QUESTION 1

Tuition reimbursement programs can encourage employees to_____.

	a.	teach at a local high school or college
	b.	study for advanced degrees outside of their regular work schedule
	c.	quit working to return to college
	d.	take a paid sabbatical

4 points

QUESTION 2

Which of the following is most likely to help retain employees who are in high demand and improve their performance?

	a.	Emphasizing informal appraisals over systematic appraisals
	b.	Emphasizing the negative aspects of performance during appraisal discussion
	c.	Conducting peer evaluations for these employees
	d.	Conducting accelerated appraisals for these employees

4 points

QUESTION 3

In the context of the careers of women, which of the following statements is true?

	a.	Women hold about one-fourth of managerial or professional positions but 50 to 75 percent of corporate officer positions in the United States.
	b.	Employers can tap into the female labor market by offering child care assistance and flexible work policies.
	c.	The glass ceiling allows women to efficiently strike a balance between their personal lives and careers.
	d.	Job sequencing has proven to be a successful career tactic for women wishing to combine work and family because its impact on career advancement is nonexistent.

4 points

QUESTION 4

The use of _____can cause rater error because it might not accurately reflect the relative importance of certain job characteristics.

	a.	comparative methods
	b.	graphic rating scales
	c.	essay methods
	d.	critical incident methods

4 points

QUESTION 5

_____is especially useful when supervisors do not have the opportunity to observe each employee's performance.

	a.	Self-rating
	b.	Employees rating managers
	c.	Peer rating
	d.	Outsider rating

4 points

QUESTION 6

Identify a true statement about succession planning.

	a.	It discourages the practice of making status-blind employment decisions.
	b.	It provides career opportunities and plans for individuals, which helps retention and performance.
	c.	Long-term succession planning should exclusively include the CEO and top-level executives.
	d.	Looking both internally and externally for potential candidates should be avoided during succession planning.

4 points

QUESTION 7

The term _____refers to a relationship in which experienced managers in a company aid individuals in the earlier stages of their careers.

	a.	management mentoring
	b.	speed networking
	c.	career prospecting
	d.	sponsorship

4 points

QUESTION 8

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

	a.	central tendency error
	b.	recency effect
	c.	leniency error
	d.	primacy effect

4 points

QUESTION 9

Which of the following statements is true of organizations that practice the entitlement approach?

	a.	Employee rewards are determined on the basis of results and contributions made by employees.
	b.	Employee rewards vary little from person to person and have little to do with differences in individual performance.
	c.	Employee rewards are determined only on the basis of employee performance.
	d.	Employee rewards vary significantly from person to person because of managers' biases.

4 points

QUESTION 10

Kelly spent four days at a training program centered on the use of improved hygiene procedures to reduce infections in long-term care facilities. When she returned to work after the training, Kelly wanted to implement the new practices in her work unit. However, she was unable to do so because of resistance from the nursing staff and the lack of interest of the medical director. As a result, Kelly was not able to use her learning on the job. This scenario exemplifies _____.

	a.	nontransference of training
	b.	encapsulated development
	c.	cultural inertia
	d.	translation failure

4 points

QUESTION 11

Which of the following is an impact of development on an individual's career?

	a.	The individual's focus is likely to be exclusively on learning specific behaviors that promote ethnocentrism.
	b.	The individual's abilities to handle a variety of assignments are likely to improve.
	c.	The individual's ability to learn specific behaviors is likely to be compromised.
	d.	The individual's marketability in the industry is likely to be reduced because of employer-specific specialization.

4 points

QUESTION 12

_____is a technique for distributing ratings that are generated with any of the other appraisal methods and comparing the ratings of people in a work group.

	a.	Behavioral rating scales
	b.	Peer distribution
	c.	Forced distribution
	d.	Critical incident

4 points

QUESTION 13

Carmelo is currently the Editor in Chief of the Business Department of a national news magazine. He initially joined the company as a staff reporter and then was promoted to technology reporter, to Assistant Editor of the Business Department, and finally to Deputy Managing Editor before achieving his current position. This scenario _____.

	a.	is an example of a series of career transitions
	b.	exemplifies organization-centered career planning
	c.	is an example of a nontraditional career path
	d.	demonstrates the cyclical nature of careers

4 points

QUESTION 14

The _____is the tendency to rate people relative to others rather than against performance standards.

	a.	contrast error
	b.	halo effect
	c.	strictness error
	d.	horns effect

4 points

QUESTION 15

In the context of graphic rating scales, which of the following belongs to the descriptive category?

	a.	Employee development
	b.	Quantity of work
	c.	Communication effectiveness
	d.	Decision making

4 points

QUESTION 16

Which of the following is a criticism of a pay-for-performance approach?

	a.	It fails to establish a clear set of goals for employees.
	b.	It prevents teamwork in the workplace.
	c.	It discourages individual employee contribution.
	d.	It offers equal rewards for all employees.

4 points

QUESTION 17

The first step in the process of succession planning is to_____.

	a.	ensure that top managers are personally involved in coaching other employees
	b.	assess the talent available in an organization
	c.	evaluate the necessity of employee development practices
	d.	define key positions critical to an organization's strategy

4 points

QUESTION 18

Which of the following is a common mistake made by organizations during succession planning?

	a.	Allowing the CEO to direct the planning process
	b.	Including the boards of directors and HR in the process of CEO succession
	c.	Looking externally as well as internally for succession candidates
	d.	Focusing on other employees apart from the top management executives

4 points

QUESTION 19

Senior managers and executives are often hired from outside a firm because_____.

	a.	it results in tunnel vision from an emphasis on organization-based intelligence
	b.	buying talent is less expensive than developing talent
	c.	hiring externally presents a lower risk than developing internally
	d.	it takes time to develop leaders internally

4 points

QUESTION 20

In the _____method, the manager keeps a written record of both favorable and unfavorable actions performed by an employee during the entire rating period.

	a.	forced distribution
	b.	ranking
	c.	critical incident
	d.	essay

4 points

QUESTION 21

Paul recently graduated from college and joined an information technology firm. When he starts work, Paul is taken aback by the differences between college life and professional life. He is dissatisfied with his unsupportive supervisor and is concerned about the lack of frequent feedback and the uncertainty of the logistical aspects of solving work problems. This scenario best exemplifies _____.

	a.	ethnocentrism
	b.	a premature career plateau
	c.	a cyclical career
	d.	entry shock

4 points

QUESTION 22

Josh is an HR Manager at RoxCom LLC. He is responsible for conducting performance appraisals for all entry-level employees in his organization. He implements a guided self-appraisal system using management by objectives (MBO). As part of the process, he reviews the job description and the key activities that constitute each employee's job. Which of the following is most likely to be Josh's next step?

	a.	Development of performance standards
	b.	Setting of objectives
	c.	Frequent performance discussions
	d.	Implementation of performance standards

4 points

QUESTION 23

Which of the following is a common problem with management development efforts?

	a.	Using modeling and coaching as training delivery methods
	b.	Failing to promote ethnocentrism as part of management training
	c.	Substituting training for selecting qualified individuals
	d.	Avoiding encapsulated development of employees

4 points

QUESTION 24

The HR Department of Total Utilities has an automated talent management system. This system helps the company create and manage individual career paths for all employees and design career-advancing programs based on employee potential and needs. The department also organizes career workshops and counseling sessions to help employees identify their strengths and interests. All of these aspects provide the employees of Total Utilities with a logical progression between jobs in the company. This scenario most likely exemplifies_____.

	a.	organization-centered career planning
	b.	a career plateau
	c.	individual-centered career development
	d.	training and development outsourcing

4 points

QUESTION 25

In the context of leadership development, which of the following is true of modeling?

	a.	It is the least used method of helping individuals transition successfully into supervisory and leadership roles.
	b.	The modeling process is limited to straightforward imitation or copying.
	c.	Exposure to both positive and negative models can benefit a new manager as part of leadership development efforts.
	d.	Modeling differs from coaching in that it complements the natural way humans learn.