58. Someone with security/stability as a career anchor would prefer to work as a(n):
a. government employee.
b. commercial airline pilot.
c. entrepreneur.
d. salesperson.
59. An appropriate occupation/job for a person with a technical/functional competence anchor is:
a. machine operator.
b. accountant.
c. data entry clerk.
d. assembly line worker.
60. According to the career research of Edgar Schein, career anchors are:
a. objective assessments of one’s abilities.
b. determined by one‘s childhood and family background.
c. changing as one moves through the four-stage career model.
d. useful in finding a match between an individual and an organization.
61. The time of the fast track to the top of the hierarchical organization is past.
a. True
b. False
62. Career management is a lifelong process of learning about self, jobs, and organizations; setting personal career
goals; developing strategies for achieving the goals; and revising the goals based on work and life experiences.
a. True
b. False
63. A new career is characterized by discrete exchange, occupational excellence, organizational empowerment, and
project allegiance.
a. True
b. False
64. It would not be premature to state that the old career paradigm is dead.
a. True
b. False
65. Occupational excellence means continually honing skills that can be marketed across organizations.
a. True
b. False
66. Project allegiance means that when an organization gains productivity while a person gains work experience that
renegotiation of the relationship must occur.
a. True
b. False
67. Under the concept of the new career paradigm, project allegiance has replaced organizational allegiance.
a. True
b. False
68. A recent research study that focused on ethnographic data (interviews and stories) conducted among three
European firms and two U.S. firms found that software engineers still had more respect for immediate supervision
and their organizations than for occupational excellence.
a. True
b. False
69. Enterprising is one of Holland’s six types of personalities characterized by a set of interests and values.
a. True
b. False
70. In Holland‘s occupational choice research, persons with enterprising personalities are analytical, curious, and
independent.
a. True
b. False
71. Holland’s typology has been used to classify occupational types and occupations but the typology has not been used
to predict career choices of international participants.
a. True
b. False
72. Traditional recruiting practices always produce realistically high expectations.
a. True
b. False
73. According to the expectancy theory, individuals choose organizations that maximize positive outcomes and avoid
negative outcomes.
a. True
b. False
74. While obtaining a realistic job preview, candidates must seek information both about organizational rewards and
employee contribution.
a. True
b. False
75. The best way to stay employed is to see yourself as being in business for yourself, even if you work for someone
else.
a. True
b. False
76. The people who will be most successful in the new career paradigm are individuals who are energized by change
and tolerant of ambiguity.
a. True
b. False
77. An intentional and purposeful commitment to taking charge of your professional life will be necessary in managing
the new career.
a. True
b. False
78. To be successful one needs to think of change only as a disruption to one’s work that needs to be focused on when
it occurs.
a. True
b. False
79. Almost 40 percent of new managers fail within the first eighteen months on the job.
a. True
b. False
80. An ethical foundation can help an individual withstand pressures that might endanger their career.
a. True
b. False
81. Goleman‘s argument on emotional intelligence versus intellectual intelligence suggests that they are equally
important to an individual’s success.
a. True
b. False
82. Emotional intelligence tends to decrease as one advances through life.
a. True
b. False
83. Emotional intelligence has not been shown to be important to career success in different cultures.
a. True
b. False
84. Goleman’s belief is that emotional competencies are not as important to people’s success as raw intelligence or
technical know-how.
a. True
b. False
85. A person may make several occupational choices during the establishment and maintenance career stages.
a. True
b. False
86. Occupational choice is an important decision of the maintenance career stage.
a. True
b. False
87. Psychological contracts are commonly written as provisions of personal employment agreements.
a. True
b. False
88. One of the proposed solutions to the problems caused by expatriate assignments is alternative international work
assignments such as commuter work assignments, virtual assignments, and short-term assignments.
a. True
b. False
89. A career path can be very similar to a career ladder.
a. True
b. False
90. Mentoring usually ends in the establishment career stage.
a. True
b. False
91. The career paths of many women have moved from working in large organizations to starting their own businesses.
a. True
b. False
92. The career lattice is an approach that builds competencies by moving individuals vertically through different levels
of the organization.
a. True
b. False
93. Most junior employees are left to negotiate their own mentoring relationships.
a. True
b. False
94. The immediate supervisor is the best mentor for an individual.
a. True
b. False
95. Work—home conflicts are particular problems for working women.
a. True
b. False
96. Women have been quicker to share the provider role than men have been to share responsibilities at home.
a. True
b. False
97. Offering a flexible work schedule is a method that can help individuals deal with work—home conflict.
a. True
b. False
98. Top managers may be less willing to grant alternative work arrangements to men than to women.
a. True
b. False
99. Top managers may be less willing to grant alternative work arrangements to employees caring for elderly parents
rather than children.
a. True
b. False
100. Older workers have lower rates of tardiness and absenteeism, are more safety conscious, and are more satisfied
with their jobs than younger workers.
a. True
b. False
101. What is career management from an individual’s perspective and from an organization‘s perspective?
102. Discuss the change that the concept of career is undergoing as a result of a paradigm shift.
103. Which of Holland‘s personality types are you most likely to find majoring in the fields of business administration?
104. Briefly describe the four-stage career model and indicate one or more important activities in each stage.
105. How can a mentor help a protégé’s career?
106. What are some of the ways to reduce the stress and strains of a dual-career partnership?
Match the following:
a. Pattern of work-related experiences spanning one’s life
b. A curious, analytical, and independent personality type
c. An imaginative, emotional, and impulsive personality type
d. An efficient, obedient, and practical personality type
e. The career exploration stage for individuals
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.17.01
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Individual Dynamics
KEYWORDS: Bloom’s: Knowledge
107. Artistic
108. Career
109. Establishment
110. Investigative
111. Conventional
Match the following:
a. The third stage of career stability
b. Both positive and negative information given to potential employees
c. One may enter management ranks of the organization in this stage
d. Implicit employment agreement between an individual and organization
e. Provides advice about informal political climate in an organization
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.17.01
ORGB.NELS.15.17.03
ORGB.NELS.15.17.04
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Individual Dynamics
KEYWORDS: Bloom’s: Knowledge
112. Psychological contract
113. Advancement
114. Mentor
115. Realistic job preview
116. Maintenance
Match the following:
a. An important activity of a mentor
b. Building competencies by moving laterally
c. Sequence of job experiences
d. Structured series of job positions that depict an individual’s progress in an organization
e. A person being mentored
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.17.05
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Individual Dynamics
KEYWORDS: Bloom’s: Knowledge
117. Career path
118. Career lattice
119. Protégé
120. Modeling
121. Career ladder
Match the following:
a. Alternative work schedule
b. A stage that signals that a long period of continuous employment will soon come to a close
c. Stage at which one’s own mortality becomes a major concern
d. A point where there is lack of upward career mobility
e. A stage where growth is not the rate at which it was earlier
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.17.06
ORGB.NELS.15.17.07
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Individual Dynamics
KEYWORDS: Bloom’s: Knowledge
122. Career plateau
123. Late adulthood transition
124. Maintenance
125. Flextime
126. Withdrawal
Match the following:
a. Entrepreneurial career anchor
b. Increasing organizational effectiveness as career anchor
c. Network of self-perceived talents, motives, and values that guide career decisions
d. Specialization in a particular area as career anchor
e. Written specifications of career objectives
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.17.08
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Individual Dynamics
KEYWORDS: Bloom’s: Knowledge
127. Managerial competence
128. Technical/Functional competence
129. Career plan decisions
130. Career anchor
131. Creativity