46) Which assessment center exercise is being used when a team of five to seven employees is
assigned a problem and must work together to solve it within a certain time period?
A) interview session
B) leaderless group discussion
C) role playing
D) in-basket exercise
E) personality test
47) What is true of in-basket exercises?
A) They require teams of five to seven employees to work together to solve assigned problems
within a certain time period.
B) They are paper-and-pencil tests designed to measure participants’ communication styles and
skills.
C) They simulate the administrative tasks of a manager’s job, using a pile of documents for the
employee to handle.
D) They require participants to take the part of a manager or employee in a situation involving
the skills to be assessed.
E) They require the use of interest and aptitude tests to evaluate an employee’s vocabulary,
general mental ability, and reasoning skills.
48) In ________, a participant takes the part of a manager or employee in a situation involving
the skills to be assessed.
A) personality tests
B) group discussions
C) interview sessions
D) role-plays
E) leaderless group discussions
49) An employee’s tolerance for uncertainty and the ability to get along with others are assessed
in
A) leaderless group discussions.
B) in-basket exercises.
C) personality tests.
D) role plays.
E) interviews.
50) Which statement is true about the 360-degree feedback process?
A) It involves rating an individual in terms of work-related behaviors.
B) It collects a single perspective of a manager’s performance.
C) It breaks down formal communications about behaviors and skill ratings between employees
and their internal and external customers.
D) It gives results that can be easily interpreted by anyone.
E) It demands very little time from the raters to complete the evaluations.
51) The combination of relationships, problems, demands, tasks, and other features of an
employee’s jobs is referred to as
A) job appraisals.
B) job experiences.
C) formal education.
D) technical training.
E) interpersonal relationships.
52) Using job experiences for development assumes that
A) development occurs most often when jobs are structured to eliminate challenges.
B) development occurs only through promotions.
C) development is most likely to occur when the work involves high levels of negative stress.
D) development is most likely when an employee’s skills do not fully match the skills required.
E) development is most likely when an employee already knows how to perform the job.
53) What is true of job enlargement?
A) It is a systematic approach to help an organization modify its core processes to achieve more
efficient results.
B) It aims at greater productivity through reduced application of mental and physical effort.
C) It attempts to motivate employees by giving them the opportunity to use specific skill sets.
D) It involves moving employees through a series of job assignments in one or more functional
areas.
E) It involves adding challenges or new responsibilities to employees’ current jobs.
54) Job rotation involves
A) adding challenges or new responsibilities to an employee’s current job.
B) moving an employee through a series of job assignments in one or more functional areas of
the company.
C) allowing an employee to work full-time in a temporary position at another company.
D) allowing an employee to switch between two different jobs within the company on a daily or
weekly basis.
E) assigning an employee to a position with less responsibility and authority.
55) What is a potential problem of job rotation?
A) Employees typically develop a short-term perspective on their problems and solutions.
B) Employees generally earn less.
C) Promotions usually take longer.
D) Employees typically develop specialized skills but fail to use them due to quick rotations.
E) Job rotation decreases employees’ understanding of different company functions.
56) Most companies use ________ moves as an option for employee development.
A) small upward
B) vertical and horizontal
C) left, right, and sideways
D) occasional horizontal
E) upward, downward, and lateral
57) What is true about a transfer?
A) It typically involves a full-time temporary position at another organization.
B) A transfer fundamentally increases job responsibilities.
C) A transfer essentially increases compensation.
D) It occurs when an employee is given less responsibility and authority.
E) It is an assignment of an employee to a position in a different area of the company, usually in
a lateral move.
58) Why might an organization demote an employee to a lower-level position?
A) to provide greater challenges to him or her.
B) so that the employee can learn different skills
C) to increase the employee’s visibility
D) so that the employee can get more authority
E) to give the employee more responsibility
59) Linda, an employee of Fortitude Co., is having trouble in her current position. Her manager’s
constant feedback is that she does not maintain consistency in her work. In a meeting with
Linda’s manager, the HR team decides to shift her to a department that would not require as
much skill as her current position requires. In this scenario, which approach to employee
development is Linda experiencing?
A) a promotion
B) a downward move
C) a transfer
D) a sabbatical
E) a job enlargement
60) A(n) ________ involves moving an employee into a position with greater challenges, more
responsibility, and more authority than in the previous job.
A) appraisal
B) demotion
C) promotion
D) transfer
E) externship
61) Management at an IT firm is thinking of promoting Tad, a customer service representative,
to the position of senior customer relationship manager. Which scenario would make the
promotion less likely to happen?
A) A promotion would reduce Tad’s feelings of accomplishment.
B) Tad wants to improve his pay and status at work.
C) Tad is showing that he can handle greater responsibility.
D) Slow growth is limiting the opportunities available in the company.
E) The company would have to provide detailed information about the new position.
62) Kris is a technical analyst at Tulla Inc. and has consistently impressed her managers with her
ability to perform outstandingly in all projects assigned to her. Her manager, Robert, understands
that she is really good at her job, but also recognizes that she might experience burnout because
of the repetitive nature of the job. He talks to her about developing other possible skills by
working full time for a short period at a different company. In this scenario, which approach to
employee development is Robert encouraging?
A) externship
B) transfer
C) promotion
D) job rotation
E) job transfer
63) Phillip is a senior journalist at a news agency. He goes on a temporary leave for six months
and travels around different parts of South Asia during his leave. He records his travel
experiences in a book and shares it with his colleagues upon his return. During his leave, he was
also being paid by the organization. This is an example of a(n)
A) transfer.
B) expatriate assignment.
C) sabbatical.
D) externship.
E) downward move.
64) Providing employees with the opportunity to get away from the day-to-day stresses of their
job and acquire new skills and perspectives is known as a(n)
A) transfer.
B) expatriate assignment.
C) sabbatical.
D) externship.
E) downward move.
65) John, a senior editor at TSS News, asks Ronda, the editor-in-chief, for a sabbatical. Which
statement best explains why TSS News would pay John during the sabbatical, if Ronda approves
it?
A) John will use the time to try his hand at acquiring skills in various other departments.
B) While John is away, Ronda can promote another senior editor on the team.
C) During the sabbatical, John can develop new skills and refresh his existing ones.
D) John’s salary cannot be matched by any other company in the local area.
E) During the sabbatical, John will have more time to spend with family members.
66) David was part of a formal mentoring program and was mentored by Angela. The mentoring
sessions were conducted over a period of six weeks to improve David’s communication and
interpersonal skills in the workplace. The sessions, however, were unsuccessful. Which scenario,
if true, would most likely have caused the failure of the mentoring sessions?
A) David failed to treat the mentoring sessions as therapy.
B) David and Angela did not have an informal relationship before the formal mentoring program
began.
C) Angela is a senior employee and has more experience than David.
D) David’s participation was involuntary, and he had little understanding of the details of the
program.
E) David is a new employee, whereas Angela has been working with the firm for many years.
67) What is a characteristic of a successful formal mentoring program?
A) Mentor and protégé participation is mandatory.
B) Managers are rewarded for employee development.
C) Mentors are chosen on a random basis.
D) Mentors become therapists for their protégés.
E) Mentor–protégé relationships are artificially created.
68) Paula, a human resource executive, is setting up a mentoring program at her company.
Which action will best help the program succeed?
A) making sure the performance management system rewards managers for employee
development
B) selecting mentors based on their interpersonal rather than technical skills
C) setting up the mentoring as a mandatory program for both mentors and protégés
D) giving mentors realistic expectations by explaining that the protégés will benefit, not the
mentors
E) defining the mentor’s role broadly, to help with personal problems as well as business-related
skills
69) Matt is a successful senior employee at Tech Nation. He has five years of experience in the
company and is well recognized for his contributions. The vice president of human resources
tells Matt about Taylor, an employee Tech Nation hired for her keen intelligence. According to
the vice president, Taylor is struggling to make an impact because she does not speak up
assertively or understand who to talk to when she has questions. The vice president asks Matt to
serve as a mentor to Taylor. What would this role involve doing?
A) promoting Taylor to better jobs and giving her raises
B) assigning several protégés to help Taylor
C) developing Taylor through coaching, sponsorship, and challenging assignments
D) implementing a formal mentoring program
E) administering 360-degree feedback
70) Acting as a mentor gives managers
A) career support and sponsorship.
B) increased visibility among the organization’s managers.
C) a chance to talk about their worries.
D) a chance to develop their interpersonal skills.
E) a greater opportunity to be promoted.
71) A peer or manager who works closely with employees to motivate them, help them develop
their skills, and provide reinforcement and feedback is known as a
A) protégé.
B) coach.
C) moderator.
D) high-potential employee.
E) facilitator.
72) Daniel, an accounting manager at Plot Co., agreed to work with a coach. He chose this in
order to become more of a team player, which would, in turn, lead him to being considered for a
larger role in management. After two months, however, he complained to the human resource
manager that the process was time-consuming and he has not seen any positive results. Which
response to Daniel’s complaint would best reflect how coaching can contribute to employee
development?
A) A coach generally starts by asking challenging questions, so the coach should be replaced.
B) Results should show up after several weeks—so Daniel must not be practicing.
C) Getting results can take several months—and the employee has to keep practicing.
D) The coach should have defined Daniel’s goals and motives more specifically.
E) The coach should meet with Daniel every six months until he improves.
73) What is a component of a basic career management system?
A) sabbatical
B) goal setting
C) externship
D) team building
E) workplace ethics
74) Which activity is most appropriate for the first step of the career management process?
A) self-assessment
B) goal setting
C) reality checking
D) identifying the steps and timetable to reach a goal
E) specifying the competencies to be developed
75) Warm ‘n Go, a leading brand in microwavable food items, prides itself on helping its
employees with their career paths. The employees are highly efficient and are motivated to
define areas of weakness in their job performances and work to eliminate them. The employees
take various tests to help them assess their career interests and behavioral tendencies, thus
helping them work on becoming successful. In this scenario, which system for career
management is being employed at Warm ‘n Go?
A) feedback
B) self-assessment
C) self-discipline
D) goal setting
E) action plan
76) The ________ is a self-assessment tool that helps employees identify their occupational and
job interests.
A) Myers-Briggs Type Indicator
B) Self-Directed Search
C) leaderless group discussion
D) Occupational Outlook Handbook
E) Strong-Campbell Interest Inventory
77) Which of the following helps identify employees’ preferences for working in different types
of environments, such as sales and counseling?
A) Myers-Briggs Type Indicator
B) Self-Directed Search
C) leaderless group discussion
D) Occupational Outlook Handbook
E) Strong-Campbell Interest Inventory
78) The step in the career management process in which employees receive information about
their skills and knowledge and where these assets fit into the organization’s plans is called
A) self-assessment.
B) feedback.
C) goal setting.
D) action planning.
E) data gathering.