Question 1

Which demographic group experiences the most difficulty with career progress in organizations?

Accepted Answer

A) women 
B) young men 
C) white men 
D) old men 
E) women of color 
A) women 
B) young men 
C) white men 
D) old men 
E) women of color

Question 2

Providing timely performance feedback, development assignments, and support are all part of the 's role in career development.

Accepted Answer

A) company 
B) individual 
C) employee 
D) manager 
E) human resource specialist 
A) company 
B) individual 
C) employee 
D) manager 
E) human resource specialist

Question 3

How do training and development with a career development focus differ from training and development with a traditional focus?

Accepted Answer

A) It provides opportunities for learning skills. 
B) It provides opportunities for identifying job-related attitudes. 
C) It provides information about one's job. 
D) It provides career path information. 
E) There is no difference. 
A) It provides opportunities for learning skills. 
B) It provides opportunities for identifying job-related attitudes. 
C) It provides information about one's job. 
D) It provides career path information. 
E) There is no difference.

Question 4

Responsibility for career development should always be left to the .

Accepted Answer

A) company 
B) supervisor 
C) career success team 
D) manager 
E) employee 
A) company 
B) supervisor 
C) career success team 
D) manager 
E) employee

Question 5

Miranda wants to make partner at her law firm. She is worried, though, because everyone understands that 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by .

Accepted Answer

A) encouraging Miranda to join a career success team 
B) encouraging Miranda to temporarily work in a different job 
C) providing Miranda with a career coach 
D) eliminating institutional barriers that disproportionately affect women 
E) providing a career planning workshop to help Miranda determine a better occupation 
A) encouraging Miranda to join a career success team 
B) encouraging Miranda to temporarily work in a different job 
C) providing Miranda with a career coach 
D) eliminating institutional barriers that disproportionately affect women 
E) providing a career planning workshop to help Miranda determine a better occupation

Question 6

A company policy is gender neutral if it .

Accepted Answer

A) is of no significance to either gender 
B) does not directly eliminate participation based on gender 
C) does not inadvertently discriminate against either gender 
D) is voted on by both men and women 
E) none of the above 
A) is of no significance to either gender 
B) does not directly eliminate participation based on gender 
C) does not inadvertently discriminate against either gender 
D) is voted on by both men and women 
E) none of the above

Question 7

Michele is meeting with her mentor, Jason, today. Each month they meet for lunch, but Michele is concerned that she isn't really benefiting from the relationship. What might be the problem?

Accepted Answer

A) Jason isn't willing to commit the necessary time to Michele's professional development 
B) Michele didn't make it clear what she expected in terms of advice 
C) Michele didn't use an agenda to guide discussion topics 
D) Michele isn't respecting Jason's time 
E) both b and c 
A) Jason isn't willing to commit the necessary time to Michele's professional development 
B) Michele didn't make it clear what she expected in terms of advice 
C) Michele didn't use an agenda to guide discussion topics 
D) Michele isn't respecting Jason's time 
E) both b and c

Question 8

Career management refers to the .

Accepted Answer

A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals 
B) occupational positions a person has over his or her lifetime 
C) process of using activities like training and appraisal to provide a career focus 
D) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards 
E) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment 
A) process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals 
B) occupational positions a person has over his or her lifetime 
C) process of using activities like training and appraisal to provide a career focus 
D) process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards 
E) the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment

Question 9

Which of the following is a common preretirement practice?

Accepted Answer

A) health counseling 
B) leisure time counseling 
C) financial counseling 
D) second career counseling 
E) all of the above 
A) health counseling 
B) leisure time counseling 
C) financial counseling 
D) second career counseling 
E) all of the above

Question 10

is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards.

Accepted Answer

A) Organizational development 
B) Training 
C) Career management 
D) Career development 
E) Career planning 
A) Organizational development 
B) Training 
C) Career management 
D) Career development 
E) Career planning

Question 11

When human resource management takes on a career development focus, it includes information about individual interests and preferences in data sets on task needs and skill sets.

Accepted Answer

A) True 
 B)False

Question 12

How do compensation and benefits with a career development focus differ from compensation and benefits with a traditional focus?

Accepted Answer

A) Time is rewarded. 
B) Productivity is rewarded. 
C) Non-job-related activities are included in those to be rewarded. 
D) Talent is rewarded. 
E) There is no difference. 
A) Time is rewarded. 
B) Productivity is rewarded. 
C) Non-job-related activities are included in those to be rewarded. 
D) Talent is rewarded. 
E) There is no difference.

Question 13

Small groups of employees from the same or different departments who meet periodically to network and support one another in achieving career goals are called .

Accepted Answer

A) corporate fraternities 
B) career coaches 
C) career success teams 
D) networking clubs 
E) therapists 
A) corporate fraternities 
B) career coaches 
C) career success teams 
D) networking clubs 
E) therapists

Question 14

Career-oriented appraisals are performance appraisals in which managers match a person's strengths and weaknesses with a feasible career path and required development work in addition to appraising job performance.

Accepted Answer

A) True 
 B)False

Question 15

The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called .

Accepted Answer

A) career planning 
B) organizational development 
C) training 
D) career management 
E) career development 
A) career planning 
B) organizational development 
C) training 
D) career management 
E) career development

Question 16

While careers were traditionally thought of in terms of climbing a ladder because they tended to be an upward, linear progression, future careers could be viewed as climbing a series of short hills.

Accepted Answer

A) True 
 B)False

Question 17

Performance appraisals should not include a discussion of an employee's career interests because the employee may be planning to leave the company.

Accepted Answer

A) True 
 B)False

Question 18

Career coaches help employees to create plans showing where their careers should lead. The planning time period is usually .

Accepted Answer

A) less than one year 
B) 1-5 years 
C) 5-10 years 
D) 10-15 years 
E) equivalent to the number of years the person plans to work 
A) less than one year 
B) 1-5 years 
C) 5-10 years 
D) 10-15 years 
E) equivalent to the number of years the person plans to work

Question 19

occurs when a new employee's high expectations and enthusiasm confront the reality of a boring job.

Accepted Answer

A) Culture shock 
B) Reality shock 
C) Sticker shock 
D) Cognitive dissonance 
E) Regret 
A) Culture shock 
B) Reality shock 
C) Sticker shock 
D) Cognitive dissonance 
E) Regret

Question 20

A career workshop uses vocational guidance tools to help employees identify career-related skills and the development needs they possess.

Accepted Answer

A) True 
 B)False

Which demographic group experiences the most difficulty with career progress in organizations?

Providing timely performance feedback, development assignments, and support are all part of the 's role in career development.

How do training and development with a career development focus differ from training and development with a traditional focus?

Responsibility for career development should always be left to the .

Miranda wants to make partner at her law firm. She is worried, though, because everyone understands that 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by .

A company policy is gender neutral if it .

Michele is meeting with her mentor, Jason, today. Each month they meet for lunch, but Michele is concerned that she isn't really benefiting from the relationship. What might be the problem?

Career management refers to the .

Which of the following is a common preretirement practice?

is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards.

When human resource management takes on a career development focus, it includes information about individual interests and preferences in data sets on task needs and skill sets.

How do compensation and benefits with a career development focus differ from compensation and benefits with a traditional focus?

Small groups of employees from the same or different departments who meet periodically to network and support one another in achieving career goals are called .

Career-oriented appraisals are performance appraisals in which managers match a person's strengths and weaknesses with a feasible career path and required development work in addition to appraising job performance.

The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called .

While careers were traditionally thought of in terms of climbing a ladder because they tended to be an upward, linear progression, future careers could be viewed as climbing a series of short hills.

Performance appraisals should not include a discussion of an employee's career interests because the employee may be planning to leave the company.

Career coaches help employees to create plans showing where their careers should lead. The planning time period is usually .

occurs when a new employee's high expectations and enthusiasm confront the reality of a boring job.

A career workshop uses vocational guidance tools to help employees identify career-related skills and the development needs they possess.

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters

Exam 10: Managing Careers

Which demographic group experiences the most difficulty with career progress in organizations?

Providing timely performance feedback, development assignments, and support are all part of the 's role in career development.

How do training and development with a career development focus differ from training and development with a traditional focus?

Responsibility for career development should always be left to the .

Miranda wants to make partner at her law firm. She is worried, though, because everyone understands that 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by .

A company policy is gender neutral if it .

Michele is meeting with her mentor, Jason, today. Each month they meet for lunch, but Michele is concerned that she isn't really benefiting from the relationship. What might be the problem?

Career management refers to the .

Which of the following is a common preretirement practice?

is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards.

When human resource management takes on a career development focus, it includes information about individual interests and preferences in data sets on task needs and skill sets.

How do compensation and benefits with a career development focus differ from compensation and benefits with a traditional focus?

Small groups of employees from the same or different departments who meet periodically to network and support one another in achieving career goals are called .

Career-oriented appraisals are performance appraisals in which managers match a person's strengths and weaknesses with a feasible career path and required development work in addition to appraising job performance.

The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called .

While careers were traditionally thought of in terms of climbing a ladder because they tended to be an upward, linear progression, future careers could be viewed as climbing a series of short hills.

Performance appraisals should not include a discussion of an employee's career interests because the employee may be planning to leave the company.

Career coaches help employees to create plans showing where their careers should lead. The planning time period is usually .

occurs when a new employee's high expectations and enthusiasm confront the reality of a boring job.

A career workshop uses vocational guidance tools to help employees identify career-related skills and the development needs they possess.

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters