Business Management Quiz - 24

1. To delegate means to grant or confer on subordinates certain tasks and duties along with sufficient authority, to accomplish these. Which of the following points is most likely to increase the effectiveness of delegation?
[A]Detail how the required tasks are to be completed for the subordinate
[B]Predetermine the desired results and performance standards for the delegated task
[C]Explain the relevance of delegated tasks to larger projects or to department or organization goals
[D]Maintain the authority necessary to accomplish the main tasks



2. Power is a much broader concept than authority, and it is the ability of individuals or groups to induce or influence the beliefs or actions of other persons and groups. There can be different types of powers. Doctors, lawyers and engineers, who are respected for their special knowledge or skill, are said to possess which of the following types of power?
[A]Legitimate Power
[B]Expert Power
[C]Referent Power
[D]Reward Power



3. Authority is vital for a manager. Without authority, a manager cannot get the tasks accomplished by others (subordinates). The authority to control the functions of other departments, related to specific tasks is known as
[A]Functional authority
[B]Formal authority
[C]Informal authority
[D]Managerial authority



4. Which of the following is the most common feature in a highly centralized organization?
[A]Decisions are made very quickly
[B]The organization is multinational
[C]Decision-making authority is retained by top management
[D]Delegation is a common practice within the organization



5. In modern times, organizations have been trying to create a corporate culture with a distinct identity by moulding the behaviour of their members. The original source of an organisation’s culture is most strongly associated with
[A]Overseas influences
[B]Political factors in the external environment
[C]General economic trends
[D]The vision of the organisation’s founder(s)



6. In recent years, research has proved that culture has a tremendous impact on management practices. Which of the following is not a characteristic of Organizational Culture?
[A]It may vary in strength
[B]It is indistinct in nature
[C]It is based on certain norms
[D]It promotes dominant and stable values



7. Different types of organizational cultures are prevalent in various organizations. They may vary in their strength and can be characterized as “Strong” or “Weak”. Strong cultures
[A]Can be found in all organizations that exist
[B]Have a minimal influence on the employee when he/she is making decisions
[C]Are found in organizations with strong leaders
[D]Have a greater influence on employees than do weak cultures



8. In recent years, research has proved that culture has a tremendous impact on management practices in an organization. Organizational culture is similar to an individual’s
[A]Ability
[B]Motivation
[C]Personality
[D]Skills



9. Manager Inventory Chart, also known as Replacement Chart, is used in Replacement Planning of human resource management in an organization. Which of the following is not an advantage of Manager Inventory Chart?
[A]It gives an overview of the human resource situation of an organization
[B]It shows the future internal supply of managers by indicating who is promotable in a year
[C]It shows the position to which a manager may be promoted
[D]Managers who are ready for promotion can be easily identified



10. The Recruitment Procedure is initiated when a vacancy occurs and is reported to the HR department. Certain sequential steps should be followed in the Recruitment Procedure. Which of the following is usually the first step followed in the Recruitment Procedure?
[A]Designing Job Description
[B]Developing a Job Specification
[C]Performing Job Analysis
[D]Attracting a Pool of Applicants



11. The selection process involves choosing the candidates who best meet the qualifications and have the greatest aptitude for the job. Different kinds of selection devices are used for the purpose. Which of the following selection devices involves presenting applicants with a miniature model of a job and have them perform a task that is central to that job?
[A]Personality Test
[B]Work Sampling Test
[C]Application Blank
[D]Knowledge Test



12. There are a variety of sources for obtaining external job candidates. As a source of potential job candidates, which of the following generate(s) the best referrals, because a good referral reflects on the source of the recommendation?
[A]Advertisements
[B]The Internet
[C]Employee referrals
[D]Public employment agencies



13. Performance rating can either be behavior-oriented or results-oriented. Within the behavior-oriented category, two assessment means are Graphic Rating Scales and Behaviorally Anchored Rating Scales (BARS). Which of the following is not true with regard to BARS?
[A]BARS minimizes subjective interpretation inherent in graphic rating scales
[B]BARS makes use of ‘anchors’ (common reference points of performance)
[C]BARS concentrates on job-specific behaviors and hence is highly meaningful
[D]BARS is a simple and cost-effective rating method



14. Performance appraisal involves the formal evaluation of an individual’s job performance. Which of the following guidelines is least likely to improve the effectiveness of the appraisal process?
[A]Stress both performance in the position the individual holds and the success with which the individual is attaining organizational objectives
[B]Emphasize the evaluator's impression of the individual's work habits
[C]Ensure that the appraisal is acceptable to both the evaluator and the evaluated
[D]Ensure that the appraisal provides a base for improving individuals' productivity within the organization by making them better equipped to produce



15. A career strategy should be designed to overcome weaknesses and utilize strengths so as to take advantage of career opportunities. There are various steps in formulating a career strategy. Which of the following steps will precede the others in formulating a career strategy?
[A]Development of Strategic Career Alternatives
[B]Analysis of Personal Strengths and Weaknesses
[C]Consistency Testing and Strategic Choices
[D]Implementation of the Career Plan