MCQOPTIONS
Saved Bookmarks
MCQOPTIONS
This section includes 245 Mcqs, each offering curated multiple-choice questions to sharpen your Bioinformatics knowledge and support exam preparation. Choose a topic below to get started.
| 201. |
When the person's performance is satisfactory but not promotable, such type of an interview is |
| A. | satisfactory-promotable interview |
| B. | satisfactory-not promotable interview |
| C. | unsatisfactory-correctable interview |
| D. | unsatisfactory-uncorrectable interview |
| Answer» C. unsatisfactory-correctable interview | |
| 202. |
The plans that are designed to motivate employees' short term performance are called |
| A. | annual bonus |
| B. | annual award |
| C. | annual sales promotion |
| D. | annual transfer |
| Answer» B. annual award | |
| 203. |
The standard of 'output' for a job is called |
| A. | fair day's work |
| B. | unfair day's work |
| C. | incentive rate |
| D. | systematic soldiering |
| Answer» B. unfair day's work | |
| 204. |
The managers can support 'instrumentality' by creating |
| A. | easy incentive plans |
| B. | uneasy incentive plans |
| C. | intrinsic incentive plans |
| D. | extrinsic incentive plans |
| Answer» B. uneasy incentive plans | |
| 205. |
Frederick Herzberg, Abraham and Maslow, gave the theories of |
| A. | motivation |
| B. | HR system |
| C. | appraisal system |
| D. | performance based appraisal |
| Answer» B. HR system | |
| 206. |
When the person's performance in an interview is neither satisfactory nor correctable, |
| A. | satisfactory-promotable interview |
| B. | satisfactory-not promotable interview |
| C. | unsatisfactory-correctable interview |
| D. | unsatisfactory-uncorrectable interview |
| Answer» E. | |
| 207. |
According to Fredrick Herzberg, a person's high-level needs are classified as |
| A. | unhygienic |
| B. | unmotivated |
| C. | motivators |
| D. | hygiene's |
| Answer» D. hygiene's | |
| 208. |
The steps involves in employer's movement for performance management is |
| A. | total quality |
| B. | appraisal issues |
| C. | strategic planning |
| D. | all of above |
| Answer» E. | |
| 209. |
The general state of emotional, mental and physical well-being is classified as |
| A. | adverse situation |
| B. | security |
| C. | safety |
| D. | health |
| Answer» E. | |
| 210. |
The feature attached to pension plans for employees through which the employees can move their pension benefit from one employer to another employer is called |
| A. | portability |
| B. | Keogh plan |
| C. | vesting |
| D. | nesting |
| Answer» B. Keogh plan | |
| 211. |
The kind of interviews taken place in organizations to ask about possible reasons leads to job turnover are classified as |
| A. | employee firing interviews |
| B. | transfer interviews |
| C. | termination interviews |
| D. | exit interviews |
| Answer» E. | |
| 212. |
The kind of benefit plan in which the annual payment of pension is made to employee's pension account is classified as |
| A. | defined contribution plan |
| B. | noncontributory plan |
| C. | contributory plan |
| D. | defined benefit plan |
| Answer» B. noncontributory plan | |
| 213. |
The ranking of all the employees measuring a specific trait by making pairs of employees is called |
| A. | graphic rating scale method |
| B. | management by objectives |
| C. | alternation ranking method |
| D. | paired comparison method |
| Answer» E. | |
| 214. |
The performance appraisals are basically used by organizations to |
| A. | defining needed capabilities |
| B. | administered wages and salaries |
| C. | recruiting employees |
| D. | fulfilling staffing needs |
| Answer» C. recruiting employees | |
| 215. |
The type of benefits which are given to those employees who got injured on the job are classified as |
| A. | unemployment compensation |
| B. | severance pay |
| C. | worker's compensation |
| D. | employment compensation |
| Answer» D. employment compensation | |
| 216. |
The types of performance information include |
| A. | results based information |
| B. | trait based information |
| C. | behavior based information |
| D. | all of above |
| Answer» E. | |
| 217. |
If the relationship between employee and manager during performance appraisal, this type of appraisal is classified as |
| A. | systematic appraisal |
| B. | administrative appraisal |
| C. | subjective appraisal |
| D. | administrative appraisal |
| Answer» B. administrative appraisal | |
| 218. |
The actions that employees do not do or must do, in a job is classified as |
| A. | profitability |
| B. | productivity |
| C. | performance |
| D. | development |
| Answer» D. development | |
| 219. |
The primary benefits of most organization include |
| A. | unemployment compensation |
| B. | severance pay |
| C. | worker's compensation |
| D. | all of above |
| Answer» E. | |
| 220. |
When the rating of employee trait biases its performance on other traits, it is called |
| A. | halo effect |
| B. | Deja vu effect |
| C. | narrow effect |
| D. | none of above |
| Answer» B. Deja vu effect | |
| 221. |
The process that enables manager to make comparison between employee's and his department goals is |
| A. | direction sharing |
| B. | goal alignment |
| C. | rewards and recognition |
| D. | coaching and development support |
| Answer» C. rewards and recognition | |
| 222. |
The benchmarks of job performances are considered as |
| A. | subjective standards |
| B. | criterion standards |
| C. | performance standards |
| D. | profitability standards |
| Answer» D. profitability standards | |
| 223. |
The uses of performance appraisals such as coaching and career planning, identifying strengths and areas for growth are classified as uses of |
| A. | systematic uses |
| B. | subjective uses |
| C. | development uses |
| D. | administrative uses |
| Answer» D. administrative uses | |
| 224. |
The second step in the process of management by objectives is to |
| A. | guided setting of objective |
| B. | ongoing performance discussion |
| C. | review job and agreement |
| D. | develop performance standards |
| Answer» E. | |
| 225. |
The performance appraisal error in which the poor performers also gets average rating like well performers is classified as |
| A. | recency effect |
| B. | primacy effect |
| C. | central tendency error |
| D. | rater bias |
| Answer» D. rater bias | |
| 226. |
A managerial approach, focusing on improving work methods, situation analysis and observation, known as |
| A. | linking performance and pay |
| B. | scientific management movement |
| C. | performance based system |
| D. | low-performance work system |
| Answer» C. performance based system | |
| 227. |
The pay is rewarded according to strict proportionality between rewards and production results, known as |
| A. | straight piecework |
| B. | proportional piecework |
| C. | dis-proportional piecework |
| D. | variable piecework |
| Answer» B. proportional piecework | |
| 228. |
The reward of performance must have some value for the employee, an example of |
| A. | expectancy |
| B. | instrumentality |
| C. | valence |
| D. | de-expectancy |
| Answer» D. de-expectancy | |
| 229. |
An informal employee-manager refers to |
| A. | social recognition program |
| B. | performance feedback |
| C. | non-financial awards |
| D. | financial awards |
| Answer» B. performance feedback | |
| 230. |
According to Herzberg, the job working conditions are considered as |
| A. | hygiene's |
| B. | DE motivators |
| C. | intrinsic hygiene's |
| D. | extrinsic hygiene's |
| Answer» B. DE motivators | |
| 231. |
The factor which influence 'bonuses' are |
| A. | eligibility |
| B. | fund size |
| C. | individual performance |
| D. | all of above |
| Answer» E. | |
| 232. |
Adding 'incentives' to the job is included in |
| A. | intrinsic motivation |
| B. | extrinsic motivation |
| C. | outsourced motivation |
| D. | in-house motivation |
| Answer» C. outsourced motivation | |
| 233. |
All incentive plans focused on |
| A. | performance |
| B. | skills |
| C. | tenure |
| D. | particular knowledge |
| Answer» B. skills | |
| 234. |
A plan, offering a 75% base salary along with 25% incentives is classified as |
| A. | combination plan |
| B. | non commission plan |
| C. | competitive plan |
| D. | noncompetitive plan |
| Answer» B. non commission plan | |
| 235. |
The 'piecework' pay plan is often called |
| A. | individual pay plan |
| B. | group pay plan |
| C. | extrinsic rewards |
| D. | intrinsic rewards |
| Answer» B. group pay plan | |
| 236. |
IN_COMPARATIVE_APPROACH_TO_RNA_STRUCTURE_PREDICTION,_DYNALIGN_IS_A__________PROGRAM?$ |
| A. | Windows based |
| B. | Fedora |
| C. | UNIX |
| D. | iOS based |
| Answer» D. iOS based | |
| 237. |
In comparative approach to RNA structure prediction, in Dynalign program–by comparing _________ from each sequence, a ______ structure common to both sequences is selected that serves as the basis for sequence alignment.$# |
| A. | multiple alternative structures, lowest energy |
| B. | single structure, lowest energy |
| C. | single structure, highest energy |
| D. | multiple alternative structures, highest energy |
| Answer» B. single structure, lowest energy | |
| 238. |
In comparative approach to RNA structure prediction, the Foldalign program doesn’t use the covariation information?# |
| A. | True |
| B. | False |
| Answer» C. | |
| 239. |
In comparative approach to RNA structure prediction, Foldalign is a web-based only program for RNA alignment |
| A. | True |
| B. | False |
| Answer» C. | |
| 240. |
In comparative approach to RNA structure prediction, algorithms that do not use pre-alignment, align multiple input sequences and infers a consensus structure. |
| A. | True |
| B. | False |
| Answer» B. False | |
| 241. |
Based on recent benchmark comparisons, the comparative-type algorithms can reach an accuracy range of 20% to 80%. |
| A. | True |
| B. | False |
| Answer» B. False | |
| 242. |
The pre-alignment independent programs fare _____ for predicting long sequences. |
| A. | slight better |
| B. | much better |
| C. | a bit worse |
| D. | much worse |
| Answer» E. | |
| 243. |
For ____ RNA sequences, such as tRNA, some programs may be able to produce ___% accuracy. |
| A. | small, 70 |
| B. | small, 40 |
| C. | large, 90 |
| D. | large, 75 |
| Answer» B. small, 40 | |
| 244. |
If prediction accuracy can be represented using a ______ the ______ programs score roughly 20% to 60% depending on the length of the sequences. |
| A. | multiple parameter, ab initio–based |
| B. | single parameter, ab initio–based |
| C. | multiple parameter, comparative–based |
| D. | single parameter, comparative–based |
| Answer» C. multiple parameter, comparative‚Äö√Ñ√∂‚àö√ë‚àö¬®based | |
| 245. |
Rigorously evaluating the performance of RNA prediction programs has traditionally been hindered by the dearth of three-dimensional structural information for RNA. |
| A. | True |
| B. | False |
| Answer» B. False | |