HUMAN RESOURCE MANAGEMENT EXAM
2 TEST PAPER FULL SOLUTION QUESTIONS
AND CORRECT ANSWERS GRADED A+
●● true
Answer: 2. Measuring performance and providing feedback does
improve employee performance.
●● true
Answer: 3. During the performance appraisal process, a focus on clear
goals that encourage an employee to stretch and improve help provide
clear direction for employees to improve performance.
●● false
Answer: 4. All performance appraisal systems should differentiate high
and low performers.
●● false
Answer: 5. Parity-based performance appraisal systems usually require a
forced distribution, which involves placing a certain percentage of
employees in each rating category.
●● true
,Answer: 6. Parity based systems encourage all employees to be high
performers.
●● false
Answer: 7. Parity-based performance management systems are usually
preferred by the top performers in an organization.
●● true
Answer: 8. Merit-based performance systems are appropriate for
organizations pursuing a Free Agent or Committed Expert HR strategy.
●● true
Answer: 9. Under a parity-based performance appraisal system,
evaluating most employees as high performers encourages the
development of long-term employee relationships and a strong sense of
loyalty.
●● true
Answer: 10. The general performance factor is a broad factor of
performance that represents an employee's overall contributions to the
organization.
●● true
,Answer: 11. Citizenship behaviors are more related to an employee's
motivation than the employee's knowledge or skills.
●● true
Answer: 12. When an employee makes an extra effort to keep her
company assigned automobile clean and in good repair it is an example
of organizational citizenship behavior.
●● false
Answer: 13. Interpersonal citizenship behavior has the effect of
benefiting the entire organization.
●● false
Answer: 14. Employees engage in more organizational citizenship
behavior when they have close relationships with coworkers.
●● true
Answer: 15. Employees are more likely to engage in citizenship
performance when they perceive a long-term work relationship.
●● true
Answer: 16. Employees with motivational personality traits such as
dependability, cooperativeness, and empathy are generally more likely to
, go beyond minimum expectations and help both the organization and
coworkers.
●● false
Answer: 17. Production deviance occurs when an employee does things
that put other employees at a disadvantage.
●● true
Answer: 18. When employees feel they are being treated fairly by the
organization, they are less likely to engage in counterproductive
performance.
●● true
Answer: 19. Employees who are more conscientious, more agreeable,
and less anxious are less likely to engage in counterproductive behavior.
●● false
Answer: 20. Workers report spending about .5 hours per week visiting
websites unrelated to work whereas human resource managers suggest
the actual time is closer to 8 hours per week.
●● false
Answer: 21. According to estimates, less than half of employers monitor
employee Internet connections.
2 TEST PAPER FULL SOLUTION QUESTIONS
AND CORRECT ANSWERS GRADED A+
●● true
Answer: 2. Measuring performance and providing feedback does
improve employee performance.
●● true
Answer: 3. During the performance appraisal process, a focus on clear
goals that encourage an employee to stretch and improve help provide
clear direction for employees to improve performance.
●● false
Answer: 4. All performance appraisal systems should differentiate high
and low performers.
●● false
Answer: 5. Parity-based performance appraisal systems usually require a
forced distribution, which involves placing a certain percentage of
employees in each rating category.
●● true
,Answer: 6. Parity based systems encourage all employees to be high
performers.
●● false
Answer: 7. Parity-based performance management systems are usually
preferred by the top performers in an organization.
●● true
Answer: 8. Merit-based performance systems are appropriate for
organizations pursuing a Free Agent or Committed Expert HR strategy.
●● true
Answer: 9. Under a parity-based performance appraisal system,
evaluating most employees as high performers encourages the
development of long-term employee relationships and a strong sense of
loyalty.
●● true
Answer: 10. The general performance factor is a broad factor of
performance that represents an employee's overall contributions to the
organization.
●● true
,Answer: 11. Citizenship behaviors are more related to an employee's
motivation than the employee's knowledge or skills.
●● true
Answer: 12. When an employee makes an extra effort to keep her
company assigned automobile clean and in good repair it is an example
of organizational citizenship behavior.
●● false
Answer: 13. Interpersonal citizenship behavior has the effect of
benefiting the entire organization.
●● false
Answer: 14. Employees engage in more organizational citizenship
behavior when they have close relationships with coworkers.
●● true
Answer: 15. Employees are more likely to engage in citizenship
performance when they perceive a long-term work relationship.
●● true
Answer: 16. Employees with motivational personality traits such as
dependability, cooperativeness, and empathy are generally more likely to
, go beyond minimum expectations and help both the organization and
coworkers.
●● false
Answer: 17. Production deviance occurs when an employee does things
that put other employees at a disadvantage.
●● true
Answer: 18. When employees feel they are being treated fairly by the
organization, they are less likely to engage in counterproductive
performance.
●● true
Answer: 19. Employees who are more conscientious, more agreeable,
and less anxious are less likely to engage in counterproductive behavior.
●● false
Answer: 20. Workers report spending about .5 hours per week visiting
websites unrelated to work whereas human resource managers suggest
the actual time is closer to 8 hours per week.
●● false
Answer: 21. According to estimates, less than half of employers monitor
employee Internet connections.
