Q&A Hero

Q: The employees at Melly Towers acknowledge that their supervisor is excellent at his work and that he has received many accolades during his 40-year career. However, they claim he is a dysfunctional manager. The supervisor, when confronted, argues that his work should speak for itself and his behavior is irrelevant. Which of the following statements supports the employees' claim? A. The employees require this style of supervision because it keeps them focused. B. The supervisor feels that his behavior is normal and necessary to keep the team grounded. C. The supervisor often discourages employees from challenging tasks saying that they are incapable of accomplishing them. D. The employees are consistently recognized for performing their very best in challenging tasks, and they owe their success to their supervisor. E. The supervisor believes that keeping a distance from his employees will create a sense of fear in them.

Q: Which of the following is a true statement about the step involving anticipating questions and objections and preparing answers under negotiating planning? A. You should avoid focusing on common interest. B. You should only talk in "I," not "you" and "we," terms. C. You should wait for people to directly tell you their real objections. D. You should project positive self-esteem.

Q: The process of developing a succession plan begins with: A. reviewing the existing talent. B. linking succession planning with other human resource systems. C. identifying the positions to be planned for. D. establishing position requirements. E. deciding how to measure employees' potential for being able to fill requirements.

Q: _____ is a process in which two or more parties have something the other wants and attempt to come to an exchange agreement. A. Servicing B. Negotiating C. Conditioning D. Coalition building

Q: In the case of succession planning, job assignments for high-potential employees are based on: A. the personal preferences of these employees. B. the immediate needs of an 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.

Q: A _____ is a short-term network used to meet an objective. A. conflict B. contract C. coalition D. confederation

Q: Identify the correct statement about succession planning. A. It ensures that middle management systematically reviews leadership talent in the company. B. It provides a set of developmental experiences that managers must complete to be considered for top management positions. C. All companies have a succession plan ready when they need one. D. It identifies a specific replacement for each managerial position within a company. E. It focuses on low-potential and medium-potential employees.

Q: Peter is in a meeting with a person who has years of experience in the field Peter is interested to work in. Which of the following should Peter do immediately after the first step of establishing rapport? A. Deliver the one-minute self-sell B. Linger beyond the time offered C. Praise the person D. Ask for additional contacts

Q: Steve Karl, a general manager at Bleaker Inc., believes that succession planning helps create a sense of motivation in high-potential employees who are also very ambitious. His management colleague, Darrell, feels that succession planning would create fewer opportunities for low-potential employees who would also some day like to hold higher positions in the organization. Which of the following statements supports Steve's belief? A. Succession planning alone can help create a sense of motivation in employees. B. Darrell feels that succession planning can create conflict among employees. C. Succession planning helps provide special training and knowledge to potential high performers. D. Succession planning may create personal bias in employees who fail to see talent in others. E. Succession planning is just one of the many ways to identify eligible employees in the organization.

Q: Homer is studying architecture and wants to intern at the city's best architectural firm. He meets his uncle Greg, who knows someone in the esteemed firm. Which of the following should Homer do first in the networking interview process? A. Ask his contacts how he might help them B. Deliver his one-minute self-sell C. Ask prepared questions D. Establish rapport

Q: A pharmaceutical company, TechnoGene, has initiated a system where high-potential employees are identified and trained for senior positions in the company. Which of the following processes is exemplified in this scenario? A. Succession planning B. Self-assessment C. Feedback D. Handing over formalities E. Goal setting

Q: Which of the following is the final step of the networking interview process? A. Following up with a thank-you note and status report B. Asking your contacts how you might help them C. Getting additional contacts for your network D. Asking prepared questions

Q: _____ is the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant. A. Acculturation B. Leaderless group discussion C. Benchmarking D. Data gathering E. Succession planning

Q: Which of the following is the first step of the networking interview process? A. Establishing rapportpraise and reading the person B. Asking prepared questions C. Delivering the one-minute self-sell D. Enquiring about the organization in which the person works

Q: The glass ceiling is likely caused by: A. a lack of access to developmental relationships. B. the presence of a diverse workforce. C. the presence of too many mentors for female employees. D. the presence of women with technical skills. E. providing challenging job assignments to high-potential employees.

Q: "Paul is developing his one-minute self-sell." With which of the following should he start? A. The target career he is seeking B. The industry he prefers C. The highlights of his career to date D. The names of the organizations he is targeting

Q: Greg has evaluated himself and chalked out his skills and areas of expertise. He has also discussed them during job interviews. According to the networking process, which of the following should Greg do next? A. Develop a network B. Set networking objectives C. Conduct networking interviews D. Create a one-minute self-sell

Q: Michelle Antony, an employee at Matthews Inc., finds it difficult to attain a promotion even after working for seven years at the firm. She believes that she is not being promoted because she is a woman. In this scenario, Michelle's progress in the organization is restricted by a _____. A. downward move B. nickel fence C. job reduction D. job rotation E. glass ceiling

Q: With which of the following should a one-minute self-sell start? A. Summary of educational qualifications B. The target industry one prefers C. The target career one is seeking D. Highlights of one's career to date

Q: Michael Nolan, a newly appointed executive manager at Zeta Inc., realizes that his team, consisting mostly of women, has not received a pay raise even though they have been working in the organization for many years. He believes this is because the company has purposely not provided the necessary tools for them to aim for better positions in the company. Michael's senior manager, Howard, says that Michael's belief is wrong. Which of the following statements supports Michael's belief? A. Howard believes the company has provided the required tools for success to both male and female employees. B. The company has constantly encouraged its female employees to take on more responsibilities. C. Howard believes that the women in the organization are quite comfortable with their current positions. D. The company must break away from the stereotype attached to female employees that they are not fit for senior positions. E. The tools and amenities provided are very traditional and do not help meet the necessary skills required.

Q: The _____ is an opening statement used in networking that quickly summarizes your history and career plan and asks a question. A. cover letter B. resume C. one-minute self-sell D. primacy effect

Q: Circumstances that resemble an invisible barrier that keep most women and minorities from attaining the top jobs in organizations are referred to as the: A. revolving door. B. fixed wall. C. glass ceiling. D. closed door. E. glass escalator.

Q: Martha Wong has been through a series of self-assessments and has received constant feedback. She has listed her goals for the future and thinks of various ways in which she can accomplish them. The act of determining the various methods to accomplish Martha's goals is an example of _____. A. empowerment B. determination C. training D. an action plan E. a career restructure

Q: Which of the following does self-assessment help? A. Developing a training program for colleagues B. Clarifying one's skills, competencies, and knowledge C. Communicating with the boss D. Increasing one's salary range

Q: During the action planning and follow-up step of the career management process, the employer: A. has the responsibility of communicating the performance evaluation. B. should identify opportunities and personal areas needing improvement. C. should ensure that the goal is specific. D. is responsible for identifying the steps and timetable to reach the goals. E. should identify the resources needed.

Q: Which of the following should be included in the one-minute self-sell? A. Take-it-or-leave-it approach B. Bargaining options and tradeoffs C. An opening objective offer that is higher than you expect D. The target career you are seeking

Q: The final step in the career management process is: A. self-assessment. B. reality check. C. goal setting. D. action planning. E. feedback.

Q: Which of the following functions does a one-minute self-sell serve? A. Stimulating conversation by asking for help in the area of support B. Helping one choose a target career in a particular industry C. Helping one ask one's contacts how one might help them D. Serving as a short-term network to meet an objective

Q: Neil and Tim graduated together. Tim landed a job through one of his father's friends. Which of the following should Neil do to get a job? A. Develop networking skills B. View networking as being unfair C. Create a one-minute self-sell D. Conduct networking interviews

Q: Charlie, the CEO of MindChannel Inc., believes that introducing a strategy of writing down one's career goals will help increase the productivity and potential of his employees. Charlie believes that these goals will keep his employees motivated to aim for higher positions in the organization. The vice president thinks close monitoring and constant criticism is better than writing down goals to motivate employees to meet the target. Which of the statements will help weaken the vice president's belief? A. Goals are usually difficult to accomplish because they depend on an employee's willpower. B. Constant feedback is a strong motivator to help increase the potential of employees. C. Goals, when achieved, create a feeling of accomplishment, something that criticism will not create. D. Motivation should be demonstrated in company communications, which are formal and assertive. E. Goals, if not met, can create a sense of worthlessness in an employee.

Q: Danny has recently graduated with a degree in advertising and is looking for a job. He has posted his resume on the Internet. Which of the following should Danny do first in order to network effectively? A. Develop a network B. Create a one-minute self-sell C. Conduct networking interviews D. Perform a self-assessment and set objectives

Q: Christopher Maine, an employee, understands that he has great potential after taking a self-assessment test at his company. He decides to create a checklist of short-term objectives to be achieved to help him hone his skills. In this scenario, Christopher is employing _____ as a mechanism of career management. A. feedback B. self-assessment C. goal setting D. assessment E. appraisal

Q: Wilma, an employee at Neptune Co., is hardworking and talented. She keeps herself informed about the latest developments in her field and is performing well in her job. Which of the following is the most important reason for Wilma to develop her networking skills? A. To get a job B. To negotiate with other people C. To advance within the organization D. To perform a self-assessment and set objectives

Q: What is the organization's responsibility in the goal-setting stage of the career management process? A. To identify what skills can be developed realistically B. To identify goals and methods to determine goal progress C. To identify steps and a timetable to reach goals D. To ensure that the goal is specific, challenging, and attainable E. To communicate performance evaluation and opportunities available to an employee

Q: Which of the following is the final step of the networking process? A. Performing a self-assessment B. Creating a one-minute self-sell C. Maintaining the network D. Setting objectives

Q: Usually an employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management. A. self-assessment B. action planning C. goal setting D. data gathering E. feedback

Q: Employees at Akesson Inc. are frustrated with their manager, Ryan, who does not believe in providing feedback because he thinks it's a waste of time. His employees argue that they do not know how to hone their skills if they are not told what areas they should work on and what areas are satisfactory. Which of the following statements would strengthen the employees' arguments? A. Ryan only hires employees who have the potential to follow through on his high expectations. B. Feedback is not an effective mechanism because employees can choose to reject the constructive information. C. Evaluating each employee is a herculean task that would require a lot of time and effort. D. Employees who receive feedback gain more clarity on their roles and are able to contribute to an organization in a more effective manner. E. Employees ought to evaluate themselves because self-assessment is the best type of feedback.

Q: Which of the following is a reason to develop networking skills? A. To maintain mobility B. To stagnate your career path C. To develop a legal power base D. To enhance the use of technology

Q: Which of the following is a task to be performed in the networking process? A. Performing a self-assessment and setting objectives B. Creating a four-minute barrier C. Developing a time log D. Attending job interviews

Q: In the feedback step of the career management process, the employee is primarily responsible for: A. ensuring that his or her goal is specific, challenging, and attainable. B. identifying the company's resources needed to reach goals. C. identifying what skills he or she could realistically develop in light of the opportunities available. D. identifying resources he or she needs, including courses, work experiences, and relationships. E. identifying his or her strengths, weaknesses, interests, and values.

Q: Which of the following steps of the networking process comes immediately after a self-assessment and objective setting? A. Conducting networking interviews B. Developing a network C. Maintaining a network D. Creating a one-minute self-sell

Q: Marcus, a manager at Royal Memphis Hotel, is training a new group of employees. After each training session, the employees complete various exercises to test their knowledge. After evaluating the results, Marcus speaks one-on-one with the employees to help them define their areas of weakness and encourage them to keep fine-tuning their strengths. In this scenario, Marcus is providing his employees with _____. A. counseling B. feedback C. goals D. self-assessment E. self-appraisal

Q: Which of the following is the first step of the networking process? A. Developing a network address book B. Taking an appointment and fixing up a networking interview C. Performing a self-assessment and setting objectives D. Creating a one-minute self-sell

Q: The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization's plans is called: A. self-assessment. B. feedback. C. goal setting. D. action planning. E. data gathering.

Q: Which of the following helps identify employees' preferences for working in different types of environments like sales and counseling? A. Myers-Briggs Type Indicator B. Self-Directed Search C. Leaderless group discussion D. Occupational Outlook Handbook E. Strong-Campbell Interest Inventory

Q: _____ are considered one's secondary connections. A. Professional friends B. Coworkers C. Relatives D. Friend's relatives

Q: The _____ is a self-assessment tool that helps employees identify their occupational and job interests. A. Myers-Briggs Type Indicator B. Self-Directed Search C. Leaderless group discussion D. Occupational Outlook Handbook E. Strong-Campbell Interest Inventory

Q: _____ is the ongoing process of building interconnected relationships for the purpose of politicking and socializing. A. Networking B. Amalgamation C. Conditioning D. Campaigning

Q: Walter, a senior manager at BottleCap Creations, believes that rather than pointing out the limitations of his subordinates and making them lose their sense of self-worth, he should allow them to identify their strengths and weaknesses on their own through various tests. His colleague, Veronica, claims that the opposite approach, pointing out mistakes, is a good way to create improvements. Which of the following statements, if true, would weaken Veronica's claim? A. Employees who have their mistakes identified by their supervisor are more focused and determined on the job. B. Pointing out faults to an employee is an effective learning process because the employee will make sure to follow through on the supervisor's feedback. C. Employees prefer having face-to-face conversations with their supervisors about their limitations and strengths. D. A self-assessment test may not identify all the limitations or strengths that employees may possess. E. Employees will realize their limitations and strengths better when they evaluate their own skills.

Q: Leadership is a person's ability to influence others to do something they would not otherwise do.

Q: Wrap Foods, a leading brand in microwaveable food items, prides itself on helping its employees with their career paths. The employees are highly efficient and are motivated to define areas of weakness in their job performances and work to eliminate them. The employees take various tests to help them assess their career interests and behavioral tendencies, thus helping them work on becoming successful. In this scenario, which of the following systems for career management is being employed at Wrap Foods? A. Feedback B. Self-assessment C. Self-discipline D. Goal setting E. Action plan

Q: When one is involved with a complex deal, with trade-offs, one should be willing to be the first to make a concession.

Q: The career management process starts with: A. self-assessment. B. goal setting. C. reality checking. D. identifying the steps and timetable to reach a goal. E. specifying the competencies to be developed.

Q: Negotiating planning includes creating one-minute self-sell.

Q: The step in the career management process in which psychological tests, such as the Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory, are used is: A. follow-up. B. reality check. C. goal setting. D. action planning. E. data gathering.

Q: A postponement is part of the negotiating process.

Q: What is an employee's responsibility in the data gathering stage of career management? A. To identify opportunities and areas needing improvement B. To communicate performance evaluations C. To identify steps and a timetable to reach goals D. To provide assessment information to identify strengths, weaknesses, interests, and values E. To ensure that goals are specific, challenging, and attainable

Q: A coalition is a short-term network used to meet an objective.

Q: Which of the following is a component of a basic career management system? A. Sabbatical B. Goal setting C. Externship D. Team building E. Workplace ethics

Q: In a networking interview, even if the other person has already heard one's one-minute self-sell, one should say it again.

Q: Mindy Ellis, a manager at Savannah Grasse, observes that Mark is a slow learner and has not been able to grasp the nuances of his job responsibilities. She sees potential in Mark and decides to motivate him by working one-on-one with him and teaching him the necessary skills required to perform his job well. In this scenario, Mindy is acting as a _____. A. pupil B. protg C. mentor D. coach E. tutor

Q: An informational interview is a phone call or, preferably, a face-to-face meeting that you initiate to meet objectives.

Q: A peer or manager who works closely with employees to motivate them, help them develop their skills, and provide reinforcement and feedback is known as a: A. protg. B. coach. C. moderator. D. high-potential employee. E. facilitator.

Q: One's vendors, suppliers, managers, and mentors are secondary connections.

Q: Acting as a mentor gives managers: A. career support and sponsorship. B. increased visibility among the organization's managers. C. a chance to talk about their worries. D. a chance to develop their interpersonal skills. E. a greater opportunity to be promoted.

Q: To expand your network list, you should include people you do not know.

Q: Which of the following is a characteristic of a successful formal mentoring program? A. Mentor and protg participation is mandatory. B. Managers are rewarded for employee development. C. Mentors are chosen on a random basis. D. Mentors become therapists for their protgs. E. Mentor-protg relationships are artificially created.

Q: The one-minute self-sell should start with a question to encourage two-way communication.

Q: Charles is a successful senior employee at Groo Technology Inc. Because he has five years of experience in the company and is well recognized for his contributions, the company's CEO asks Charles to utilize his vast experience to pass on knowledge to a new employee who is a quick learner but not very skilled yet at carrying out his role. In this scenario, the CEO wants Charles to be a _____. A. protg B. coach C. mentor D. tutor E. guru

Q: One should start a one-minute self-sell by stating the target career one is seeking, the industry one prefers, and a specific function or role.

Q: Which of the following is true of mentoring? A. Mentoring is the best substitute for therapy. B. Most mentoring relationships develop formally as a result of interests or values officially discussed by a mentor and a protg. C. Employees most likely to seek a mentor are emotionally unstable and have a low need for power and achievement. D. Mentoring programs tend to be most successful when they are voluntary and participants understand the details of the program. E. Informal mentoring programs ensure access to mentors for all employees, regardless of gender or race.

Q: The one-minute self-sell is an opening statement used in networking that quickly summarizes your history and career plan and asks a question.

Q: Doug was part of a formal mentoring program and was mentored by Amelia. The mentoring sessions were conducted over a period of six weeks to improve Doug's communications and interpersonal skills in the workplace. The sessions, however, were unsuccessful. Which of the following, if true, would most likely have caused the failure of the mentoring sessions? A. Doug failed to treat the mentoring sessions as therapy. B. Doug and Amelia did not have an informal relationship before the formal mentoring program began. C. Amelia is a senior employee and has more experience than Doug. D. Doug's participation was involuntary, and he had little understanding of the details of the program. E. Doug is a new employee, whereas Amelia has been working with the firm for many years.

Q: The task of self-assessment can help clarify your skills, competencies, and knowledge.

Q: Management at an IT firm is thinking of promoting Barbara, a customer service representative, to the position of senior customer relationship manager. Which of the following, if true, would weaken management's decision to promote her? A. Barbara is currently on a sabbatical and is expected to return to the office in three months. B. Barbara was promoted to her current position less than a year ago. C. Barbara has already had a pay rise over the last two years. D. Barbara has little experience in handling such a position, which would require greater responsibility. E. Barbara has never been on an externship, unlike some of her customer service colleagues.

Q: The task of conducting networking interviews can help clarify your skills and competencies.

Q: Kiara Evans, the editor-in-chief of News CRB, believes that her senior editor, Sean, would benefit from a sabbatical so he can develop new skills and refresh his existing ones. Sean, on the other hand, believes that he can develop new skills even if he continues performing his regular job. Which of the following statements supports Kiara's belief? A. Sean can try his hand at various other departments to help him gain new skills. B. Sean thinks that Kiara is looking to promote another senior editor on the team. C. Kiara wants Sean to take time off to pursue his dream of writing a book. D. Sean's salary cannot be matched by any other company in the local area. E. Sean is looking forward to receiving the Perfect Attendance Award.

Q: Creating a one-minute self-sell is the first step of the networking process.

Q: The networking process includes creating a four-minute barrier.

Q: Providing employees with the opportunity to get away from the day-to-day stresses of their job and acquire new skills and perspectives is known as a(n) _____. A. transfer B. expatriate assignment C. sabbatical D. externship E. downward move