Deck 10: Career Development

Question 1

It has been said that "the critical battleground in career development is inside the mind of the individual employee."

Answer 1

False

Question 2

The organization can help employees to plan their careers by providing trained specialists to encourage and guide the employee.

Answer 2

True

Question 3

The organization has primary responsibility for instigating and ensuring that career development takes places.

Answer 3

True

Question 4

Due to concerns regarding confidentiality,managers should not act as mentors in their subordinate's career development planning.

Question 5

A career plateau is defined as the point in a career where the likelihood of additional hierarchical promotion is very low.

Question 6

It is necessary to be a trained psychologist to be a successful career counselor.

Question 7

Outplacement is a way of terminating employees that can benefit both the employees and the organization.

Question 8

The employee's immediate manager bears the primary responsibility for preparing individual career plans.

Question 9

Managers skilled in basic human relations are generally successful career counselors.

Question 10

Career development looks at careers through the eyes of individual employees.

Question 11

Complacency is the greatest danger once a career plan has been developed.

Question 12

Individuals with high potential for advancement who are performing below standard are classified as deadwood.

Question 13

The key to success is being in the right place at the right time.

Question 14

Dual-earner couples do not see their employment as an integral part of their self-definition.

Question 15

It is necessary to make adjustments to most career plans.

Question 16

Career development and career planning should reinforce each other.

Question 17

In rehabilitating plateaued employees,it is better to assign plateauees to developmental programs designed to help them move into future jobs rather than help them perform better in their present jobs.

Question 18

The way to get ahead is to determine your weaknesses and then work hard to correct them.

Question 19

Many factors that contribute to the glass ceiling stem from the common tendency "to hire in one's own image".

Question 20

There is always room for one more person at the top of an organization.

Question 21

Which of the following is a benefit the organization receives when employees engage in career self-management?

A)Human resources management costs are cut.
B)More highly skilled and flexible employees and the retention of these employees.
C)Managers are freed from the responsibility of career counseling.
D)The organization is no longer responsible for employees' career paths.

Question 22

Managers acting as good career counselors should:

A)respect confidentiality and privacy.
B)design career plans for subordinates.
C)help employees recognize their limitations based on past experience.
D)not divulge the organization's assessment of the employee.

Question 23

Career pathing is a technique that addresses the specifics of:

A)gaining acceptance of newly conceived job descriptions.
B)keeping up with the changes that occur within the organization and industry.
C)progressing from one job to another in the organization.
D)determining how to attract the best qualified job applicants.

Question 24

In most cases,it is preferable to have _____ conduct career counselling.

A)the immediate manager
B)a human resource specialist
C)a trained psychologist
D)an outside consultant

Question 25

An example of personal satisfaction gained through career planning is:

A)the relief of entrusting pertinent decisions to HR staffers.
B)a sense of achievement gained from reaching milestones.
C)discovering that career development is unrelated to career planning.
D)discarding realism in favor of idealism.

Question 26

Traditionally,what has been the most frequently used source of information that can be used for assessing employees?

A)Performance appraisal process
B)Personnel records reflecting information such as previous work experience
C)Assessment centers
D)Personnel records revealing educational information

Question 27

Which of the following is an appropriate managerial broker role concerning career development?

A)Assists in linking employees with appropriate educational or employment opportunities.
B)Teaches specific job-related or technical skills.
C)Follows up on effectiveness of suggested referrals.
D)Represents employee's concern to higher-level management for redress of specific issues.

Question 28

Which of the following is a factor in today's work environment that helps explain why plateauing of careers may become more prevalent?

A)More promotions occur during recessionary periods.
B)Today's employees enter organizations at lower positions.
C)Today's employees are generally less educated than their predecessors.
D)Employers are now depending more on older employees.

Question 29

The primary responsibility for preparing individual career plans rests with the:

A)HR manager.
B)employee.
C)organization.
D)supervisor.

Question 30

(p.192?)A concise statement of career goals in measurable terms constitutes an individual employee's:

A)career path.
B)mission statement.
C)vision statement.
D)job path.

Question 31

Which of the following is NOT a primary partner in successful career development?

A)Immediate manager
B)Employee
C)Organization
D)Board of directors

Question 32

Which of the following is an appropriate managerial advocate role concerning career development?

A)Shares knowledge about how to learn and work with others.
B)Communicates the informal and formal realities of progression in the organization.
C)Assists in linking employees with appropriate educational or employment opportunities.
D)Represents employee's concern to higher-level management for redress of specific issues.

Question 33

Which of the following is a myth held by employees related to career development and advancement?

A)Good subordinates do not make good superiors.
B)The ultimate responsibility for career development and planning belongs to the individual.
C)There is always room for one more person at the top.
D)Aperson,through careful design,can affect rather than merely accept the future.

Question 34

Which of the following is an appropriate managerial appraiser role concerning career development?

A)Teaches specific job-related or technical skills.
B)Arranges for employees to participate in a high-visibility activity.
C)Reviews an established development plan on an ongoing basis.
D)Listens to and understands an employee's real concerns.

Question 35

Which of the following is true about career development versus career planning?

A)Career development is the process by which an individual formulates career goals and develops a plan for reaching those goals.
B)Career development looks at careers through the eyes of individual employees.
C)Career development and career planning should reinforce each other.
D)Career planning looks at individual careers from the viewpoint of the organization.

Question 36

The point in a career where the likelihood of additional hierarchical promotion is low is called a(n):

A)career plateau.
B)career rightsizing.
C)outplacement.
D)career trough.

Question 37

An employee's ability to keep pace with the speed at which change occurs within the organization and the industry and to prepare for the future denotes career ____.

A)drafting
B)self-management
C)pathing
D)counseling

Question 38

Which of the following is a major organizational objective of career development?

A)To better inform the organization and the individual about potential career paths within the firm.
B)To utilize future human resource programs by planning undifferentiated development for all employees.
C)To restate past human resource needs.
D)To diminish the role of HR in career matters.

Question 39

Research has more closely linked successful counseling to:

A)training in industrial psychology.
B)preferring a task orientation rather than a people orientation in managing.
C)the specialization achieved in the area by human resource managers.
D)similar characteristics that make people likable and effective.

Question 40

An individual's self-assessment should be:

A)limited by current resources.
B)focused on identifying personal strengths.
C)limited by ability.
D)delayed indefinitely if time pressures of regular duties persist.

Question 41

What is outplacement?

Question 42

Plateaued employees:

A)have usually been in the job for very short while and have little job knowledge.
B)usually have an overall negative impact on the organization.
C)are usually job-hoppers who have demonstrated below-average loyalty to the organization.
D)usually know the organization well.

Question 43

Which of the following is NOT an action that can aid in managing the plateauing process?

A)Terminate plateauees so as to facilitate the rise of learners up the ranks.
B)Integrate relevant career-related information systems.
C)Manage ineffective plateauees and frustrated employees more effectively.
D)Prevent plateauees from becoming ineffective.

Question 44

Explain why career planning is necessary.

Question 45

Describe the concept of a career lattice.

Question 46

Which of the following is true about dual-career couples vis-à-vis dual employed couples?

A)They do not see their employment as an integral part of their self-definition.
B)One or both of the members defines his/her employment as relating to rewards such as money.
C)They view their employment as part of a career path involving progressively more responsibility,power,and financial remuneration.
D)One or both of the members defines his/her employment as relating to an opportunity to keep busy.

Question 47

Who is responsible for career planning?

Question 48

List five career-related myths held by employees.

Question 49

In the context of the four principal career categories,the term _____ denotes individuals whose present performance is satisfactory but whose chance for future advancement is small.These people make up the bulk of the employees in most organizations.

A)deadwood
B)learners
C)solid citizens
D)stars

Question 50

Individuals whose present performance has fallen to an unsatisfactory level and who have little potential for achievement are called:

A)learners.
B)stars.
C)solid citizens.
D)deadwood.

Question 51

Differentiate dual-career couples from dual-earner couples.

Question 52

Explain why it is necessary for employees to review career progress.

Question 53

Describe the trend of career development online.

Question 54

Individuals with high potential for achievement who are performing below accepted standards are called:

A)deadwood.
B)stars.
C)learners.
D)solid citizens.

Question 55

The idea of _____ is to think of employees moving at any angle,heading from side to side,supporting organizational goals while getting their career goals met at the same time.

A)career plateauing
B)a career lattice
C)career flow
D)a career ladder

Question 56

Explain why it is necessary for an organization to communicate career options.

Question 57

A benefit provided by an employer to help an employee leave the organization and get a job someplace else is called:

A)downsizing.
B)outplacement.
C)reengineering.
D)glass ceiling.

Question 58

Discuss the role played by managers in career counseling.

Question 59

Which of the following possibilities exists for an organization's management team that wants to rehabilitate plateaued employees?

A)Refer them for employment at another organization.
B)Switch to positions at the same level that require exactly the same skills as the present job.
C)Assign plateauees to developmental programs designed to help them move into future jobs.
D)Provide alternative methods of recognition.

Question 60

According to the Glass Ceiling Commission,which of the following is a suggestion for toppling job-advancement barriers?

A)Avoid the use of affirmative action as a tool.
B)Make an effort to "hire in one's own image".
C)Limit the pool of candidates.
D)Initiate family-friendly programs.