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Chapter 09
<Employee Development>
True / False Questions
1. | Training focuses on improving employees' performance in their current jobs, while development prepares them for other positions in the company.
True False |
2. | An employee with a protean career relies largely on his manager to guide him in his career.
True False |
3. | The use of work experiences in training is higher than that in development.
True False |
4. | Psychological success is determined through the signals an employee receives from the company rather than it being self-determined.
True False |
5. | "Boundaryless" means that careers may involve identifying more with a job or profession than with the present employer.
True False |
6. | When an employee takes up a self-assessment test, he or she identifies the needs that are realistic to develop.
True False |
7. | In the career management process, the company's responsibility during goal setting is to identify resources an employee needs to reach the goals.
True False |
8. | Formal education programs include off-site and on-site programs designed specifically for the company's employees.
True False |
9. | Tuition reimbursement is the practice of reimbursing training costs when an employee leaves the organization during training.
True False |
10. | Assessment is the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements.
True False |
11. | The Myers-Briggs Type Indicator is a training tool managers use to improve interpersonal communication within teams.
True False |
12. | Assessment centers are primarily used to identify employees' technical skills.
True False |
13. | An in-basket is a simulation of the administrative tasks of a manager's job.
True False |
14. | Job enlargement consists of adding challenges or new responsibilities to employees' current jobs.
True False |
15. | Job rotation helps employees gain an overall appreciation of the company's goals and improves their problem-solving skills.
True False |
16. | Transfers typically involve an increase in job responsibilities and compensation.
True False |
17. | Stretch assignments are optional tasks that employees may complete to earn extra rewards such as a bonus.
True False |
18. | Employees on sabbatical often receive full pay or benefits.
True False |
19. | Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé.
True False |
20. | Career support provided by a mentor includes providing positive regard and acceptance.
True False |
21. | A sponsorship is a part of career support that a mentor provides his or her protégé.
True False |
22. | Despite no gender differences in access to job experiences involving transitions or the creation of change, male managers receive significantly more assignments involving high levels of responsibility than female managers of similar ability and managerial level.
True False |
23. | The glass ceiling is likely caused by lack of access to training programs, to appropriate developmental job experiences, and to developmental relationships (such as mentoring).
True False |
24. | Succession planning ensures that top-level managerial talent is available.
True False |
25. | The 9-box grid is used to compare employees within one department, function, or division or within the entire company.
True False |
Multiple Choice Questions
26. | The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands is called _____.
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27. | Which of the following is true of training and development?
A. | Training primarily prepares employees for future positions and jobs that do not exist as yet. |
B. | As training becomes more strategic, the distinction between training and development will become clearer. |
C. | Development focuses primarily on helping employees' performance in their current jobs. |
D. | Development is critical for talent management, particularly for those with leadership potential. |
E. | Employees rely on training to improve the skills required for jobs in other places. |
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28. | Training is different from development in that
A. | development focuses on the present, while training focuses on the future. |
B. | training considers an employee's work experience more than development does. |
C. | development aims to prepare employees for changes, while training prepares them for current jobs. |
D. | participation in training is voluntary, while that in development is required. |
E. | unlike development, training considers the requirements of jobs that do not exist as yet. |
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29. | Which of the following statements about training is correct?
A. | It prepares employees primarily for changes in job requirements. |
B. | Participation in training programs is voluntary. |
C. | It increases an employee's ability to move into jobs that do not yet exist. |
D. | It makes very little use of employees' work experiences. |
E. | It focuses on employees' future jobs. |
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30. | Which of the following is true of a protean career?
A. | It focuses primarily on external rewards offered by an organization. |
B. | Managers play the central role in guiding employees with protean careers. |
C. | Psychological success plays a small role in protean careers. |
D. | It is based on employees' self-direction. |
E. | It has very little implication for employee development. |
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31. | Which of the following statements is true of psychological success?
A. | Psychological success limits achievement to work-related goals. |
B. | Psychological success is determined primarily by the signals a company gives to its employees. |
C. | Promotion and salary increase are prime factors that determine psychological success. |
D. | Psychological success is the greater focus of those pursuing protean careers. |
E. | Factors such as family and good health are not a part of psychological success. |
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32. | Which of the following is true of different career patterns?
A. | An expert career pattern involves a lifelong commitment to a field or specialization. |
B. | A traditional career pattern involves movement across many disciplines. |
C. | Career patterns involving movement across disciplines are on the decline. |
D. | A traditional career pattern does not follow a hierarchy. |
E. | A spiral career pattern involves limited movement across fields or occupations. |
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33. | Which of the following best describes traditional careers?
A. | They are boundaryless. |
B. | They follow a nonlinear path. |
C. | They consist of movements that follow a spiral pattern. |
D. | They consist of career moves across different fields. |
E. | They consist of a series of steps in a linear hierarchy. |
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34. | _____ career patterns involve a lifelong commitment to a field or specialization.
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35. | Career patterns involving movement across specializations or disciplines are called _____ career patterns.
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36. | Which of the following is true of a boundaryless career pattern?
A. | This pattern is on the decline and is likely to disappear soon. |
B. | It largely consists of expert career patterns that involve years of specialization. |
C. | It does not encourage movement across fields or different occupations. |
D. | It is influenced by personal or family demands. |
E. | It involves identifying more with the employer than with the job. |
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37. | The _____ is used to retain and motivate employees by identifying and meeting their developmental needs.
A. | talent management system |
B. | development planning system |
C. | knowledge management system |
D. | information management system |
E. | client management system |
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38. | Which of the following psychological tests helps employees identify their occupational and job preferences?
A. | Myers-Briggs Type Indicator |
C. | Dissociative Experiences Scale |
D. | Strong-Campbell Interest Inventory |
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39. | The _____ identifies employees' preferences for working in different types of environments.
A. | Strong-Campbell Interest Inventory |
C. | Attribute Hierarchy Model |
D. | Myers-Briggs Type Indicator |
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40. | Which of the following is the first step in the development planning system?
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41. | When an employee is in the self-assessment step, the company's responsibility is to
A. | communicate where the employee fits into the plans of the company. |
B. | ensure that the goal is specific and measurable. |
C. | provide appraisal information to identify the employee’s strengths and weaknesses. |
D. | identify resources to help the employee reach her goals. |
E. | conduct a performance evaluation. |
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42. | During the self-assessment step in the career management process, an employee
A. | forms a timetable to reach his goals. |
B. | identifies the opportunities and needs to improve. |
C. | identifies what needs are realistic to develop. |
D. | identifies a goal and a method to determine goal progress. |
E. | ensures that his goal is specific, measurable, and attainable. |
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43. | A company communicates performance evaluation to its employees during the _____ step in the career management process.
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44. | Which of the following occurs during the reality check in the career management process?
A. | Employees identify the steps and a timetable required to reach their goals. |
B. | Companies ensure that employees' goals are attainable and relevant. |
C. | Companies communicate where employees fit into the companies’ long-range plans. |
D. | Companies provide employees information on their strengths and weaknesses. |
E. | Employees identify opportunities and needs to improve. |
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45. | Which of the following happens during goal setting in the career management process?
A. | Employees identify the steps and timetable to reach their goals. |
B. | Companies identify the resources that employees need to reach their goals. |
C. | Companies provide assessment information to identify the interests and values of the employees. |
D. | Companies ensure that the employees' goals are specific and measurable. |
E. | Employees identify opportunities and needs to improve. |
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46. | In a career management process, when employees identify the steps and a timetable to reach their goals, the company must
A. | provide assessment information to identify the employees’ interests and values. |
B. | communicate performance evaluation. |
C. | identify resources the employees need to reach their goals. |
D. | commit to helping the employees reach their goals. |
E. | ensure that the employees’ goals are specific, relevant, and timely. |
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47. | _____ is the information employees receive about how the company evaluates their skills and knowledge and where they fit into the company's plans.
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48. | _____ is the process in which employees develop short- and long-term development objectives.
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49. | _____ involve lectures by business experts, adventure learning, and meetings with customers.
D. | Formal education programs |
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50. | _____ involves collecting information and providing feedback to employees about their behavior, communication style, or skills.
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51. | Which of the following assessments is based on Carl Jung's personality type theory?
A. | The Strong-Campbell Interest Inventory |
B. | The Myers-Briggs Type Indicator |
C. | The Big Five Personality Test |
D. | The Rorschach inkblot test |
E. | The Eysenck Personality Questionnaire |
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52. | The _____ is based on a theory that each individual has a fundamental personality type that shapes and influences how the individual understands the world, processes information, and socializes.
A. | Strong-Campbell Interest Inventory |
B. | Myers-Briggs Type Indicator |
C. | Big Five Personality Test |
D. | Rorschach inkblot test |
E. | Eysenck Personality Questionnaire |
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53. | Which of the following tests can be used to determine the personality type that best suits an employee out of the 16 personality types available?
A. | The Strong-Campbell Interest Inventory |
B. | The Myers-Briggs Type Indicator |
C. | The Big Five Personality Test |
D. | The Rorschach inkblot test |
E. | The Eysenck Personality Questionnaire |
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54. | IsaK Corp. is an event management company. In order to allot tasks that are more compatible with the personalities of individual employees, it conducts a test that rates them on the scales of introversion or extroversion, sensing or intuition, judging or perceiving, and thinking or feeling. Which of the following tests is IsaK using to assess employees?
A. | The Strong-Campbell Interest Inventory |
B. | The Rorschach inkblot test |
C. | The Big Five Personality Test |
D. | The Myers-Briggs Type Indicator |
E. | The Eysenck Personality Questionnaire |
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55. | Selena uses the Myers-Briggs Type Indicator to assess her personality type. If she scores highest in introversion, intuition, thinking, and perceiving, her personality type is _____.
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56. | The items in the Myers-Briggs Type Indicator that focus on individuals' preferences for information gathering will score the individuals based on _____.
A. | judging versus perception |
B. | thinking versus feeling |
C. | introversion versus extroversion |
D. | sensing versus intuition |
E. | internal versus external locus of control |
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57. | The items in the Myers-Briggs Type Indicator that focus on individuals' preferences for energy will score the individuals based on _____.
A. | judging versus perception |
B. | thinking versus feeling |
C. | introversion versus extroversion |
D. | sensing versus intuition |
E. | internal versus external locus of control |
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58. | The items in the Myers-Briggs Type Indicator that focus on individuals' preferences for lifestyle will score the individuals based on _____.
A. | judging versus perception |
B. | thinking versus feeling |
C. | introversion versus extroversion |
D. | sensing versus intuition |
E. | internal versus external locus of control |
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59. | According to the Myers-Briggs Type Indicator, individuals who are _____ tend to be serious, quiet, practical, orderly, and logical.
A. | introverted, intuitive, feeling, and perceiving (INFP) |
B. | introverted, sensing, thinking, and judging (ISTJ) |
C. | extroverted, intuitive, feeling, and perceiving (ENFP) |
D. | extroverted, sensing, thinking, and perceiving (ESTP) |
E. | extroverted, sensing, feeling, and perceiving (ESFP) |
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60. | Which of the following is true of a typical assessment center?
A. | It has one rater who is responsible for assessing all employees' performances. |
B. | It is usually an on-site location where people can be assessed while at work. |
C. | It is primarily used to check if an employee has the basic technical skills required for a job. |
D. | Usually, a single comprehensive test is conducted that tests employees on different skills. |
E. | Multiple assessors evaluate performance on a number of exercises. |
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61. | In a(n) _____, a team of five to seven employees is given a problem and must work together to solve it within a certain time period.
E. | leaderless group discussion |
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62. | Which of the following is an exercise, used in assessment centers, where employees answer questions about their work, personal experiences, and skill strengths and weaknesses?
A. | A leaderless group discussion |
E. | A focus-group discussion |
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63. | A(n) _____ is a simulation of the administrative tasks of a manager's job.
A. | leaderless group discussion |
E. | focus-group discussion |
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64. | Dev, a team leader, manages a team of project leads. He conducts an exercise for his subordinates; they are asked to pick documents that resemble those found on his desk and decide how they would respond to them. This exercise is an example of a(n) _____.
A. | focus group discussion |
E. | leaderless group discussion |
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65. | In _____, participants take the part of a manager or other employee.
A. | a focus group discussion |
E. | a leaderless group discussion |
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66. | Which of the following would be most appropriate to help employees understand the situations that managers face and the decisions they have to make?
B. | Leaderless group discussions |
C. | Focus group discussions |
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67. | Which of the following tests is used to determine if employees can get along with others and their tolerance for ambiguity?
A. | Cognitive ability test |
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68. | The process through which an organization gets information on how well an employee is doing his or her job is known as _____.
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69. | _____ is a performance appraisal process for managers based on subordinates' evaluations.
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70. | In _____, employees' behaviors or skills are evaluated not only by subordinates but also by themselves and their peers, customers, and bosses.
A. | paired comparisons systems |
B. | reverse mentoring systems |
C. | 360-degree feedback systems |
D. | upward feedback systems |
E. | mentor feedback systems |
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71. | _____ are the relationships, problems, demands, tasks, and other features that employees face in their jobs.
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72. | Which of the following is true about how job experiences affect development?
A. | Job experiences that are seen as negative stressors challenge employees to stimulate learning. |
B. | Job challenges viewed as positive stressors create high levels of harmful stress for employees. |
C. | All job demands, including obstacles, are related to learning. |
D. | Obstacles and job demands related to creating change are more likely to lead to negative stress. |
E. | The closer the previous job experience is to a new job, the greater the learning. |
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73. | _____ gives employees a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department.
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74. | Which of the following practices best helps employees gain an overall appreciation of the company's goals?
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75. | Which of the following is true of job rotations?
A. | A long-term perspective may be created of problems and solutions. |
B. | Productivity losses may be experienced by the department that is gaining an employee. |
C. | Frequent rotation may result in employee satisfaction and motivation. |
D. | Employees develop functional specialties when they are rotated frequently. |
E. | Employees who are rotated frequently receive more challenging assignments. |
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76. | The movement of an employee to a different job assignment in a different area of the company is known as a(n) _____.
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77. | Which of the following is true of employees' movements across an organization?
A. | A transfer always includes a raise in pay and position. |
B. | A promotion usually does not include a raise in pay or responsibility. |
C. | A transfer usually includes an increase in responsibility and authority. |
D. | A promotion usually occurs across different departments of the organization. |
E. | A downward move may involve a move to another position at the same level. |
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78. | A lateral demotion involves a
A. | raise in responsibility without a change in position. |
B. | raise in responsibility without a change in authority. |
C. | movement to a higher position in a different area. |
D. | movement to a lower position for cross-functional experience. |
E. | movement to another position at the same level. |
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79. | _____ are advancements into positions with greater challenges, more responsibility, and more authority than in the previous job.
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80. | A leave of absence from the company for personal reflection, renewal, and skill development is called a(n) _____.
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81. | _____ is an interpersonal relationship that is used to develop employees.
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82. | A(n) _____ is an experienced, productive senior employee who helps develop a less experienced employee.
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83. | Which of the following is a disadvantage of a formal mentoring program?
A. | It does not ensure access to mentors for all employees. |
B. | Gender and race can act as an obstacle in making mentors accessible to employees. |
C. | Participants in the mentoring relationship do not know what is expected of them. |
D. | Mentors may not be able to provide counseling and coaching in an artificially created relationship. |
E. | It does not encourage mentors and protégés to spend time discussing personalities and backgrounds. |
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84. | Which of the following is true of mentoring?
A. | Participants in a mentoring relationship are unaware of what is expected of them. |
B. | Employees who have low needs for power are most likely to seek a mentor. |
C. | Socializing new hires is not a function of mentoring programs. |
D. | Mentoring relationships can develop as part of a planned company effort. |
E. | Employees who have high needs for achievement are less likely to seek a mentor. |
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85. | Which of the following is a characteristic of a successful formal mentoring program?
A. | Formal mentoring and protégé participation are mandatory. |
B. | The purpose of the program is not specified; activities and programs to complete are developed as the relationship grows. |
C. | Mentor and protégé are encouraged to pursue the relationship beyond the formal period. |
D. | The mentor-protégé matching process limits the ability of informal relationships to develop. |
E. | The length of the program is not specified and is usually indefinite. |
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86. | Black Inc. has introduced a formal mentoring program for its employees. Which of the following is necessary to make the program a success?
A. | Protégés are encouraged to contact one another to discuss problems and share achievements. |
B. | The purpose of the program is not specified; activities and programs to complete are developed as the relationships grow. |
C. | Formal mentoring and protégé participation are made mandatory. |
D. | The mentor-protégé matching process limits the ability of informal relationships to develop. |
E. | The length of the program is not specified. |
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87. | A mentor provides psychosocial support when he or she
A. | creates an outlet for the protégé to talk about anxieties. |
B. | protects and sponsors the protégé. |
C. | provides higher rates of promotion to the protégé. |
D. | provides coaching and exposure to the protégé. |
E. | creates challenges to help the protégé learn new things. |
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88. | Which of the following is the best example of reverse mentoring?
A. | New associates in a law firm are paired up for six weeks to share individual experiences and perspectives. |
B. | The woman hired for the new position of Community Citizenship Manager offers in-house workshops on sustainability. |
C. | A senior brand manager is partnered with a junior associate to gain insights into college students’ responses to mobile marketing. |
D. | A mid-level manager cycles through project roles in several departments to develop cross-functional expertise. |
E. | Company directors hold monthly brown bag lunch sessions to gather input and feedback on key issues from line employees. |
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89. | With its strong emphasis on mentoring and cross-functional training, SocialByte’s employees can readily take on more responsibility and move up in the organization. SocialByte’s _____ is considered a model for other companies in the sector.
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90. | _____ is the process of identifying and tracking high-potential employees.
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Essay Questions
91. | Compare and contrast training and development.
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92. | List the four steps in the career management process. Describe the employees' and companies' responsibilities in each step.
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93. | Discuss the Myers-Briggs Type Indicator.
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94. | Briefly explain how assessment centers work, and list a few of their uses.
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95. | Explain how employees' views of job experiences as stressors can affect their development and learning.
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96. | List five functions of a company in ensuring that employees accept transfers, promotions, and downward moves as development opportunities.
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97. | Briefly explain temporary assignments and sabbaticals.
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98. | List five characteristics of a successful formal mentoring program.
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99. | Discuss the glass ceiling and its probable causes.
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100. | Discuss succession planning. How does it help organizations?
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