Question 1

The energy dichotomy of the Myers-Briggs Type Indicator indicates _____.

Accepted Answer

A)  the preparations individuals make before making decisions 
B)  the amount of consideration individuals give to their own and others' values and feelings 
C)  individuals' degree of introversion or extroversion 
D)  the hard facts of a situation 
E)  individuals' tendency to be either flexible or structured 
A)  the preparations individuals make before making decisions 
B)  the amount of consideration individuals give to their own and others' values and feelings 
C)  individuals' degree of introversion or extroversion 
D)  the hard facts of a situation 
E)  individuals' tendency to be either flexible or structured C

Question 2

A sales firm regularly enrolls some of its employees in a six-month marketing course with a leading university.At the end of the course,the employees are able to perform better in the organization.Which of the following methods of employee development has the firm used?

Accepted Answer

A)  Externship 
B)  Formal education 
C)  Assessment 
D)  Interpersonal relationships 
E)  Personality test 
A)  Externship 
B)  Formal education 
C)  Assessment 
D)  Interpersonal relationships 
E)  Personality test B

Question 3

According to the Myers-Briggs Type Indicator,individuals with a Perceiving (P)preference:

Accepted Answer

A)  are decisive and focused on goals. 
B)  are comfortable with changing a decision. 
C)  like deadlines. 
D)  focus more on possibilities and relationships among facts. 
E)  do not like surprises. 
A)  are decisive and focused on goals. 
B)  are comfortable with changing a decision. 
C)  like deadlines. 
D)  focus more on possibilities and relationships among facts. 
E)  do not like surprises. B

Question 4

Schram Enterprises,a software company,conducts Inscape's DiSC inventory assessment to evaluate its employees.The assessment reveals that there are very few employees who are diligent at work,calm and composed,even while working with tight deadlines.Which of the following DiSC categories applies to the employees described in the scenario?

Accepted Answer

A)  Influence 
B)  Conscientiousness 
C)  Steadiness 
D)  Dominance 
E)  Intelligence 
A)  Influence 
B)  Conscientiousness 
C)  Steadiness 
D)  Dominance 
E)  Intelligence

Question 5

Valarie Robbins,a project manager at Schmitt and Co.,believes that she should create an opportunity for all employees to gain knowledge about the different areas in the organization.She believes that it will make her employees familiar with all departments of the company.Her manager advises her that this strategy could cost the company time and money.Which of the following statements supports Valarie's belief?

Accepted Answer

A)  The economy is currently under recession, and the company is losing profits. 
B)  This strategy takes up a lot of time, something that the company cannot afford. 
C)  This strategy will create job dissatisfaction in employees who prefer to stick to one job. 
D)  Too much knowledge will create confusion when employees keep switching roles. 
E)  This strategy will allow employees to develop new skills and will keep them empowered. 
A)  The economy is currently under recession, and the company is losing profits. 
B)  This strategy takes up a lot of time, something that the company cannot afford. 
C)  This strategy will create job dissatisfaction in employees who prefer to stick to one job. 
D)  Too much knowledge will create confusion when employees keep switching roles. 
E)  This strategy will allow employees to develop new skills and will keep them empowered.

Question 6

Research suggests that assessment center ratings are valid for predicting performance,salary level,and career advancement.

Accepted Answer

A) True 
 B)False

Question 7

Succession planning focuses on high-potential employees.

Accepted Answer

A) True 
 B)False

Question 8

According to the Myers-Briggs Type Indicator,how do Introverted types (I)gain energy?

Accepted Answer

A)  By focusing on inner thoughts 
B)  By focusing on interpersonal relationships 
C)  By gathering facts and details 
D)  By focusing less on facts and more on possibilities 
E)  By trying to be objective in making decisions 
A)  By focusing on inner thoughts 
B)  By focusing on interpersonal relationships 
C)  By gathering facts and details 
D)  By focusing less on facts and more on possibilities 
E)  By trying to be objective in making decisions

Question 9

What is the function of the Myers-Briggs Type Indicator (MBTI)? What are the different areas of preferences described by the MBTI?

Accepted Answer

The most popular psychological inventory

Question 10

The temporary cross-functional move is the least common way to use downward moves for employee development.

Accepted Answer

A) True 
 B)False

Question 11

Most employee development occurs through formal education programs.

Accepted Answer

A) True 
 B)False

Question 12

Research on the validity,reliability,and effectiveness of the Myers-Briggs Type Indicator is inconclusive.

Accepted Answer

A) True 
 B)False

Question 13

Christopher Maine,an employee,understands that he has great potential after taking a self-assessment test at his company.He decides to create a checklist of short-term objectives to be achieved to help him hone his skills.In this scenario,Christopher is employing _____ as a mechanism of career management.

Accepted Answer

A)  feedback 
B)  self-assessment 
C)  goal setting 
D)  assessment 
E)  appraisal 
A)  feedback 
B)  self-assessment 
C)  goal setting 
D)  assessment 
E)  appraisal

Question 14

According to the Myers-Briggs Type Indicator,which of the following is true of individuals who are Introverted,Sensing,Thinking,and Judging (known as ISTJs)?

Accepted Answer

A)  They appear to be too task-oriented. 
B)  They tend to take a lot of time to make decisions. 
C)  They are perceived as friendly and outgoing. 
D)  They respond well to unexpected opportunities. 
E)  They are mostly unorganized and impractical. 
A)  They appear to be too task-oriented. 
B)  They tend to take a lot of time to make decisions. 
C)  They are perceived as friendly and outgoing. 
D)  They respond well to unexpected opportunities. 
E)  They are mostly unorganized and impractical.

Question 15

Brenda Myers,the vice president of FSE Inc.,believes in conducting an assessment center meeting at the end of every month.She believes that this is the best way to identify potential high performers to succeed her.Her senior manager suggests the meeting would defeat the purpose of the HR department.Which of the following statements will supports Brenda's belief?

Accepted Answer

A)  Brenda's choice of a successor will not be influenced by personal bias. 
B)  Brenda does not trust the HR department to find the right successor. 
C)  An assessment center meeting requires a lot of elaborate and exhaustive methods to identify potential candidates. 
D)  An assessment center meeting alone is not enough to identify potential managers. 
E)  An assessment center meeting is an authentic way to identify potential managers because appraisals are standardized. 
A)  Brenda's choice of a successor will not be influenced by personal bias. 
B)  Brenda does not trust the HR department to find the right successor. 
C)  An assessment center meeting requires a lot of elaborate and exhaustive methods to identify potential candidates. 
D)  An assessment center meeting alone is not enough to identify potential managers. 
E)  An assessment center meeting is an authentic way to identify potential managers because appraisals are standardized.

Question 16

The outcome of action planning often takes the form of a career development plan.

Accepted Answer

A) True 
 B)False

Question 17

Doug was part of a formal mentoring program and was mentored by Amelia.The mentoring sessions were conducted over a period of six weeks to improve Doug's communications and interpersonal skills in the workplace.The sessions,however,were unsuccessful.Which of the following,if true,would most likely have caused the failure of the mentoring sessions?

Accepted Answer

A)  Doug failed to treat the mentoring sessions as therapy. 
B)  Doug and Amelia did not have an informal relationship before the formal mentoring program began. 
C)  Amelia is a senior employee and has more experience than Doug. 
D)  Doug's participation was involuntary, and he had little understanding of the details of the program. 
E)  Doug is a new employee, whereas Amelia has been working with the firm for many years. 
A)  Doug failed to treat the mentoring sessions as therapy. 
B)  Doug and Amelia did not have an informal relationship before the formal mentoring program began. 
C)  Amelia is a senior employee and has more experience than Doug. 
D)  Doug's participation was involuntary, and he had little understanding of the details of the program. 
E)  Doug is a new employee, whereas Amelia has been working with the firm for many years.

Question 18

In _____,a participant takes the part of a manager or employee in a situation involving the skills to be assessed.

Accepted Answer

A)  personality tests 
B)  group discussions 
C)  interview sessions 
D)  role plays 
E)  leaderless group discussions 
A)  personality tests 
B)  group discussions 
C)  interview sessions 
D)  role plays 
E)  leaderless group discussions

Question 19

The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization's plans is called:

Accepted Answer

A)  self-assessment. 
B)  feedback. 
C)  goal setting. 
D)  action planning. 
E)  data gathering. 
A)  self-assessment. 
B)  feedback. 
C)  goal setting. 
D)  action planning. 
E)  data gathering.

Question 20

According to the Myers-Briggs Type Indicator,Extroverted types (E)gain energy through:

Accepted Answer

A)  interpersonal relationships. 
B)  personal thoughts. 
C)  facts and details. 
D)  establishing goals. 
E)  inner feelings. 
A)  interpersonal relationships. 
B)  personal thoughts. 
C)  facts and details. 
D)  establishing goals. 
E)  inner feelings.

The energy dichotomy of the Myers-Briggs Type Indicator indicates _____.

A sales firm regularly enrolls some of its employees in a six-month marketing course with a leading university.At the end of the course,the employees are able to perform better in the organization.Which of the following methods of employee development has the firm used?

According to the Myers-Briggs Type Indicator,individuals with a Perceiving (P)preference:

Research suggests that assessment center ratings are valid for predicting performance,salary level,and career advancement.

Succession planning focuses on high-potential employees.

According to the Myers-Briggs Type Indicator,how do Introverted types (I)gain energy?

What is the function of the Myers-Briggs Type Indicator (MBTI)? What are the different areas of preferences described by the MBTI?

The temporary cross-functional move is the least common way to use downward moves for employee development.

Most employee development occurs through formal education programs.

Research on the validity,reliability,and effectiveness of the Myers-Briggs Type Indicator is inconclusive.

According to the Myers-Briggs Type Indicator,which of the following is true of individuals who are Introverted,Sensing,Thinking,and Judging (known as ISTJs)?

The outcome of action planning often takes the form of a career development plan.

In _____,a participant takes the part of a manager or employee in a situation involving the skills to be assessed.

The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization's plans is called:

According to the Myers-Briggs Type Indicator,Extroverted types (E)gain energy through:

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters

Exam 8: Developing Employees for Future Success

The energy dichotomy of the Myers-Briggs Type Indicator indicates _____.

A sales firm regularly enrolls some of its employees in a six-month marketing course with a leading university.At the end of the course,the employees are able to perform better in the organization.Which of the following methods of employee development has the firm used?

According to the Myers-Briggs Type Indicator,individuals with a Perceiving (P)preference:

Research suggests that assessment center ratings are valid for predicting performance,salary level,and career advancement.

Succession planning focuses on high-potential employees.

According to the Myers-Briggs Type Indicator,how do Introverted types (I)gain energy?

What is the function of the Myers-Briggs Type Indicator (MBTI)? What are the different areas of preferences described by the MBTI?

The temporary cross-functional move is the least common way to use downward moves for employee development.

Most employee development occurs through formal education programs.

Research on the validity,reliability,and effectiveness of the Myers-Briggs Type Indicator is inconclusive.

According to the Myers-Briggs Type Indicator,which of the following is true of individuals who are Introverted,Sensing,Thinking,and Judging (known as ISTJs)?

The outcome of action planning often takes the form of a career development plan.

In _____,a participant takes the part of a manager or employee in a situation involving the skills to be assessed.

The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization's plans is called:

According to the Myers-Briggs Type Indicator,Extroverted types (E)gain energy through:

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters