Deck 11: Careers and Career Management

Question 1

The three aspects of career motivation are career _______

A)resilience,insight,and identity.
B)depth,breadth,and stability.
C)strength,continuity,and maturity.
D)career plateau,career goals,career development.

Answer 1

A

Question 2

The most appropriate view of a career is that it is a ______

A)sequence of positions held within a company.
B)lifelong commitment to an occupation.
C)boundaryless process.
D)pattern of vertical movements through an organization.

Answer 2

C

Question 3

The second step of the career management process is ______.

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

Answer 3

A

Question 4

The Strong Vocational Interest Blank is used in the __________ part of career management.

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

Question 5

Developmental tasks such as security,growth and development of lifestyle are found in the __________ career stage.

A)exploration
B)maintenance
C)disengagement
D)establishment

Question 6

The expectations that employers and employees have about each other is called a

A)psychological contract.
B)protean career.
C)psychological success.
D)career plateau.

Question 7

All but one of the following is true of protean careers.Name the exception.

A)Protean careers are characterized by frequent changes due to both changes in the person's interests,abilities and values and changes in the work environment
B)Employees take greater responsibility for managing protean careers than for traditional careers
C)Protean careers have substantially increased companies' training and compensation costs
D)Changes in the psychological contract between the employees and company have influenced the development of protean careers

Question 8

Sponsor is to _________ as mentor is to maintenance stage.

A)disengagement
B)exploration
C)establishment
D)protegé

Question 9

Which is not true of psychological success? Psychological success ________.

A)is the feeling of pride and accomplishment that comes from achieving work-related goals
B)is more under the control of the employee than are traditional career goals
C)is self-determined rather than solely determined through signals the employee receives from the company
D)appears to be especially prevalent among the new generation of employees entering the workforce

Question 10

___________ are more willing to relocate for a promotion than ________ who would be more likely to stay in an area where they have established social and work relationships.

A)Millenniums,traditionalists
B)Baby boomers,millenniums
C)Baby boomers,Gen Xers
D)Traditionalists,baby boomer

Question 11

The generation that appears to place high importance on work-life balance,opportunities for growth and good work relationships is _________.

A)baby boomers
B)millennium
C)traditionalists
D)Generation X

Question 12

Performance appraisals provide information most relevant to _________

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

Question 13

Activities such as training,sponsoring and policy making are characteristic of _______ career stage.

A)establishment
B)disengagement
C)maintenance
D)exploration

Question 14

________ is the process by which employees progress through a series of stages,each characterized by a different set of developmental tasks,activities,and relationships.

A)Continuous learning
B)Career development
C)Holland's Work Growth cycle
D)The protean career

Question 15

Sixty percent of all age groups rated __________ as reasons for staying with a company.

A)time and flexibility
B)high-wages
C)child care and health care
D)challenging and meaningful work

Question 16

___________ is changing one's major work activity after having been established in a specific field.

A)Rebooting
B)Regenerating
C)Repotting
D)Recycling

Question 17

A career is defined as _______

A)a sequence of promotions or upwards moves in a company over a person's working life.
B)a profession.
C)a lifelong sequence of jobs.
D)the individual sequence of attitudes and behavior associated with work-related experiences and activities over the span of the person's life.

Question 18

Career management is the process through which employees do all except _____________

A)become aware of their own interests,values,strengths,and weaknesses.
B)obtain information about job opportunities within the company.
C)identify career goals.
D)obtain mentoring skills training.

Question 19

_____________ are perceived by recruiters as unmotivated and the weakest performers.

A)Generations X
B)Millenniums
C)Baby boomers
D)Traditionalists

Question 20

The final step in the career management process is _________

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

Question 21

Generation X employees are willing to change jobs to acquire new skills and experience.

Question 22

Research suggests that low career motivation may be especially detrimental for younger,less experienced employees.

Question 23

Changes in the psychological contract has led to greater emphasis on job experiences and relationships for learning rather than formal training courses and seminars.

Question 24

In protean careers,the development focus is a heavy reliance on formal training.

Question 25

Research has established that the life-cycle model of employee development is best.

Question 26

Which of the following is not a manager's role in career management?

A)Coaching
B)Requesting information from other company sources
C)Seeking challenge
D)Counseling

Question 27

In a protean career,employees take much more responsibility for managing their own careers than in a traditional career.

Question 28

An effective career management process includes all but one of the following features.Name the exception.

A)Within some constraints,business units are able to customize the system for their own purposes
B)The system is not contaminated by other HR functions,such as performance management,training,and recruiting systems
C)The system is positioned as a response to a business need
D)Employees and managers participate in development of the system

Question 29

All of the following except ________ are ways to evaluate career management systems.

A)attitude surveys when improving morale is an objective
B)reactions of employees and managers
C)time to fill open positions
D)reduction in cost of training programs

Question 30

The generational age cohorts have very different values related to family,respect and trust.

Question 31

In goal-setting,employees determine how they will achieve their short- and long-term career goals.

Question 32

In traditional careers,the goal is psychological success.

Question 33

Career resilience is the extent to which employees are able to cope with problems that affect their work.

Question 34

Changing one's major work activity after having been established in a specific field is called recycling.

Question 35

In effective career management systems,systems are consistent across business units to ensure fairness and efficiency.

Question 36

An effective career management system can have a positive influence on employee job performance.

Question 37

Which among the following individuals in an organization is responsible to generate options,experiences,and relationships?

A)Referral agent
B)Coach
C)Appraiser
D)Advisor

Question 38

Someone is most likely to be a mentor in the disengagement stage.

Question 39

The recent trend is for companies to take more responsibility for their employees' career management.

Question 40

Recycling is primarily limited to older employees seeking an option to retirement.

Question 41

Why should companies help employees manage their careers?

Question 42

The scarce supply of intelligent,well-educated and highly motivated employees is responsible for greater company management of employee careers.

Question 43

The manager's role in career management includes:appraiser,referral agent and advisor.

Question 44

Define "career".Compare the traditional career and the protean career.How are they alike and how do they differ?

Question 45

List the four major categories of different generations of employees and state their ages and traits.

Question 46

Discuss the common components of career management systems.

Question 47

Turnover rates and quality of job candidates are examples of measures of success of career management systems.

Question 48

Online career management systems are consistent with the new psychological contract and protean careers.

Question 49

Employees careers likely progress through four major stages.Describe the four stages,discuss the employee's needs at each stage and what the company can do to meet those needs.