51. The goal(s) of stress management training is/are to
52. Which among the following is an individual strategy for dealing with stress?
53. The following method is used to give to trainees the important informationin permanent form for immediate of future use.
54. Arrange the following steps of performance appraisal process in the correct order.
1. Measuring the actual performance.
2. Establishing performance standards.
3. Comparing the actual performance with the desired performance.
4. Communicating the standards.
1. Measuring the actual performance.
2. Establishing performance standards.
3. Comparing the actual performance with the desired performance.
4. Communicating the standards.
55. Match the following.
List-I
List-II
a. Holway
1. Psychophysical experiment
b. Gilchrist
2. Figure and round
c. Edgar Rubin
3. The complanar ratio hypothesis
d. Weirtheimer
4. Gestalt psychologist
| List-I | List-II |
| a. Holway | 1. Psychophysical experiment |
| b. Gilchrist | 2. Figure and round |
| c. Edgar Rubin | 3. The complanar ratio hypothesis |
| d. Weirtheimer | 4. Gestalt psychologist |
56. The tendency to complete a figure is called
57. Arrange the following steps of training and development process in the right sequence.
1. Need analysis
2. Validation
3. Evaluation
4. Implement the programme
5. Instructional design
1. Need analysis
2. Validation
3. Evaluation
4. Implement the programme
5. Instructional design
58. Which of the following is a dimension along which organisational climate can be evaluated?
59. An advantage of 'alternation ranking method' is that it
60. Performance management is a system that
1. ensures that employee's performance is supporting company's aims.
2. starts with fixing performance standards and ends with comparing results with those standards.
3. includes daily or weekly interactions to ensure continuous improvement in employee's performance.
4. ensures that employee has requisite training to perform the job.
1. ensures that employee's performance is supporting company's aims.
2. starts with fixing performance standards and ends with comparing results with those standards.
3. includes daily or weekly interactions to ensure continuous improvement in employee's performance.
4. ensures that employee has requisite training to perform the job.
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