79) Antonio, a manager at the Colonial Inn, is training a new group of employees. After each
training session, the employees complete various exercises to test their knowledge. After
evaluating the results, Antonio speaks one-on-one with the employees to help them define their
areas of weakness and encourage them to keep fine-tuning their strengths. In this scenario,
Antonio is providing his employees with
A) counseling.
B) feedback.
C) goals.
D) self-assessment.
E) self-appraisal.
80) Employees at Atkins Inc. are frustrated with their manager, Kyle, who does not believe in
providing feedback because he thinks it’s a waste of time. His employees argue that they do not
know how to hone their skills if they are not told what areas they should work on and what areas
are satisfactory. Which statement would strengthen the employees’ arguments?
A) Kyle only hires employees who have the potential to follow through on his high expectations.
B) Feedback is not an effective mechanism because employees can choose to reject the
constructive information.
C) Evaluating each employee is a herculean task that would require a lot of time and effort.
D) Employees who receive feedback gain more clarity on their roles and how they fit within an
organization.
E) Employees ought to evaluate themselves because self-assessment is the best type of feedback.
81) In the feedback step of the career management process, the employee is primarily
responsible for
A) ensuring that his or her goal is specific, challenging, and attainable.
B) identifying the company’s resources needed to reach goals.
C) identifying what skills he or she could realistically develop in light of the opportunities
available.
D) identifying resources he or she needs, including courses, work experiences, and relationships.
E) identifying his or her strengths, weaknesses, interests, and values.
82) Unon Inc. offers its employees a career management program in which they can take a
variety of self-assessments. When employees complete these self-assessments, what is the
organization’s responsibility in the next stage of the career management process?
A) setting short- and long-range career goals for the employee, in light of the reality check
B) identifying the steps and timetable for reaching the goals in the employee’s action plan
C) identifying opportunities and personal areas needing improvement
D) communicating to the employee what skills he or she could realistically develop in light of
the opportunities available
E) communicating to the employee the results of the performance evaluation and any
development opportunities available
83) Sebastian, an employee, understands that he has great potential after taking a self-assessment
test at his company. He decides to create a checklist of short-term objectives to achieve to help
him hone his skills. In this scenario, Sebastian is employing ________ as a mechanism of career
management.
A) feedback
B) self-assessment
C) goal setting
D) assessment
E) appraisal
84) What is the organization’s responsibility in the goal-setting stage of the career management
process?
A) to identify what skills can be developed realistically
B) to identify goals and methods to determine goal progress
C) to identify steps and a timetable to reach goals
D) to ensure that the goal is specific, challenging, and attainable
E) to communicate performance evaluation and opportunities available to an employee
85) The final step in the career management process is
A) self-assessment.
B) reality check.
C) goal setting.
D) action planning and follow-up.
E) feedback.
86) Katie has been through a series of self-assessments and has received constant feedback. She
has listed her goals for the future and thought of various ways in which she can accomplish them.
The act of determining the various methods to accomplish Katie’s goals is an example of
A) empowerment.
B) determination.
C) training.
D) an action plan.
E) a career restructure.
87) Circumstances that resemble an invisible barrier that keep most women and minorities from
attaining the top jobs in organizations are referred to as the
A) revolving door.
B) fixed wall.
C) glass ceiling.
D) closed door.
E) glass escalator.
88) Gabby, an employee at Lewis Inc., finds it difficult to attain a promotion even after working
for seven years at the firm. She believes that she is not being promoted because she is a woman.
In this scenario, Gabby’s progress in the organization is restricted by a
A) downward move.
B) nickel fence.
C) job reduction.
D) job rotation.
E) glass ceiling.
89) The glass ceiling is likely caused by
A) a lack of access to developmental relationships.
B) the presence of a diverse workforce.
C) the presence of too many mentors for female employees.
D) the presence of women with technical skills.
E) providing challenging job assignments to high-potential employees.
90) Clark, a newly appointed human resource manager at Gamma Corp., learns that several
female managers have complained that the company has a “glass ceiling.” Indeed, the top
positions are all filled by men, but Clark isn’t sure whether the pattern is just a coincidence. He
agrees to investigate. Which condition, if it exists, would be evidence of a glass ceiling at
Gamma?
A) Patterns of promotion are the same for women and men at Gamma.
B) Gamma has a formal process for identifying developmental needs.
C) Managers making developmental assignments consider whether stereotypes are influencing
assignments.
D) Gamma has no formal mentoring program to ensure that the female managers have mentors.
E) Gamma is preparing for the retirement of its leaders.
91) ________ is the process of identifying and tracking high-potential employees who will be
able to fill top management positions when they become vacant.
A) Acculturation
B) Leaderless group discussion
C) Benchmarking
D) Data gathering
E) Succession planning
92) Anthony, a human resource executive for Beta Equipment, is preparing a recommendation to
the company’s executives that the company develop a program of succession planning. The
company has been growing rapidly, so he anticipates some resistance to the time required for
careful planning. Which statement would best support Anthony’s idea for succession planning?
A) Succession planning forces Beta Equipment’s managers to conduct performance appraisals of
all employees.
B) Succession planning enables Beta Equipment to promote managers whether or not they are
ready.
C) Succession planning ensures that Beta Equipment is ready with candidates if a key position
becomes vacant.
D) Succession planning will be needed only temporarily, because the workforce has been aging.
E) Beta Equipment is able to grow in spite of having fewer middle managers than it did 30 years
ago.
93) Identify the correct statement about succession planning.
A) It ensures that middle management systematically reviews leadership talent in the company.
B) It provides a set of developmental experiences that managers must complete to be considered
for top management positions.
C) All companies have a succession plan ready when they need one.
D) It identifies a specific replacement for each managerial position within a company.
E) It focuses on low-potential and medium-potential employees.
94) The employees at Foster Center acknowledge that their supervisor is excellent at his work
and that he has received many accolades during his 40-year career. However, they claim he is a
dysfunctional manager. When confronted, the supervisor argues that his work should speak for
itself and the employees’ opinions of his behavior are irrelevant. Which statement, if true, would
support the employees’ claim?
A) The employees require this style of supervision because it keeps them focused.
B) The supervisor feels that his behavior is normal and necessary to keep the team grounded.
C) The supervisor often discourages employees from challenging tasks, saying that they are
incapable of accomplishing them.
D) The employees are consistently recognized for performing their very best in challenging
tasks, and they owe their success to their supervisor.
E) The supervisor believes that keeping a distance from his employees will create a sense of fear
in them.
95) An Individual Coaching for Effectiveness program is designed to
A) help managers with dysfunctional behavior.
B) improve the technical skills of employees.
C) help prepare managers for overseas assignments.
D) reduce the effects of the glass ceiling.
E) attract and retain ambitious managerial employees.
96) How do organizations use psychological tests as an assessment tool?
97) What is 360-degree feedback? What are its advantages and disadvantages?
98) Distinguish the different ways in which job experiences help in employee development.
1) Job enlargement: This is achieved by adding challenges or new responsibilities to employees’
current jobs. Examples include completing a special project, switching roles within a work team,
2) Job rotation: It helps employees gain an appreciation for the company’s goals, increases their
understanding of different functions, develops a network of contacts, and improves problem-
3) Transfers, promotions, downward moves: In a transfer, an organization assigns an employee
to a position in a different area of the company, while in a downward move the employee is
4) Temporary assignments with other organizations: Externships involve a company allowing its
employees to take full-time temporary positions at other companies, while sabbaticals involve a
99) What are the four steps of a basic career management system?
1) Data gathering: This is the first step in the career management process. Self-assessment refers
to the use of information by employees to determine their career interests, values, aptitudes, and
2) Feedback: In the feedback step of the career management process, employees receive
information about their skills and knowledge and where these assets fit into the organization’s
3) Goal setting: The employee sets short- and long-term career objectives in one or more of the
following categories: desired positions, level of skill to apply, work setting, and skill acquisition.
4) Action planning and follow-up: Employees prepare an action plan for how they will achieve
their career goals. The employee is responsible for identifying the steps and timetable to reach
100) Describe succession planning and its benefits. What are the three stages for an effective
program for developing high-potential employees?
101) Discuss the relationship between training, development, and careers.
102) What are the different kinds of formal educational programs that organizations may use to
support employee development?
103) Describe a leaderless group discussion.
104) Briefly describe group mentoring programs.
105) How do managers and peers develop employees through coaching?