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1 | |
Which of these refers to formal education, job experiences, relationships, and assessment of personality and abilities that help employees prepare for the future? |
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| | A) | Training |
| | B) | Job rotation |
| | C) | Development |
| | D) | Benchmarks |
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2 | |
A development program contains all of the following characteristics except |
|
| | A) | current focus. |
| | B) | high use of work experience. |
| | C) | preparation for changes is a main goal. |
| | D) | participation is voluntary |
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3 | |
A career that is frequently changing based on both changes in the person's interest, abilities, and values; and changes in the work environment refers to a _______ career. |
|
| | A) | psychological |
| | B) | benchmarked |
| | C) | protean |
| | D) | transfer |
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4 | |
Psychological success is the feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work. |
|
| | A) | True |
| | B) | False |
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5 | |
Which of the following is not one of the four approaches to employee development? |
|
| | A) | Formal education |
| | B) | Informal education |
| | C) | Assessment |
| | D) | Job experiences |
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6 | |
The Myers Briggs Type Indicator is the most popular psychological test for employee development. |
|
| | A) | True |
| | B) | False |
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7 | |
______ involves collecting information and providing feedback to employees about their behavior, communication style, or skills. |
|
| | A) | A sabbatical |
| | B) | Benchmarking |
| | C) | Assessment |
| | D) | The Meyers-Briggs Indicator |
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8 | |
The _____ is a process in which multiple raters or evaluators evaluate employees' performance on a number of exercises. |
|
| | A) | sabbatical |
| | B) | benchmarking |
| | C) | job rotation |
| | D) | assessment center |
|
9 | |
Which of these, according to MBTI, tend to be serious, quiet, practical, orderly, and logical? |
|
| | A) | ISTJs |
| | B) | ESFPs |
| | C) | ENTJs |
| | D) | INFPs |
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10 | |
A(n) is a simulation of the administrative tasks of a manager's job. |
|
| | A) | interview |
| | B) | discussion group |
| | C) | role play |
| | D) | in-basket |
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11 | |
An instrument designed to measure the factors that are important to being a successful manager is a(n): |
|
| | A) | Assessment center. |
| | B) | MBTI. |
| | C) | Benchmark. |
| | D) | 360-degree feedback system. |
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12 | |
In _____ , employees' behaviors or skills are evaluated not only by subordinates, but also by peers, customers, their bosses, and themselves. |
|
| | A) | upward feedback |
| | B) | benchmarking |
| | C) | mentoring |
| | D) | 360- degree feedback systems |
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13 | |
_____ refers to adding challenges or new responsibilities to employees' current jobs. |
|
| | A) | Job enlargement |
| | B) | Ice program |
| | C) | Job rotation |
| | D) | Job transfer |
|
14 | |
Which of these involves providing employees with a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department? |
|
| | A) | Job rotation |
| | B) | Promotion |
| | C) | Sabbatical |
| | D) | Job enlargement |
|
15 | |
____________ refers to a company allowing employees to take a full-time operational role at another company. |
|
| | A) | Sabbatical |
| | B) | Externship |
| | C) | Internship |
| | D) | Interpatriate |
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16 | |
Which of these refers to a leave of absence from the company to renew or develop skills? |
|
| | A) | A proteam career |
| | B) | Job enlargement |
| | C) | ICE program |
| | D) | A sabbatical |
|
17 | |
A mentor is an experienced, productive, senior employee who helps develop a less experienced employee. |
|
| | A) | True |
| | B) | False |
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18 | |
Psychosocial support includes: |
|
| | A) | employee wellness program. |
| | B) | outsourcing. |
| | C) | friend/role model. |
| | D) | team projects. |
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19 | |
______ are peers or managers who work with employees to motivate them and help them develop skills, and provide reinforcement and feedback. |
|
| | A) | Coaches |
| | B) | Administrators |
| | C) | Friends |
| | D) | Team managers |
|
20 | |
Which of these is not a step in the career management process? |
|
| | A) | Reality check |
| | B) | Action planning |
| | C) | Mentoring |
| | D) | Self-assessment |
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21 | |
Which of these is the first step in the career management process? |
|
| | A) | Reality check |
| | B) | Action planning |
| | C) | Self-assessment |
| | D) | Goal setting |
|
22 | |
Self-management refers to the use of information by employees to determine their career interests. |
|
| | A) | True |
| | B) | False |
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23 | |
Which stage of the career management process refers to the information employees receive about how the company evaluates their skills and knowledge and where they fit into the company's plan? |
|
| | A) | Action planning |
| | B) | Reality check |
| | C) | Self-assessment |
| | D) | Goal setting |
|
24 | |
Development plans include strengths and weaknesses, career goals, and development activities for reaching goals. |
|
| | A) | True |
| | B) | False |
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25 | |
The ____ is a barrier to advancement to the higher levels of the organization for women and minorities. |
|
| | A) | glass ceiling |
| | B) | benchmark |
| | C) | diversity program |
| | D) | iron gate |
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26 | |
Thanks to successful discrimination lawsuits in the United States, women and minorities today do not have trouble finding mentors. |
|
| | A) | True |
| | B) | False |
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27 | |
Reaching Stage 3 of the development of high potential employees may take 15 to 20 years. |
|
| | A) | True |
| | B) | False |
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28 | |
Today, companies have a surplus of upper-level management. |
|
| | A) | True |
| | B) | False |
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29 | |
Succession planning primarily involves the identification and tracking of high-potential employees. |
|
| | A) | True |
| | B) | False |
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30 | |
______ employees are those the company believes are capable of being successful in higher-level managerial positions such as general manager of a strategic business unit. |
|
| | A) | Marginal |
| | B) | Star |
| | C) | High-potential |
| | D) | Maximal |