Question 1

Job rotation involves:

Accepted Answer

A)  adding challenges or new responsibilities to the employee's current job. 
B)  moving the employee through a series of job assignments in one or more functional areas of the company. 
C)  allowing the employee to work full-time in a temporary position at another company. 
D)  allowing the employee to switch between two different jobs within the company on a daily or weekly basis. 
E)  assigning an employee to a position with less responsibility and authority. 
A)  adding challenges or new responsibilities to the employee's current job. 
B)  moving the employee through a series of job assignments in one or more functional areas of the company. 
C)  allowing the employee to work full-time in a temporary position at another company. 
D)  allowing the employee to switch between two different jobs within the company on a daily or weekly basis. 
E)  assigning an employee to a position with less responsibility and authority.

Question 2

_____ help(s)employees select development activities that prepare them to meet their career goals.

Accepted Answer

A)  Career path 
B)  Training 
C)  Policy analysis 
D)  Job sharing 
E)  Career management 
A)  Career path 
B)  Training 
C)  Policy analysis 
D)  Job sharing 
E)  Career management

Question 3

A peer or manager who works closely with an employee to motivate him/her,help him/her develop skills,and provide reinforcement and feedback is known as a:

Accepted Answer

A)  protégé. 
B)  coach. 
C)  moderator. 
D)  high-potential employee. 
E)  facilitator. 
A)  protégé. 
B)  coach. 
C)  moderator. 
D)  high-potential employee. 
E)  facilitator.

Question 4

Using job experiences for development assumes that:

Accepted Answer

A)  development occurs only when job demands involve obstacles. 
B)  development occurs only through promotions. 
C)  development is most likely to occur when employees experience high levels of negative stress in their jobs. 
D)  development is most likely to occur when employee's skills and experiences do not entirely match the skills required for the current job. 
E)  development is most likely to occur when the employee has the prerequisite skills to perform the job. 
A)  development occurs only when job demands involve obstacles. 
B)  development occurs only through promotions. 
C)  development is most likely to occur when employees experience high levels of negative stress in their jobs. 
D)  development is most likely to occur when employee's skills and experiences do not entirely match the skills required for the current job. 
E)  development is most likely to occur when the employee has the prerequisite skills to perform the job.

Question 5

The career management process starts with:

Accepted Answer

A)  self-assessment. 
B)  goal setting. 
C)  reality checking. 
D)  identifying the steps and timetable to reach a goal. 
E)  specifying competencies to be developed. 
A)  self-assessment. 
B)  goal setting. 
C)  reality checking. 
D)  identifying the steps and timetable to reach a goal. 
E)  specifying competencies to be developed.

Question 6

The primary use of assessment centers is to identify:

Accepted Answer

A)  whether employees have the personality characteristics and skills needed for managerial positions. 
B)  the strengths and weaknesses of the organization. 
C)  the decision processes and communication styles that inhibit production. 
D)  the opportunities and threats of an organization. 
E)  the factors that inhibit group performance. 
A)  whether employees have the personality characteristics and skills needed for managerial positions. 
B)  the strengths and weaknesses of the organization. 
C)  the decision processes and communication styles that inhibit production. 
D)  the opportunities and threats of an organization. 
E)  the factors that inhibit group performance.

Question 7

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 8

The glass ceiling is likely caused by:

Accepted Answer

A)  a lack of developmental relationships. 
B)  the presence of a diverse workforce. 
C)  the presence of too many mentors for the female employees. 
D)  the presence of women with technical skills. 
E)  providing challenging job assignments to high-potential employees. 
A)  a lack of developmental relationships. 
B)  the presence of a diverse workforce. 
C)  the presence of too many mentors for the female employees. 
D)  the presence of women with technical skills. 
E)  providing challenging job assignments to high-potential employees.

Question 9

Which of the following is a component of a basic career management system?

Accepted Answer

A)  Stress management 
B)  Goal setting 
C)  Externship 
D)  Team building 
E)  Workplace ethics 
A)  Stress management 
B)  Goal setting 
C)  Externship 
D)  Team building 
E)  Workplace ethics

Question 10

The measurement tool Benchmarks focuses on measuring:

Accepted Answer

A)  an organization's performance against major competitors. 
B)  a manager's use of skills associated with success in managing. 
C)  the output of a group or team of employees. 
D)  performance differences among employees. 
E)  employees' progress in carrying out their action plans. 
A)  an organization's performance against major competitors. 
B)  a manager's use of skills associated with success in managing. 
C)  the output of a group or team of employees. 
D)  performance differences among employees. 
E)  employees' progress in carrying out their action plans.

Question 11

The development of high-potential employees is a slow process.

Accepted Answer

A) True 
 B)False

Question 12

The decision-making dimension of the Myers-Briggs Type Indicator relates to the:

Accepted Answer

A)  steps or actions individuals take when making decisions. 
B)  amount of consideration given to others' feelings when making a decision. 
C)  individuals' tendency to be flexible and adaptable. 
D)  confidence and speed with which decisions are reached. 
E)  individual's interpersonal strength and vitality. 
A)  steps or actions individuals take when making decisions. 
B)  amount of consideration given to others' feelings when making a decision. 
C)  individuals' tendency to be flexible and adaptable. 
D)  confidence and speed with which decisions are reached. 
E)  individual's interpersonal strength and vitality.

Question 13

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

Accepted Answer

A)  are conclusive 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 conclusive 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.

Question 14

The final step in the career management process is:

Accepted Answer

A)  self-assessment. 
B)  reality check. 
C)  goal setting. 
D)  action planning. 
E)  feedback. 
A)  self-assessment. 
B)  reality check. 
C)  goal setting. 
D)  action planning. 
E)  feedback.

Question 15

Usually the employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management.

Accepted Answer

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

Question 16

Approaches to employee development fall into four broad categories: formal education,assessment,job experiences,and interpersonal relationships.

Accepted Answer

A) True 
 B)False

Question 17

During the action planning and follow-up step of the career management process,the employer:

Accepted Answer

A)  has the responsibility of communicating the performance evaluation. 
B)  should identify opportunities and personal areas needing improvement. 
C)  should ensure that the goal is specific. 
D)  is responsible for identifying the steps and timetable to reach the goals. 
E)  should identify resources needed. 
A)  has the responsibility of communicating the performance evaluation. 
B)  should identify opportunities and personal areas needing improvement. 
C)  should ensure that the goal is specific. 
D)  is responsible for identifying the steps and timetable to reach the goals. 
E)  should identify resources needed.

Question 18

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

Accepted Answer

A)  enjoy surprises. 
B)  tend to rush into decision making. 
C)  tend to focus less on possibilities and relationships among facts. 
D)  focus on interpersonal relationships. 
E)  tend to gather the facts and details to prepare for a decision. 
A)  enjoy surprises. 
B)  tend to rush into decision making. 
C)  tend to focus less on possibilities and relationships among facts. 
D)  focus on interpersonal relationships. 
E)  tend to gather the facts and details to prepare for a decision.

Question 19

In goal setting,it is the employee's responsibility to identify the goal and the method of determining his/her progress toward that goal.

Accepted Answer

A) True 
 B)False

Question 20

Employees on sabbatical generally do not receive their salary or benefits.

Accepted Answer

A) True 
 B)False

Job rotation involves:

_____ help(s)employees select development activities that prepare them to meet their career goals.

A peer or manager who works closely with an employee to motivate him/her,help him/her develop skills,and provide reinforcement and feedback is known as a:

Using job experiences for development assumes that:

The career management process starts with:

The primary use of assessment centers is to identify:

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:

The glass ceiling is likely caused by:

Which of the following is a component of a basic career management system?

The measurement tool Benchmarks focuses on measuring:

The development of high-potential employees is a slow process.

The decision-making dimension of the Myers-Briggs Type Indicator relates to the:

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

The final step in the career management process is:

Usually the employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management.

Approaches to employee development fall into four broad categories: formal education,assessment,job experiences,and interpersonal relationships.

During the action planning and follow-up step of the career management process,the employer:

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

In goal setting,it is the employee's responsibility to identify the goal and the method of determining his/her progress toward that goal.

Employees on sabbatical generally do not receive their salary or benefits.

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

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

Creating and Maintaining High-Performance Organizations

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Exam 9: Developing Employees for Future Success

Job rotation involves:

_____ help(s)employees select development activities that prepare them to meet their career goals.

A peer or manager who works closely with an employee to motivate him/her,help him/her develop skills,and provide reinforcement and feedback is known as a:

Using job experiences for development assumes that:

The career management process starts with:

The primary use of assessment centers is to identify:

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:

The glass ceiling is likely caused by:

Which of the following is a component of a basic career management system?

The measurement tool Benchmarks focuses on measuring:

The development of high-potential employees is a slow process.

The decision-making dimension of the Myers-Briggs Type Indicator relates to the:

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

The final step in the career management process is:

Usually the employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management.

Approaches to employee development fall into four broad categories: formal education,assessment,job experiences,and interpersonal relationships.

During the action planning and follow-up step of the career management process,the employer:

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

In goal setting,it is the employee's responsibility to identify the goal and the method of determining his/her progress toward that goal.

Employees on sabbatical generally do not receive their salary or benefits.

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

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

Creating and Maintaining High-Performance Organizations

Filters