Question 1

When employees are not made aware of jobs that are available, criteria for promotion, and how the decisions are made, the link between performance and promotion is

Accepted Answer

A) diminished. 
B) severed. 
C) strengthened. 
D) weakened. 
E) none of the above. 
A) diminished. 
B) severed. 
C) strengthened. 
D) weakened. 
E) none of the above. B

Question 2

You are a consultant that has been hired by a large retailer to lead a workshop for management trainees on the topic of career planning and development.Which of the following do you advise the trainees are the required skills for an employee accepting responsibility for his or her career?

Accepted Answer

A) goal orientation and networking 
B) self motivation, independent learning, effective time and money management, and self-promotion 
C) career planning and self-assessment 
D) entrepreneurialism, networking, and money management 
E) self-motivation and effective time management 
A) goal orientation and networking 
B) self motivation, independent learning, effective time and money management, and self-promotion 
C) career planning and self-assessment 
D) entrepreneurialism, networking, and money management 
E) self-motivation and effective time management B

Question 3

The manager performs all of the following career development functions except

Accepted Answer

A) listening to and clarifying the individual's career plans. 
B) shielding the employee from organizational resources and career options. 
C) offering organizational support. 
D) giving feedback. 
E) generating career options. 
A) listening to and clarifying the individual's career plans. 
B) shielding the employee from organizational resources and career options. 
C) offering organizational support. 
D) giving feedback. 
E) generating career options. B

Question 4

A person with a strong social orientation might be attracted to careers that entail interpersonal, rather than intellectual or physical, activities and to occupations such as

Accepted Answer

A) social work. 
B) accountant. 
C) professor. 
D) research chemist. 
E) contemporary artist. 
A) social work. 
B) accountant. 
C) professor. 
D) research chemist. 
E) contemporary artist.

Question 5

Management replacement charts summarize potential candidates as well as development needs.

Accepted Answer

A) True 
 B)False

Question 6

The aim of role-playing is to create a realistic situation and then have the trainees assume the parts of specific persons in that position.

Accepted Answer

A) True 
 B)False

Question 7

The most important promotion-related decisions are

Accepted Answer

A) whether or not the promotion will involve a transfer. 
B) whether to take future potential into account. 
C) whether the promotion process will be formal or informal. 
D) whether promotion will be based on seniority or competence or some combination of the two. 
E) how competence will be defined and measured. 
A) whether or not the promotion will involve a transfer. 
B) whether to take future potential into account. 
C) whether the promotion process will be formal or informal. 
D) whether promotion will be based on seniority or competence or some combination of the two. 
E) how competence will be defined and measured.

Question 8

Developmental activities provide

Accepted Answer

A) educational and training resources required to help managers identify job rotations. 
B) on the job training. 
C) educational and training resources required to help employees identify job-sharing opportunities. 
D) educational and training resources required to help employees identify their career potential. 
E) educational and training resources required to help employees identify career-related progress. 
A) educational and training resources required to help managers identify job rotations. 
B) on the job training. 
C) educational and training resources required to help employees identify job-sharing opportunities. 
D) educational and training resources required to help employees identify their career potential. 
E) educational and training resources required to help employees identify career-related progress.

Question 9

An organization focused on creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect new knowledge and insights, is a(n)

Accepted Answer

A) post-secondary institution. 
B) in-house development centre. 
C) training and development organization. 
D) learning organization. 
E) mentoring organization. 
A) post-secondary institution. 
B) in-house development centre. 
C) training and development organization. 
D) learning organization. 
E) mentoring organization.

Question 10

People who are attracted into the forestry industry are likely to have what kind of personality orientation?

Accepted Answer

A) agricultural 
B) realistic 
C) enterprising 
D) artistic 
E) conventional 
A) agricultural 
B) realistic 
C) enterprising 
D) artistic 
E) conventional

Question 11

Behaviour modeling involves two steps: showing trainees the easiest way of doing something and letting them practice and develop speed.

Accepted Answer

A) True 
 B)False

Question 12

The following are all personality types that John Holland found through his research except

Accepted Answer

A) realistic orientation. 
B) social orientation. 
C) vocational orientation. 
D) investigative orientation. 
E) enterprising orientation. 
A) realistic orientation. 
B) social orientation. 
C) vocational orientation. 
D) investigative orientation. 
E) enterprising orientation.

Question 13

A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect

Accepted Answer

A) contemporary attitudes and norms. 
B) conservative views and news. 
C) new knowledge and insights. 
D) traditional standards and values. 
E) the skills of its employees. 
A) contemporary attitudes and norms. 
B) conservative views and news. 
C) new knowledge and insights. 
D) traditional standards and values. 
E) the skills of its employees.

Question 14

To overcome the record number of rejections of relocation offers, companies are

Accepted Answer

A) increasing salaries. 
B) paying moving expenses. 
C) increasing financial incentives. 
D) offering additional perquisites. 
E) offering spousal support through career transition programs. 
A) increasing salaries. 
B) paying moving expenses. 
C) increasing financial incentives. 
D) offering additional perquisites. 
E) offering spousal support through career transition programs.

Question 15

Bjorn is a high performing programmer in a software development firm.He was offered the role of manager of his work team.He declined the offer even though his salary would have increased by 15% had he accepted this position.His career anchor is likely technical/functional.

Accepted Answer

A) True 
 B)False

Question 16

Young is the new director of human resources at a consulting engineering company.She wishes to implement career management initiatives and has been asked by the CEO why this would be of benefit to the business.How should she respond?

Accepted Answer

A) Career management initiatives promote compliance with employment equity laws. 
B) Career management initiatives assist directly in human resource planning. 
C) Career management initiatives reduce turnover. 
D) Career management initiatives reduce turnover and increases employee commitment. 
E) Career management initiatives increase employee commitment. 
A) Career management initiatives promote compliance with employment equity laws. 
B) Career management initiatives assist directly in human resource planning. 
C) Career management initiatives reduce turnover. 
D) Career management initiatives reduce turnover and increases employee commitment. 
E) Career management initiatives increase employee commitment.

Question 17

Succession planning is the process through which lower-level openings are planned and filled.

Accepted Answer

A) True 
 B)False

Question 18

Avica Inc., a Toronto-based management consulting company, would like to encourage certain key consultants to continue employment past age 60.Which of the following steps would not be a good step for the company to take to keep older consultants fully engaged and willing to continue employment with the firm?

Accepted Answer

A) providing career counseling 
B) encouraging training and development programs for this group 
C) giving this group of employees more flexibility over their work schedules 
D) canceling training and development programs for this group and requiring this group of employees to work long work weeks 
E) offering creative work arrangements 
A) providing career counseling 
B) encouraging training and development programs for this group 
C) giving this group of employees more flexibility over their work schedules 
D) canceling training and development programs for this group and requiring this group of employees to work long work weeks 
E) offering creative work arrangements

Question 19

Renu made a choice to leave a mid-sized law firm and start her own law practice where she is the named principal in the firm.It will take her at least a year to pay back the loan she has taken out in anticipation that her practice will be successful.She will work very long work hours until she establishes a good client base and gains sufficient funds to hire support staff.Renu values the fact that she now chooses which clients to accept work from and which area of law to practice in.Renu most likely has which of the following career anchors?

Accepted Answer

A) technical/functional 
B) service/ dedication and security 
C) service/dedication and autonomy 
D) creativity and autonomy and independence 
E) lifestyle 
A) technical/functional 
B) service/ dedication and security 
C) service/dedication and autonomy 
D) creativity and autonomy and independence 
E) lifestyle

Question 20

Avica Inc., a Toronto based furniture manufacturer is considering encouraging certain key employees to continue employment past age 60.You are a consultant hired by Avica to advise on whether the company should take this step and to discuss the latest research in to the impacts on Canadian firms of continuing the employment of key employees past age 60.What do you advise?

Accepted Answer

A) These employees often have a higher rate of absenteeism. 
B) These employees often have a stronger work ethic. 
C) These employees are usually risk averse and backward looking. 
D) These employees often have a stronger work ethic but a higher rate of absenteeism. 
E) Many of these employees have diminished mental capacity. 
A) These employees often have a higher rate of absenteeism. 
B) These employees often have a stronger work ethic. 
C) These employees are usually risk averse and backward looking. 
D) These employees often have a stronger work ethic but a higher rate of absenteeism. 
E) Many of these employees have diminished mental capacity.

When employees are not made aware of jobs that are available, criteria for promotion, and how the decisions are made, the link between performance and promotion is

You are a consultant that has been hired by a large retailer to lead a workshop for management trainees on the topic of career planning and development.Which of the following do you advise the trainees are the required skills for an employee accepting responsibility for his or her career?

The manager performs all of the following career development functions except

A person with a strong social orientation might be attracted to careers that entail interpersonal, rather than intellectual or physical, activities and to occupations such as

Management replacement charts summarize potential candidates as well as development needs.

The aim of role-playing is to create a realistic situation and then have the trainees assume the parts of specific persons in that position.

The most important promotion-related decisions are

Developmental activities provide

An organization focused on creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect new knowledge and insights, is a(n)

People who are attracted into the forestry industry are likely to have what kind of personality orientation?

Behaviour modeling involves two steps: showing trainees the easiest way of doing something and letting them practice and develop speed.

The following are all personality types that John Holland found through his research except

A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect

To overcome the record number of rejections of relocation offers, companies are

Bjorn is a high performing programmer in a software development firm.He was offered the role of manager of his work team.He declined the offer even though his salary would have increased by 15% had he accepted this position.His career anchor is likely technical/functional.

Young is the new director of human resources at a consulting engineering company.She wishes to implement career management initiatives and has been asked by the CEO why this would be of benefit to the business.How should she respond?

Succession planning is the process through which lower-level openings are planned and filled.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 9: Career Development

When employees are not made aware of jobs that are available, criteria for promotion, and how the decisions are made, the link between performance and promotion is

You are a consultant that has been hired by a large retailer to lead a workshop for management trainees on the topic of career planning and development.Which of the following do you advise the trainees are the required skills for an employee accepting responsibility for his or her career?

The manager performs all of the following career development functions except

A person with a strong social orientation might be attracted to careers that entail interpersonal, rather than intellectual or physical, activities and to occupations such as

Management replacement charts summarize potential candidates as well as development needs.

The aim of role-playing is to create a realistic situation and then have the trainees assume the parts of specific persons in that position.

The most important promotion-related decisions are

Developmental activities provide

An organization focused on creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect new knowledge and insights, is a(n)

People who are attracted into the forestry industry are likely to have what kind of personality orientation?

Behaviour modeling involves two steps: showing trainees the easiest way of doing something and letting them practice and develop speed.

The following are all personality types that John Holland found through his research except

A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect

To overcome the record number of rejections of relocation offers, companies are

Bjorn is a high performing programmer in a software development firm.He was offered the role of manager of his work team.He declined the offer even though his salary would have increased by 15% had he accepted this position.His career anchor is likely technical/functional.

Young is the new director of human resources at a consulting engineering company.She wishes to implement career management initiatives and has been asked by the CEO why this would be of benefit to the business.How should she respond?

Succession planning is the process through which lower-level openings are planned and filled.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters