Question 1

Which of the following organizational choice and entry conflicts is most favorable to the individual seeking a job?

Accepted Answer

A) individual's attempt to attract the firm and the individual's choice of firm 
B) individual's choice of firm and organization's selection of individuals 
C) individual's organizational choice and the firm's efforts to attract individuals 
D) organization's efforts to attract individuals and organizational selection of individuals 
A) individual's attempt to attract the firm and the individual's choice of firm 
B) individual's choice of firm and organization's selection of individuals 
C) individual's organizational choice and the firm's efforts to attract individuals 
D) organization's efforts to attract individuals and organizational selection of individuals

Question 2

The people who will be most successful in the new career paradigm are individuals who are energized by change and tolerant of ambiguity.

Accepted Answer

A) True 
 B)False

Question 3

According to Holland, all of the following are considered important personality types in choosing an occupation except the:

Accepted Answer

A) conventional 
B) enterprising 
C) investigative 
D) stable 
A) conventional 
B) enterprising 
C) investigative 
D) stable

Question 4

Organizations should provide early job assignments that present opportunities to succeed for the new recruit during which stage of the adjustment to a new organization?

Accepted Answer

A) encounter 
B) anticipatory socialization 
C) inclusion 
D) change and acquisition 
A) encounter 
B) anticipatory socialization 
C) inclusion 
D) change and acquisition

Question 5

Someone with a security/stability career anchor would prefer work as a/an:

Accepted Answer

A) tenured college professor 
B) commercial airline pilot 
C) entrepreneur 
D) salesperson 
A) tenured college professor 
B) commercial airline pilot 
C) entrepreneur 
D) salesperson

Question 6

The best way to stay employed is to:

Accepted Answer

A) choose a major that will be in high demand well into the future 
B) utilize the first six months of the socialization process to become thoroughly familiar with the organization's culture 
C) identify future stars within the organization and attempt to develop a positive relationship with them 
D) see yourself as being in business for yourself, even if you work for someone else 
A) choose a major that will be in high demand well into the future 
B) utilize the first six months of the socialization process to become thoroughly familiar with the organization's culture 
C) identify future stars within the organization and attempt to develop a positive relationship with them 
D) see yourself as being in business for yourself, even if you work for someone else

Question 7

Match the following:
-Discrete exchange means:

Accepted Answer

A) explicit exchange of specified rewards in return for task performance 
B) implicit trading of employee compliance in return for job security 
C) allowing job rewards to be routinely deferred into the future 
D) leaving the mutual loyalty assumptions as a political barrier to renegotiations 
A) explicit exchange of specified rewards in return for task performance 
B) implicit trading of employee compliance in return for job security 
C) allowing job rewards to be routinely deferred into the future 
D) leaving the mutual loyalty assumptions as a political barrier to renegotiations

Question 8

Self-perceived talents, motives, and values that guide an individual's career decisions are called:

Accepted Answer

A) visions 
B) life goals 
C) career anchors 
D) career planning 
A) visions 
B) life goals 
C) career anchors 
D) career planning

Question 9

Reality shock occurs for most persons in the encounter stage of organizational socialization.

Accepted Answer

A) True 
 B)False

Question 10

An actuarial scientist is an occupation that matches Holland's personality of:

Accepted Answer

A) conventional 
B) investigative 
C) artistic 
D) enterprising 
A) conventional 
B) investigative 
C) artistic 
D) enterprising

Question 11

Which of the following type of person will NOT be successful in the new career paradigm?

Accepted Answer

A) flexible 
B) tolerant of ambiguity 
C) energized by change 
D) hierarchical 
A) flexible 
B) tolerant of ambiguity 
C) energized by change 
D) hierarchical

Question 12

Which of the following is NOT an important characteristic that defines a good mentoring relationship?

Accepted Answer

A) Mentoring should be consistent with the culture and organizational goals. 
B) Both mentors and protégés should be trained in ways to manage the relationship. 
C) Mentors should be accountable and rewarded for their role. 
D) Mentors should have high-level positions within the organization. 
A) Mentoring should be consistent with the culture and organizational goals. 
B) Both mentors and protégés should be trained in ways to manage the relationship. 
C) Mentors should be accountable and rewarded for their role. 
D) Mentors should have high-level positions within the organization.

Question 13

Goleman's belief is that emotional competencies are not as important to people's success as raw intelligence or technical know-how.

Accepted Answer

A) True 
 B)False

Question 14

New hires who adapt themselves to fit the environment rather than trying to change the environment are more effective at achieving fit in a new organization.

Accepted Answer

A) True 
 B)False

Question 15

Goleman's argument on emotional intelligence versus intellectual intelligence suggests that they are equally important to an individual's success.

Accepted Answer

A) True 
 B)False

Question 16

A person's most significant career achievements are likely to occur in the _____ career stage.

Accepted Answer

A) establishment 
B) entry and apprenticeship 
C) advancement 
D) maintenance 
A) establishment 
B) entry and apprenticeship 
C) advancement 
D) maintenance

Question 17

The pattern of work-related experiences that span the course of a person's life is known as:

Accepted Answer

A) a career 
B) growth 
C) job ladder 
D) advancement 
A) a career 
B) growth 
C) job ladder 
D) advancement

Question 18

Top managers may be less willing to grant alternative work arrangements to men than to women.

Accepted Answer

A) True 
 B)False

Question 19

Emotional intelligence has not been shown to be important to career success in different cultures.

Accepted Answer

A) True 
 B)False

Question 20

The expectation of most persons as they enter and experience the advancement career stage is that they will:

Accepted Answer

A) remain in the same job until the maintenance stage 
B) change jobs and employers frequently 
C) progress through a series of jobs with increasing responsibilities and challenge and become part of management 
D) drop out of the workforce once or twice to go back to college to achieve an advanced degree 
A) remain in the same job until the maintenance stage 
B) change jobs and employers frequently 
C) progress through a series of jobs with increasing responsibilities and challenge and become part of management 
D) drop out of the workforce once or twice to go back to college to achieve an advanced degree

Which of the following organizational choice and entry conflicts is most favorable to the individual seeking a job?

The people who will be most successful in the new career paradigm are individuals who are energized by change and tolerant of ambiguity.

According to Holland, all of the following are considered important personality types in choosing an occupation except the:

Organizations should provide early job assignments that present opportunities to succeed for the new recruit during which stage of the adjustment to a new organization?

Someone with a security/stability career anchor would prefer work as a/an:

The best way to stay employed is to:

Match the following: -Discrete exchange means:

Self-perceived talents, motives, and values that guide an individual's career decisions are called:

Reality shock occurs for most persons in the encounter stage of organizational socialization.

An actuarial scientist is an occupation that matches Holland's personality of:

Which of the following type of person will NOT be successful in the new career paradigm?

Which of the following is NOT an important characteristic that defines a good mentoring relationship?

Goleman's belief is that emotional competencies are not as important to people's success as raw intelligence or technical know-how.

New hires who adapt themselves to fit the environment rather than trying to change the environment are more effective at achieving fit in a new organization.

Goleman's argument on emotional intelligence versus intellectual intelligence suggests that they are equally important to an individual's success.

A person's most significant career achievements are likely to occur in the _____ career stage.

The pattern of work-related experiences that span the course of a person's life is known as:

Top managers may be less willing to grant alternative work arrangements to men than to women.

Emotional intelligence has not been shown to be important to career success in different cultures.

The expectation of most persons as they enter and experience the advancement career stage is that they will:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Managing Change

Filters

Exam 17: Career Management

Which of the following organizational choice and entry conflicts is most favorable to the individual seeking a job?

The people who will be most successful in the new career paradigm are individuals who are energized by change and tolerant of ambiguity.

According to Holland, all of the following are considered important personality types in choosing an occupation except the:

Organizations should provide early job assignments that present opportunities to succeed for the new recruit during which stage of the adjustment to a new organization?

Someone with a security/stability career anchor would prefer work as a/an:

The best way to stay employed is to:

Match the following: -Discrete exchange means:

Self-perceived talents, motives, and values that guide an individual's career decisions are called:

Reality shock occurs for most persons in the encounter stage of organizational socialization.

An actuarial scientist is an occupation that matches Holland's personality of:

Which of the following type of person will NOT be successful in the new career paradigm?

Which of the following is NOT an important characteristic that defines a good mentoring relationship?

Goleman's belief is that emotional competencies are not as important to people's success as raw intelligence or technical know-how.

New hires who adapt themselves to fit the environment rather than trying to change the environment are more effective at achieving fit in a new organization.

Goleman's argument on emotional intelligence versus intellectual intelligence suggests that they are equally important to an individual's success.

A person's most significant career achievements are likely to occur in the _____ career stage.

The pattern of work-related experiences that span the course of a person's life is known as:

Top managers may be less willing to grant alternative work arrangements to men than to women.

Emotional intelligence has not been shown to be important to career success in different cultures.

The expectation of most persons as they enter and experience the advancement career stage is that they will:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Conflict and Negotiation

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Managing Change

Filters