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.
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 _____.
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:
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.
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 _____.
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 _____.
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?
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:
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):
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):
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 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:
Which of the following is a component of a basic career management system?
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:
The career management process starts with:
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?
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:
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.
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:
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:
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.
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.
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