E2 Managing Performance Exam Dumps

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CIMAPRA19-E02-1-ENG
E2 Managing Performance
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Question: 69
Which of the following are examples of problems associated with group working?
(i) The Abilene paradox
(ii) Synergy
(iii) Risky Shift
(iv) Groupthink
(v) Conformity
A . All of the above
B . (i), (iii), (iv) and (v)
C . (i), (ii), (iii) and (iv)
D . (ii), (iii), (iv) and (v)
Answer: B
Question: 70
Which THREE of the following are benefits of having strong discipline and grievance procedures in place?
A . Cost savings due to legal costs being avoided.
B . Staff have higher morale and are more motivated.
C . Any staff who dont perform as required can be dismissed without risk of legal action.
D . Company meets its legal requirements.
Answer: A,B,D
Question: 71
Setting a mission is the first stage of the rational approach to strategy setting.
According to David, which THREE of the following are useful areas to include in an organisations mission
statement?
A . Customers
B . Shareholders
C . Markets
D . Philosophy
E . Suppliers
F . Government
Answer: A,C,D
Question: 72
Performance appraisal systems are designed to meet a number of objectives.
Which of the following is a positive objective of such a system?
A . To motivate individuals by providing an opportunity for feedback and an opportunity for a staff member to discuss
any issues.
B . Managers have a reluctance to give the highest or lowest grades, so end up giving all members of staff an average
grading.
C . Timing of appraisals can lead to problems for management as it tries to schedule a number of performance
appraisals within a short time frame.
D . If the scheme does not have top level buy in, it will be unlikely to succeed and may become a box ticking exercise.
Answer: A
Question: 73
A major innovation has occurred in the automotive industry. Wheels are now available which are guaranteed to not
wear for at least five years.
Ben runs a chain of garages that sell new and second hand parts for cars, buses, trains and planes. His competitors are
slow to react to the new innovation so Ben decides to follow an emergent approach to strategy.
Which of the following actions is Ben likely to take? Select ALL that apply.
A . Ben changes his original business plan and responds to the innovation by stocking the new wheels in his garages.
B . Ben undertakes an analysis of the automotive industry before making a decision on whether to invest in the new
wheels.
C . Ben immediately purchases all the wheels available and then generates a plan to market them.
D . Ben decides to purchase 100 units of the new wheels and will closely monitor how many of these sell.
Answer: A
Question: 74
DRAG DROP
Harvey Maylor defined four stages in the life cycle of a project. This became known as the 4D model.
Match the correct stage to each activity.
Answer:
Question: 75
A manager is introducing a new bonus scheme into the business that will affect ail employees.
Using Likerts model he follows a benevolent authoritative style of management.
Which of the following best describes the way he introduced the new bonus scheme?
A . He made the decision to introduce the new scheme and enforced it ctcross the business with no discussion or
debate.
B . He makes the decision to introduce the new scheme and sells the idea to employees in order to get buy-in.
C . He asks for suggestions on whether to introduce the scheme but makes the final decision
D . He allows staff to make the decision but offers support and advice.
Answer: A
Question: 76
After undertaking competitive analysis, a company has assembled the information and is now in a position to
benchmark its performance against that of its competitor. A manager has been asked to carry out strategic
benchmarking, but he is unsure of what information he should use.
Which TWO of the options below could be used to undertake Strategic Benchmarking?
A . % Market Share
B . % return on Non Current Assets
C . % late deliveries
D . % sales returns
Answer: A,B
Question: 77
Mintzberg describes various forms of strategy and labels each form.
Which of the following options contains the correct matching of label with description?
A . Plan = means of identifying place in the environment/market
B . Perspective = manoeuvre in a competitive business game
C . Pattern = consistent behaviour over time
D . Ploy = a path to get from here to there
Answer: C
Question: 78
"The ability to exert influence and make someone act according to your own preferences" is the definition of which of
the following?
A . Responsibility
B . Delegation
C . Authority
D . Power
Answer: D
Question: 79
Which of the following are influential drivers of outsourcing? Select ALL that apply.
A . Cost savings
B . Synchronised deliverables
C . New skill sets
D . Rapid growth
Answer: A,C,D
Question: 80
W is the supervisor of the house-keeping team in a large hotel. X, a member of the team, is consistently late to work
which means that other team members have to perform extra work. A number of team members have also complained
to W about Xs aggressive behaviour. Two months ago W spoke to X informally about these issues and for a short
period things improved.
But it is now clear that X is again displaying unacceptable behaviour and upsetting colleagues. W knows further action
must now be taken to deal with the situation.
With reference to the disciplinary process, which is the best course of action for W to take?
A . Write a formal letter to X stating that if the unacceptable behaviour does not stop immediately X will be dismissed
without further notice.
B . Issue a formal verbal warning via a formal interview, with a record of the interview kept on file.
C . Reduce the paid hours allocated to X as a temporary punishment until the behaviour improves.
D . Speak to X informally in a private office and ask that X improves their behaviour and apologises to colleagues.
Answer: B
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CIMAPRA19-E02-1-ENG Managing Questions and Answers

CIMAPRA19-E02-1-ENG Managing Questions and Answers :: Article Creator

32 Reference check Questions you should Ask

  • Employers habits reference exams by contacting a job candidate’s professional and personal connections. The purpose is to superior take into account the candidate’s abilities, skills and demeanor.
  • Your reference check questions may still figure no matter if a candidate would slot in at your business. They can not pertain to your candidate’s personal suggestions.
  • Your business should still increase a procedure to make certain consistency among all reference checks and assess which inquiries to ask references.
  • this text is for company owners and hiring managers who're planning to habits reference exams for prospective employees.

    • A job candidate can also ace the interview, but that doesn’t all the time make them an ideal employ. that you could superior keep in mind an applicant’s compatibility along with your enterprise by way of checking their references, notably in case you ask the appropriate questions. We’ll share 32 reference examine questions that focal point on a candidate’s performance and what it turned into want to manage and work alongside them. These questions can help ensure a successful appoint and a valuable new team member.

    what's a reference assess?

    A reference investigate is when an service provider reaches out to individuals who can shed gentle on a job candidate’s strengths and communicate to their skills. These contacts are usually outdated employers however also can also include school professors, longtime colleagues and different people typical with the applicant’s work. 

    As an corporation, you might also find that reference tests assist paint a full photo of a potential hire. lamentably, americans lie on their resumes every now and then and current skills they don’t basically possess. in case you ask your applicant’s knowledgeable references the correct questions, you’ll study greater concerning the candidate’s potential and skills than you may from a standard job interview alone.

    Reference determine goals consist of the following: 

  • confirm the written or verbal guidance the capabilities employee provided.
  • study in regards to the candidate’s abilities and strengths from a person aside from the candidate.
  • acquire tips in regards to the applicant’s job performance in previous roles to predict their success at your enterprise.

    • With all of this counsel, you should have a less complicated time identifying which candidates to circulation ahead within the hiring method.

    Reference tests can help you avoid hiring horror studies and dear personnel and administration complications.

    What assistance if you happen to ask a reference?

    When constructing your record of reference determine questions, you should assess the tips you want to ascertain concerning the job candidate. You may well be interested in the references’ insights in regards to the candidate on these themes:

  • Job performance
  • means to take note and observe instructions
  • potential to work neatly as part of a crew
  • specifications for office conduct and ethics
  • pastimes, specialties and demeanor
  • capability to provide instructions and confirm that subordinates follow them (if they’re applying for a leadership role)
  • the rest that stands out on the candidate’s resume or emerged throughout their job interview

    • Some of these topics are greater applicable to discuss with skilled references; others could be greater proper to ask own references. as an instance, a former supervisor can speak to how well a candidate operates as a part of a team, whereas a detailed pal or mentor can describe the candidate’s hobbies, specialties and demeanor.

    just as there are selected questions be sure you in no way ask a job candidate, there are questions which you can’t ask a reference. You ought to handiest ask questions that pertain to the job; inappropriate questions can area your business to discrimination claims. 

    consider here tricky questions make sure to on no account ask references:

  • anything else concerning demographics or own suggestions: Don’t ask a couple of candidate’s sexuality, age, religion or equivalent matters.
  • anything else related to personal health: Don’t ask about a candidate’s clinical historical past or the existence of disabilities. that you would be able to ask even if the candidate is capable of performing the projects the job requires.
  • the rest involving credit score scores: besides the fact that children that you may request a credit score rating from a job applicant, the reasonable credit Reporting Act bars you from asking references about an applicant’s credit score.
  • the rest involving family: Don’t ask no matter if a candidate has (or plans to have) toddlers or a companion. in case you be anxious that a job applicant with a household may now not have sufficient time for the job, ask references in the event that they suppose the job’s time demands will swimsuit the candidate.

    • Gathering references is a vital step to making certain you're making the ultimate hiring decisions for your vacant positions. take a look at these other suggestions for hiring the finest employees to construct your crew as without problems as possible.

    32 reference examine questions to ask

    Now that you just understand what tips to request from a reference, you’re able to develop your checklist of reference check questions. below are 32 usual reference verify inquiries to use. You can also think some don’t observe to your company, but be sure to talk along with your hiring manager earlier than removing any questions.

    Introductory reference determine questions
  • Is there any counsel you and/or your company are unwilling or unable to give me in regards to the candidate?
  • in case you can’t share any guidance with me, can you connect me with any former employees who labored closely with the candidate?
  • can you ascertain the candidate’s employment beginning and conclusion dates, salary and job title?
  • what's your relationship to the candidate, and the way did you first meet?
    • Reference verify questions for attending to recognize the reference
  • for a way long have you labored at your enterprise?
  • for the way lengthy have you had your current job title?
  • for a way long did you're employed with the candidate, and in what capacities?
  • can you suppose of any explanations I should be speakme with a different reference in its place of yourself?
    • performance-connected reference assess questions
  • What positions did the candidate have while at your company?
  • In what roles did the candidate start and end?
  • What did these roles entail?
  • What had been the most difficult ingredients of the candidate’s roles at your business?
  • How did the candidate face these challenges and different obstacles?
  • What are the candidate’s skilled strengths, and the way did they improvement your enterprise?
  • In what areas does the candidate want improvement?
  • Do you suppose the candidate is certified for this job, and why or why not?
    • Reference investigate questions to ask managers
  • for a way long did you without delay or ultimately control the candidate?
  • In what ways was managing the candidate convenient, and in what techniques turned into it difficult?
  • How did the candidate grow throughout their time working under you?
  • What assistance do you've got for managing this candidate?
    • Reference assess inquiries to ask personnel who stated to your candidate
  • for the way lengthy did the candidate control you, and in what ability?
  • What did you adore most and least in regards to the candidate’s management vogue?
  • How did the candidate’s management fashion support you develop and be taught?
  • How could the candidate have more suitable managed you and your co-workers?
    • Reference examine questions to ask co-employees
  • for how long were you among the many candidate’s colleagues, and in what capacity?
  • What did you adore most and least about working with the candidate?
  • How did you develop and learn whereas working with the candidate?
  • How did the candidate help you and your different colleagues?
  • In what techniques might the candidate had been a higher co-employee to you and your colleagues?
    • Reference check questions about ethics and conduct
  • Why did the candidate go away your company?
  • Did this candidate’s conduct cause any workplace conflicts or instances of questionable ethics?
  • If the opportunity arose, would you be willing and/or capable of rehire the candidate, and why or why not?

    • simply as which you can talk together with your hiring supervisor about doubtlessly getting rid of definite questions from this list, you could discuss including different questions. provided that any additional questions shed gentle on how your candidate would operate during employment together with your enterprise and you don’t ask for private information, there’s a great possibility you’re asking the correct questions.

    Some candidates may need more scrutiny than others. Some employers conduct heritage assessments to verify job candidates and their credentials.

    the way to behavior a reference verify

    in case you decide to investigate references for brand spanking new hires, enforce a proper manner at your enterprise. this may streamline the procedure of acquiring your candidates’ references. From birth to finish, your hiring team should still observe these steps to behavior an intensive reference check:

  • come to a decision how many references to reap from each and every applicant. Two or three should suffice.
  • encompass a section for references in each job software. Ask candidates to encompass their references’ full names, cellphone numbers, e mail addresses and relationship to the candidate.
  • Get permission to contact the reference. include a clause on your job software that the applicant signals to offer you permission to contact their references. make sure you also electronic mail a reference to get their permission to ask them questions in regards to the candidate.
  • decide even if you’ll habits your reference checks through mobilephone or email. whereas sending questions by electronic mail will save your company time — specifically when you have a common list of questions you send to all references — verbal checks by means of mobile or video chat, or even in-adult meetings, can offer you a clearer figuring out of a candidate.
  • boost an inventory of reference assess questions. accept as true with the record above to check talents questions.
  • be careful for purple flags. not each candidate is entirely truthful on their resume, so do your analysis earlier than contacting a reference.
  • establish a standard note-taking system. Don’t predict to bear in mind every single issue you mentioned during a reference assess. Work with your hiring group to increase a notice-taking layout and process the complete group can be aware and use.

    • If an organization discovers that a job candidate misrepresented their skills or lied on their resume, they could rescind the job offer.

    Reference assessments assist employers make first rate hiring choices

    Reference checks offer you a chance to fill gaps that arise when you’re attending to comprehend a candidate right through the interview technique. speaking to an applicant’s own references can tell you if they’re the appropriate fit and aid you keep away from a expensive unhealthy employ. by using enabling you to find the candidate’s administration style or deciding upon how they’ll respond below power, reference checks can let you know a great deal more than an interview by myself. 

    once you’ve performed reference exams on all your job candidates, make sure you have all of the counsel you need to decide which one is gold standard for the job and reach out with a proper job offer letter. If the candidate accepts, congratulate them and your self — and start your onboarding system.

    Natalie Hamingson contributed to this text.


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