Performance Management and Motivation MCQs

Performance Management and Motivation MCQs

The following Performance Management and Motivation MCQs have been compiled by our experts through research, in order to test your knowledge of the subject of Performance Management and Motivation. We encourage you to answer these multiple-choice questions to assess your proficiency.
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1: The process by which organisations ensure that employees are working towards achieving a company’s strategic objectives is known as:

A.   Goal-setting

B.   Performance management

C.   Multi-source feedback

D.   Performance appraisal

2: Motivation can be defined as:

A.   A psychological drive to behave in a particular fashion

B.   The process of matching individuals’ competencies with job requirements

C.   The process of assigning work tasks to individuals

D.   The process of evaluating an individual’s past performance

3: The process of matching individuals’ competencies with job requirements, so as to achieve the best fit, is known as:

A.   Negotiation

B.   Goal-setting

C.   Employee involvement

D.   Job assignment

4: Which of the following is an employee ‘behaviour’, and not a trait?

A.   Sensitivity

B.   Conscientiousness

C.   Quantity of work

D.   Loyalty

5: What is central tendency error?

A.   Supervisors rating all, or most, of their subordinates around the middle of the scale

B.   Supervisors rating subordinates based only on recent performance

C.   Supervisors rating subordinates higher than their performance warrants

D.   Supervisors rating subordinates lower than their performance warrants

6: The motivation model can be summarised as follows:

A.   Performance à Outcomes à Appraisal à Results à Needs

B.   Performance à Needs à Appraisal à Outcomes à Results

C.   Performance à Results à Outcomes à Appraisal à Needs

D.   Performance à Results à Appraisal à Outcomes à Needs

7: According to the Leader–Member Exchange theory, supervisors:

A.   Create in-groups and out-groups among their subordinates

B.   Should always be more qualified than their subordinates

C.   Should give feedback to their subordinates on a daily basis

D.   Should frequently exchange jobs with their subordinates

8: Multi-source feedback typically refers to collecting information on individual performance from the following:

A.   The employee’s supervisor, subordinate(s), clients/customers, peers

B.   The employee’s supervisor, family members, clients/customers, peers

C.   The employee’s neighbours, family members, clients/customers, peers

D.   The employee’s neighbours, subordinate(s), clients/customers, peers

9: When supervisors use only recent performance information to evaluate subordinates, this is termed as:

A.   Severity error

B.   Recency error

C.   Leniency error

D.   Central tendency error

10: Under the Forced Distribution Model, supervisors are typically required to:

A.   Promote all their subordinates

B.   Rate a majority of their subordinates at the high end of the scale (usually 70–80%)

C.   Rate no more than a certain percentage of their subordinates at the high end of the scale (usually 10–15%)

D.   Rate all their subordinates at the same level