Question 1

An employee with a protean career relies largely on his manager to guide him in his career.

Accepted Answer

A) True 
 B)False  False

Question 2

An in-basket is a simulation of the administrative tasks of the manager's job.

Accepted Answer

A) True 
 B)False  True

Question 3

List five characteristics of a successful formal mentoring program.

Accepted Answer

The student may list any five of the following characteristics.1. Mentor and protégé participation is voluntary. Relationship can be ended at any time without fear of punishment.2. The mentor-protégé matching process does not limit the ability of informal relationships to develop.3. Mentors are chosen on the basis of their past record in developing employees, willingness to be mentors, and evidence of positive coaching, communication, and listening skills.4. Mentor-protégé matching is based on how the mentor's skills can help meet the protégé's needs.5. The purpose of the program is clearly understood. Projects and activities that the mentor and protégé are expected to complete are specified.6. The length of the program is specified. Mentor and protégé are encouraged to pursue the relationship beyond the formal period.7. A minimum level of contact between the mentor and protégé is specified. Mentors and protégés need to determine when they will meet, how often, and how they will communicate outside the meetings.8. Protégés are encouraged to contact one another to discuss problems and share successes.9. The mentor program is evaluated. Interviews with mentors and protégés give immediate feedback regarding specific areas of dissatisfaction. Surveys gather more detailed information regarding benefits received from participating in the program.10. Employee development is rewarded, which signals to managers that mentoring and other development activities are worth their time and effort.

Question 4

In _____, employees' behaviors or skills are evaluated not only by subordinates but by their peers, customers, bosses, and by themselves.

Accepted Answer

A) paired comparisons systems 
B) intrinsic feedback systems 
C) 360-degree feedback systems 
D) upward feedback systems 
E) mentor feedback systems 
A) paired comparisons systems 
B) intrinsic feedback systems 
C) 360-degree feedback systems 
D) upward feedback systems 
E) mentor feedback systems

Question 5

In the career management process, the company's responsibility during goal settings is to identify resources an employee needs to reach the goals.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is true of job rotations?

Accepted Answer

A) A long-term perspective may be created of problems and solutions. 
B) Productivity losses may be experienced by the department that is gaining an employee. 
C) Frequent rotation may result in employee satisfaction and motivation. 
D) Employees develop functional specialties when they are rotated frequently. 
E) Employees who are rotated frequently receive more challenging assignments. 
A) A long-term perspective may be created of problems and solutions. 
B) Productivity losses may be experienced by the department that is gaining an employee. 
C) Frequent rotation may result in employee satisfaction and motivation. 
D) Employees develop functional specialties when they are rotated frequently. 
E) Employees who are rotated frequently receive more challenging assignments.

Question 7

The process through which an organization gets information on how well an employee is doing his or her job is known as _____.

Accepted Answer

A) job analysis 
B) performance appraisal 
C) job evaluation 
D) job performance 
E) talent management 
A) job analysis 
B) performance appraisal 
C) job evaluation 
D) job performance 
E) talent management

Question 8

Which of the following occurs during reality check in the career management process?

Accepted Answer

A) Employees identify the steps and a timetable required to reach their goals. 
B) Companies ensure that employees' goals are attainable and relevant. 
C) Companies communicate where employees fit in long-range plans of the company. 
D) Companies provide employees information on their strengths and weaknesses. 
E) Employees identify opportunities and needs to improve. 
A) Employees identify the steps and a timetable required to reach their goals. 
B) Companies ensure that employees' goals are attainable and relevant. 
C) Companies communicate where employees fit in long-range plans of the company. 
D) Companies provide employees information on their strengths and weaknesses. 
E) Employees identify opportunities and needs to improve.

Question 9

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for information gathering will score the individuals based on _____.

Accepted Answer

A) judging versus perception 
B) thinking versus feeling 
C) introversion versus extroversion 
D) sensing versus intuition 
E) internal versus external locus of control 
A) judging versus perception 
B) thinking versus feeling 
C) introversion versus extroversion 
D) sensing versus intuition 
E) internal versus external locus of control

Question 10

IsaK Corp. is an event management company. In order to allot tasks that are more compatible with the personality of individual employees, it conducts a test that rates them on the scales of introversion or extroversion; sensing or intuition; judging or perceiving; thinking or feeling. Which of the following tests is IsaK using to assess employees?

Accepted Answer

A) The Strong-Campbell Interest Inventory 
B) The Rorschach inkblot test 
C) The Big Five Personality Test 
D) The Myers-Briggs Type Inventory 
E) The Eysenck Personality Questionnaire 
A) The Strong-Campbell Interest Inventory 
B) The Rorschach inkblot test 
C) The Big Five Personality Test 
D) The Myers-Briggs Type Inventory 
E) The Eysenck Personality Questionnaire

Question 11

Training focuses on improving employees' performance in their current jobs, while development prepares them for other positions in the company.

Accepted Answer

A) True 
 B)False

Question 12

The _____ is based on a theory that emphasizes that we have a fundamental personality type that shapes and influences how we understand the world, process information, and socialize.

Accepted Answer

A) Strong-Campbell Interest Inventory 
B) Myers-Briggs Type Inventory 
C) Big Five Personality Test 
D) Rorschach inkblot test 
E) Eysenck Personality Questionnaire 
A) Strong-Campbell Interest Inventory 
B) Myers-Briggs Type Inventory 
C) Big Five Personality Test 
D) Rorschach inkblot test 
E) Eysenck Personality Questionnaire

Question 13

Compare and contrast training and development.

Accepted Answer

Development refers to formal education,

Question 14

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for energy will score the individuals based on _____.

Accepted Answer

A) judging versus perception 
B) thinking versus feeling 
C) introversion versus extroversion 
D) sensing versus intuition 
E) internal versus external locus of control 
A) judging versus perception 
B) thinking versus feeling 
C) introversion versus extroversion 
D) sensing versus intuition 
E) internal versus external locus of control

Question 15

A mentor provides psychosocial support when he or she:

Accepted Answer

A) creates an outlet for the protégé to talk about anxieties. 
B) protects and sponsors the protégé. 
C) provides higher rates of promotion to the protégé. 
D) provides coaching and exposure to the protégé. 
E) creates challenges to help the protégé learn new things. 
A) creates an outlet for the protégé to talk about anxieties. 
B) protects and sponsors the protégé. 
C) provides higher rates of promotion to the protégé. 
D) provides coaching and exposure to the protégé. 
E) creates challenges to help the protégé learn new things.

Question 16

List the four steps in the career management process. Describe the employees' and companies' responsibilities involved in each step.

Accepted Answer

The four steps in the career management

Question 17

_____ involve lectures by business experts, adventure learning, and meetings with customers.

Accepted Answer

A) Personality tests 
B) Action plans 
C) Focus interviews 
D) Formal education programs 
E) Reality checks 
A) Personality tests 
B) Action plans 
C) Focus interviews 
D) Formal education programs 
E) Reality checks

Question 18

Transfers typically involve an increase in job responsibilities and compensation.

Accepted Answer

A) True 
 B)False

Question 19

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for lifestyle will score the individuals based on _____.

Accepted Answer

A) judging versus perception 
B) thinking versus feeling 
C) introversion versus extroversion 
D) sensing versus intuition 
E) internal versus external locus of control 
A) judging versus perception 
B) thinking versus feeling 
C) introversion versus extroversion 
D) sensing versus intuition 
E) internal versus external locus of control

Question 20

List five functions that a company can provide to ensure that employees accept transfers, promotions, and downward moves as development opportunities.

Accepted Answer

The student may list any five of the fol

An employee with a protean career relies largely on his manager to guide him in his career.

An in-basket is a simulation of the administrative tasks of the manager's job.

List five characteristics of a successful formal mentoring program.

In _____, employees' behaviors or skills are evaluated not only by subordinates but by their peers, customers, bosses, and by themselves.

In the career management process, the company's responsibility during goal settings is to identify resources an employee needs to reach the goals.

Which of the following is true of job rotations?

The process through which an organization gets information on how well an employee is doing his or her job is known as _____.

Which of the following occurs during reality check in the career management process?

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for information gathering will score the individuals based on _____.

Training focuses on improving employees' performance in their current jobs, while development prepares them for other positions in the company.

The _____ is based on a theory that emphasizes that we have a fundamental personality type that shapes and influences how we understand the world, process information, and socialize.

Compare and contrast training and development.

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for energy will score the individuals based on _____.

A mentor provides psychosocial support when he or she:

List the four steps in the career management process. Describe the employees' and companies' responsibilities involved in each step.

_____ involve lectures by business experts, adventure learning, and meetings with customers.

Transfers typically involve an increase in job responsibilities and compensation.

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for lifestyle will score the individuals based on _____.

List five functions that a company can provide to ensure that employees accept transfers, promotions, and downward moves as development opportunities.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

Filters

Exam 9: Employee Development

An employee with a protean career relies largely on his manager to guide him in his career.

An in-basket is a simulation of the administrative tasks of the manager's job.

List five characteristics of a successful formal mentoring program.

In _____, employees' behaviors or skills are evaluated not only by subordinates but by their peers, customers, bosses, and by themselves.

In the career management process, the company's responsibility during goal settings is to identify resources an employee needs to reach the goals.

Which of the following is true of job rotations?

The process through which an organization gets information on how well an employee is doing his or her job is known as _____.

Which of the following occurs during reality check in the career management process?

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for information gathering will score the individuals based on _____.

Training focuses on improving employees' performance in their current jobs, while development prepares them for other positions in the company.

The _____ is based on a theory that emphasizes that we have a fundamental personality type that shapes and influences how we understand the world, process information, and socialize.

Compare and contrast training and development.

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for energy will score the individuals based on _____.

A mentor provides psychosocial support when he or she:

List the four steps in the career management process. Describe the employees' and companies' responsibilities involved in each step.

_____ involve lectures by business experts, adventure learning, and meetings with customers.

Transfers typically involve an increase in job responsibilities and compensation.

The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for lifestyle will score the individuals based on _____.

List five functions that a company can provide to ensure that employees accept transfers, promotions, and downward moves as development opportunities.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

Filters