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BBA HR Management Basics — practice questions — page 3

Explore 85 free Management Basics questions in BBA HR Human Resource Management. Open each question or exercise to read its content, reference answers and available explanation.

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Management Basics questions and exercises with answers

Showing questions 61–85 of 85.

A supervisor judging a whole year mainly on last month's work commits:Read the answer and worked solution →A manager recalling only the incidents that fit what she already believes shows:Read the answer and worked solution →Managers naturally favouring people who resemble them shows:Read the answer and worked solution →Letting a personal like or dislike shape a rating is described as:Read the answer and worked solution →To reduce rating errors, each factor on the form should represent:Read the answer and worked solution →Vague terms like 'average' should be avoided on rating forms because different evaluators:Read the answer and worked solution →Raters are advised to observe subordinates regularly through the period and to:Read the answer and worked solution →Keeping the number of people one rater evaluates reasonable matters because rating fatigue:Read the answer and worked solution →The most popular method of evaluation used in organisations is the:Read the answer and worked solution →A method where supervisors record examples of unusually good or poor behaviour is the:Read the answer and worked solution →A scale whose points are described by concrete behaviours is called a:Read the answer and worked solution →A drawback of that behaviour-anchored method is that a separate version is needed for:Read the answer and worked solution →The method where employee and supervisor jointly set goals for the coming year is:Read the answer and worked solution →Reducing appraisal errors matters mainly because it makes the information:Read the answer and worked solution →A manager who is overly strict with every subordinate is committing which error?Read the answer and worked solution →The halo effect is described as arising when managers hold a view of an employee that is overly:Read the answer and worked solution →How many common sources of error in appraisal systems are listed?Read the answer and worked solution →Catch the rating errorsRead the answer and worked solution →Pop the appraisal methodsRead the answer and worked solution →Run the appraisal gatesRead the answer and worked solution →Slice the appraisal wordsRead the answer and worked solution →Error or methodRead the answer and worked solution →Sort the fixesRead the answer and worked solution →Type the numberRead the answer and worked solution →Appraisal bingoRead the answer and worked solution →

Worked practice questions

A supervisor judging a whole year mainly on last month's work commits:

  1. Recovery error
  2. Recency error
  3. Regency error
  4. Residency error
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Correct answer: B. Recency error

1. Only the latest behaviour is weighed. 2. Earlier months fade from view. 3. It is recency error. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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A manager recalling only the incidents that fit what she already believes shows:

  1. Conditional bias
  2. Confidential bias
  3. Confirmatory bias
  4. Contributory bias
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Correct answer: C. Confirmatory bias

1. A preconception is already in place. 2. Memory bends to fit it. 3. It is confirmatory bias. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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Managers naturally favouring people who resemble them shows:

  1. Simplicity bias
  2. Sincerity bias
  3. Singularity bias
  4. Similarity bias
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Correct answer: D. Similarity bias

1. Trust flows more easily to such people. 2. It often feeds the halo effect. 3. It is similarity bias. _Source: OpenStax Organizational Behavior, Chapter 8, Performance Appraisal and Rewards._

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More Human Resource Management topics

Human Resource ManagementOrganisational BehaviourManaging Human Resources and Labor RelationsRecruitment and SelectionStaffingBusiness EthicsPerformance AppraisalWorkplace Diversity