Exam Questions Managing Careers Ch9

File: Ch09, Chapter 9, Managing Careers

TRUE-FALSE

Career development training is primarily focused on career paths that support organizational strategy.

Difficulty: Easy

Learning Objective 1: Differentiate between career development and employee development.

An individual’s opinion of career success remains stable over a working lifetime.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Employee development focuses on skills that help an employee advance in their career, and possibly leave the organization.

Difficulty: Easy

Learning Objective 1: Differentiate between career development and employee development.

Career development builds careers with resources provided by the employer.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Career development is strategic in nature.

Difficulty: Medium

Learning Objective 2: Explain how career development enhances talent management.

Career development helps employees explore a career path within the organization.

Difficulty: Medium

Learning Objective 2: Explain how career development enhances talent management.

Career development is focused in developing internal talent and has little effect on recruiting or retention.

Difficulty: Medium

Learning Objective 2: Explain how career development enhances talent management.

Managers and supervisors are a primary source of career information for their employees.

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

Managers often do a poor job of supporting career development activities.

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

Many managers are simply too busy to conduct necessary career development activities.

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

Effective coaches provide criticism.

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

Mentoring can be effective when the mentor and mentee have no direct reporting relationship.

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

Coworkers on the same level should not be mentors to each other.

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

An employee’s definition of career success may differ from that of the employer.

Difficulty: Medium

Learning Objective 4: Outline employee responsibilities for career development.

Extrinsic rewards that employees value include meaningful work, challenging tasks and a sense of accomplishment.

Difficulty: Medium

Learning Objective 4: Outline employee responsibilities for career development.

Developing a professional network is one way that employees can take ownership of their won career development.

Difficulty: Medium

Learning Objective 4: Outline employee responsibilities for career development.

The mid-career stage is encountered when an individual becomes more of a teacher/mentor than a learner.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

The exploration stage of a career has the least relevance to organizations because it occurs prior to employment.

Difficulty: Easy

Learning Objective 5: Explain the four typical career stages.

Stagnation in one’s current job usually occurs at the late-career stage.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

According to the Bureau of Labor Statistics, bicycle repair is among the fastest growing occupations projected through 2029.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

According to research by Edgar Schein, a worker is “anchored” in a job when the organization holds the same value clusters as the worker.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Holland's Vocational Preference Theory identifies sixteen occupational preferences that indicate a worker’s occupational personality.

Difficulty: Easy

Learning Objective 6: Describe the relationship between personality, career choice and fit.

The Myers-Briggs Type Indicator is less widely used than other types of testing that indicate career fit.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

The Myers-Briggs (MBTI) can help managers understand how to communicate and motivate workers more effectively.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Employers are increasingly looking at what employees have accomplished rather the titles that they have held.

Difficulty: Medium

Learning Objective 7: Identify several suggestions for effective personal career management.

The most effective way, according to research, to enhance your career is to keep your accomplishments to yourself and letting others discover them on their own.

Difficulty: Easy

Learning Objective 7: Identify several suggestions for effective personal career management.

MATCHING KEY TERMS AND DEFINITIONS

a) Late career

b) Career development

c) Mid-career

d) Coaching

e) Internship

f) Exploration

g) Enterprising

h) Investigative

i) Establishment

j) Thinking-feeling

k) MBTI

l) Technical-functional competence

m) Holland vocational preferences

n) Career

o) ENTP

Activities that help employees progress through the organization.

Difficulty: Easy

Learning Objective 1: Differentiate between career development and employee development.

The pattern of work-related experiences that span the course of a person’s life.

Difficulty: Easy

Learning Objective 1: Differentiate between career development and employee development.

Career stage during which an employee becomes more of a teacher/mentor than a learner.

Difficulty: Easy

Learning Objective 5: Explain the four typical career stages.

Getting the first job and building a career.

Difficulty: Easy

Learning Objective 5: Explain the four typical career stages.

Career stage during which an employee’s job assignments draw primarily on maturity of judgment.

Difficulty: Easy

Learning Objective 5: Explain the four typical career stages.

A career stage that usually ends in the mid-twenties as one makes the transition from school to work.

Difficulty: Easy

Learning Objective 5: Explain the four typical career stages.

Trying out a career during the exploration stage.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

A type in the Holland Vocational Preference Profile that indicates scientific, task-oriented, and preference for abstract problems.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

A personal value cluster identified by Edgar Schein.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

A type in the Holland Vocational Preference Profile that indicates good facility with words, prefer selling or leading, energetic, and extroverted.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Adept at generating conceptual possibilities and analyzing them strategically.

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

One of the more widely used methods of identifying personalities that uses four dimensions of personality to identify 16 different personality types.

Difficulty: Easy

Learning Objective 6: Describe the relationship between personality, career choice and fit.

MBTI dimension that reflects one’s preference of evaluating information in an analytical manner or on the basis of values and beliefs.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Represents an individual occupational personality as it relates to vocational themes.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Actively guiding another individual.

Difficulty: Medium

Learning Objective 7: Identify several suggestions for effective personal career management.

FILL-IN-THE-BLANK

________ is defined not only objectively, in terms of promotion, but also subjectively, in terms of satisfaction.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

A ________ is the sequence of positions that a person has held over his or her life.

Difficulty: Easy

Learning Objective 1: Differentiate between career development and employee development.

From an organizational point of view, ________ involves tracking career paths and developing career ladders.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Career development is a shared responsibility between the organization, management and _________________.

Difficulty: Easy

Learning Objective 1: Differentiate between career development and employee development.

The _________ is a career stage in which one begins to search for work and finds a first job.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

The __________ is a career stage marked by continuous improvement in performance, leveling off in performance, or beginning deterioration of performance.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

_________ describes an employee’s stagnation in his or her current job.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

_________ is a career stage in which individuals are no longer learning about their jobs and not expected to outdo levels of performance from previous years.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

An employee who shows a high score in the ________ area of Holland’s vocational preferences model enjoys creative self-expression and dislikes highly structured situations.

Difficulty:

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

MULTIPLE-CHOICE

Which of the following is NOT true regarding career development in today’s contemporary organizations?

a) Employees are responsible for managing their careers.

b) Organizations have an obligation to manage their employees’ careers.

c) Organizations’ responsibility is to build employee self-reliance.

d) Organizations’ responsibility is to help employees maintain their marketability through continual learning.

e) Organizations should provide support, so employees can continually add to their skills, abilities, and knowledge.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Marcus, a new graduate, wants to work for a firm that will support his career development. He can expect all of the following EXCEPT

a) Tuition assistance.

b) Clear communication of the organization’s goals and future strategies.

c) Limited contingent workforce contracts.

d) Time for him to learn.

e) Growth opportunities.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Which of the following is NOT a positive result that can accrue from a well-designed career development?

a) Internal talent is developed

b) Minorities and women have comparable opportunities for growth and development

c) Increased employee frustration

d) Enhanced cultural diversity

e) Organizational goodwill

Difficulty: Easy

Learning Objective 1: Differentiate between career development and employee development.

Which of the following is a subjective measure of career success?

a) Salary

b) Benefits

c) Awards

d) Meaningful work

e) Company car

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Toshi is a stay-at-home husband. He has two children. He likes spending time with them and raising them. He is very involved in their education. He is a volunteer at the Parent Teacher Association of his children’s school. He is also the coach of their baseball team. Henry likes to clean and decorate his house. He just redesigned his kitchen. Is Henry having a successful career?

a) No, being a stay-at-home father is not a career.

b) No, he does not earn any income from his work.

c) Yes, because he is a successful caretaker and homemaker.

d) No, but at least he is saving on childcare costs.

e) No, he is lowering the standard of living of his family by not earning an income.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Which statement is true?

a) Employee development and career development activities often overlap.

b) Career development activities focus on personal growth.

c) Employee development activities are mostly to benefit the organization.

d) Employee career success is the result of organizational culture.

e) HRM administers career development, but employee development is solely the responsibility of the employee.

Difficulty: Hard

Learning Objective 1: Differentiate between career development and employee development.

All of the following career-related beliefs is true:

a) All employees want to be promoted.

b) Competent people somehow emerge in organizations to fill arising vacancies.

c) A valuable employee will always be a valuable employee.

d) Career development is strategic in nature.

e) HRM should guide employees’ career goals to fit the organization’s requirements.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Gabriele has worked for the same manufacturing firm for 20 years. Last week, he attended a workshop where he reflected on his goals and aspirations. He learned that two of his vocational preferences were satisfied in his current job, and that neither one of them would be present in a promotion. He, along with 58 of his coworkers, is in line for a promotion next year. Attending this session was a recommended step. What kind of session did Gabriele attend?

a) Career development

b) Sigma management practice

c) Employee development

d) Employee training

e) Retirement planning

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Sofia has worked for the same manufacturing firm for 20 years. Last week, she attended a workshop where she learned new coaching and mentoring practices for managers and supervisors. She is in line for a promotion next year, and this session will enhance her opportunity for that job. What kind of session did Sofia attend?

a) Career development

b) Sigma management practice

c) Employee development

d) Employee training

e) Retirement planning

Difficulty: Hard

Learning Objective 1: Differentiate between career development and employee development.

Benefits of career development programs include all of the following EXCEPT:

a) Lower employee turnover.

b) Easier recruiting.

c) More diverse workforce.

d) Regional Specialist groups.

e) Strong organizational cultures.

Difficulty: Medium

Learning Objective 1: Differentiate between career development and employee development.

Compare individual career development to organizational career development.

a) They are both the responsibility of the individual.

b) Organizational career development focuses on meeting organizational goals and needs. Individual career development focuses on meeting individual goals and needs.

c) Individual career development involves training. Organizational career development does not.

d) They are different terms for the same experience.

e) Individual career development has a much shorter time frame than organizational career development.

Difficulty: Medium

Learning Objective 2: Explain how career development enhances talent management.

Which of these is NOT mentioned in the text as a reason that managers do not support career development activities?

a) They do not understand the reason for the career development activity.

b) The activities require managers to become involved and they do not have time for that involvement.

c) They haven’t been trained in how to assist with career development.

d) Managers fear that good employees will apply for promotions and leave the work group.

e) They feel that the mentoring that managers provide to workers is sufficient.

Difficulty: Hard

Learning Objective 2: Explain how career development enhances talent management.

How can organizations use well-designed career paths to enhance diversity in the organization?

a) By knowing talent will be available when and where it is needed

b) By hiring only those who support the core culture of the organization

c) By improving their ability to attract and retain talented employees

d) By ensuring all employees understand skills needed for advancement and have equal access to career development activities and opportunities

e) By creating a strong corporate culture where everyone feels welcome and productive

Difficulty: Medium

Learning Objective 2: Explain how career development enhances talent management.

Providing skills that assist an employee in advancing a career can be accomplished through:

a) Internships.

b) Mentoring.

c) Employee development.

d) Attracting and retaining talented employees.

e) Career development.

Difficulty: Medium

Learning Objective 2: Explain how career development enhances talent management.

The career development responsibility for organizations today is to:

a) Provide assessment tests and information for most fulltime employees.

b) Groom internal candidates for promotions.

c) Clearly defined career paths with links between jobs and organizational strategy.

d) Fire any employee who seeks development.

e) Provide Global Services Groups.

Difficulty: Medium

Learning Objective 2: Explain how career development enhances talent management.

Meaningful development as a shared responsibility between the employee, management, and the organization is an indication of:

a) Strong mentoring skills.

b) Meaningful corporate training programs.

c) Strong career development opportunities.

d) Strong understanding of the value of career development.

e) The availability of well-established career coaches.

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

David, vice-president of marketing and a long-time employee of a major firm, takes Sibohan, a promising managerial candidate, to lunch once a month where he introduces her to other executives in the organization and major vendors and customers. He recommended that Sibohan should find a community service organization and volunteer to serve on the board to gain leadership experience. What is going on?

a) Sibohan was hired by David

b) David is reverse mentoring Sibohan

c) Sibohan is mentoring David

d) David is coaching Sibohan

e) David is Sibohan boss

Difficulty: Medium

Learning Objective 3: Identify the role of managers in employee career development.

Andrea is self-assessing her own talents and limitations. She is developing a self-image and thinking of her ambitions, goals, motives, and limitations. At what stage is Andrea’s career?

a) Late career

b) Establishment

c) Mid-career

d) Exploration

e) Decline

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Jason is in a period of feeling settled at work. He feels threatened by his younger, better trained, more energetic, and ambitious colleagues. What is Jason’s career stage?

a) Exploration

b) Establishment

c) Mid-career

d) Late career

e) Decline

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Ying is experiencing the shock of entering the real world. She feels insecure around the new tasks of interviewing, applying, being tested, and facing being turned down. What is Ying’s career stage?

a) Exploration

b) Establishment

c) Mid-career

d) Late career

e) Decline

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Alberto is preparing himself for retirement. He has found new sources of self-improvement off the job and new sources of job satisfaction through teaching others. What is Alberto’s career stage?

a) Exploration

b) Establishment

c) Mid-career

d) Late career

e) Out placement

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Arianna is enjoying sharing her experience as a mentor at work and is beginning to consider retirement. What is Arianna’s career stage?

a) Exploration

b) Establishment

c) Mid-career

d) Late career

e) Early-retirement

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Which of the following describes the sequence of career stages typical for most adults?

a) Establishment, Mid-career, Peak performance, Mid-life crisis, and Retirement

b) Establishment, Mid-career, Peak performance, Late career, and Retirement

c) Exploration, Establishment, Mid-career and Late career

d) Early-career, Mid-career, Late career, and Decline

e) Exploration, Mid-career, Late career and Retirement

Difficulty: Easy

Learning Objective 5: Explain the four typical career stages.

Polina attended her college reunion, where she told her former roommate about her work during the last year. She has continued to work for her employer of 30 years, now finally realizing she doesn’t have to top what she did last year. She was assigned to the restructuring task force as an advisor and consultant. Identify Polina’s career stage.

a) Retirement

b) Late career

c) Exploration

d) Establishment

e) Mid-career

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Emma is a financial analyst who has survived four mergers of her employer over the last 15 years. She has decided that although she has been very successful, she’s tired of the corporate world and the stress of the constant reorganization that mergers bring. She has decided to leave her employer and take a lower paying job as Chief Financial Officer at a non-profit that needs her financial skills. Identify Emma’s career stage.

a) Exploration

b) Establishment

c) Mid-career

d) Late career

e) Decline

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Mikhail had an internship as an undergraduate in a regional planning office that applied his major in Economics. He went on to law school and today is starting a job in a real estate development firm. He arranges his desk, looks at his parking and employee identification cards, shines the edge of the frame of the picture of his wife and his dog, and proudly puts his credentials on the office wall. Identify Mikhail career stage.

a) Decline

b) Late career

c) Exploration

d) Establishment

e) Mid-career

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

What is the advantage to a firm who hires older workers for part-time or temporary positions?

a) Mature workers are less expensive to hire.

b) Mature workers can be mentored by a younger employer, increasing the job satisfaction of both.

c) Mature workers will not compete for promotions or overseas assignments.

d) Mature workers have developed critical thinking skills for unstructured problems.

e) Mature workers can be laid off without fear of violation of EEO laws.

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Dmitry is a 45-year-old marketing manager for a major appliance manufacturer. He was not promoted last year and realized that he will never be a senior vice-president of the organization. He has decided to wait it out for another decade until he can retire. Identify Dmitry’s career stage.

a) Decline

b) Late career

c) Exploration

d) Establishment

e) Mid-career

Difficulty: Medium

Learning Objective 5: Explain the four typical career stages.

Which of the following models represents an individual’s occupational personality as it relates to vocational themes?

a) The Schein vocational preferences model

b) The Holland vocational preferences model

c) The Jung vocational preferences model

d) The Myers-Briggs vocational preferences model

e) The Lewin vocational preferences model

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Hector is a research scientist in a large company. He refuses to go to staff meetings, but volunteers to attend conventions where he receives recognition for his accomplishments. He holds 17 patents (more than two for each year he has been with his company and they are proudly displayed on his office wall), but will not work with his manager on quarterly goals. What is Hector's Holland vocational preferences type?

a) Realistic-Investigative-Enterprising

b) Social-Enterprising-Conventional

c) Social-Conventional-Realistic

d) Investigative-Conventional-Artistic

e) Realistic-Conventional-Artistic

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Adrian is a finance major. He likes coaching and playing all kinds of team sports. He wants to be sure to make a lot of money. He did two internships during his undergraduate career, appreciating the structured approach to entering his career. He plans to get 2 to 4 years of work experience before going for an MBA. What is Adrian’s Holland type?

a) Realistic-Investigative-Artistic

b) Social-Enterprising-Conventional

c) Social-Conventional-Intuitive

d) Investigative-Enterprising-Artistic

e) Realistic-Conventional-Artistic

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Automated Visual Innovations is a small holographic imaging manufacturer, known for being the first in the field with several new products, such as holograms on credit cards and student identification cards. Employees are rewarded for having new ideas and trying them. Workers can choose their hours and their location of work. Many choose to work at home; no one likes staff meetings or company parties. What kind of employee would have the most difficulty working at Automated, according to the Holland Vocational Preferences?

a) Realistic-Investigative-Artistic

b) Social-Enterprising-Investigative

c) Social-Conventional-Realistic

d) Investigative-Enterprising-Social

e) Realistic-Investigative-Interesting

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Catalina opened a pottery shop last year. She worked on Wall Street for 15 years as a broker, and although she liked the excitement and competition, she was not as satisfied with work as she is now, working with clay and being her own boss. She still competes and wins, but now it is at craft shows and on the golf course. What is Catalina’s Holland vocational preferences type?

a) Realistic-Investigative-Artistic

b) Social-Enterprising-Conventional

c) Security, managerial competence

d) Realistic-Artistic-Enterprising

e) Autonomy- Creativity

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Which of the following is NOT one of Holland general occupational themes?

a) Conventional

b) Conscientious

c) Artistic

d) Enterprising

e) Realistic

Difficulty: Easy

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Viktoria has a good facility with words. She is energetic, extroverted, adventurous, and enjoys persuasion. She likes to sell and lead. Which of the following is unlikely to be good job match for Viktoria?

a) A job in public speaking

b) A job in business management

c) A job in merchandising

d) A job in medical science

e) A job in laws and politics

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Sunil is very concerned with the welfare of others. He is extroverted, cheerful, and popular. Which of the following is likely to be the best job match for Sunil?

a) Soldier in the U.S. Army

b) Tax lawyer

c) Teacher

d) Cashier

e) Scientist

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Which of the following is NOT a personal value cluster identified by Edgar Schein?

a) Technical-functional competence

b) Managerial competence

c) Security-stability

d) Autonomy independence

e) Professional competence

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Which of the following is NOT a dimension of the Myers-Briggs Type Indicator?

a) Extroversion versus introversion

b) Active versus passive

c) Sensing versus intuitive

d) Thinking versus feeling

e) Judging versus perceiving

Difficulty: Easy

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Why is it important for a manager to understand the personality type of their employees?

a) Because personality drives the need for promotion and recognition.

b) Because personality influences the way people interact and solve problems.

c) To better understand the benefits that will attract and retain employees.

d) Because personality helps to shape skill sets.

e) To match the employee with the correct mentor.

Difficulty: Difficult

Learning Objective 6: Describe the relationship between personality, career choice and fit.

To best assess how employees will interact and solve problems, what type of personality indicator should be used?

a) Myers-Briggs

b) Vocational Preferences

c) Schein Anchors

d) Holland’s General Occupational Themes

e) Proactive Personality Scale

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Which statement is NOT true about Myers-Briggs typologies?

a) Workers who are Realistic-Investigative-Artistic prefer to work alone and don’t like following rules.

b) Thinking-Feeling indicates how analytical a person is in evaluating information.

c) It can identify how people prefer to interact with others.

d) Knowing an employee’s typology can help managers understand the best job fit for an employee.

e) The assessment determines an individual’s degree of Extroversion or Introversion.

Difficulty: Medium

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Elijah and the five workers that he supervises participated in a workshop that included a questionnaire that determined how each of them prefers to receive and process information. He realized that he could motivate two of his workers more effectively if he allowed them to have a flexible schedule and work as a team, while the other three would prefer a predictable schedule and to work alone. What did the workshop probably include?

a) Holland Vocational Preference assessment.

b) Schein Anchor assessment.

c) Workspace Diversity assessment.

d) Sensitivity Training survey.

e) Myers-Briggs Typologies assessment.

Difficulty: Hard

Learning Objective 6: Describe the relationship between personality, career choice and fit.

Rodriguez, a college sophomore, is unsure of his career choice. If he came to you, a human resource professional, for advice, what would you tell him?

a) Your career development will be managed by the organization that hires you.

b) Make sure can learn on the job. Stay flexible.

c) Any first job will do.

d) Career is an outmoded concept.

e) Your career doesn’t take on any meaning until you are 45-50 years old.

Difficulty: Medium

Learning Objective 7: Identify several suggestions for effective personal career management.

Myron, an HR expert, is evaluating the resume of Jeannie, his friend, who has just finished her exit interview. Jeannie has been an interior designer for the same department store for the last 15 years. All of the following would be good advice EXCEPT

a) Take anything that comes along, personal preferences are not important in today’s work world.

b) Identify other skills that you have developed, your tech skills should be highlighted.

c) Include the community service part of your life, It shows leadership and concern for community.

d) Restate these items in your resume to show accomplishments.

e) Contact the business relationships you have made during the last few years and ask them to be references.

Difficulty: Medium

Learning Objective 7: Identify several suggestions for effective personal career management.

How can a college student get the experience and understanding of corporate culture that most employers seek in new hires?

a) By developing a strong online profile.

b) Through part-time, after-class jobs.

c) Through understanding strengths and weaknesses and working to eliminate weaknesses.

d) By networking with professionals in the desired field.

e) Through internships.

Difficulty: Easy

Learning Objective 7: Identify several suggestions for effective personal career management.