MCQs on Human Resource Management -36

1. Match the following:

List – I
List – II

a. Motivation is a function of fairness in social exchanges.
1. Expectancy Theory
b. People are motivated to behave in ways that produce valued outcomes.
2. Alderfer’s ERG Theory

c. Determining specific levels of performance for workers to attain and then striving to attain them.
3. Equity Theory
d. When people are frustrated by their inability to meet needs at the next higher level in the hierarchy, they regress to the next lower category of needs and intensify their desire to gratify these needs.
4. Goal- Setting Theory

            
Codes:

       a b c d
(A) 1 2 3 4
(B) 4 3 2 1
(C) 3 1 4 2
(D) 3 4 1 2



2. Match the following:

List – I
List – II

a. Self-efficacy
1. Determining specific levels of performance for workers to attain them.
b. Goal setting
2. The belief that one’s efforts will positively influence one’s performance.
c. Expectancy
3. People strive to maintain ratio of their own outcomes to their own inputs that are equal to that of those with whom they compare themselves.
d. Equity Theory
4. One’s belief about having the capacity to perform a task.

       
Codes:

       a b c d
(A) 1 2 3 4
(B) 4 1 2 3
(C) 3 4 1 2
(D) 2 3 4 1



3. Human resource planning system includes

(A) Human resource supply forecast
(B) Human resource inventory
(C) Corporate plan
(D) All of the above



4. What are the benefits of human resource planning?

(A) Achieve economy in hiring new workers.
(B) Match personnel activities and future organization objectives efficiently.
(C) Improve the utilization of human resources.
(D) All of the above



5. Human Resource Management includes

1. Employee Grievance
2. Organizational climate
3. Job incentives
4. Recruitment
5. Selection

Select the correct answer from the following:

(A) 1, 2, 3 and 4
(B) 1, 3, 4 and 5
(C) 1 and 5
(D) All of the above



6. Match the following:

List – I
List – II

a. Job Analysis
1. Determining worth of a job.
b. Job Evaluation
2. Examining how work adds value to the ongoing process.
c. Job Design
3. Determining the pertinent facts about the job.
d. Work Flow Analysis
4. Organizing work into the tasks required to perform a specific job.

Codes:

       a b c d
(A) 1 2 3 4
(B) 4 3 2 1
(C) 3 1 4 2
(D) 2 3 1 4



7. Which one is not the technique of personality measurement?

(A) Projective Technique
(B) Word Association Technique
(C) Raven’s Progressive Matrices
(D) Sentence Completion Technique



8. Drive is explained by

(A) Any strong stimulus that impels action.
(B) Any object, event exiting in the environment.
(C) Anything that increases the repetition of behaviour.
(D) None of the above



9. Consider the following phases of Organisational Development (OD):

a. Entry into the organisation
b. Development of internal resources
c. Problem identification
d. Specific intervention
e. Building a collaborative culture

Rearrange the above stages in an orderly sequence:

(A) a → c → b → d → e
(B) a → b → c → d → e
(C) c → b → a → e → d
(D) a → c → d → e → b



10. Match the following:

List – I
(Explanation)
List – II

(Term)
a. The beliefs or ideas one has about an object or situation
1. Attitude
b. The feelings or emotions one has about an object or situation
2. Cognitive component
c. Psychological discomfort experienced when attitudes and behavior are inconsistent
3. Affective component
d. How one intends to act or behave toward someone or something
4. Behavioural component
e. Learned predisposition toward a given object
5. Cognitive dissonance

Codes:

       a b c d e
(A) 1 2 3 4 5
(B) 2 3 5 4 1
(C) 3 2 4 5 1
(D) 5 3 4 2 1



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