Human Resource Management MCQ – Change your future

381. If a person finds imbalance between his services and paid salary

Correct Answer: Correct answer is: (A) Tension is created.

Exam Relevance: GRE, GMAT, CAT, MAT

Difficulty: Moderate

Concept notes: When there is an imbalance between the services provided and the salary received, it often leads to dissatisfaction and tension.

Common Mistakes: Students may mistakenly believe that imbalance always leads to decreased motivation, overlooking the psychological impact of perceived unfairness.

Explanations: An imbalance between services and salary can create a sense of unfairness, leading to tension. This tension arises from the perception that the effort and skills provided are not adequately compensated, which can negatively affect job satisfaction and overall well-being.

Option Analysis:

Option A: Correct. Imbalance between services and salary often leads to tension due to perceived unfairness.
Option B: Incorrect. Increased motivation is not typically a result of perceived imbalance.
Option C: Incorrect. While decreased motivation can occur, the primary outcome is tension.
Option D: Incorrect. Complete lack of motivation is an extreme outcome and not the most common result.

382. Who has extended the Vroom's Expectancy Theory of Motivation by suggesting that motivation is not equal to satisfaction and performance and by depicting what happens after performance?

Correct Answer: Correct answer is: (A) Porter and Lawler.

Exam Relevance: Organizational Behavior, Psychology, Management

Difficulty: Moderate

Concept notes: Porter and Lawler extended Vroom's Expectancy Theory by suggesting that motivation is not equal to satisfaction and performance. They introduced a more comprehensive model that includes factors such as ability, role perception, and effort, and depicts what happens after performance.

Common Mistakes: Students often confuse the contributions of different theorists in motivation theories, leading to incorrect attribution of extensions or modifications to the original theories.

Explanations: Porter and Lawler extended Vroom's Expectancy Theory by proposing that motivation is influenced by factors beyond just satisfaction and performance. They introduced a model that includes additional elements such as ability, role perception, and effort, and also considers the outcomes that follow performance. This extension provides a more comprehensive understanding of the motivation process.

Option Analysis:

Option A: Correct. Porter and Lawler extended Vroom's Expectancy Theory by suggesting that motivation is not equal to satisfaction and performance and by depicting what happens after performance.
Option B: Incorrect. Edward Tolman is known for his cognitive theory of learning, not for extending Vroom's Expectancy Theory.
Option C: Incorrect. Harold Kelly is known for his attribution theory, not for extending Vroom's Expectancy Theory.
Option D: Incorrect. Alderfer is known for his ERG theory, which is a modification of Maslow's hierarchy of needs, not for extending Vroom's Expectancy Theory.

383. The vital aspect of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace.

Correct Answer: Correct answer is: (B) Maintaining Work Atmosphere.

Exam Relevance: HRM exams, Management exams, Organizational Behavior exams

Difficulty: Moderate

Concept notes: Maintaining a positive work atmosphere is crucial in Human Resource Management (HRM) as it directly influences employee performance and overall organizational success.

Common Mistakes: Students may confuse maintaining work atmosphere with other HRM functions like performance appraisals or dispute management, which are also important but do not directly address the work environment.

Explanations: Maintaining a positive work atmosphere is vital because it fosters a supportive and productive environment. A favorable work culture can enhance employee morale, motivation, and job satisfaction, which in turn leads to better performance. This aspect of HRM is essential as it directly impacts how employees perceive their workplace and their willingness to contribute effectively.

Option Analysis:

Option A: Performance Appraisals are important for evaluating employee performance but do not directly address the work atmosphere.
Option B: Maintaining Work Atmosphere is the correct answer as it directly influences the work environment and employee performance.
Option C: Managing Disputes is crucial for resolving conflicts but does not encompass the broader aspect of maintaining a positive work atmosphere.
Option D: Develop Public Relations focuses on external perceptions and does not directly relate to the internal work atmosphere.

384. The staffing policy in which all key management parent-country nationals fill positions is known as:

Correct Answer: Correct answer is: (B) Ethnocentric.

Exam Relevance: MBA, International Business, Management

Difficulty: Easy

Concept notes: The ethnocentric staffing policy involves filling key management positions with parent-country nationals.

Common Mistakes: Students may confuse ethnocentric with geocentric, which involves selecting the best person for the job regardless of nationality.

Explanations: The ethnocentric staffing policy is characterized by the practice of filling key management positions with individuals from the parent country. This approach is based on the belief that the parent-country nationals possess the necessary skills, knowledge, and cultural understanding to effectively manage the organization's operations. Therefore, the correct answer is ethnocentric.

Option Analysis:

Option A: Geocentric staffing involves selecting the best person for the job regardless of nationality, which does not align with the description given.
Option B: Ethnocentric staffing involves filling key management positions with parent-country nationals, which matches the description given.
Option C: Egocentric is not a recognized staffing policy in international management.
Option D: Polycentric staffing involves hiring local nationals for local management positions, which does not align with the description given.

Mnemonic: E for Ethnocentric, E for Expatriates.

385. . Which of the following statements about employee compensation is true?

Correct Answer: Correct answer is: (A) Compensation is closely connected to performance appraisal.

Exam Relevance: HRM exams, Management exams, Organizational Behavior exams

Difficulty: Moderate

Concept notes: Compensation is often linked to performance appraisal as it reflects the evaluation of an employee's work and contribution to the organization.

Common Mistakes: Students may mistakenly believe that compensation is solely based on job roles or market rates, without considering the impact of performance.

Explanations: Compensation is closely tied to performance appraisal because organizations use performance evaluations to determine how well employees are meeting their job responsibilities and contributing to the company's goals. This connection ensures that employees are rewarded based on their performance, which can motivate them to improve their work and align their efforts with the company's objectives.

Option Analysis:

Option A: This statement is correct as compensation is often adjusted based on performance evaluations.
Option B: This statement is incorrect because a textile mill would be concerned about competitive wages to attract and retain employees.
Option C: This statement is incorrect because different jobs of equal importance are typically compensated similarly to maintain fairness.
Option D: This statement is incorrect because while pay and benefits are two types of compensation, there are other forms such as non-monetary rewards.

386. Fairness of an individual's pay as compared with what his or her coworkers within the same company, based on performance refers to .....

Correct Answer: Correct answer is: (C) Individual equity.

Exam Relevance: Human Resource Management, Organizational Behavior, Management Exams

Difficulty: Moderate

Concept notes: Individual equity refers to the fairness of an individual's pay in comparison to their coworkers within the same company, based on their performance.

Common Mistakes: Students may confuse individual equity with external equity, which compares pay with the market or other companies.

Explanations: Individual equity focuses on the internal fairness of compensation within a company, ensuring that employees are paid according to their performance relative to their peers. This concept is distinct from external equity, which compares pay to market standards, and procedural equity, which concerns the fairness of the processes used to determine pay.

Option Analysis:

Option A: External equity compares pay to market standards, not internal performance.
Option B: Procedural equity concerns the fairness of the processes used to determine pay, not the actual pay levels.
Option C: Individual equity is the correct term for comparing an individual's pay to their coworkers based on performance.
Option D: This option is incorrect as individual equity is the correct term.

387. Once a firm has a pool of applicants, the first step in Pre-screening is the.....?

Correct Answer: Correct answer is: (C) Application form.

Exam Relevance: HR Management, Business Administration, Management Studies

Difficulty: Easy

Concept notes: The application form is the initial step in pre-screening as it gathers basic information about the applicant.

Common Mistakes: Students may confuse the application form with the in-person interview, which is a later stage in the hiring process.

Explanations: The application form is the first step in pre-screening because it allows the firm to collect essential information about the applicants, such as their qualifications, experience, and contact details. This information is crucial for the firm to determine which candidates meet the basic requirements for the position.

Option Analysis:

Option A: The in-person interview is a later stage in the hiring process, not the first step in pre-screening.
Option B: An on-site visit is not typically part of the pre-screening process.
Option C: The application form is the first step in pre-screening as it gathers basic information about the applicant.
Option D: The telephone interview is a subsequent step after the application form and is used to further screen candidates.

Mnemonic: App Form First

388. Financial and investment counseling is an example of

Correct Answer: Correct answer is: (B) Preretirement counseling.

Exam Relevance: CPA, CFA, HR Certification Exams

Difficulty: Moderate

Concept notes: Preretirement counseling involves providing guidance and advice to individuals before they retire, including financial planning and investment strategies.

Common Mistakes: Students may confuse preretirement counseling with phased retirement, which involves a gradual transition to retirement rather than immediate cessation of work.

Explanations: Financial and investment counseling is a key component of preretirement counseling. It helps individuals prepare financially for retirement by providing advice on managing assets, planning for retirement income, and making informed investment decisions. This type of counseling is essential to ensure individuals are financially secure before they retire.

Option Analysis:

Option A: Phased retirement involves a gradual transition to retirement, not financial counseling.
Option B: Preretirement counseling includes financial and investment counseling to prepare individuals for retirement.
Option C: Honoring experience refers to recognizing and utilizing the skills and knowledge of experienced employees, not financial counseling.
Option D: Modifying selection procedures pertains to changes in hiring practices, not financial counseling.

389. Workers deliberately work below their potential

Correct Answer: Correct answer is: (C) Go slow/slow-down.

Exam Relevance: UPSC, SSC, Banking Exams, MBA Entrance Exams

Difficulty: Moderate

Concept notes: Go slow/slow-down is a form of industrial action where workers deliberately reduce their productivity to protest or make a point.

Common Mistakes: Students may confuse go slow/slow-down with work to rule, which involves workers strictly adhering to their job descriptions without going beyond the minimum requirements.

Explanations: Go slow/slow-down involves workers deliberately working below their potential to protest or make a point. This form of industrial action is distinct from other tactics like work to rule, where workers strictly adhere to their job descriptions without going beyond the minimum requirements. The deliberate reduction in productivity is a key characteristic of go slow/slow-down.

Option Analysis:

Option A: Collective bargaining involves negotiations between employers and workers to establish terms of employment. It does not involve deliberate reduction in productivity.
Option B: Lock-out is when employers prevent workers from working, typically during a labor dispute. It does not involve workers deliberately reducing their productivity.
Option C: Go slow/slow-down is when workers deliberately work below their potential to protest or make a point. This matches the description in the question.
Option D: Work to rule involves workers strictly adhering to their job descriptions without going beyond the minimum requirements. It does not involve deliberate reduction in productivity.

Mnemonic: GSS - Go Slow/Slow-down Strategy

390. A detailed outline of the duties, qualifications, and conditions required to do a specific job

Correct Answer: Correct answer is: (C) Job description.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Moderate

Concept notes: A job description outlines the duties, qualifications, and conditions required for a specific job.

Common Mistakes: Students may confuse job descriptions with other HR documents like job postings or job specifications.

Explanations: A job description provides a detailed outline of the duties, qualifications, and conditions required to do a specific job. This aligns with the definition provided in the question. Human resources management (A) is a broader field that encompasses many functions, including job descriptions. Compensation (B) refers to the payment and benefits provided to employees, not the job requirements. A cover letter (D) is a document used by job applicants to introduce themselves to potential employers, not a detailed job outline.

Option Analysis:

Option A: Human resources management is a broader field that includes job descriptions but is not specifically a detailed outline of job requirements.
Option B: Compensation refers to the payment and benefits provided to employees, not the job requirements.
Option C: A job description provides a detailed outline of the duties, qualifications, and conditions required to do a specific job, matching the question's description.
Option D: A cover letter is a document used by job applicants to introduce themselves to potential employers, not a detailed job outline.

Mnemonic: J.D. = Job Duties

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Human Resource Management MCQ - Set 39

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