Which of the following is true of the relationship between training and development? |
The goal of training is preparation for the current job, while the goal of development is preparation for changes in the current job. |
Which of the following is true of development? |
Participation in development is voluntary. |
Which of the following is true of protean careers? |
Based on the psychological contract, employees look for organizations to provide development opportunities. |
Protean careers require that employees: |
take responsibility to manage their own careers. |
_____ help(s) employees select development activities that prepare them to meet their career goals. |
Career management |
The four general approaches that companies use to develop employees include: |
formal education, assessment, job experiences, and interpersonal relationships. |
Collecting information and providing feedback to employees about their behavior is called _____. |
assessment |
The energy dichotomy of the Myers-Briggs Type Indicator indicates _____. |
individuals’ degree of introversion or extroversion |
According to the Myers-Briggs Type Indicator, Introverted types (I) gain energy by _____. |
focusing on inner thoughts |
According to the Myers-Briggs Type Indicator, Extroverted types (E) gain energy through: |
interpersonal relationships. |
According to the Myers-Briggs Type Indicator, individuals with a Sensing (S) preference: |
tend to gather the facts and details to prepare for a decision. |
According to the lifestyle dichotomy of the Myers-Briggs Type Indicator, individuals with a _____ preference enjoy surprises and dislike deadlines. |
Perceiving (P) |
The decision-making dimension of the Myers-Briggs Type Indicator relates to the: |
amount of consideration given to others’ feelings when making a decision. |
According to the Myers-Briggs Type Indicator, individuals with a Perceiving (P) preference: |
are comfortable with changing a decision. |
The Myers-Briggs Type Indicator (MBTI) identifies individuals’ preferences for source of energy, means of information gathering, way of decision making, and _____. |
lifestyle |
According to the Myers-Briggs Type Indicator, individuals who are Introverted, Sensing, Thinking, and Judging (known as ISTJs): |
appear to their colleagues to be too task-oriented. |
Which of the following is true of the Myers-Briggs Type Indicator (MBTI)? |
The MBTI is a valuable tool for understanding communication styles. |
Which of the following is true about an assessment center? |
At an assessment center, multiple raters or evaluators evaluate employees’ performance on a number of exercises. |
The primary use of assessment centers is to identify: |
whether employees have the personality characteristics and skills needed for managerial positions. |
An employee’s tolerance for uncertainty and the ability to get along with others are assessed in _____. |
personality tests |
Which of the following is true of in-basket exercises? |
They simulate the administrative tasks of a manager’s job, using a pile of documents for the employee to handle. |
Which of the following assessment center exercises is being used when a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period? |
Leaderless group discussion |
In assessment centers, typically, each assessor observes and records _____ employees’ behaviors in each exercise. |
one or two |
The measurement tool Benchmarks focuses on measuring: |
a manager’s use of skills associated with success in managing. |
Identify the skill related to a successful manager. |
Can behave in ways that are often seen as opposites |
Which of the following skills do managers demonstrate if they show genuine interest in others? |
Compassion and sensitivity |
Which of the following skills do managers demonstrate if they accomplish tasks through managing others? |
Team orientation |
Which of the following statements about Benchmarks is true? |
The items measured by Benchmarks are based on research into the lessons that executives learn in critical events of their careers. |
The 360-degree feedback process: |
involves rating the individual in terms of work-related behaviors. |
How does 360-degree feedback help organizations? |
Performance improves and behavior changes as a result of participation. |
Most employee development occurs through: |
job experiences. |
Using job experiences for development assumes that: |
development is most likely to occur when employee’s skills and experiences do not entirely match the skills required for the current job. |
Which of the following is true of job enlargement? |
It involves adding challenges or new responsibilities to employees’ current jobs. |
Job rotation involves: |
moving the employee through a series of job assignments in one or more functional areas of the company. |
Which of the following is a potential problem of job rotation? |
Employees typically develop a short-term perspective on problems and solutions. |
Which of the following is true about job rotation? |
The system ensures that employees understand the specific skills to be developed. |
Which of the following is true about a transfer? |
It is an assignment of an employee to a position in a different area of the company, usually in a lateral move. |
A move to a job with a similar level of responsibility within the same organization is called a(n): |
lateral move. |
The organization may demote an employee to a lower-level position: |
so that the employee can learn different skills. |
Allowing employees to take a full-time temporary position at another company is known as a(n): |
externship. |
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): |
sabbatical |
A mentor is generally a(n): |
experienced, productive senior employee who helps develop a protégé. |
Which of the following is true of mentoring? |
Mentoring programs tend to be most successful when they are voluntary and participants understand the details of the program. |
Which of the following is a characteristic of a successful formal mentoring program? |
Managers are rewarded for employee development. |
Acting as a mentor gives managers: |
a chance to develop their interpersonal skills. |
A peer or manager who works closely with an employee to motivate him/her, help him/her develop skills, and provide reinforcement and feedback is known as a: |
coach. |
Which of the following is a component of a basic career management system? |
Goal setting |
What is the employee’s responsibility in the data gathering stage of career management? |
To identify opportunities and areas needing improvement |
The step in the career management process in which psychological tests, such as Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory, are used is: |
data gathering. |
The career management process starts with: |
self-assessment. |
The _____ is a self-assessment tool that helps employees identify their occupational and job interests. |
Strong-Campbell Interest Inventory |
Which of the following helps identify employees’ preferences for working in different types of environments like sales and counseling? |
Self-Directed Search |
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: |
feedback |
In the feedback step of the career management process, the employee is primarily responsible for: |
identifying what skills he/she could realistically develop in light of the opportunities available. |
Usually the employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management. |
feedback |
What is the organization’s responsibility in the goal-setting stage of the career management process? |
To ensure that the goal is specific, challenging, and attainable |
The final step in the career management process is: |
action planning. |
During the action planning and follow-up step of the career management process, the employer: |
should identify resources needed. |
Circumstances that resemble an invisible barrier that keep most women and minorities from attaining the top jobs in organizations are referred to as the: |
glass ceiling. |
The glass ceiling is likely caused by: |
a lack of developmental relationships. |
_____ is the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant. |
Succession planning |
Which of the following is true about succession planning? |
It provides a set of developmental experiences that managers must complete to be considered for top management positions. |
In the case of succession planning, job assignments for high-potential employees are based on: |
the successful career paths of the managers whom these employees are preparing to replace. |
The process for developing a succession plan begins with: |
identifying the positions to be planned for. |
An Individual Coaching for Effectiveness program is designed to: |
help managers with dysfunctional behaviors. |
HR – Chapter 9
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