Question 1

Performance appraisal is the process of measuring employees' performance.

Accepted Answer

Performance appraisal is the process of measuring employees' performance. The appraisal system must tell employees specifically about their performance problems and how they can improve their performance.

Question 2

Assessment refers to the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements.

Accepted Answer

Assessment involves collecting information and providing feedback to employees about their behavior, communication style, or skills. Assessment is most frequently used to identify employees with managerial potential and to measure current managers' strengths and weaknesses.

Question 3

Training focuses on improving employees' performance in their current jobs, while development prepares them for other jobs.

Accepted Answer

Traditionally, training focuses on helping employees' performance in their current jobs. Development prepares them for other positions in the company and increases their ability to move into jobs that may not yet exist.

Question 4

Traditional career patterns consisted of a series of steps arranged in a linear hierarchy, with higher steps related to increased authority, responsibility, and compensation.

Accepted Answer

Traditional career patterns consisted of a series of steps arranged in a linear hierarchy, with higher steps related to increased authority, responsibility, and compensation.

Question 5

A lateral move occurs when an employee is given less responsibility than what she currently enjoys.

Accepted Answer

Lateral move is a move to a job with similar responsibilities.

Question 6

When an employee indulges in self-assessment, he/she identifies the needs that are realistic to develop.

Accepted Answer

Self-assessment is the first step in the career management process. When an employee indulges in self-assessment, he/she identifies the opportunities and needs to improve. A reality check is done only at a later stage.

Question 7

Assessment centers are primarily used to identify employees' technical skills.

Accepted Answer

Assessment centers are primarily used to identify if employees have the personality characteristics, administrative skills, and interpersonal skills needed for managerial jobs.

Question 8

The Myers-Briggs Type Indicator is tool used by managers to improve interpersonal communication within teams.

Accepted Answer

The Myers-Briggs Type Inventory is a personality assessment tool used for team building and leadership development that identifies employees' preferences for energy, information gathering, decision making, and lifestyle.

Question 9

Job enlargement adds challenges or new responsibilities to an employee's current job.

Accepted Answer

Job enlargement refers to adding challenges or new responsibilities to employees' current jobs. This could include special project assignments, switching roles within a work team, or researching new ways to serve clients and customers.

Question 10

Job rotation helps employees gain an overall appreciation of the company's goals and also improves their problem-solving skills.

Accepted Answer

Job rotation helps employees gain an overall appreciation of the company's goals, increases their understanding of different company functions, develops a network of contacts, and improves problem-solving and decision-making skills.

Question 11

Transfers necessarily increase job responsibilities and compensation.

Accepted Answer

In a transfer, an employee is assigned a job in a different area of the company. Transfers do not necessarily increase job responsibilities or compensation.

Question 12

Goal setting is the first step of the career management process.

Accepted Answer

The career management process consists of the following sequential steps: (1)self-assessment, (2)reality check, (3)goal setting, and (4)action planning.

Question 13

Formal education programs include off-site and on-site programs designed specifically for the company's employees.

Accepted Answer

Formal education programs include off-site and on-site programs designed specifically for the company's employees, short courses offered by consultants or universities, executive MBA programs, and university programs in which participants actually live at the university while taking classes.

Question 14

Psychological success is less under the employee's control than the traditional career goals.

Accepted Answer

Psychological success is more under the employee's control than the traditional career goals, which were not only influenced by employee effort but were controlled by the availability of positions in the company.

Question 15

An in-basket is a simulation of the administrative tasks of a manager's job.

Accepted Answer

An in-basket is a simulation of the administrative tasks of the manager's job. The exercise includes a variety of documents that may appear in the in-basket on a manager's desk. The participants read the materials and decide how to respond to them.

Question 16

A major assumption of using job experiences for employee development is that development is most likely to occur when the employee's past experiences and the skills required for the job are closely related.

Accepted Answer

A major assumption of using job experiences for employee development is that development is most likely to occur when there is a mismatch between the employee's skills and past experiences and the skills required for the job. To succeed in their jobs, employees must stretch their skills-that is, they are forced to learn new skills, apply their skills and knowledge in a new way, and master new experiences.

Question 17

The upward feedback is a performance appraisal process for managers.

Accepted Answer

A recent trend in performance appraisals for management development is the use of upward feedback and 360-degree feedback. Upward feedback refers to appraisal that involves collecting subordinates' evaluations of managers' behaviors or skills.

Question 18

Employees are closely guided in their careers by managers when they have a protean career.

Accepted Answer

A protean career is based on self-direction with the goal of psychological success in one's work. Employees take major responsibility for managing their careers.

Question 19

A career management system is a system to retain and motivate employees by identifying and meeting their development needs.

Accepted Answer

To retain and motivate employees companies need to provide a system to identify and meet employees' development needs. This is especially important to retain good performers and employees who have potential for managerial positions. This system is often known as a development planning or career management system.

Question 20

Psychological success is the feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work.

Accepted Answer

Psychological success is the feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work. Psychological success is more under the employee's control than the traditional career goals, which were not only influenced by employee effort but were controlled by the availability of positions in the company.

Quiz 9: Employee Development

Performance appraisal is the process of measuring employees' performance.

Assessment refers to the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements.

Training focuses on improving employees' performance in their current jobs, while development prepares them for other jobs.

Traditional career patterns consisted of a series of steps arranged in a linear hierarchy, with higher steps related to increased authority, responsibility, and compensation.

A lateral move occurs when an employee is given less responsibility than what she currently enjoys.

When an employee indulges in self-assessment, he/she identifies the needs that are realistic to develop.

Assessment centers are primarily used to identify employees' technical skills.

The Myers-Briggs Type Indicator is tool used by managers to improve interpersonal communication within teams.

Job enlargement adds challenges or new responsibilities to an employee's current job.

Job rotation helps employees gain an overall appreciation of the company's goals and also improves their problem-solving skills.

Transfers necessarily increase job responsibilities and compensation.

Goal setting is the first step of the career management process.

Formal education programs include off-site and on-site programs designed specifically for the company's employees.

Psychological success is less under the employee's control than the traditional career goals.

An in-basket is a simulation of the administrative tasks of a manager's job.

A major assumption of using job experiences for employee development is that development is most likely to occur when the employee's past experiences and the skills required for the job are closely related.

The upward feedback is a performance appraisal process for managers.

Employees are closely guided in their careers by managers when they have a protean career.

A career management system is a system to retain and motivate employees by identifying and meeting their development needs.

Psychological success is the feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work.