FIA Past Papers MCQs

FIA Superintedent Model Paper 2026 — 500 MCQs (Page 42 of 50)

Practice FIA Past Papers MCQs with solved questions from real past exams. These MCQs cover FIA Superintedent Model Paper 2026 past papers and are ideal for candidates preparing for competitive exams.

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A performance appraisal technique that anchors rating scale points to specific critical behaviours is:

MBO
Paired comparison
Forced distribution
BARS (Behaviourally Anchored Rating Scale)

In the paired comparison method, if there are 10 employees, the number of comparisons required is:

100
20
45
90

The appraisal method that forces raters to place a fixed percentage of employees in each performance category (bell curve) is:

Checklist
Forced distribution
Critical incident
Graphic rating scale

The critical incident method of appraisal was developed by:

Chris Argyris
Kurt Lewin
John C. Flanagan
Peter Drucker

360-degree appraisal collects feedback from:

External consultants only
The immediate boss only
HR department only
Superiors, peers, subordinates, self and sometimes customers

A rater who assigns average ratings to almost all employees to avoid extremes commits:

Central tendency error
Recency error
Leniency error
Halo error

The 'recency effect' in appraisal means:

Comparing with the previous employee
Giving undue weight to the employee's most recent performance
Rating new employees lower
Rating based on first impression

In Maslow's hierarchy, the need just above 'safety needs' is:

Physiological needs
Self-actualization
Esteem needs
Social (belongingness) needs

According to Herzberg, 'salary' is a:

Hygiene (maintenance) factor
Self-actualization need
Motivator
Growth need

Herzberg's theory holds that the opposite of 'satisfaction' is:

Dissatisfaction
Hygiene
No satisfaction
Frustration

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