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Q:
Which term refers to positioning yourself to move ahead in an organization?
A) Training
B) Assessment
C) Advancement
D) Development
Q:
A number of self-development suggestions are offered by your text, such as:
A) acquiring management experience.
B) joining a cross-cultural work team.
C) developing your interpersonal skills.
D) taking responsibility for your own direction.
Q:
What is involved in the direction phase of career development? How can skills inventories and career paths aid in the process?
Q:
What is the purpose of the assessment phase of career development? How can self-assessment help individuals develop their own careers? What self-assessment tools are available?
Q:
A developmentally oriented relationship between senior and junior colleagues or peers that involves advising, role modeling, sharing contacts, and giving general support is called ________.
Q:
A collection of career development materials such as workbooks, tapes, and texts is referred to as a(n) ________.
Q:
A(n) ________ is a chart showing the possible directions and career opportunities available in an organization.
Q:
________ is a company-maintained record of employees' abilities, skills, knowledge, and education.
Q:
A system in which an organization announces job openings to all employees on a bulletin board, in a company newsletter, or through a phone recording or computer system is referred to as a(n) ________.
Q:
________ is a career development activity that focuses on preparing people to fill executive positions.
Q:
A career development activity in which managers make decisions regarding the advancement potential of subordinates is referred to as a(n) ________.
Q:
Organizations that offer tuition assistance programs hope to reduce turnover and encourage employee loyalty.
Q:
Job rotation is closely connected to cross-functional training.
Q:
Job rotation is a form of career development.
Q:
Coaching and mentoring are different terms for the same type of career development activity.
Q:
The most important aspect of group mentoring is the educational content.
Q:
Effective mentoring can improve promotional rates, income, and job satisfaction.
Q:
Effective mentoring must be formal, structured, and only at the upper levels of management.
Q:
A career path is a chart that shows the possible routes of career advancement and a realistic timetable for each step.
Q:
Career development-related information services include: a job posting system, skills inventories, career paths, and a career resource center.
Q:
Most managers consider career development counseling with their employees a top priority.
Q:
Succession planning is more important at large organizations than at small firms.
Q:
In the preparation of succession plans and promotability forecasts, managers need to consider personality characteristics, technical knowledge, and motivation.
Q:
Succession planning and promotability forecasts are career development tools, or activities best used for an organizational-level career development assessment.
Q:
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.
Q:
In-basket exercises and business games are elements of assessment centers used to select managers at a firm.
Q:
An interest inventory is a self-assessment tool employees can use to prioritize their personal values.
Q:
A manager is meeting with her subordinate and discussing career development. Together they are clarifying the employee's goals and his strengths and weaknesses as related to his job. This manager and employee are in the assessment stage of career development.
Q:
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. Which of the following best supports the idea of generating broad career paths for employees at Austin Designs?
A) The firm employs many young workers who have expressed an interest in job variety.
B) Managers report that employees lack communication skills necessary for promotion.
C) Employees at the firm require additional training for advanced technical skills.
D) The majority of employees at the firm are nearing retirement age.
Q:
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. Which statement most likely describes the future of career development efforts at Austin Designs?
A) Management will take responsibility for employee career development through coaching.
B) Career development will become the increasing responsibility of individual employees.
C) The firm will create an assessment center and career resource center in the near future.
D) The firm will increase its emphasis on assessment prior to selection.
Q:
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. Given the organizational realities, which developmental tool would provide the best return for the lowest cost?
A) Assessment centers
B) Project rotation
C) Tuition assistance
D) Career resource center
Q:
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?
A) Establishing a job-posting system
B) Eliminating the firm's glass ceiling
C) Conducting more performance appraisals
D) Requiring annual skills assessment exercises
Q:
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. Which of the following would be the best development tool for Austin Designs?
A) Creating a coaching program
B) Establishing a mentoring program
C) Revising the performance appraisal system
D) Establish a career resource center in the HR department
Q:
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. Which of the following would most likely be supported by Tanya?
A) Tuition assistance programs
B) Group mentoring
C) Self-assessment
D) Job rotation
Q:
Which of the following is most likely a benefit to organizations that offer tuition assistance programs?
A) Increased production and profitability
B) College recruitment opportunities
C) Federal and state tax assistance
D) Turnover reductions
Q:
Tuition assistance programs:
A) often have a fixed limit for reimbursement of tuition.
B) typically cover 100% of job-related educational expenses.
C) generally cover any graduate level education.
D) usually target undergraduate courses/programs.
Q:
One tool available to corporations to encourage employees to seek educational and development opportunities outside of the organization by defraying the costs is:
A) a tuition assistance program.
B) a career development workshop.
C) cross-functional team training.
D) off-the-job-training.
Q:
Job rotation is especially beneficial to employees when a firm is going through:
A) downsizing.
B) rapid expansion.
C) hierarchical changes.
D) organizational strategizing.
Q:
A benefit of job rotation is that:
A) employees become specialists in one area.
B) it creates a more broadly trained workforce.
C) production increases occur during training.
D) short run costs are very low.
Q:
Career development through job rotation is similar to the training technique of:
A) specific skills training.
B) coaching.
C) group mentoring.
D) cross-functional team training.
Q:
How does an employee primarily benefit from job rotation?
A) More career flexibility
B) Improved balance of work and career
C) Increased compensation and responsibility
D) Better relationships with managers and co-workers
Q:
Which of the following best explains why many managers do not participate in employee coaching?
A) Managing too few workers
B) Feeling inadequate for the task
C) Tightening departmental budgets
D) Experiencing burnout and job stress
Q:
A career development process that uses ongoing, sometimes spontaneous, meetings between managers and employees to discuss career goals and development is:
A) mentoring.
B) group mentoring.
C) coaching.
D) simulating.
Q:
A career development technique that especially helps small business owners, women, and minorities is:
A) retraining.
B) job rotation.
C) self assessment.
D) group mentoring.
Q:
Mentoring is primarily a(n):
A) theory that has not been widely accepted among HR managers.
B) developmentally-oriented relationship between a senior and junior employees.
C) system whereby senior employees can groom lower-level employees to take their place.
D) assessment program to identify employee performance problems and offer solutions to employees.
Q:
Mentoring programs:
A) are popular but typically unsuccessful.
B) are best when a formalized process.
C) make a real difference in careers.
D) develop during orientation.
Q:
Mentoring is one program commonly used in the ________ phase of career development.
A) directing
B) development
C) allocating
D) assessment
Q:
Eileen is considering assignments, training programs, and development opportunities that she will need in preparation for being a general manager in the future. Eileen is in the:
A) development phase of her career development.
B) discovery phase of her career development.
C) assessment phase of her career development.
D) directional phase of her career development.
Q:
A(n) ________ is a collection of career development materials.
A) career path
B) career workbook
C) organizational assessment
D) career resource center
Q:
For career paths to be helpful, they need to contain information about:
A) pay and benefits at each level.
B) employee interests, education, and abilities.
C) qualifications and time between steps.
D) criteria for selecting applicants.
Q:
Company-maintained records of employees' abilities, skills, knowledge, and education are:
A) career paths.
B) job-posting systems.
C) assessment systems.
D) skills inventories.
Q:
Jermaine is a retail associate at a music warehouse. He has recently received a booklet from management that outlines the qualifications and experience he needs to have in order to advance within the company. It shows different alternatives and jobs that he could fill in the future depending on the areas in which he wishes to train and specialize. Jermaine is probably reading a:
A) career path chart.
B) skills inventory.
C) job posting book.
D) career workbook.
Q:
________ is(are) an easy way to provide employees information about job opportunities.
A) Skill inventories
B) A job-posting system
C) An HRIS system
D) Career paths
Q:
Individual career counseling is typically conducted by all of the following EXCEPT:
A) managers.
B) HR staff members.
C) co-workers.
D) professional counselors.
Q:
For career development to be successful, it must:
A) focus solely on the needs of the employees.
B) focus solely on the needs of the organization.
C) be distinct from other HR efforts.
D) be integrated with other HR efforts.
Q:
The direction phase is represented by employees':
A) personality traits.
B) mental soundness.
C) competencies.
D) interpersonal skills.
Q:
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.
A) assessment
B) direction
C) development
D) planning
Q:
Kay is working with Charity to help Charity identify the type of career she wants and what steps to take to realize her goals. Kay and Charity are:
A) in the direction phase of career planning.
B) in the development phase of career planning.
C) conducting a self assessment of Charity.
D) working through an organizational assessment.
Q:
A career anchor is best described as an individual's:
A) strengths and weaknesses.
B) professional knowledge.
C) management skills.
D) core values.
Q:
Which of the following actions would be LEAST likely to help a subordinate find career anchors?
A) Giving the worker opportunities to develop work standards
B) Offering the worker responsibility for a company program
C) Setting goals that are easily accomplished
D) Allowing for a flexible work schedule
Q:
Businesses such as UPS minimize discrimination complaints regarding succession planning by:
A) providing training to all employees.
B) identifying potential external candidates.
C) using a formal talent identification process.
D) involving managers in the decision process.
Q:
Most succession planning is:
A) required for firms with federal contracts.
B) performed according to a formal system.
C) handled informally by most firms.
D) identical to promotability forecasting.
Q:
Succession planning:
A) requires psychological testing.
B) uses assessment centers to identify key employees.
C) is critical for small companies.
D) identifies future lower-level management needs.
Q:
A promotability forecast:
A) projects the advancement potential of employees.
B) analyzes the strengths and weaknesses of employees.
C) predicts the need for managers over a specified period.
D) reviews key employees' underlying skills and interests.
Q:
The use of performance appraisals in career development gives employees and the organization important insights into employees':
A) underlying skills.
B) interests and attitudes.
C) strengths and weaknesses.
D) future advancement potential.
Q:
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:
A) an assessment center.
B) situational exercises.
C) succession planning.
D) psychological testing.
Q:
A pitfall of using performance appraisals as a tool for organizational assessment is that:
A) it assesses past performance and does not necessarily predict future performance.
B) the process makes employees nervous and initiates voluntary separations.
C) employees focus too much on their reputations rather than their job performance.
D) it fosters unrealistic expectations for career advancement opportunities.
Q:
An in-basket exercise given to an employee for career development purposes would most likely focus on:
A) providing feedback to the worker.
B) comparing the worker to managers.
C) measuring the worker's past performance.
D) identifying the advancement potential of the worker.
Q:
You want to use an organizational assessment tool to evaluate an employee's ability to handle certain situations specific to the job and to test for key skills. Your best choice of an assessment tool would be:
A) a psychological profile.
B) a performance appraisal review.
C) an interests inventory.
D) an assessment center.
Q:
Career development tools such as psychological testing, assessment centers, and performance appraisals are also used in:
A) retraining programs.
B) employee selection.
C) socialization.
D) orientation.
Q:
Corrine is doing an exercise in her career workbook that involves rating the importance of security, power, money, and family in her life. This exercise is most likely a(n):
A) values clarification exercise.
B) interest inventory.
C) skills assessment exercise.
D) psychological test.
Q:
Samantha is working through an instrument that will help her identify her occupational interests. She is using a(n):
A) psychological profile.
B) interests inventory.
C) skills proficiency test.
D) values clarification instrument.
Q:
B.J. is using a self-assessment tool that prioritizes his key values. He is using a(n):
A) psychological values profile.
B) interest inventory.
C) skills proficiency test.
D) values clarification instrument.
Q:
Which of the following is an organizational assessment tool?
A) Career planning workshops
B) Career workbooks
C) Assessment centers
D) Interest inventories
Q:
All of the following are common self-assessment activities EXCEPT:
A) completing an interests inventory.
B) participating in succession planning.
C) doing skills assessment exercises.
D) clarifying values.
Q:
A major self-assessment tool that permits employees to identify their strengths and weaknesses by answering written questions and completing written exercises is a:
A) psychological test.
B) performance appraisal.
C) career workbook.
D) aptitude assessment.
Q:
Lorraine is attending a company program that seeks to help employees understand career options within the company and provide them with feedback about their career strategies. This program is probably:
A) an organizational assessment.
B) a career-planning workshop.
C) an employee orientation.
D) a skill assessment exercise.
Q:
Which of the following would most likely provide employees with information about career options within an organization?
A) Interest inventories
B) Performance appraisals
C) Career planning workshops
D) Assessment centers
Q:
Which of the following is a self-assessment tool?
A) Career workbooks
B) Psychological testing
C) Succession planning
D) Performance appraisals
Q:
Career development assessment is primarily for helping employees to do all of the following EXCEPT:
A) select a realistically obtainable career.
B) choose a career that is a good fit for them.
C) identify corporations that value career development.
D) determine the weaknesses they need to overcome in order to reach career goals.