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1. Most American clothing makers have outsourced or offshored work because the quality of the items produced is much
greater when manufactured outside the United States.
a.
True
b.
False
ANSWER:
False
2. Recruiting strategies and their effectiveness generally remain constant over time.
a.
True
b.
False
ANSWER:
False
3. One reason that employers are hesitant to hire applicants who come to them through an employee referral is that they
tend to quit more quickly.
a.
True
b.
False
ANSWER:
False
4. Advertisements can achieve selectivity in attracting applicants.
a.
True
b.
False
ANSWER:
True
5. Firms should prepare their job advertisements carefully, as there is a correlation between the accuracy and
completeness of an advertisement and an organization’s recruitment success.
a.
True
b.
False
ANSWER:
True
6. Often, applicants respond to an advertisement even if they don’t meet the job requirements.
a.
True
b.
False
ANSWER:
True
7. TruTech needs to hire a number of people for entry-level positions. Because of the nature of the positions, they are
looking for applicants with formal training in the field rather than a lot of work experience. Educational institutions would
probably be a good source of suitable applicants.
a.
True
b.
False
ANSWER:
True
8. For technical and managerial positions, community colleges are generally the primary source of recruitment.
a.
True
b.
False
ANSWER:
False
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9. Tim wanted to work at TruTech. He did not see any positions advertised by the company, so he sent an unsolicited
resume along with a cover letter inquiring about job opportunities. In this recruitment situation, the applicant was active
and the company was passive.
a.
True
b.
False
ANSWER:
True
10. Labor unions can be a recruiting source for some professional job openings.
a.
True
b.
False
ANSWER:
True
11. Unlike temporary help agencies, which supply workers only for limited periods, employee leasing companies place
their employees with subscribers on a permanent basis.
a.
True
b.
False
ANSWER:
True
12. Professional employer organizations lease employees to firms and perform all the HR duties including hiring, payroll,
performance appraisal, and benefits administration.
a.
True
b.
False
ANSWER:
True
13. TruTech received 200 résumés from Acme Employment Agency. Of those, 36 applicants were invited for an onsite
interview. The yield ratio for Acme is 18 percent.
a.
True
b.
False
ANSWER:
True
14. Yield ratios should be calculated for each recruiting source.
a.
True
b.
False
ANSWER:
True
15. Effectiveness of recruiters is often the main reason for applicants to select one organization over another.
a.
True
b.
False
ANSWER:
True
16. A realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable
facets.
a.
True
b.
False
ANSWER:
True
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17. Realistic job previews not only reduce turnover but also reduce job satisfaction.
a.
True
b.
False
ANSWER:
False
18. It is not uncommon for firms to attempt to gain secrets from their competitors by hiring away their employees.
a.
True
b.
False
ANSWER:
True
19. Esther was happy in her job and was not looking to make a change. Her friend, Leah, worked at TruTech. TruTech
had several job openings and encouraged its employees to refer suitable candidates. Leah thought Esther would be perfect
for the job and recommended her for it. In this recruitment scenario, the applicant was active and the company was
passive.
a.
True
b.
False
ANSWER:
False
20. Last year, TruTech offered jobs to 30 applicants. Of them, 27 accepted the offers. TruTech’s acceptance rate last year
was 90 percent.
a.
True
b.
False
ANSWER:
True
21. Stickiness refers to a company’s efforts to help existing and prospective workers understand why it is a desirable place
to work.
a.
True
b.
False
ANSWER:
False
22. It is important for a firm to keep track of its yield ratio, because if it is low it may need to determine what it is doing
wrong and get outside help to improve its recruiting.
a.
True
b.
False
ANSWER:
True
23. Skill inventories are an important tool for succession planning.
a.
True
b.
False
ANSWER:
True
24. A research study has found that managers often hire external candidates rather than promote their current employees
because they have a tendency to overvalue unfamiliar candidates and undervalue known ones.
a.
True
b.
False
ANSWER:
True
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25. Trade schools can be a good source of applicants even for high-level positions within organizations.
a.
True
b.
False
ANSWER:
False
26. Individual employees are responsible for initiating their own career planning.
a.
True
b.
False
ANSWER:
True
27. Pedro has been analyzing recruitment statistics at TruTech. One of the figures he needs to report to his supervisor is
the average recruiting cost for each new hire last year. He can find this number by dividing the total recruiting costs by the
number of people hired.
a.
True
b.
False
ANSWER:
True
28. Mentoring is an important indicator of management support in career development.
a.
True
b.
False
ANSWER:
True
29. Pedro, a recruiter at TruTech, is looking for a way to electronically post job openings, screen and contact applicants,
and even track the sources of applicants. Pedro wants to use an application tracking system (ATS).
a.
True
b.
False
ANSWER:
True
30. Lines of advancement within an organization are commonly referred to as career paths.
a.
True
b.
False
ANSWER:
True
31. TruTech has a policy to ignore all unsolicited applications. This is probably an effective policy, since research
indicates that jobseekers who contact potential employers on their own initiative tend to be poor employees.
a.
True
b.
False
ANSWER:
False
32. Walk-in job seekers looking for jobs that pay hourly wages are common in larger organizations.
a.
True
b.
False
ANSWER:
False
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33. TruTech has found that its most common recruiting tool does attract a lot of applicants. However, most of them end up
coming from a limited regional area and the majority are unqualified for the open positions. It is likely that the recruiting
tool TruTech has been relying on is the job fair.
a.
True
b.
False
ANSWER:
True
34. Stephanie recently lost her job at TruTech. She can use the relocation services provided by TruTech to help her find a
job elsewhere.
a.
True
b.
False
ANSWER:
False
35. Outplacement services help terminated employees find a job elsewhere.
a.
True
b.
False
ANSWER:
True
36. Dual career paths provide for progression in special areas with compensation that is comparable to that received by
managers at different levels.
a.
True
b.
False
ANSWER:
True
37. Pam was a successful engineer at TruTech. She recently took a job as a manager. While she appreciates the raise in
pay, and the company was glad for the opportunity to reward her performance, it is quite likely that TruTech promoted her
out of something she was good at doing and into a position for which she may not be well suited.
a.
True
b.
False
ANSWER:
True
38. Looking on the Internet is the most commonly used search tactic by jobseekers.
a.
True
b.
False
ANSWER:
True
39. Suzanne is not looking for a new job, but she could be persuaded to take one if the right opportunity came along.
Suzanne would be considered a passive jobseeker.
a.
True
b.
False
ANSWER:
True
40. Top management at TruTech is concerned that the firm is not making enough of an effort to develop its internal talent
pool. One appropriate way to talk to employees about their career interests and goals would be to make career counseling
part of the annual performance appraisal.
a.
True
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b.
False
ANSWER:
True
41. Fast-track programs are used in some organizations as a way to retain young managers with high potential.
a.
True
b.
False
ANSWER:
True
42. After working at TruTech for a number of years, Paul took a job with a bigger firm in a related field. He spent five
years at the second firm, and then was hired back to TruTech. This is a situation of nepotism.
a.
True
b.
False
ANSWER:
False
43. Jeff is a senior production associate at TruTech. He likes to give advice and encouragement to the junior associates to
help guide them along their career paths. Because this is not a formal arrangement, Jeff would not be considered a mentor.
a.
True
b.
False
ANSWER:
False
44. The glass ceiling represents practical barriers to entry-level employment for women and minorities.
a.
True
b.
False
ANSWER:
False
45. Glass ceiling audits are conducted by the Department of Labor to identify practices that hinder the upward mobility of
women and minorities.
a.
True
b.
False
ANSWER:
True
46. Firms may want to perform internal glass ceiling audits in order to avoid or prevent fines by the government.
a.
True
b.
False
ANSWER:
True
47. A major problem women face in employment is balancing their managerial careers with their families.
a.
True
b.
False
ANSWER:
True
48. Over the last few years, TruTech has hired a lot more women, including a few who are single mothers. They are
finding now that a number of these women are struggling to balance their careers with their families. TruTech could help
accommodate their family needs by offering job sharing, flextime, extended leave, or alternative career.
a.
True
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b.
False
ANSWER:
True
49. Internship programs may be one way to help minorities prepare for careers in management when still in college.
a.
True
b.
False
ANSWER:
True
50. Retirees seldom return to work for their previous employers.
a.
True
b.
False
ANSWER:
False
51. After Aida left TruTech to work for another firm, her former boss kept in touch with her. When a new management
position opened up at TruTech, Aida’s former boss convinced her to return to the firm. Aida would be considered a
boomerang employee.
a.
True
b.
False
ANSWER:
True
52. Women’s networks have had a detrimental effect on the advancement of women.
a.
True
b.
False
ANSWER:
False
53. __________ are labor markets in which workers are hired into entry level jobs and higher level jobs are filled from
within.
a.
Internal labor markets
b.
External labor markets
c.
Global sourcing markets
d.
Outsourcing markets
ANSWER:
a
54. Many manufacturers have relocated to the South because
a.
lower-cost labor is plentiful there and unions are less prevalent.
b.
there are many high-tech companies in the North.
c.
the top computer science schools in the nation are located there.
d.
there is an abundance of surplus labor.
ANSWER:
a
55. There is a correlation between the recruitment success of an organization and
a.
formal and informal recruitment sources.
b.
the accuracy and completeness of advertisements.
c.
the affirmative action goals related to it.
d.
unsolicited applications and resumes.
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ANSWER:
b
56. Use of the Internet for recruiting is
a.
popular with job seekers, but not recruiters.
b.
popular with recruiters, but not job seekers.
c.
cheaper and easier, but less effective than other methods.
d.
the most commonly used search tactic by job seekers and recruiters.
ANSWER:
d
57. Which of the following is NOT a form of internal recruiting?
a.
Job postings
b.
Performance appraisals
c.
Job fairs
d.
Skill inventories
ANSWER:
c
58. Which of the following recruitment sources could result in charges of inbreeding and possible violation of the EEO
regulations?
a.
Educational institutions
b.
Newspaper ads
c.
Employee referrals
d.
Job postings
ANSWER:
c
59. Executive search firms
a.
help employers find the right people for jobs.
b.
charge job candidates a fee only after they accept a job.
c.
lease executive-level employees to organizations on a long- and short-term basis.
d.
advertise only in trade magazines.
ANSWER:
a
60. Instead of helping job seekers find the right job, __________ concentrate on helping employers find the right person
for a job.
a.
public employment agencies
b.
labor unions
c.
private employment agencies
d.
executive search firms
ANSWER:
d
61. TruTech wants to strengthen its on-campus recruiting relationships. Which of the following steps should it consider
pursuing?
a.
Provide guest speakers for classes
b.
Invite advisors to bring student groups to the TruTech offices
c.
Conduct mock interviews
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d.
All of these are correct.
ANSWER:
d
62. Public employment agencies may help employers by providing all of the following services EXCEPT
a.
employment testing.
b.
human resource planning.
c.
job analysis.
d.
community wage surveys.
ANSWER:
b
63. Private employment agencies
a.
commonly recruit candidates for vacancies on a temporary basis.
b.
commonly assist employers with apprenticeship programs.
c.
commonly specialize in providing services for a specific occupational area.
d.
commonly provide services only to college students.
ANSWER:
c
64. Will works at TruTech. When a position opened up in his department, he suggested Steve, who is a member of several
clubs to which Will belongs. Will and Steve have a lot in common, and Will thinks Steve would be easy to work with.
This is an illustration of which stage of the ASA model of inbreeding?
a.
Attraction
b.
Appraisal
c.
Attrition
d.
Selection
ANSWER:
d
65. Identify a warning sign of a weak talent bench.
a.
Promotions are made quickly.
b.
Replacements are successful in performing new duties.
c.
Key positions are filled externally.
d.
Promotions are made objectively.
ANSWER:
c
66. Unlike temporary help agencies, employee-leasing companies
a.
place employees with subscribers on a permanent basis.
b.
require subscribers to pay for benefits.
c.
prevent subscribers from laying off employees.
d.
allow subscribers to lower their employee requirements.
ANSWER:
a
67. Simon is looking for a new job. He researched a number of companies, and discovered that the values exhibited by
TruTech are very similar to his own. He applied for, and was offered, a job at TruTech. This is an illustration of which
stage of the ASA model of inbreeding?
a.
Attraction
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b.
Appraisal
c.
Attrition
d.
Selection
ANSWER:
a
68. When Jocelyn interviewed for a position at TruTech, the interviewer told her about the downsides to the job, including
the need to work long hours on occasion and the stress that sometimes accompanies tight deadlines. The interviewer was
using
a.
honesty recruiting.
b.
a realistic job preview.
c.
balance recruiting.
d.
a negative or positive job assessment.
ANSWER:
b
69. Why would a company want to provide job applicants with a balanced, honest, and realistic portrayal of a job
position?
a.
To discourage candidates
b.
To increase recruitment costs
c.
To prevent negative postings on social media
d.
To reduce turnover
ANSWER:
d
70. __________ are people who are not looking for jobs but could be persuaded to take new ones given the right
opportunity.
a.
Passive jobseekers
b.
Transient employees
c.
Global workers
d.
Expendable laborers
ANSWER:
a
71. Because it is fast, inexpensive, and easy to do, __________ works well as a means of recruiting.
a.
holding job fairs
b.
soliciting referrals
c.
text messaging
d.
faxing
ANSWER:
c
72. A study by the Kessler Foundation and National Organization on Disability (NOD) found that only a little over
__________ of adults with disabilities go online.
a.
half
b.
one third
c.
one fourth
d.
one tenth
ANSWER:
a
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73. __________ is the way by which most job positions are filled.
a.
Advertising
b.
The Internet
c.
Word-of-mouth recommendation
d.
Text messaging
ANSWER:
c
74. According to the ASA model, inbreeding can occur when employees who do not fit in leave. In which stage does this
occur?
a.
Attraction
b.
Appraisal
c.
Selection
d.
Attrition
ANSWER:
d
75. The practice of hiring relatives is known as
a.
family-based hiring.
b.
inverted familial diversification.
c.
re-recruiting.
d.
nepotism.
ANSWER:
d
76. The fees charged by search firms can range anywhere from __________ percent of the annual salary for the position
to be filled.
a.
5 to 20
b.
25 to 40
c.
45 to 60
d.
75 to 100
ANSWER:
b
77. __________ is the process of keeping track of and maintaining relationships with former employees to see if they
would be willing to return to the firm.
a.
Nepotism
b.
Re-recruiting
c.
Realistic job preview
d.
Recruiting outsourcing
ANSWER:
b
78. TruTech needs to fill a number of technical positions and needs candidates who have certain specialized training.
Which of the following would likely be a good source for suitable applicants?
a.
Community colleges
b.
High schools
c.
Employment agencies
d.
Community organizations
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ANSWER:
a
79. __________ of the fifty U.S. states maintain an employment agency that administers its unemployment insurance
program.
a.
A few
b.
About half
c.
The majority
d.
All
ANSWER:
d
80. In order to effectively identify career opportunities and requirements within an organization, the firm should assess
and weigh the knowledge and skills that each of its jobs requires by using a
a.
competency analysis.
b.
job development assessment.
c.
skills inventory.
d.
human capital map.
ANSWER:
a
81. The lines of advancement for an individual within an organization are known as
a.
career paths.
b.
job shadows.
c.
skills inventories.
d.
career plateaus.
ANSWER:
a
82. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is
known as
a.
job enlargement.
b.
a transfer.
c.
a promotion.
d.
job rotation.
ANSWER:
c
83. Allen was recently placed in a different job at his firm. His duties, responsibilities, status, and remuneration are
approximately equal to those of his previous job. Allen just went through
a.
a promotion.
b.
a transfer.
c.
relocation.
d.
job rotation.
ANSWER:
b
84. When TruTech transfers an employee to one of its offices in another city, it offers that employee help with things like
moving expenses, buying a new house, and finding a good school for the children. This type of assistance is known as
a.
outplacement services.
b.
relocation services.
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c.
advisory services.
d.
adjustment services.
ANSWER:
b
85. Outplacement services are
a.
useful in attracting individuals to a career.
b.
designed to help terminated employees find a job elsewhere.
c.
rarely provided to executive employees.
d.
offered to employees who are constantly transferred to different locations.
ANSWER:
b
86. Stages of career development include organizational entry, early career, midcareer, late career, and
a.
post career.
b.
preparation for work
c.
retirement.
d.
career re-entry.
ANSWER:
b
87. At this point in her career, Melanie is focused on soliciting job offers and selecting an appropriate job. Which career
stage is Melanie in?
a.
Preparation for work
b.
Organizational entry
c.
Early career
d.
Job seeking
ANSWER:
b
88. A career plateau is a situation in which
a.
economic conditions remove lateral transfer opportunities for employees.
b.
either organizational or personal reasons reduce the probability of moving up the career ladder.
c.
employees are given opportunities for lateral growth where advancement does not exist.
d.
one observes his or her own work environment to better understand what he or she does.
ANSWER:
b
89. People experience a life plateau when
a.
they allow work or any other factor to become the most significant aspect in their lives.
b.
no more promotional opportunities exist.
c.
they become bored with their job because they know it too well.
d.
retirement occurs in their lives.
ANSWER:
a
90. Career counseling involves speaking with employees about all of the following EXCEPT
a.
their current job activities and performance.
b.
their past career decisions.
c.
their personal and career interests and goals.
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d.
their personal skills.
ANSWER:
b
91. A program that provides for a relatively rapid progression through a number of managerial positions is known as a
a.
management development program.
b.
fast-track program.
c.
career advancement program.
d.
fast-mentor program.
ANSWER:
b
92. Executives who coach, advise, and encourage individuals of a lesser rank are referred to as
a.
executive coaches.
b.
mentors.
c.
HR recruiters.
d.
leaders.
ANSWER:
b
93. The Society for Human Resource Management (SHRM) reports that companies with fewer than 50 employees can
save anywhere from __________ in time and labor costs annually by hiring a professional employer organization.
a.
$100,000 to $1 million
b.
$50,000 to $500,000
c.
$10,000 to $100,000
d.
$5,000 to $50,000
ANSWER:
d
94. TruTech recently started a program in which younger employees are paired up with older employees to teach the older
employees about new technology and social media trends. This program is known as
a.
re-recruiting.
b.
360-degree mentoring.
c.
reverse mentoring.
d.
boomerang mentoring.
ANSWER:
c
95. An informal network of interpersonal relationships that has traditionally disadvantaged members of a protected class
by providing a means for senior members of an organization to pass along career tips to selected junior members is
a.
a mentoring network.
b.
the women’s network.
c.
the juniors network.
d.
the good old boys’ network.
ANSWER:
d
96. If 100 resumes were obtained from an employment agency and 19 of the applicants submitting those resumes were
invited for an on-site interview, the yield ratio for that agency would be
a.
100 percent.
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b.
81 percent.
c.
38 percent.
d.
19 percent.
ANSWER:
d
97. A woman or member of a minority group who, on paper, is highly qualified for executive positions but is repeatedly
passed up for promotion has likely run into what is commonly called
a.
labor barriers.
b.
the glass ceiling.
c.
the shadowing process.
d.
career plateaus.
ANSWER:
b
98. A program that offers students an opportunity to learn the job and gain hands-on experience while they are still in
college is known as a(n)
a.
outplacement program.
b.
internship program.
c.
mentorship program.
d.
career management program.
ANSWER:
b
99. Geoff was struggling to master some of the responsibilities of his position. In order to provide him with the
developmental opportunities he needed to eventually succeed in the firm, he was given a downward transfer, also known
as a
a.
lateral regression.
b.
relocation.
c.
demotion.
d.
nepotism.
ANSWER:
c
100. Renata needs to fill an open position in her department. In what situation should she use the nine-box grid?
a.
If she wants to avoid a glass-ceiling audit
b.
If she wants to promote from within
c.
If she wants to recruit minorities
d.
If she needs to fill an entry-level position
ANSWER:
b
101. A __________ occurs when a person has learned a job too well and is bored with day-to-day activities.
a.
life plateau
b.
content plateau
c.
structural plateau
d.
sabbatical plateau
ANSWER:
b
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102. Renata needs to fill a position in her department. Her goal is to promote from within, and she wants to identify an
employee whose actual performance is exemplary and who also exhibits the characteristics that show strong potential and
indicate that this position would be a good fit. What tool should she use?
a.
Glass ceiling audit
b.
Replacement chart
c.
Nine-box grid
d.
Interest inventory
ANSWER:
c
103. A __________ marks the end of promotions.
a.
content plateau
b.
structural plateau
c.
life plateau
d.
sabbatical plateau
ANSWER:
b
104. One reason that some organizations prefer to hire older workers is that
a.
they have proven employment experience.
b.
they learn faster.
c.
they are more willing to relocate.
d.
they do not require medical benefits.
ANSWER:
a
105. Retirees often return to their old employers because
a.
they cannot afford their retirement lifestyle.
b.
the Age Discrimination Act has eliminated mandatory retirement ages.
c.
the employers request them to come back.
d.
they have knowledge of their employers’ needs despite the negative effect on their work groups.
ANSWER:
c
106. Couples that pursue their individual careers and actively support each other’s career development are known as
a.
dual-working couples.
b.
modern-day couples.
c.
corporate couples.
d.
dual-career couples.
ANSWER:
d
107. Lowell is considering two candidates for an open position. They are fairly evenly matched in terms of their
qualifications. Why might Lowell be leaning towards Annie, who is a veteran?
a.
Veterans typically have a good work ethic and make good decisions.
b.
Veterans typically do not struggle with career-life balance issues.
c.
Veterans are more likely to stay with a firm than to job hop.
d.
Veterans tend to have accumulated a lot of knowledge relevant to the job.
ANSWER:
a
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External sources of recruitment include:
108. Lanie is a rising star at TruTech. However, as part of a dual-career couple, she may find it difficult to accept
promotions that require
a.
mentoring.
b.
relocation.
c.
using social media.
d.
advanced technology skills.
ANSWER:
b
109. __________ organizational structures in firms means that individuals seeking career advancement need to consider
lateral moves rather than just promotions.
a.
Taller
b.
Flatter
c.
Simpler
d.
Organic
ANSWER:
b
110. Some labor unions maintain __________ that provide a supply of job applicants.
a.
applicant rosters
b.
employee rolls
c.
service centers
d.
hiring halls
ANSWER:
d
111. What can managers do to improve the effectiveness of external recruitment?
ANSWER:
There are several things that managers can do to maximize the probability of successful external recruiting.
First, managers may calculate yield ratios to help indicate which recruitment sources are most effective in
producing qualified job candidates. Second, the cost of various recruiting procedures can be computed using a
fairly simple set of calculations. Third, managers can take steps to ensure that their recruiters have a good
understanding of the knowledge, skills, abilities, experiences, and other characteristics required for a job. In
addition, it is important to remember that recruiters have an influence on an applicant’s job decision. Because
recruiters can often enhance the perceived attractiveness of a job and an organization, they are often a main
reason why applicants select one organization over another. Another way by which organizations may be able
to increase the effectiveness of their recruitment efforts is by providing job applicants with a realistic job
preview (RJP). An RJP informs applicants about all aspects of the job, including both its desirable and
undesirable facets.
112. Compare and contrast the advantages of internal and external sources of recruitment.
ANSWER:
External sources of recruitment provide applicants who often bring new and innovative ideas to the workplace.
They are less likely to think in the same manner as the current employees. Also, external candidates can be
used to provide the knowledge, skills, and abilities that are lacking in the current workforce.
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organizations are building relationships with prospective minority employees.
1. Does the employee accept high-visibility assignments?
2. Has the employee continued to advance his or her education, both formal and vocational?
3. Is the employee recognized by leaders in the organization, routinely promoted, and rewarded?
or acquaintance introduce you.
3. Request help on a particular matter—Let the mentor know that you admire him or her and ask for help in
that arena. Keep your request simple and specific.
4. Consider what you can offer in exchange—Mentoring is a two-way street. If you can do something for your
potential mentor, then by all means, tell him or her.
5. Arrange a meeting—Once your specific request has been accepted, you are ready to meet with your
potential mentor. Set goals, identify your desired outcomes, and prepare a list of questions. Do not go to this
meeting cold. Listen attentively. Then, ask your questions and request specific suggestions.
6. Follow up—After the meeting, try some of your potential mentor’s suggestions and share the results.
Express appreciation by identifying something in particular that was significant to you.
7. Ask to meet on an on-going basis—After your potential mentor has had the chance to not only meet and
interact with you but also see the value of what he or she can provide, you are in a good position to request an
ongoing relationship. Suggest that you meet with him or her regularly, or ask permission to get help on an ad
hoc basis.
117. Career development programs often contain segments designed to further the advancement of special groups within
an organization. Briefly discuss some of the ways employers can facilitate the career development of women.
ANSWER:
Eliminating barriers to advancement is critical. Women in management have been handicapped by not being
part of the so-called good old boys’ network. They have also typically lacked role models to serve as mentors.
To combat this difficulty, women in several organizations have developed their own networks devoted to
fostering women’s career development.
In addition, women are trained to move into management positions. Many employers offer special training to
women who are on a management career path. Opportunities are also available for women to participate in
seminars and workshops.
One of the major problems women face is having both a managerial career and a family. In recent years, many
employers have inaugurated programs that are mutually advantageous to the career-oriented women and the
employer. These programs, which include alternate career paths, extended leave, flextime, job sharing, and
telecommuting, provide new ways to balance career and family.
118. What is the status of employment opportunities for minority groups since the passage of the Civil Rights Act of
1964? Beyond additional legislation, what can be done to improve their situation?
ANSWER:
Since the passage of the Civil Rights Act of 1964, many members of minority groups have substantially
improved their economic well-being. However, for many minorities, employment opportunities still remain
limited because of educational and societal disadvantages. The unemployment rates for minority youths are
particularly high.
This can be improved through online job boards aimed at minority jobseekers and companies that want to hire
them. Facebook and LinkedIn have functions that recruiters can use to create targeted advertising campaigns
designed to reach diverse groups. Community action agencies, civil rights organizations, and church groups
within communities can help recruiters reach inner-city residents. Internships are another way in which
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4. Does the employee get high performance ratings and larger-than-normal raises?
5. Does the employee have a career plan with measurable objectives that has been updated recently?
Organizations can help individuals cope with plateaus by providing them with opportunities for lateral growth
or allowing them to choose their own assignments when opportunities for advancement do not exist.
Companies with international divisions can encourage employees to take assignments abroad to expand their
horizons, lead philanthropic and volunteer activities for their firms, or take sabbaticals.