Question 1

The following are all advantages of the developmental job rotation technique except

Accepted Answer

The advantages listed all relate to the benefits of developmental job rotation, except for providing experience in analyzing overall company problems. This is not necessarily a specific advantage of job rotation, but rather a skill that could be developed through job rotation.

Question 2

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 statement mentions that Canadian firms tend to transfer employees less today than 10 years ago. One of the reasons given for this change in practice is that employees are less willing to disrupt their family life. This suggests that the cost of transferring employees has increased, making it more difficult to convince employees to move. Therefore, option D is the best choice. Options A, B, and E are not supported by the information provided, and option C is not mentioned at all.

Question 3

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

Accepted Answer

Management development refers to any efforts aimed at improving the performance of managers by enhancing their knowledge, skills, and attitudes. Assessment centre training, T-group training, career enhancement and professional development are all possible components of management development. However, management development encompasses a broader range of activities beyond these specific training programs.

Question 4

A management training technique that involves moving a trainee from department to department in order to broaden his or her experience and identify strong and weak points is called

Accepted Answer

The given management training technique is known as developmental job rotation, which involves moving trainees across departments to provide them with a broader experience and help them identify their strengths and weaknesses. Option A (job enrichment) refers to increasing the depth and scope of a job to make it more challenging, while option C (action learning) involves a problem-solving approach to learning. Option D (job enlargement) refers to increasing the breadth of tasks within a job, and option E (global job rotation) involves moving employees to different locations around the world.

Question 5

An off-the-job management development technique which involves presenting a trainee with a written description of an organizational problem is called

Accepted Answer

The case study method involves presenting a trainee with a written description of an organizational problem or situation and asking them to analyze, evaluate, and/or propose a solution or course of action. This is commonly used as an off-the-job management development technique.

Question 6

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

Accepted Answer

Succession planning is the process of identifying and developing potential successors for key executive positions within an organization. It involves individualizing the development process to ensure that the identified candidates are prepared to fill the specific executive position in the future. The other options are either too broad or do not specifically address the focus on individualizing and preparing for a specific executive role.

Question 7

All of the following are steps contained in a typical succession program except

Accepted Answer

While keeping an eye on competition is important, making forecasts about them is not a typical step in a succession program. The other options listed are common steps in succession planning.

Question 8

Employees seek transfers for all of the following reasons except

Accepted Answer

Enhancement of family life is not a reason for employees to seek transfers.

Question 9

Amy is the new director of learning and development at a pharmaceutical company, Medica Inc.She is designing the off-the-job management development program for Medica and will be including the case study method of learning.She wishes to improve the effectiveness of this method for the development of new management hires.Which of the following steps would not increase effectiveness?

Accepted Answer

Using cases from companies other than the trainees' firm may not be as effective because trainees might not be able to relate or connect with the scenario. The effectiveness of the case study method lies in its ability to provide practical examples that participants can relate to and apply to their own jobs. Therefore, selecting cases from the trainees' own firm or similar industries can improve the effectiveness of the method. The other options listed can increase the effectiveness of the case study method.

Question 10

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 11

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

Accepted Answer

Offering spousal support through career transition programs can make the relocation offer more attractive to employees who may have concerns about their spouse's ability to find a job in a new location. This not only benefits the employee but also shows that the company values the well-being of their employees and their families.

Question 12

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 the employee's

Accepted Answer

Frequent transfers can have a negative impact on an employee's family life, leading to strains on their relationships, disruption of children's education, and difficulties in settling down in a new location. This is a common reason why transfer policies have fallen out of favour.

Question 13

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

Accepted Answer

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

Question 14

A training technique by which management trainees are allowed to work full-time analyzing and solving problems in other departments is

Accepted Answer

The given technique is known as action learning, where trainees work on real work problems and develop their skills and abilities through hands-on experience. The other options (on-the-job training, coaching/understudy approach, job rotation, case study method) do not specifically involve trainees working in other departments to analyze and solve problems.

Question 15

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

Accepted Answer

The coaching/understudy approach involves the trainee working directly with the person they are to replace, allowing for hands-on learning and mentorship. This approach allows for a smoother transition and better preparation for the trainee to take on the role. The other options, while related to training, do not involve direct work with the future predecessor.

Question 16

Computerized management games are good developmental tools for all of the following reasons except

Accepted Answer

Computerized management games primarily focus on strategic thinking, teamwork, leadership, and cooperation, rather than specifically developing computer skills.

Question 17

A Canadian bank has, for several years, established formal promotion procedures and published these procedures so all employees are aware of the criteria by which promotions are rewarded.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 considered for openings, and promotion becomes more closely linked to performance for employees. This can lead to better employee morale, retention, and productivity, as employees are rewarded for their hard work and can see a clear path for advancement within the company. Additionally, this can lead to better recruitment as potential employees may be attracted by the bank's transparent and fair promotion procedures.

Question 18

In this off-the-job management development technique, teams of managers compete with one another by making decisions regarding realistic but simulated companies.This technique is called

Accepted Answer

This off-the-job management development technique is commonly known as a computerized management game.

Question 19

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.The benefits of action learning to Medica include all of the following except

Accepted Answer

All of the other options listed (A-D) are benefits of implementing an action learning program. However, as stated, option E is not a benefit to Medica specifically, but rather a benefit to the manager's department during the training period.

Question 20

Amy is the new director of learning and development at a pharmaceutical company, Medica Inc.She is designing the off-the-job management development program for Medica and will be including the case study method of learning.All of the following elements are present in a case study method of training except

Accepted Answer

Summarizing events to stockholders is not a typical element of a case study method of training. The other elements, such as analyzing cases in private, diagnosing problems, presenting findings and solutions to the group, and having a discussion with other trainees, are commonly used in case study-based training programs.

Quiz 9: Career Development