Exam 9: Developing Careers

As a manager,Tim wants to conduct an organizational-level assessment to determine the advancement potential of key subordinates.The best tool for this assessment would be a career planning workshop.

Han is going through the process of identifying his skills,values,and interests.He is in the ________ phase of career development.

A career development technique that especially helps small business owners,women,and minorities is:

A developmentally oriented relationship between senior and junior colleagues or peers that involves advising,role modeling,sharing contacts,and giving general support is called ________.

Additional Case 9.2 Martin, the director of HR at Austin Designs, is meeting with the career development team. The firm's CEO has decided that the company needs to invest the time and effort into improving the direction and development phases of the current career development program; however, development funds are limited. The CEO and most of the executive management team are self-made professionals who believe strongly in individual responsibility. The organizational structure of Austin Designs is very flat. The company has a wide variety of jobs but few levels of high responsibility. Feedback from employees suggests that they don't know when promotional opportunities are available. -Refer to Additional Case 9.2.What would be the best directional tool for addressing the employees' complaint?

Dual-career couples are best described as couples:

Which of the following is most likely a true statement?

The most appropriate personal mission statements are:

Tuition assistance programs:

Career development assessment is primarily for helping employees to do all of the following EXCEPT:

Succession planning is more important at large organizations than at small firms.

Nearly ________% of all couples are working couples.

The determination of the type of career you want and what steps you need to take to make that career a reality best describe the ________ phase of career development.

The employee-empowerment approach to career development is especially beneficial in flat organizations where advancement opportunities are greater.

Your boss wants you to take a personality test,an attitude test,and an interest inventory as part of your promotion review process.Your boss is putting you through:

When both members of a couple have careers and occupational responsibilities,their personal lives are less likely to affect their performance.

The glass-ceiling phenomenon affects women more in South Korea than in the U.S.

For career development to be successful,it must:

Additional Case 9.1 Ron, the CEO at CableNet, wants to invest in career development because he is concerned that the firm is not prepared to meet future needs and challenges. Rudy, the operations manager, states that CableNet has already invested significantly in employee training, and a career development program would be a costly duplication. Rudy produces a recent productivity and quality study that shows significant improvement among employees to support his assertion that a development program is unnecessary. Charles, an IT manager, states that most supervisors currently discuss career options with their subordinates as part of the management process. Charles asserts that managers are taking care of their employees well enough and that nothing else is necessary. Tanya, the HR director, suggests that assigning employees to various jobs would give them a wider base of skills at a minimal expense. She asserts that an active career development program would help the company with EEO-related matters, which are a concern to her. The workforce is about 30% female and 45% minority, but upper management is 100% Asian-American male. -Refer to Additional Case 9.1.Rudy's comments most likely suggest that he:

In-basket exercises and business games are elements of assessment centers used to select managers at a firm.