Deck 9: Career and Management Development

Question 1

The hardest part of organizational change is managing employee resistance.

Answer 1

True

Question 2

According to psychologist Karl Lewin,implementing change means reducing the forces for the status quo or building up the forces for change.

Answer 2

True

Question 3

Kai is the vice president of operations at a large bakery.He knows that there are ways the bakery can be more efficient and appoints a task force of employees to generate ideas.What organizational change process is he using?

A) Creating a sense of urgency
B) Monitoring and assessing
C) Mobilizing change
D) Reinforcing a new way of doing things
E) Communications a shared vision

Answer 3

C

Question 4

The Vocational Preference Test (VPT)identifies six basic personality types or orientations; which of the following is one of them?

A) Thinking
B) Investigative
C) Organizer
D) Achievement
E) Leader

Question 5

What is the deliberate process through which someone becomes aware of personal skills,interests,knowledge,motivations,and other characteristics and establishes action plans to attain specific goals?

A) Career planning
B) Career cycles
C) Career growth
D) Career development
E) Career advancement

Question 6

Which of the following suggests that there are six basic personal orientations that determine the sorts of careers to which people are drawn?

A) Work-related orientation
B) Job orientation
C) Career orientation
D) Occupational orientation
E) Professional orientation

Question 7

People who are driven by the need to be on their own,free of the dependence that can arise when working in a large organization where promotions,transfers,and salary decisions make them subordinate to others,have which career anchor?

A) Technical and functional
B) Pure challenge
C) Security
D) Managerial competence
E) Autonomy and independence

Question 8

Generally,research results indicate that individuals who felt that their work was their calling in life went far beyond the call of duty at work.

Question 9

Which of the following career anchors is associated with a stable future that offers a good retirement program and benefits?

A) Managerial competence
B) Creativity and intuition
C) Technical and functional
D) Security
E) Pure challenge

Question 10

Career development is a short-term series of activities that contribute to a person's career exploration,establishment,success,and fulfillment.

Question 11

What is the lifelong series of activities that contribute to a person's career exploration,establishment,success,and fulfillment?

A) Career planning
B) Career cycles
C) Career growth
D) Career development
E) Career advancement

Question 12

People who become successful entrepreneurs have a need to build something that is entirely their own product; which of the following career anchors does this reflect?

A) Technical/functional
B) Security
C) Service/dedication
D) Creativity
E) Lifestyle

Question 13

For career planning purposes,a person's aptitudes are often measured with which of the following?

A) The career testing battery
B) The occupational task battery
C) The general aptitude test battery
D) The conventional testing method battery
E) The talent testing battery

Question 14

A person's lifestyle is considered to be a career anchor according to Edgar Schein.

Question 15

Which of the following career anchors recognizes that some people desire to do something meaningful in a larger context?

A) Technical/functional
B) Service/dedication
C) Security
D) Creativity and autonomy
E) Independence and lifestyle

Question 16

People who have a strong technical/functional career anchor tend to make decisions that drive them toward general management.

Question 17

During career planning,which of the following will a person not give up?

A) Value anchor
B) Moral anchor
C) Occupational anchor
D) Planning anchor
E) Career anchor

Question 18

________ is a change process through which employees formulate the change that's required and implement it,often with the assistance of trained consultants.

A) Career development
B) Organizational development
C) Organizational design
D) Leadership development
E) Performance management

Question 19

According to John Holland who designed the Vocational Preference Test (VPT),a person's level of intelligence determines his or her occupational orientation.

Question 20

What is a series of work-related positions,paid or unpaid,that help a person grow in job skills,success,and fulfillment?

A) Occupation
B) Career
C) Profession
D) Calling
E) Job

Question 21

To overcome the record number of rejections of relocation offers,companies are

A) increasing salaries for all employees.
B) paying moving expenses for all employees.
C) increasing financial incentives for all employees.
D) offering additional perquisites, such as dedicated parking at the new location.
E) offering spousal support in the form of career transition programs.

Question 22

The necessity to shift to a more holistic life design for career development is related to which of the following shifts in thinking about career development?

A) From traits and states to context
B) From prescriptive to process
C) From linear to non-linear
D) From scientific facts to narrative evaluations
E) From describing to modelling

Question 23

Career development must adapt to individual experiences,ambitions,abilities,opportunities,and perspectives; which shift in thinking about career development is this related to?

A) From traits and states to context
B) From prescriptive to process
C) From linear to non-linear
D) From scientific facts to narrative evaluations
E) From describing to modelling

Question 24

Jason and Jennifer both work for a hospital.Jennifer is promoted to the next level because she has ten years of experience in her role whereas Jason has only four.This is an example of promotion based on

A) ability.
B) expertise.
C) performance.
D) seniority.
E) productivity.

Question 25

When employees are not made aware of jobs that are available,criteria for promotion,and how the decisions are made,what happens to the link between performance and promotion?

A) It is improved.
B) It is severed.
C) It is significantly strengthened.
D) It is moderately strengthened.
E) It is unchanged.

Question 26

Union agreements often contain a clause that emphasizes which of the following in promotions?

A) Ability
B) Expertise
C) Performance
D) Seniority
E) Productivity

Question 27

Career development must empower employees to self-assess and interpret their own life experiences and assist employees in making sense of their distinct perspective and implementing co-evolution; which shift in thinking about career development is this related to?

A) From traits and states to context
B) From prescriptive to process
C) From linear to non-linear
D) From scientific facts to narrative evaluations
E) From describing to modelling

Question 28

Predicting an employee's potential is related to which promotion decision made by employers?

A) Is seniority or competence the rule?
B) How is competence measured?
C) Is the process formal or informal?
D) Are the promotions vertical or horizontal?
E) Will there be future management-level promotions?

Question 29

According to the textbook,about two-thirds of all transfer refusals are due to

A) the cost of transferring employees.
B) the difficulty in finding employees to fill the transferred employee's former position.
C) the negative impact of transfers on diversity programs.
D) family or spousal concerns.
E) competitive necessities.

Question 30

People,groups,and organizations can be categorized into different areas of one's network.Which network would neighbours and friends be most related to?

A) Personal
B) Professional
C) Career
D) Organizational
E) Charitable

Question 31

According to the textbook,the foundation of active career management is which of the following?

A) Altruism
B) Career development
C) Networking
D) Coaching
E) Planning

Question 32

Ruchika and Ryan both work in sales at a car dealership.Ruchika is promoted to lead the team because she has historically been the top seller.This is an example of promotion based on:

A) ability.
B) expertise.
C) performance.
D) seniority.
E) productivity.

Question 33

A production employee moving to human resources in order to develop his or her skills and to test and challenge his or her aptitudes is an example of

A) downwards trajectory.
B) upwards promotion.
C) horizontal movement.
D) vertical movement.
E) downwards promotion.

Question 34

Transfers are less common because of the cost of relocating employees and also because of the assumption that frequent transfers have a bad effect on which of the following?

A) Family life
B) Job attitude
C) Job performance
D) Emotional stability
E) Financial stability

Question 35

Traditional career paths involving a single,committed occupational choice are no longer a reality.Instead,career planners must stay informed about all of the job-specific requirements and offer a best fit of career patterns,focusing on adding information and content to enable employees to achieve a range career ambitions; which shift in thinking about career development is this related to?

A) From traits and states to context
B) From prescriptive to process
C) From linear to non-linear
D) From scientific facts to narrative evaluations
E) From describing to modelling

Question 36

The individual,the manager,and the employer all have roles in the individual's career development.

Question 37

In the new economy,career patterns should be viewed as professional identities that are dynamic; which shift in thinking about career development is this related to?

A) From traits and states to context
B) From prescriptive to process
C) From linear to non-linear
D) From scientific facts to narrative evaluations
E) From describing to modelling

Question 38

People,groups,and organizations can be categorized into different areas of one's network.Which network would colleagues be most related to?

A) Personal
B) Professional
C) Career
D) Organizational
E) Charitable

Question 39

Identify and briefly describe five career anchors.

Question 40

According to the textbook,many employers still depend on which type of promotion decision system?

A) An objective system
B) A systematic system
C) An informal system
D) A formal system
E) A scientific system

Question 41

A management development technique that has teams of trainees competing with one another by making decisions regarding realistic but simulated companies is reflective of which of the following techniques?

A) A computerized junior board
B) A computerized simulation exercise
C) A computerized case study
D) A computerized management game
E) Computerized action learning

Question 42

Succession planning is the process through which senior managers prepare for life in retirement.

Question 43

A management development technique that involves presenting a trainee with a written description of an organizational problem is known as which of the following?

A) The case study method
B) An action learning program
C) A coaching/understudy approach
D) A role-play exercise
E) A management game

Question 44

Improving managerial performance by imparting knowledge,changing attitudes,or enhancing skills,is called

A) assessment centre training.
B) management development.
C) T-group training.
D) career enhancement.
E) succession planning.

Question 45

Which management development technique involves moving a trainee from department to department in order to broaden his or her experience and identify strong and weak points?

A) Job enrichment
B) Developmental job rotation
C) Action learning
D) Job enlargement
E) Succession planning

Question 46

In one management development technique,the trainee works directly with the person that he or she is to replace; what is this technique called?

A) The job rotation approach
B) The learning approach
C) The coaching/understudy approach
D) The replacement approach
E) The direct replacement approach

Question 47

Which of the following is most likely to occur in a reverse mentoring program?

A) Young workers providing guidance to new hires.
B) Senior executives providing guidance to new employees.
C) Senior executives providing guidance to junior employees in management.
D) Younger workers providing guidance to senior executives.
E) Older workers providing guidance to younger workers in the same position.

Question 48

A company-based method for exposing prospective managers to realistic exercises in order to develop improved management skills is referred to as which of the following?

A) Management games
B) In-house development centres
C) Role-playing activities
D) Assessment centres
E) Behaviour modelling exercises

Question 49

The use of an experienced individual to teach and train someone with less knowledge in a given area is referred to as which of the following?

A) Basic training
B) Lecturing
C) On-the-job training
D) Mentoring
E) Off-the-job training

Question 50

According to the textbook,the main drawback of the action learning development technique is that

A) the employee's skills atrophy.
B) the employee's motivation declines.
C) the employee's satisfaction declines.
D) the employee becomes more likely to leave the organization.
E) the employer loses the full-time services of a competent manager.

Question 51

The employer's role in university-related programs often involves the provision of an incentive for employees to develop job-related skills; this incentive often takes what form?

A) Paid leaves of absence
B) Cash bonuses
C) Tuition refunds
D) Lavish perks
E) Desirable job assignments

Question 52

Which of the following is true of mentoring programs?

A) They provide benefits to protégés only.
B) They do not provide individual attention.
C) Effective mentoring builds trust both ways in the mentor-protégé relationship.
D) They provide benefits to mentors only.
E) Organizational mentoring may only be formal in nature.

Question 53

Felix,a vice president of finance agrees to accept a role as a vice president in operations to develop his skills.This is an example of a(n)

A) downwards trajectory.
B) upwards promotion.
C) horizontal movement.
D) vertical movement.
E) downwards promotion.

Question 54

Employers are increasingly granting technical and professional employees extended periods of time off to attend a college or university in order to pursue a higher degree or to upgrade their skills; these periods of time off are referred to as

A) upgrade programs.
B) vacations.
C) sabbaticals.
D) temporary leaves of absence.
E) leaves without pay.

Question 55

A training program in which trainees are first shown good management techniques,are then asked to play roles in a simulated situation,and are then given feedback regarding their performance,is called which of the following?

A) The case study method
B) Role-playing
C) Good-example training
D) Action learning
E) Behaviour modelling

Question 56

According to the textbook,succession planning for senior managers needs to be overseen by which of the following?

A) The immediate manager
B) The top HR executive
C) The Board of Directors
D) The Controller
E) The CEO

Question 57

In which management development technique are management trainees released from their regular duties so that they can work full time on projects,analyzing and solving problems in other departments?

A) Action learning
B) Off-the-job training
C) The coaching/understudy approach
D) Job rotation
E) The case study method

Question 58

A management development program that is aimed at filling a specific executive position in the future is usually called which of the following?

A) Management needs development
B) Individual development
C) Management forecasting
D) Succession planning
E) Personnel planning

Question 59

In which training technique do trainees act out the parts of people in a realistic management situation?

A) Situational training
B) Realistic training
C) Role-playing
D) The case study method
E) Action learning

Question 60

Companies are facing a record number of acceptances of their relocation offers.

Question 61

Many firms retain ________ to develop their top managers' effectiveness.

A) mentors
B) executive coaches
C) instructional designers
D) leaders
E) managers

Question 62

Amy is the new director of learning and development at a pharmaceutical company,Medica Inc.She is designing a new management development program.Identify and describe how Amy might implement two different management development techniques.

Question 63

Kevin's company received the rights to sell a revolutionary office chair for all central and Eastern Canada.Kevin forecasts quick growth and the need for more employees in sales,logistics,operations,and quality control.He also sees his management team undergoing much change.Describe how Kevin should use succession planning to prepare for his company's growth.

Question 64

There is a growing need for leaders who can listen to others and tolerate mistakes made in good faith as part of a learning process.

Question 65

Amit has recently been promoted into an executive role after succeeding for many years as the country's top salesperson.To ensure that he effectively transitions into this leadership role,the firm has hired Stacey as his

A) executive coach.
B) manager.
C) manager-once-removed.
D) mentor.
E) direct report.

Question 66

Derek has recently been hired into a key role at an insurance brokerage.His manager has partnered him with Amit who has a similar role but no direct reporting relationship as his

A) executive coach.
B) manager.
C) manager-once-removed.
D) mentor.
E) direct report.

Question 67

Behaviour modelling is only used to train employees above mid-level management.

Question 68

Developmental job rotation not only helps the trainee to broaden his or her experience,but it also helps the trainee discover which jobs he or she prefers.