, a characteristics of an ideal performance management system is
a. Standards and evaluations must be important and relevant
b. Emphasize functions under the control of the employee
c. Time intervals for evaluation should be clarified
d. Results should be used for administrative purposes
e. All of the above
21. A good PM system should include measures of performance that are consistent and free of
error–there should be similarity in results when two supervisors rate the performance of an
employee is defined as
a. Reliability
b. Validity
c. Specificity
d. None of the above
22. The measures of performance should be valid meaning such measures count the total delivery
of the job assignment and irrelevant indicators as well as factors outside the control of the
employee are avoided is defined as
a. Reliability
b. Validity
c. Specificity
d. None of the above
23. Which of the following provides a blueprint to enable managers have a sense of direction?
a. Performance management
b. Policy management
c. Policy
d. Management
24. According to George Tech Performance Management process, there are four phases of
performance management system, which of the following is included
a. Planning phase
b. Managing phase
c. Review phase
d. Rewarding performance
e. All of the above
25. The ………………. is the foundation of the entire Performance Management process? In this
phase, individual goals and objectives are set for the performance period.
a. Planning phase
b. Managing phase
c. Review phase
d. Rewarding performance
26. Regular communication between the manager and employee is critical during the ……………
of the performance management cycle.
a. Planning phase
b. Managing phase
c. Review phase
d. Rewarding performance
27. Critical areas of performance management policy include the following except?
a. Clear definition and understanding of the quality and quantity of work to be performed.
b. Feedback on how effectively employees are performing relative to expectation.
c. Fair and equitable distribution of compensation/rewards.
d. All of the them
28. The goal theory of performance management highlights four mechanisms that connect goals to
performance outcomes, which of the following is not included?
a. Goal direct attention to priorities
b. Goals stimulate effort
c. Goals challenge people to bring their knowledge and skills to bear to increase their change
of success
d. The more challenging the goals is, the less people will activate the full repertoire of their
skills
29. Which of the following theory focus on the attention of feedback as a means of shaping
behaviour?
a. Goal theory
b. Control theory
c. Social cognitive theory
d. None of them
30. A system that involves employee evaluation once a year without an ongoing effort to provide
feedback and coaching to improve future performance and employee strength and weakness is
called
a. Performance management
b. Performance appraisal
c. Job description
d. Job analysis
31. The following are some of the aims of performance management as expressed by a variety of
organizations except?
a. Empowering, motivating and rewarding employees to do their best
b. Focusing employees’ tasks on the right things and doing them right. Aligning everyone’s
individual goals to the organization.
c. Proactively managing and resourcing performance against agreed accountabilities and
objectives
d. None of the above
32. Performance management is important because it helps to:
a. prioritize what gets done and ensures that there are sufficient resources to do a particular
type of work
b. ensure that stakeholders provide value for money
c. motivate and manage staff when performance achievement is linked to compensation
package
d. all of the above
33. Performance management is concerned with:
a.
aligning individual objectives to organizational objectives and encouraging individuals to
uphold corporate core values
b. enabling expectations to be defined and agreed in terms of role responsibilities and
accountabilities (expected to do), skills (expected to have) and behaviours (expected to be);
c. providing opportunities for individuals to identify their own goals and develop their skills
and competencies.
d. All of the above
34. …………………………………is a continuous and flexible process that involves managers
and those whom they manage acting as partners within a framework that sets out how they can
best work together to achieve the required results.
a. Performance
b. Performance management
c. Performance appraisal
d. Any of the above
35. Which of the following elements is recognized as the most crucial part of performance
management?
a. Feedback
b. Positive reinforcement
c. Agreement
d. Dialogue
36. The following are/is part of the phases of performance management.
a. Setting performance expectation
b. Dialogue between supervisor and employee
c. Measure performance against expectation
d. Take corrective measures to attend to deviations
37. The principles states that “in delegation”,
a. Hands should be off the job but eyes should be on the job
b. Hands should be off the job and eyes also
c. Hands should be on the job whiles eyes should be off the job
d. Any of them
38. The following are some example of adoptability expectation in performance management
except?
a. You will be expected to look for ways to streamline office procedures without jeopardizing
the accuracy of the overall procedure
b. You will be expected to look for ways to improve your own job and the jobs of your
subordinates
c. You will be expected to work well with the public
d. You will be expected to work without complaining or hesitating when trying new methods
or procedures
e. None of the above
39. The following are some example of communication expectation in performance management
except?
a. Notify and lead others as appropriate when circumstances change suddenly
b. You will be expected to answer the phone using the standard greeting (e.g. How may I help
you?)
c. You will be expected to answer the phone courteously within 3 rings
d. You will be expected to communicate clearly when speaking or writing.
e. You will be expected to keep your supervisor informed of problems as they develop
40. The following are some example of corporation expectation in performance management
except?
a. You will be expected to be more friendly while performing your daily tasks.
b. You will be expected to refrain from gossiping with other employees.
c. You will be expected to assist other areas of the office/department when your work has
been completed.
d. You will be expected to adapt work habits to new or unexpected circumstances.
e. You will be expected to work as a team member
41. The following are some example of dependability expectation in performance management
except?
a. You will be expected to complete all work assignments by their deadlines except under
unusual circumstances.
b. You will be expected to spend a little extra time preparing for the job and then to perform
the assigned task satisfactorily.
c. You will be expected to notify your supervisor [or the timekeeper] if you cannot come in to
work in accordance with departmental leave policy.
d. You will be expected to report to work at 7:45 a.m. and observe scheduled work and meal
breaks.
e. You will be expected to keep inaccurate records necessary for expense reports, such as
mileage, meals, and lodging.
42. Which of the following is one of the reasons why there should be a dialogue between a
supervisor and an employee?
a. for employees to seek clarification on matters of ambiguities associated with the task to be
performed.
b. To ensure the manager exercises 'Eyes on the job, hands off the job'.
c. For the manager to provide coaching and counselling when the need arises.
d. For the manger to recommend training and development for the employee based on
observation and the dialogue between the two parties.
e. All of the above
43. There following are certain measures that facilitate performance management. Except?
a. Work plan
b. A corrective action plan
c. Individual development plan
d. Performance documents
e. None of them
44. ……………. is guide or a document that describes the work to be completed by a worker
within the performance cycle, the performance expected and how the performance will be
measured.
a. Work plan
b. Corrective action plan
c. Individual development plan
d. Performance documentation
45. …………… is a document describing exactly how a specific situation will be changed to better
meet the goals of the company.
a. Work plan
b. Corrective action plan
c. Individual action plan
d. Individual development plan
46. Corrective action plan………
a. describe exactly how a specific situation will be changed to better meet the goals of the
company.
b. response to a deviation in performance that is problematic for the company.
c. initiated when an employee's performance fails to meet expectations
d. purpose is to achieve an improvement in performance.
e. All of the above
47. An action plan for enhancing an employee's level of performance to excel in the current job or
prepare for new responsibilities is defined as
a. Work plan
b. Corrective action plan
c. Individual development plan
d. Performance documentation
48. The development plan may take the form of regular or periodic 19 performance activity such as
training or any form of education that would enhance the working ability of an employee.
Specific example is/are
a. Workshops
b. Conferences
c. Seminars
d. All of the above
49. If you are in charge of others, which of the following is one communication tool you can use to
preserve facts and remove ambiguities?
a. Work plan
b. Corrective action plan
c. Individual development plan
d. Performance documentation
50. There are several variables that determine performance. Which of the following determines
performance?
a. Qualification
b. Experience
c. Quality and style of supervision
d. Work environment
e. All of the above
51. Among the following are other determinant to performance management except?
a. Compensation package
b. Support from colleges
c. Production material
d. Health condition of employees
e. Job security and retirement benefits
52. The great asset that can improve an employees' performance is called
a. Qualifications
b. Experience
c. Motivation
d. Declarative knowledge
53. Factors such as tools and equipment that can enhance one's/individual performance is term as
a. Co-operant factors
b. Action
c. Qualifications
d. All of the above
54. Which of the following is a determinant of performance management according to Aguinis?
a. Declarative knowledge
b. Procedural knowledge
c.
Motivation
d. All of them
55. Which of the following type of performance management deals with information about a given
task's requirement?
a. Declarative knowledge
b. Procedural knowledge
c.
Motivation
d. None of them
56. This type of performance determinant requires employees to have certain skills in knowing
what to and how to do it.
a. Declarative knowledge
b. Procedural knowledge
c.
Motivation
d. Both a and b
57. …………………….. is the driving force behind every human activity?
a. Motivation
b. Qualification
c. Experience
d. All of them
58. The following are the three approaches to performance management according Aguinis except?
a. Trait
b. Behaviour
c. Skills
d. Result
59. Which of the following is are trait according to Aguinis?
a. Aptitudes
b. Abilities
c. Skills
d. Talent
e. All of the above
60. A result that can be measured quantifiably is term as
a. Outcome
b. Output
c. Both a and b
d. Performance
61. ________________ is a continuous process of identifying, measuring, and
developing the performance of individuals and teams and aligning performance
with the strategic goals of the organization.
A. Strategic planning
B. Performance management
C. Reward system
D. Performance appraisal
62. ________________ is a continuous process of identifying, measuring, and
developing the performance of individuals and teams and aligning performance
with the strategic goals of the organization.
A. Strategic planning
B. Performance management
C. Reward system
D. Performance appraisal
63. Income protection programs include:
A. Pension Plans
B. Medical Insurance
C. Social Security
D. All of the above