Question 1

Which training technique do trainees act out the parts of people in a realistic management situation?

Accepted Answer

In role-playing training technique, trainees act out the parts of people in a realistic management situation to simulate real life scenarios and practice their skills in a safe environment.

Question 2

A training program in which trainees are first shown good management techniques (in a film), are then asked to play roles in a simulated situation, and are then given feedback regarding their performance, is called which of the following?

Accepted Answer

This type of training program is called behaviour modelling. It involves showing trainees a model or example of the behaviour that is desired, allowing them to practice the behaviour through role-playing, and then providing them with feedback to reinforce positive behaviours and correct any mistakes. This approach is designed to help trainees learn by observing and emulating the behaviour of others who are already skilled in the desired behaviours.

Question 3

Predicting an employee's potential is related to which promotion decision made by employers?

Accepted Answer

The answer of Predicting an employee's potential is related to...

Question 4

Harry's competence as a manager was rated very high. How is his competence defined and measured?

Accepted Answer

The answer of Harry's competence as a manager was rated...

Question 5

Hana is the manager of a busy branch of a credit union. Her role in the career development of her staff is related most closely to which of the following?

Accepted Answer

Hana's role in the career development of her staff is closely related to providing timely and objective performance feedback. This feedback can help employees identify their strengths and weaknesses and develop plans for improvement. It also helps them understand how their work contributes to the overall success of the organization and can motivate them to continue to develop their skills and abilities. The other options listed do not relate to career development or are unethical practices.

Question 6

Transfer policies have fallen into disfavour partly because of the cost of relocating employees and also because of the assumption that frequent transfers have a bad effect on which of the following related to the employee?

Accepted Answer

Frequent transfers can disrupt an employee's family life, causing stress on the employee and their family members. This can ultimately have a negative effect on the employee's job attitude and overall job performance. Additionally, frequent transfers can also have an impact on an employee's emotional stability. Although financial responsibility may be affected by the cost of relocating, it is not directly related to the employee's well-being.

Question 7

Who should oversee succession planning for senior managers?

Accepted Answer

The answer of Who should oversee succession planning for senior...

Question 8

The first consideration in promotion-related decisions made by employers is which of the following?

Accepted Answer

The primary consideration in promotion-related decisions is often whether the promotion will be based on seniority or competence, as this determines the criteria for selecting candidates for promotion.

Question 9

A Canadian bank has, for several years, established formal promotion procedures and published these procedures so all employees are aware of the criteria and process. What are the benefits to the bank of doing this?

Accepted Answer

By establishing formal promotion procedures and publishing them, the bank ensures that a greater number of qualified employees are likely to be considered for openings, and promotion becomes more closely linked to performance for employees. This can result in a fairer, more transparent promotion process, and can help to retain talented employees who are confident in the opportunities available to them within the organization.

Question 10

Amy is the new director of learning and development at a pharmaceutical company, Medica Inc. She is contemplating implementing an action learning program and is considering the advantages and disadvantages of this approach for the development of new managers recently hired. Which of the following would not be a benefits of this action learning program?

Accepted Answer

The benefits of an action learning program include developing planning and problem analysis skills, encouraging teamwork, and finding solutions to major problems. However, providing benefits to the trainee's department during the training period is not necessarily a benefit of the program. It may be a byproduct of the skills and knowledge gained, but it is not a primary advantage of the program itself.

Question 11

Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or enhancing skills, is called

Accepted Answer

The term "management development" refers to the process of improving managerial performance through a variety of methods such as training, coaching, mentoring, and experiential learning. It involves enhancing the knowledge, skills, and attitudes of managers to make them more effective in their roles. Therefore, choice B is the most appropriate answer.

Question 12

When a management development program is individualized and it is aimed at filling a specific executive position, this process is usually called which of the following?

Accepted Answer

Succession planning is the process of identifying and developing potential candidates for key executive positions within an organization. It involves individualized management development programs that are aimed at preparing individuals for specific executive roles. This ensures that the organization has a pool of qualified candidates ready to fill crucial leadership positions as and when they become vacant.

Question 13

In one management training technique, the trainee works directly with the person that he or she is to replace. What is this technique is called?

Accepted Answer

The technique described is the coaching/understudy approach, where the trainee works directly with the person they are replacing to learn on the job. This allows for hands-on training and knowledge transfer from the current employee to the trainee.

Question 14

When employees are not made aware of jobs that are available, criteria for promotion, and how the decisions are made, what happens to the link between performance and promotion?

Accepted Answer

The answer of When employees are not made aware of...

Question 15

Which management training technique involves moving a trainee from department to department in order to broaden his or her experience and identify strong and weak points?

Accepted Answer

Developmental job rotation involves moving a trainee from department to department in order to broaden his or her experience and identify strong and weak points. Job enrichment involves adding tasks and responsibilities to a job, action learning involves using real business problems as a basis for learning and problem-solving, job enlargement involves expanding the scope of a job, and global job rotation involves moving a trainee to different locations around the world.

Question 16

The person with the primary responsibility of managing an employee's career with an organization is which of the following?

Accepted Answer

The primary responsibility for managing an employee's career lies with the employee themselves, as they are best positioned to understand their own career goals and aspirations.

Question 17

Which training technique are management trainees allowed to work full-time analyzing and solving problems in other departments?

Accepted Answer

Action learning involves trainees working on real problems in other departments, allowing them to analyze and solve issues while gaining practical experience.

Question 18

People, groups, and organizations can be categorized into different areas of one's network. Which network would trade associations be must related to?

Accepted Answer

The answer of People, groups, and organizations can be categorized...

Question 19

To overcome the record number of rejections of relocation offers, companies are

Accepted Answer

The answer of To overcome the record number of rejections...

Question 20

Canadian firms tend to routinely transfer employees less today than was the case 10 years ago. The general reasons for this change in practice is

Accepted Answer

The sentence directly states that the cost of transferring employees has increased and employees are less willing to disrupt their family life. These factors suggest that Canadian firms tend to transfer employees less today than in the past. Thus, choice D is the best answer. Choices A and E are contradictory to the stated reason, while choices B and C are not mentioned in the sentence.

Quiz 9: Career and Management Deveopment