Question 1

In the context of talent development approaches, outdoor experiential activities as a development tool for individuals in teams _____.

Accepted Answer

A)  are designed exclusively to promote ethnocentrism among the team members 
B)  can create a sense of teamwork via the shared risks and challenges outside the office environment 
C)  are increasing in popularity because of the absence of any disadvantages associated with these activities 
D)  give individuals opportunities to focus solely on their jobs 
A)  are designed exclusively to promote ethnocentrism among the team members 
B)  can create a sense of teamwork via the shared risks and challenges outside the office environment 
C)  are increasing in popularity because of the absence of any disadvantages associated with these activities 
D)  give individuals opportunities to focus solely on their jobs B

Question 2

How does succession planning differ from replacement planning?

Accepted Answer

Succession planning is the process of preparing for the inevitable vacancies in the organization hierarchy. It involves more than simply replacement planning. Replacement planning usually involves creating a list of temporary replacements for important jobs, especially during crisis situations. Succession planning should include a well-designed development system for employees since it takes an average of two to three years to develop a qualified successor.

Question 3

In the context of individual career challenges, one concern that women who sequence have is that _____.

Accepted Answer

A)  they will be viewed as being task-oriented and assertive 
B)  they will have to move into managerial roles 
C)  the time away will negatively impact their contextual performance when they return 
D)  the job market will be unwelcoming to them when they return 
A)  they will be viewed as being task-oriented and assertive 
B)  they will have to move into managerial roles 
C)  the time away will negatively impact their contextual performance when they return 
D)  the job market will be unwelcoming to them when they return D

Question 4

Which of the following is a common mistake made by organizations during succession planning?

Accepted Answer

A)  Including the boards of directors and HR in the process of CEO succession 
B)  Focusing on other employees apart from the top management executives 
C)  Allowing the CEO to direct the planning process 
D)  Looking externally as well as internally for succession candidates 
A)  Including the boards of directors and HR in the process of CEO succession 
B)  Focusing on other employees apart from the top management executives 
C)  Allowing the CEO to direct the planning process 
D)  Looking externally as well as internally for succession candidates

Question 5

The term _____ refers to a relationship in which experienced managers in a company aid individuals in the earlier stages of their careers.

Accepted Answer

A)  sponsorship 
B)  career prospecting 
C)  management mentoring 
D)  speed networking 
A)  sponsorship 
B)  career prospecting 
C)  management mentoring 
D)  speed networking

Question 6

Which of the following is a common problem with management development efforts?

Accepted Answer

A)  Using modeling and coaching as training delivery methods 
B)  Avoiding encapsulated development of employees 
C)  Substituting training for selecting qualified individuals 
D)  Failing to promote ethnocentrism as part of management training 
A)  Using modeling and coaching as training delivery methods 
B)  Avoiding encapsulated development of employees 
C)  Substituting training for selecting qualified individuals 
D)  Failing to promote ethnocentrism as part of management training

Question 7

Which of the following is an impact of development on an individual's career?

Accepted Answer

A)  The individual's abilities to handle a variety of assignments are likely to improve. 
B)  The individual's focus is likely to be exclusively on learning specific behaviors that promote ethnocentrism. 
C)  The individual's marketability in the industry is likely to be reduced because of employer-specific specialization. 
D)  The individual's ability to learn specific behaviors is likely to be compromised. 
A)  The individual's abilities to handle a variety of assignments are likely to improve. 
B)  The individual's focus is likely to be exclusively on learning specific behaviors that promote ethnocentrism. 
C)  The individual's marketability in the industry is likely to be reduced because of employer-specific specialization. 
D)  The individual's ability to learn specific behaviors is likely to be compromised.

Question 8

A(n) _____ is a series of work-related positions a person occupies throughout life.

Accepted Answer

A)  career 
B)  job ladder 
C)  profession 
D)  occupation 
A)  career 
B)  job ladder 
C)  profession 
D)  occupation

Question 9

The high turnover rate of nursing staff is a major concern at Briar Mountain Regional Medical Center. Many experienced nurses resist moving into management despite having adequate managerial skills and being offered managerial opportunities, but exit interviews indicate that many of the best nurses leave Briar Mountain because they feel they cannot advance in the organization. Which of the following steps would be the most efficient in reducing the turnover of the nursing staff?

Accepted Answer

A)  Hiring nurses who are in the late phase of their careers, where advancement is less of a concern to them 
B)  Offering to pay tuition for nurses who wish to enroll in MBA programs so that they are qualified to take up managerial positions 
C)  Implementing a dual-career ladder for the nursing staff 
D)  Encouraging encapsulated development of the nurses 
A)  Hiring nurses who are in the late phase of their careers, where advancement is less of a concern to them 
B)  Offering to pay tuition for nurses who wish to enroll in MBA programs so that they are qualified to take up managerial positions 
C)  Implementing a dual-career ladder for the nursing staff 
D)  Encouraging encapsulated development of the nurses

Question 10

Nelson, the HR Director of a large organization, is concerned about the lack of a large internal pool of talent for middle and upper management jobs. He feels there may be employees with high management potential in lower-level jobs who have not been identified and selected for development. To most accurately identify such employees, Nelson should:

Accepted Answer

A)  ask employees in middle management to supervise their managers for one fiscal quarter. 
B)  review the performance appraisals of employees in upper management. 
C)  ask all the employees in middle management to take extensive psychological tests. 
D)  establish an assessment center that allows employees to nominate themselves. 
A)  ask employees in middle management to supervise their managers for one fiscal quarter. 
B)  review the performance appraisals of employees in upper management. 
C)  ask all the employees in middle management to take extensive psychological tests. 
D)  establish an assessment center that allows employees to nominate themselves.

Question 11

Phased retirement is simplified by pension laws, which often provide employees who are receiving a pension with the flexibility to work for any number of hours.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following statements is true of career plateaus?

Accepted Answer

A)  Plateaued employees are poor candidates for job rotation because they have reached the highest level for which they are suitable in their organizations. 
B)  Career plateaus are a sign that valuable resources are not being used appropriately. 
C)  Career plateaus are more likely to occur in the early career phase of a typical career than in the late career phase. 
D)  An employee who defines career success in terms of upward mobility is likely to have low morale on reaching a career plateau. 
A)  Plateaued employees are poor candidates for job rotation because they have reached the highest level for which they are suitable in their organizations. 
B)  Career plateaus are a sign that valuable resources are not being used appropriately. 
C)  Career plateaus are more likely to occur in the early career phase of a typical career than in the late career phase. 
D)  An employee who defines career success in terms of upward mobility is likely to have low morale on reaching a career plateau.

Question 13

In the context of individual career challenges, both employees and companies often find relocation undesirable because of personal hardships such as leaving a support system and finding suitable work for a trailing spouse.

Accepted Answer

A) True 
 B)False

Question 14

Succession planning efforts should result in the identification of potential emergency replacements for critical positions and other successors who will be ready with some additional development.

Accepted Answer

A) True 
 B)False

Question 15

Assuming that all high-potential individuals crave challenge and opportunity can lead to superior results.

Accepted Answer

A) True 
 B)False

Question 16

What are the main career challenges for women? What can organizations do to make better use of women's talents?

Accepted Answer

A common career approach for women is to

Question 17

As companies become larger, the benefits of formal succession planning become fewer.

Accepted Answer

A) True 
 B)False

Question 18

Organization-centered career planning requires an individual employee to take charge of his or her career and chart a path of advancement through his or her organization.

Accepted Answer

A) True 
 B)False

Question 19

It is best for an organization to limit its intensive talent management efforts to its high-potential employees to avoid resentment among other employees.

Accepted Answer

A) True 
 B)False

Question 20

What should be the outcomes of the succession planning process?

Accepted Answer

All the work involved in the succession

In the context of talent development approaches, outdoor experiential activities as a development tool for individuals in teams _____.

How does succession planning differ from replacement planning?

In the context of individual career challenges, one concern that women who sequence have is that _____.

Which of the following is a common mistake made by organizations during succession planning?

The term _____ refers to a relationship in which experienced managers in a company aid individuals in the earlier stages of their careers.

Which of the following is a common problem with management development efforts?

Which of the following is an impact of development on an individual's career?

A(n) _____ is a series of work-related positions a person occupies throughout life.

Phased retirement is simplified by pension laws, which often provide employees who are receiving a pension with the flexibility to work for any number of hours.

Which of the following statements is true of career plateaus?

In the context of individual career challenges, both employees and companies often find relocation undesirable because of personal hardships such as leaving a support system and finding suitable work for a trailing spouse.

Succession planning efforts should result in the identification of potential emergency replacements for critical positions and other successors who will be ready with some additional development.

Assuming that all high-potential individuals crave challenge and opportunity can lead to superior results.

What are the main career challenges for women? What can organizations do to make better use of women's talents?

As companies become larger, the benefits of formal succession planning become fewer.

Organization-centered career planning requires an individual employee to take charge of his or her career and chart a path of advancement through his or her organization.

It is best for an organization to limit its intensive talent management efforts to its high-potential employees to avoid resentment among other employees.

What should be the outcomes of the succession planning process?

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters

Exam 9: Talent, Careers, and Development

In the context of talent development approaches, outdoor experiential activities as a development tool for individuals in teams _____.

How does succession planning differ from replacement planning?

In the context of individual career challenges, one concern that women who sequence have is that _____.

Which of the following is a common mistake made by organizations during succession planning?

The term _____ refers to a relationship in which experienced managers in a company aid individuals in the earlier stages of their careers.

Which of the following is a common problem with management development efforts?

Which of the following is an impact of development on an individual's career?

A(n) _____ is a series of work-related positions a person occupies throughout life.

Phased retirement is simplified by pension laws, which often provide employees who are receiving a pension with the flexibility to work for any number of hours.

Which of the following statements is true of career plateaus?

In the context of individual career challenges, both employees and companies often find relocation undesirable because of personal hardships such as leaving a support system and finding suitable work for a trailing spouse.

Succession planning efforts should result in the identification of potential emergency replacements for critical positions and other successors who will be ready with some additional development.

Assuming that all high-potential individuals crave challenge and opportunity can lead to superior results.

What are the main career challenges for women? What can organizations do to make better use of women's talents?

As companies become larger, the benefits of formal succession planning become fewer.

Organization-centered career planning requires an individual employee to take charge of his or her career and chart a path of advancement through his or her organization.

It is best for an organization to limit its intensive talent management efforts to its high-potential employees to avoid resentment among other employees.

What should be the outcomes of the succession planning process?

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters