Human Resource management Ch 9&10

Indicate the specific steps that Elizabeth took to meet her responsibilities in the career planning process

"If the shoe fits>Leadership>Find a position>Training

An employee with a protean career relies largely on his manager to guide him in his career.

False

Assessment centers are primarily used to identify employees' technical skills.

False

Assessment is the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements.

False

Career support provided by a mentor includes providing positive regard and acceptance.

False

Generally, the first stage in an alternative dispute resolution system is peer review.

False

Group cohesiveness and support for individual members decrease through exposure and joint efforts found in team-building activities.

False

In the career management process, the company's responsibility during goal setting is to identify resources an employee needs to reach the goals.

False

Negative affectivity is a dispositional dimension that reflects pervasive individual similarities in dissatisfaction with any and all aspects of life.

False

Organizational commitment is the degree to which employees identify themselves with their jobs.

False

Procedural justice is the concept of justice referring to the interpersonal nature of how the outcomes were implemented.

False

Providing increased opportunities for workers to have input into important organizational decisions that involve their work increases role conflict and ambiguity.

False

Psychological success is determined through the signals an employee receives from the company rather than it being self-determined.

False

Stretch assignments are optional tasks that employees may complete to earn extra rewards such as a bonus.

False

The Myers-Briggs Type Indicator is a training tool managers use to improve interpersonal communication within teams.

False

The theory of progression of withdrawal states that dissatisfied individuals spontaneously enact a set of behaviors all at once to avoid their work situation.

False

The two primary sets of people in the organization who affect an individual's job satisfaction are her subordinates and co-workers.

False

The use of work experiences in training is higher than that in development.

False

There is a general consensus among most theories of employee satisfaction that withdrawal behaviors are unrelated to one another.

False

Transfers typically involve an increase in job responsibilities and compensation.

False

Tuition reimbursement is the practice of reimbursing training costs when an employee leaves the organization during training.

False

When an employee takes up a self-assessment test, he or she identifies the needs that are realistic to develop.

False

Whereas employee wellness programs deal with employees who have developed problems at work because of health-related issues, employee assistance programs (EAPs) take a proactive and preemptive focus on trying to prevent health-related problems in the first place.

False

Whistle-blowers avoid taking issues to external constituencies and try to resolve them internally.

False

Indicate the specific steps that Peter went through in the ADR process

Meeting>feedback>Conversation>external arbitrator

stages in Alternative Dispute Resolution

Open door policy>Peer Review>Mediation>Arbitration

Indicate the specific steps that Elizabeth and Foot Locker followed for her career planning.

Provide assessment>Managers>Obtain position>shadow

Drag each step of the career management process and place it in order on the number line.

Self Assessment >Reality check>Goal setting>Action Planning

"Boundaryless" means that careers may involve identifying more with a job or profession than with the present employer.

True

A frame of reference is a standard point that serves as a comparison for other points and thus provides meaning.

True

A sponsorship is a part of career support that a mentor provides his or her protégé.

True

A systematic survey program allows a company to check for differences between units and hence benchmark "best practices" that might be generalized across units.

True

An in-basket is a simulation of the administrative tasks of a manager's job.

True

An organization's employees' perception of and reaction to working conditions have implications for competitive advantage.

True

Despite no gender differences in access to job experiences involving transitions or the creation of change, male managers receive significantly more assignments involving high levels of responsibility than female managers of similar ability and managerial level.

True

Due to negative affectivity, if job satisfaction remains relatively stable across time and jobs, transient changes in job satisfaction will be difficult to sustain in the individuals.

True

Employees on sabbatical often receive full pay or benefits.

True

Exit interviews with departing workers can be a valuable tool for uncovering systematic concerns that are driving retention problems.

True

Formal education programs include off-site and on-site programs designed specifically for the company's employees.

True

If job conditions cannot be changed, a dissatisfied worker may opt for an internal transfer if the dissatisfaction is job-specific.

True

Job enlargement consists of adding challenges or new responsibilities to employees' current jobs.

True

Job rotation helps employees gain an overall appreciation of the company's goals and improves their problem-solving skills.

True

Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé.

True

One of the major interventions aimed at reducing job dissatisfaction by increasing job complexity is job enrichment.

True

Outplacement counseling tries to help dismissed employees manage the transition from one job to another.

True

Succession planning ensures that top-level managerial talent is available.

True

The 9-box grid is used to compare employees within one department, function, or division or within the entire company.

True

The evidence on the linkage between negative affectivity and job satisfaction suggests the importance of personnel selection as a way of raising overall levels of employee satisfaction.

True

The glass ceiling is likely caused by lack of access to training programs, to appropriate developmental job experiences, and to developmental relationships (such as mentoring).

True

The key driving force behind all the different forms of job withdrawal is job satisfaction.

True

Though voluntary turnover is good for the overall economy, it is often very costly for individual employers.

True

Training focuses on improving employees' performance in their current jobs, while development prepares them for other positions in the company.

True

When properly channeled by a secure and supportive leader, "voicing opportunities" for lower-level employees can prevent turnover among highly engaged employees.

True

With a few exceptions, there is a strong positive relationship between task complexity and job satisfaction.

True

Wrongful discharge suits can be filed as a civil rights infringement if the person discharged is a member of a protected group.

True