Exam 9: Talent, Careers, and Development

Individual-centered career planning primarily focuses on:

Job rotation tends to be an expensive form of employee development because it takes time for employees to become familiar with their new units.

Organizations that have extensive employee development programs run the risk of being training centres for other firms that hire away their employees. Consequently, organizational development efforts need to be strictly tied to current and immediate organizational needs.

Margaret is a 54-year-old manager in the client support services department of a heavy equipment manufacturer. She has been with the company throughout her career and has had a steady rise in the hierarchy through promotions. She has performed well in numerous training and development programs. Margaret currently meets performance expectations. In the judgment of Margaret's superiors, she has "topped out" and will not be qualified for further advancement. Which of the following statements is most appropriate for Margaret's situation?

How does development differ from training?

What are the general individual characteristics which affect how people choose specific careers?

The implementation of formal succession planning is frequently viewed as one of the biggest threats facing small businesses.

Which of the following is typically a concern about the use of assessment centers?

Davidson is the manager of the IT department of his company. He has appointed a consultant for helping him improve his interpersonal skills. The consultant is also working with Davidson to devise collaborative decision-making strategies that are efficient and effective. Davidson's consultant is best described as:

In an effort to decrease turnover and increase management development capabilities, organizations are using specialized education for executives.

Paul has completed two months at his first job. He is dissatisfied with his unsupportive supervisor, the lack of specific feedback, and the logistical aspects of solving problems. This best exemplifies a(n) _____.

David is a junior employee who has been identified as having high potential. However, he is performing poorly in his current job. This is a strong indication that the assessment of David's potential was wrong, and that David should be taken off the company's fast track development program.

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

Clarence is the Assistant Vice President of quality control for a medical equipment manufacturing firm. However, Clarence is currently teaching science in a high school in Haiti. At the end of the school semester, Clarence will resume his job duties with his employer. Clarence is:

For the less-experienced manager, the last stage in a successful mentoring relationship is _____ the mentor.

Although most career paths are thought of as leading upward, good opportunities also exist in cross-functional or horizontal directions.

A centralized Web site for news, information, course listings, business games, simulations, and other training materials is called a(n):

Why does the development of certain competencies require lifelong learning?

Carla is 52 years of age. She has been laid off twice in her life, once when her employer downsized and once when her organization was acquired by a rival company. She has now hit a career plateau after five years with her current employer. Carla is rather frustrated; each time she has changed employers, she has adapted and acquired more skills and expanded her knowledge base. Which of the following patterns best describes Carla's career progression?

Anne's supervisor is enthusiastic about introducing outdoor training into their organization. Anne is concerned that it may not be appropriate because of the physical nature of the training and the hazards involved. A number of Anne's subordinates are over 50 and some are physically challenged. Anne's concerns are realistic.