Question 1

Development implies learning that is not necessarily related to the employee's current job.

Accepted Answer

A) True 
 B)False  True

Question 2

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. B

Question 3

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 E

Question 4

A protean career is one that frequently changes based on changes in a person's interests,abilities,and values and in the work environment.

Accepted Answer

A) True 
 B)False

Question 5

The _____ is a self-assessment tool that helps employees identify their occupational and job interests.

Accepted Answer

A)  Myers-Briggs Type Indicator 
B)  Self-Directed Search 
C)  Leaderless group discussion 
D)  Occupational Outlook Handbook 
E)  Strong-Campbell Interest Inventory 
A)  Myers-Briggs Type Indicator 
B)  Self-Directed Search 
C)  Leaderless group discussion 
D)  Occupational Outlook Handbook 
E)  Strong-Campbell Interest Inventory

Question 6

Which of the following is true of in-basket exercises?

Accepted Answer

A)  They require teams of five to seven employees to work together to solve assigned problems within a certain time period. 
B)  They are paper-and-pencil tests designed to measure participants' communication styles and skills. 
C)  They simulate the administrative tasks of a manager's job, using a pile of documents for the employee to handle. 
D)  They require participants to take the part of a manager or employee in a situation involving the skills to be assessed. 
E)  They require the use of interest and aptitude tests to evaluate an employee's vocabulary, general mental ability, and reasoning skills. 
A)  They require teams of five to seven employees to work together to solve assigned problems within a certain time period. 
B)  They are paper-and-pencil tests designed to measure participants' communication styles and skills. 
C)  They simulate the administrative tasks of a manager's job, using a pile of documents for the employee to handle. 
D)  They require participants to take the part of a manager or employee in a situation involving the skills to be assessed. 
E)  They require the use of interest and aptitude tests to evaluate an employee's vocabulary, general mental ability, and reasoning skills.

Question 7

The step in the career management process in which psychological tests,such as Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory,are used is:

Accepted Answer

A)  follow-up. 
B)  reality check. 
C)  goal setting. 
D)  action planning. 
E)  data gathering. 
A)  follow-up. 
B)  reality check. 
C)  goal setting. 
D)  action planning. 
E)  data gathering.

Question 8

Which of the following is true of the Myers-Briggs Type Indicator (MBTI)?

Accepted Answer

A)  It is an appropriate tool for measuring job performance. 
B)  People who take the MBTI generally do not find it to be an enjoyable experience. 
C)  MBTI scores are stable over time. 
D)  The MBTI is a valuable tool for understanding communication styles. 
E)  Research has concluded that the MBTI is highly valid, reliable, and effective. 
A)  It is an appropriate tool for measuring job performance. 
B)  People who take the MBTI generally do not find it to be an enjoyable experience. 
C)  MBTI scores are stable over time. 
D)  The MBTI is a valuable tool for understanding communication styles. 
E)  Research has concluded that the MBTI is highly valid, reliable, and effective.

Question 9

Which of the following skills do managers demonstrate if they show genuine interest in others?

Accepted Answer

A)  Compassion and sensitivity 
B)  Straightforwardness and composure 
C)  Team orientation 
D)  Decisiveness 
E)  Self-awareness 
A)  Compassion and sensitivity 
B)  Straightforwardness and composure 
C)  Team orientation 
D)  Decisiveness 
E)  Self-awareness

Question 10

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 11

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

Accepted Answer

A) True 
 B)False

Question 12

The most frequent uses of assessment are to identify employees with managerial potential to measure current managers' strengths and weaknesses.

Accepted Answer

A) True 
 B)False

Question 13

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 14

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 15

Most employee development occurs through:

Accepted Answer

A)  performance appraisals. 
B)  job experiences. 
C)  formal education. 
D)  technical training. 
E)  interpersonal relationships. 
A)  performance appraisals. 
B)  job experiences. 
C)  formal education. 
D)  technical training. 
E)  interpersonal relationships.

Question 16

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

Question 17

In the case of succession planning,job assignments for high-potential employees are based on:

Accepted Answer

A)  the personal preferences of these employees. 
B)  the immediate needs of the organization. 
C)  the willingness of departments to accommodate these employees. 
D)  the successful career paths of the managers whom these employees are preparing to replace. 
E)  the availability of special assignments such as serving on committees and task forces. 
A)  the personal preferences of these employees. 
B)  the immediate needs of the organization. 
C)  the willingness of departments to accommodate these employees. 
D)  the successful career paths of the managers whom these employees are preparing to replace. 
E)  the availability of special assignments such as serving on committees and task forces.

Question 18

Most employee development occurs through formal education programs.

Accepted Answer

A) True 
 B)False

Question 19

Research indicates that dysfunctional managerial behaviors,such as arrogance and insensitivity,can rarely be effectively dealt with in development programs.

Accepted Answer

A) True 
 B)False

Question 20

Protean careers require that employees:

Accepted Answer

A)  look for organizations to provide job security. 
B)  take responsibility to manage their own careers. 
C)  be specialized at repetitive tasks. 
D)  look for organizations for a career ladder to climb to higher positions. 
E)  focus on holding on to their jobs to avoid being laid off. 
A)  look for organizations to provide job security. 
B)  take responsibility to manage their own careers. 
C)  be specialized at repetitive tasks. 
D)  look for organizations for a career ladder to climb to higher positions. 
E)  focus on holding on to their jobs to avoid being laid off.

Development implies learning that is not necessarily related to the employee's current job.

The measurement tool Benchmarks focuses on measuring:

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

A protean career is one that frequently changes based on changes in a person's interests,abilities,and values and in the work environment.

The _____ is a self-assessment tool that helps employees identify their occupational and job interests.

Which of the following is true of in-basket exercises?

The step in the career management process in which psychological tests,such as Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory,are used is:

Which of the following is true of the Myers-Briggs Type Indicator (MBTI)?

Which of the following skills do managers demonstrate if they show genuine interest in others?

The primary use of assessment centers is to identify:

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

The most frequent uses of assessment are to identify employees with managerial potential to measure current managers' strengths and weaknesses.

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

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:

Most employee development occurs through:

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

In the case of succession planning,job assignments for high-potential employees are based on:

Most employee development occurs through formal education programs.

Research indicates that dysfunctional managerial behaviors,such as arrogance and insensitivity,can rarely be effectively dealt with in development programs.

Protean careers require that employees:

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

Development implies learning that is not necessarily related to the employee's current job.

The measurement tool Benchmarks focuses on measuring:

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

A protean career is one that frequently changes based on changes in a person's interests,abilities,and values and in the work environment.

The _____ is a self-assessment tool that helps employees identify their occupational and job interests.

Which of the following is true of in-basket exercises?

The step in the career management process in which psychological tests,such as Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory,are used is:

Which of the following is true of the Myers-Briggs Type Indicator (MBTI)?

Which of the following skills do managers demonstrate if they show genuine interest in others?

The primary use of assessment centers is to identify:

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

The most frequent uses of assessment are to identify employees with managerial potential to measure current managers' strengths and weaknesses.

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

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:

Most employee development occurs through:

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

In the case of succession planning,job assignments for high-potential employees are based on:

Most employee development occurs through formal education programs.

Research indicates that dysfunctional managerial behaviors,such as arrogance and insensitivity,can rarely be effectively dealt with in development programs.

Protean careers require that employees:

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