Question 1

In the feedback step of the career management process, the employee is primarily responsible for

Accepted Answer

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.F) B) and D)
G) D) and E)

Question 2

An organization can use downward moves as a source of job experience.

Accepted Answer

A) True 
 B)False

Question 3

The development of high-potential employees is usually a very swift process.

Accepted Answer

A) True 
 B)False

Question 4

Job rotation involves

Accepted Answer

A)   adding challenges or new responsibilities to an employee's current job.
B)   moving an employee through a series of job assignments in one or more functional areas of the company.
C)   allowing an employee to work full-time in a temporary position at another company.
D)   allowing an employee to switch between two different jobs within the company on a daily or weekly basis.
E)   assigning an employee to a position with less responsibility and authority.F) A) and D)
G) A) and C)

Question 5

What is the organization's responsibility in the goal-setting stage of the career management process?

Accepted Answer

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 employeeF) A) and D)
G) C) and D)

Question 6

Unon Inc. offers its employees a career management program in which they can take a variety of self-assessments. When employees complete these self-assessments, what is the organization's responsibility in the next stage of the career management process?

Accepted Answer

A)   setting short- and long-range career goals for the employee, in light of the reality check
B)   identifying the steps and timetable for reaching the goals in the employee's action plan
C)   identifying opportunities and personal areas needing improvement
D)   communicating to the employee what skills he or she could realistically develop in light of the opportunities available
E)   communicating to the employee the results of the performance evaluation and any development opportunities availableF) B) and E)
G) B) and D)

Question 7

The glass ceiling is likely caused by

Accepted Answer

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.F) A) and D)
G) B) and D)

Question 8

Anthony, a human resource executive for Beta Equipment, is preparing a recommendation to the company's executives that the company develop a program of succession planning. The company has been growing rapidly, so he anticipates some resistance to the time required for careful planning. Which statement would best support Anthony's idea for succession planning?

Accepted Answer

A)   Succession planning forces Beta Equipment's managers to conduct performance appraisals of all employees.
B)   Succession planning enables Beta Equipment to promote managers whether or not they are ready.
C)   Succession planning ensures that Beta Equipment is ready with candidates if a key position becomes vacant.
D)   Succession planning will be needed only temporarily, because the workforce has been aging.
E)   Beta Equipment is able to grow in spite of having fewer middle managers than it did 30 years ago.F) B) and D)
G) A) and D)

Question 9

Pen & Paper Inc., a publishing company, administered the Myers-Briggs Type Indicator (MBTI)  assessment to its editorial team and learned that some individuals are drawn toward gathering the facts and details needed for decision making, while others focus more on noticing relations among the facts. Some of the employees enjoy learning this about themselves, but the human resource specialist who administered the assessment cautions them not to use the results to limit their understanding of what they can do. Which statement best explains the need for caution in applying the results of this assessment?

Accepted Answer

A)   MBTI scores are mainly useful for measuring job performance.
B)   MBTI scores are not necessarily valid and reliable.
C)   MBTI scores should be used for evaluating promotion potential.
D)   MBTI scores are extremely stable over time.
E)   The scores show that some individuals are more flexible in their thinking than others.F) A) and B)
G) D) and E)

Question 10

Which of the following helps identify employees' preferences for working in different types of environments, such as sales and counseling?

Accepted Answer

A)   Myers-Briggs Type Indicator
B)   Self-Directed Search
C)   leaderless group discussion
D)   Occupational Outlook Handbook
E)   Strong-Campbell Interest InventoryF) A) and E)
G) A) and D)

Question 11

According to the Myers-Briggs Type Indicator, individuals with a Feeling (F) preference try always to be objective in making decisions, whereas individuals with a Thinking (T) preference are more subjective.

Accepted Answer

A) True 
 B)False

Question 12

Mentoring programs tend to be very successful when they are compulsory.

Accepted Answer

A) True 
 B)False

Question 13

A protean career is one that remains constant despite the changes in a person's interests, abilities, and values and in the work environment.

Accepted Answer

A) True 
 B)False

Question 14

Sebastian, 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 achieve to help him hone his skills. In this scenario, Sebastian is employing ________ as a mechanism of career management.

Accepted Answer

A)   feedback
B)   self-assessment
C)   goal setting
D)   assessment
E)   appraisalF) None of the above
G) C) and D)

Question 15

Basic career management systems involve the four sequential steps of recruiting, relocation, reality check, and action planning.

Accepted Answer

A) True 
 B)False

Question 16

Why might an organization demote an employee to a lower-level position?

Accepted Answer

A)   to provide greater challenges to him or her.
B)   so that the employee can learn different skills
C)   to increase the employee's visibility
D)   so that the employee can get more authority
E)   to give the employee more responsibilityF) A) and B)
G) A) and C)

Question 17

What is 360-degree feedback? What are its advantages and disadvantages?

Accepted Answer

360-degree feedback is a method of perfo...

Question 18

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

Accepted Answer

A)   protégé.
B)   coach.
C)   moderator.
D)   high-potential employee.
E)   facilitator.F) D) and E)
G) A) and B)

Question 19

Which statement is true about the 360-degree feedback process?

Accepted Answer

A)   It involves rating an individual in terms of work-related behaviors.
B)   It collects a single perspective of a manager's performance.
C)   It breaks down formal communications about behaviors and skill ratings between employees and their internal and external customers.
D)   It gives results that can be easily interpreted by anyone.
E)   It demands very little time from the raters to complete the evaluations.F) B) and E)
G) A) and C)

Question 20

Relocation is the most common way to use downward moves for employee development.

Accepted Answer

A) True 
 B)False

Exam 8: Developing Employees for Future Success

Which of the following helps identify employees' preferences for working in different types of environments, such as sales and counseling?

Correct Answer
verified

Mentoring programs tend to be very successful when they are compulsory.

Correct Answer
verified

Job rotation involves

Correct Answer
verified

What is 360-degree feedback? What are its advantages and disadvantages?

Correct Answer
verified
360-degree feedback is a method of perfo...
View Answer

Correct Answer
verified

In the feedback step of the career management process, the employee is primarily responsible for

Correct Answer
verified

Which statement is true about the 360-degree feedback process?

Correct Answer
verified

A protean career is one that remains constant despite the changes in a person's interests, abilities, and values and in the work environment.

Correct Answer
verified

Why might an organization demote an employee to a lower-level position?

Correct Answer
verified

What is the organization's responsibility in the goal-setting stage of the career management process?

Correct Answer
verified

Sebastian, 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 achieve to help him hone his skills. In this scenario, Sebastian is employing ________ as a mechanism of career management.

Correct Answer
verified

Unon Inc. offers its employees a career management program in which they can take a variety of self-assessments. When employees complete these self-assessments, what is the organization's responsibility in the next stage of the career management process?

Correct Answer
verified

According to the Myers-Briggs Type Indicator, individuals with a Feeling (F) preference try always to be objective in making decisions, whereas individuals with a Thinking (T) preference are more subjective.

Correct Answer
verified

An organization can use downward moves as a source of job experience.

Correct Answer
verified

The development of high-potential employees is usually a very swift process.

Correct Answer
verified

The glass ceiling is likely caused by

Correct Answer
verified

Correct Answer
verified

Relocation is the most common way to use downward moves for employee development.

Correct Answer
verified

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

Correct Answer
verified

Basic career management systems involve the four sequential steps of recruiting, relocation, reality check, and action planning.

Correct Answer
verified

Exam 8: Developing Employees for Future Success

Which of the following helps identify employees' preferences for working in different types of environments, such as sales and counseling?

Correct AnswerverifiedShow Answer

Mentoring programs tend to be very successful when they are compulsory.

Correct AnswerverifiedShow Answer

Job rotation involves

Correct AnswerverifiedShow Answer

What is 360-degree feedback? What are its advantages and disadvantages?

Correct Answerverified360-degree feedback is a method of perfo...View AnswerShow Answer

Correct AnswerverifiedShow Answer

In the feedback step of the career management process, the employee is primarily responsible for

Correct AnswerverifiedShow Answer

Which statement is true about the 360-degree feedback process?

Correct AnswerverifiedShow Answer

A protean career is one that remains constant despite the changes in a person's interests, abilities, and values and in the work environment.

Correct AnswerverifiedShow Answer

Why might an organization demote an employee to a lower-level position?

Correct AnswerverifiedShow Answer

What is the organization's responsibility in the goal-setting stage of the career management process?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Unon Inc. offers its employees a career management program in which they can take a variety of self-assessments. When employees complete these self-assessments, what is the organization's responsibility in the next stage of the career management process?

Correct AnswerverifiedShow Answer

According to the Myers-Briggs Type Indicator, individuals with a Feeling (F) preference try always to be objective in making decisions, whereas individuals with a Thinking (T) preference are more subjective.

Correct AnswerverifiedShow Answer

An organization can use downward moves as a source of job experience.

Correct AnswerverifiedShow Answer

The development of high-potential employees is usually a very swift process.

Correct AnswerverifiedShow Answer

The glass ceiling is likely caused by

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Relocation is the most common way to use downward moves for employee development.

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Basic career management systems involve the four sequential steps of recruiting, relocation, reality check, and action planning.

Correct AnswerverifiedShow Answer

Correct Answer
verified

Correct Answer
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Correct Answer
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Correct Answer
verified
360-degree feedback is a method of perfo...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
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Correct Answer
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Correct Answer
verified

Correct Answer
verified

Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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