Deck 9: Employee Development

Question 1

Which of the following is not a component of the Myers-Briggs Type Indicator?

A)Introversion versus extroversion
B)Sensing versus intuition
C)Thinking versus feeling
D)Fight versus flight

Answer 1

C

Question 2

According to a recent survey,the most frequently used development practice is _______

A)training other than leadership training.
B)formal coaching.
C)job rotation.
D)formal internal mentoring.

Answer 2

A

Question 3

The Myers-Briggs Type Indicator (MBTI)could be helpful to a manager in all but one of the following situations.Name the exception

A)Developing teams
B)Becoming more effective in interpersonal communications
C)Evaluating employees' promotional potential
D)Delegating employee work assignments

Answer 3

C

Question 4

Demotions,lateral moves,externships,and job enlargement are all examples of this kind of approach to employee development.

A)formal education
B)interpersonal relationships
C)job experiences
D)assessment

Question 5

Companies rely on in-house development programs for all of the following reasons except they _______

A)can be tied directly to business needs.
B)are easily evaluated using company metrics.
C)can involve senior management.
D)are less costly than university and other outside programs.

Question 6

A recent survey found that the least frequently used development practice is _______

A)formal coaching.
B)job assignments.
C)formal internal mentoring.
D)development planning.

Question 7

Companies that have evaluated their tuition aid reimbursement programs have found they accomplish all except ________

A)increase retention rates.
B)lead to reduced development costs.
C)increase employees' readiness for promotion.
D)improve job performance.

Question 8

360-degree feedback

A)involves gathering performance information from customers who have observed an employee's performance at all possible times during the day.
B)involves the evaluation of performance by subordinates,peers,customers,the boss,and the individual him/herself.
C)is the quickest approach to performance evaluation currently used.
D)involves the individual as the sole assessor of all aspects of his/her performance.

Question 9

An in-basket exercise in an assessment center

A)is a self-assessment tool to identify occupational and job interests.
B)is a simulation of the administrative tasks of a manager.
C)measures interpersonal and personal skills.
D)requires participants to work together to solve a problem within a certain time limit.

Question 10

Positive outcomes of job rotation include all except _______

A)improves problem-solving and decision-making skills.
B)an increased understanding of different company functions.
C)greater salary growth and promotion rates.
D)higher productivity in the department gaining the rotating employee.

Question 11

Job enlargement

A)refers to hiring more people for the same job category.
B)means moving the position up the organizational hierarchy.
C)means adding new challenges and responsibilities to an employee's current job.
D)tends to deter an employee's development because it is so time-consuming.

Question 12

All of the following except _________ are potential limitations of 360-degree feedback.

A)the time demands placed on managers
B)managers seek to identify and punish raters providing negative information
C)ratings from different sources must be obtained
D)a facilitator is needed to interpret results

Question 13

Activities in an assessment center may include the following except

A)leaderless group discussion.
B)benchmarking.
C)an "in-basket".
D)role playing.

Question 14

___________ is not an approach used to develop employees.

A)Formal education
B)Assessment
C)Job experiences
D)Action learning

Question 15

A major assumption of using job experiences for development is that

A)development occurs best when job demands involve obstacles and creating change.
B)development depends on having a supportive boss and coach.
C)development occurs best when employees experience high levels of stress in their jobs.
D)development occurs when there is a mismatch between the employees' skills and the skills required for the job.

Question 16

Research shows that assessment center ratings are related to all except _________

A)managerial experience.
B)salary level.
C)job performance.
D)career advancement.

Question 17

Negative outcomes of job rotation include all except __________

A)higher costs than other development methods.
B)a short-term perspective of problems and solutions.
C)motivation may suffer due to insufficient time in one position to receive a challenging assignment.
D)reduced productivity in the rotating employee's home department.

Question 18

Training

A)is focused on future responsibilities,while development focuses on the present.
B)is focused on current job performance,while development focuses on the future.
C)activities tend to be more voluntary than development activities.
D)is individual-focused,while development is strictly team-focuseD.

Question 19

An instrument designed to measure important factors in being a successful manager is known as

A)Looking Glass.
B)Benchmarks.
C)in-basket.
D)MBTI.

Question 20

Research shows that the most change resulting from upward feedback and 360-degree systems occurs in individuals who ________

A)receive higher ratings from others than they gave themselves.
B)whose self ratings were similar to ratings from others.
C)tend to rate others lower than they rate themselves.
D)receive lower ratings from others than they gave themselves.

Question 21

Assessment is used less than other methods to identify current managers' strengths and weakness because many resent testing and other assessment methods.

Question 22

In training,use of work experiences is low.

Question 23

The primary reason assessment centers are useful for development purposes is participants receive feedback on their strengths and weaknesses.

Question 24

Assessment involves collecting information and providing feedback to employees about their behavior,communication style,values,or skills.

Question 25

The MBTI is the most popular psychological test used for employee development.

Question 26

____________ is an experienced,productive senior employee who helps develop a less experienced employee.

A)A mentor
B)A coach
C)A trainer
D)A protégé

Question 27

A peer or manager who works closely with an employee to motivate him or her,help him or her develop skills,and provide reinforcement and feedback is known as a

A)mentor.
B)coach.
C)protégé.
D)high-potential employee.

Question 28

Formal education programs focusing on leadership usually include supervisors,managers and executives.

Question 29

Participation in training is voluntary.

Question 30

Development activities help organizations reduce turnover.

Question 31

Results of the Myers-Briggs Type Indicator Assessment show no relationship between occupation and personality.

Question 32

Characteristics of the best coaches are empathetic,supportive,practical,and ________.

A)conscientious
B)same sex as protégé
C)self-confident
D)energetic

Question 33

360-degree feedback is a game commonly found among assessment centers activities for teaching team members how to be inclusive.

Question 34

All of the following except _______ are personality characteristics of people likely to seek a mentor and be attractive as protégés.

A)conscientiousness
B)emotional stability
C)high need for power
D)ability to adapt to a situation

Question 35

_____________ allows employees to take full-time,temporary operational roles at another company.

A)A transfer
B)Employee exchange
C)Temporary assignment
D)An externship

Question 36

An effective job rotation system is characterized by all but one of the following.Name the exception

A)The system is used to develop skills as well as give employees' the experience needed for managerial positions
B)The system is linked with the company's career management process
C)The system is restricted to a limited number of key positions and employees within the company
D)The system ensures that employees understand the specific skills to be developed

Question 37

Benchmarks are based on research that examines the lessons executives learn at critical events in their careers.

Question 38

Coaching,protection,sponsorship and providing challenging assignments,exposure and visibility are aspects of

A)career support
B)planning process
C)lateral moves
D)psychosocial support

Question 39

The most important topics in executive education programs are leadership,entrepreneurship and e-business.

Question 40

The best formal mentoring programs

A)carefully assign a mentor to a protégé without clouding the issue by seeking participant input.
B)randomly assign mentors to protégés.
C)provide little structure to get in the way of natural mentoring processes.
D)have clearly articulated purpose and roles.

Question 41

Describe the four major approaches to developing employees and which approach is responsible for most development?

Question 42

What are the common approaches to employee development? How should development programs be developed? And,to whom are most development programs directed?

Question 43

Career support includes serving as a friend and a role model,providing positive regard and acceptance,and providing an outlet for the protégé to talk about anxieties and fears.

Question 44

What are the components of the developmental planning process? How is responsibility for the components shared between company and employee?

Question 45

Among married couples,the spouse's willingness to move is the most important influence on whether an employee will accept a transfer.

Question 46

A key to a successful formal mentoring program is the mentor and protégé interact with each other.

Question 47

Research suggests coaching improves managers' use of 360-degree feedback.

Question 48

Which of the 16 skills believed to be most important for becoming a successful manager do you think is most important and why? And,which one could lead to ethical problems?

Question 49

What does research show regarding coaching relationships and what characteristics are associated with the best coaches?

Question 50

When designing a 360-degree feedback,it is important to maintain confidentiality of the raters.

Question 51

All job demands are related to learning.

Question 52

360-degree feedback is a special case of the upward feedback process that involves employee evaluation by peers,customers,their boss,and themselves.

Question 53

Most employee development occurs through job experiences.