HR - CH 8

Myers-Briggs Type Indicator (MBTI) - 4 AREAS

- THE ENERGY- WHERE U GAIN STRENGTH/VITALITY. MEASURED IN EXTROVERSION OR INTROVERSION. EXTRO GAIN ENERGY THROUGH INTERPERSONAL RELATIONSHIPS. INTROVERTED GAIN ENERGY BY FOCUSING ON INNER THOUGHTS/FEELINGS - THE INFO GATHERING- PREPERATIONS PEOPLE MAKE BEFORE MAKING DECISION. SENSING PREFERENCE GATHER THE FACTS/DETAILS TO PREPARE FOR A DECISION. INTUITIVE FOCUS LESS ON FACTS MORE ON POSSIBILITIES AND RELATIONSHIPS AMONG THEM - THE DECISION MAKING- AMOUNT CONSIDERATION THEY GIVE TO THEIR OWN/OTHERS VALUES AND FEELINGS. THINKING TRY AND ALWAYS BE OBJECTIVE IN DECISION MAKING. FEELING TEND TO EVALUATE IMPACT OF ALTERNATIVES ON OTHERS/OWN FEELINGS. MORE SUBJECTIVE - THE LIFESTYLE- PERSONS TENDENCY TO BE FLEXIBLE OR STRUCTURED. JUDGING FOCUS ON GOALS, DEADLINES, CONCLUSIVE. PERCEIVING ENJOY SUPRISES, COMFORTABLE WITH CHANGING DECISIONS AND DONT LIKE DEADLINES

About how long does it take most employees to reach stage 3 of the program for development of high-potential employees?

15 to 20 years

SABBATICAL

A leave of absence from an organization to renew or develop skills RECEIVE FULL PAY AND BENEFITS. LET EMPLOYEES GET AWAY FROM DAY TO DAY STRESS OF JOBS AND AQUIRE NEW SKILLS AND PERSPECTIVES. ALLOW EMPLOYEES MORE TIME FOR PERSONAL PURSUITS.

ASSESSMENT CENTER

A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential. OFFSITE LOCATION. 6-12 AT ONE TIME. IDENTIFY IF THEY HAVE PERSONALITY CHARACTERISTICS, ADMIN SKILLS, AND INTERPERSONAL SKILLS NEEDED FOR MANAGERIAL JOBS. AND SKILLS FOR WORKING IN TEAMS. HALF DAY/FULL DAY COSTS $20,000. USED FOR HIGHEST LEVELS OF MANAGEMENT

JOB ENLARGEMENT

Adding challenges or new responsibilities to an employee's current job. EX: COMPLETING SPECIAL PROJEXT, SWITCHING ROLES WITHIN TEAM, RESEARCHING NEW WAYS TO SERVE CUSTOMERS

Leaderless Group Discussion

An assessment center exercise in which a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period. 5-7 EMPLOYEES. ASSIGNED PROBLEM WORK TOGETHER TO SOLVE WITHIN CERTAIN TIME. INTERVIEW Q's WORK/PERSONAL EXPERIENCES, SKILL STRENGTHS/WEAKNESS, CAREER PLANS. IN BASKET EXERCISES - SIMULATE ADMIN TASKS OF MANAGERS JOB USING PILE OF DOCS FOR EMPLOYEE TO HANDLE. ROLE PLAYS - TAKEN INTO SITUATION INVOLVING SKILLS TO BE ASSESSED. INTEREST/APTITUDE TESTS - EVALUATE VOCAB, MENTAL ABILITY, REASONING SKILLS PERSONALITY TESTS - ABILITY TO GET ALONG WITH OTHERS, TOLERANCE FOR UNCERTAINTY, AND TRAITS RELATED TO SUCCESS AS MANAGER/ TEAM MEMBER

Training vs. Development

CURRENT VS FUTURE LOW EXPERIENCE VS HIGH EXPERIENCE PREP FOR CURRENT VS PREP FOR CHANGES PARTICIPATION REQUIRED VS PARTICIPATION VOLUNTARY

GLASS CEILING

Circumstances resembling an invisible barrier that keep most women and minorities from attaining the top jobs in organizations.

CAREER MANAGEMENT PROCESS STEPS

DATA GATHERING- COMPETENCIES NEEDED FOR CAREER SUCCESS. INCLUDES VARIETY OF MEASURES. FEEDBACK- MAINTAIN CONFIDENTIALITY. FOCUS ON SPECIFIC SUCCESS FACTORS, STRENGTHS, INVOLVMENT AREAS GOAL SETTING- MANAGEMENT, COACHES, MENTORS. SPECIFY DEVELOPMENTAL METHODS, SPECIFY COMPETENCIES AND KNOWLEDGE TO BE SUCCESSFUL ACTION PLANNING AND F/U - MANAGEMENT, COACHES, MENTOR INVOLVMENT. MEASURE SUCCESS AND ADJUST PLANS AS NEEDED. VERIFY PACE OF DEVELOPMENT IS REALISTIC

GOAL SETTING

DESIRED POSITIONS LEVEL OF SKILL TO APPLY WORK SETTING SKILL AQUISITION GOAL HAS TO BE SPECIFIC AND DATE TO BE ACHIEVED BY.

Which assessment tool is an inventory of behavioral styles based on the work of William Marston, a psychologist who attempted to categorize normal behavior patterns?

DiSC assessment

Which are categories in the DiSC assessment?

Dominance Influence Steadiness

MENTOR

EXPERIENCE, PRODUCTIVE, SENIOR EMPLOYEE WHO HELPS DEVELOP LESS EXPERIENCED EMPLOYEE, CALLED THE PROTEGE.

Energy dichotomy = Information-gathering dichotomy = Decision making dichotomy = Lifestyle dichotomy =

Extroversion/Introversion Sensing/Intuition Thinking/Feeling Judging/Perceiving

4 CATEGORIES DEVELOPMENT

FORMAL EDUCATION ASSESSMENT JOB EXPERIENCE INTERPERSONAL RELATIONSHIPS

DEVELOPMENT

FUTURE ORIENTED. LEARNING THATS NOT RELATED TO EMPLOYEES CURRENT JOB. PREPARES EMPLOYEES FOR OTHER JOBS/POSITIONS AND INCREASES ABILITY TO MOVE INTO JOBS THAT MAY NOT YET EXIST. ALSO PREPARES FOR CHANGES IN RESPONSIBILITIES AND REQUIREMENTS FOR CURRENT JOBS

ACTION PLANNING AND FOLLOW UP

IDENTIFYING STEPS AND TIME TABLE TO REACH GOALS. IDENTIFY RESOURCES NEEDED AND MEET IN FUTURE WITH MANAGER TO DISCUSS PROGRESS TOWARD CAREER GOAL. TAKES FORM OF A CAREER DEVELOPMENT PLAN.

DiSC assessment tool

INVENTORY OF BEHAVIORAL STYLES BASED ON THE WORK OF WILLIAM MARSTON, A PSHYCOLOGIST WHO ATTEMPTED TO CATEGORIZE NORMAL BEHAVIOR PATTERNS. DOMINANCE - EMPHASIZES RESULTS/DISPLAYS CONFIDENCE INFLUENCE - EMPHASIZES RELATIONSHIPS AND PERSUASION STEADINESS - EMPHASIZES COOPERATION, SINCERITY, AND DEPENDIBILITY CONSCIENTIOUSNESS - EMPHASIZES QUALITY AND ACCURACY, DISPLAYING COMPETENCY

PROMOTION

INVOLVES MOVING AN EMPLOYEE INTO POSITION WITH GREATER CHALLENGES, MORE RESPONSIBILITY, MORE AUTHORITY. INCLUDES PAY INCREASES.

FEEDBACK

Information employers give employees about their skills and knowledge and where these assets fit into the organization's plans.

Which of the following are benefits of succession planning?

It provides development experiences to ensure managers are prepared for promotion It forces senior management to review leadership talent. It attracts and retains ambitious employees.

A local car dealership works with a community college to develop a short course on car sales techniques. Which approach to employee development is the car dealership using?

Job experience

TRANSFER

ORGANIZATION ASSIGNS EMPLOYEE TO A POSITION IN A DIFFERENT AREA OF COMPANY. LATERAL MOVES WITH SIMILAR RESPONSIBILITIES. MAY INVOLVE RELOCATION TO ANOTHER COUNTRY OR PART OF A COUNTRY

3 STAGES DEVELOPING HIGH POTENTIAL EMPLOYEES

SELECTION DEVELOPMENTAL EXPERIENCES ACTIVE INVOLVEMENT WITH CEO

PSYCHOLOGICAL TYPES - INTROVERTED, SENSING, THINKING, JUDGING (ISTJs)

SERIOUS, QUIET, PRACTICAL, ORDERLY, LOGICAL ORGANIZE TASKS, BE DECISIVE, FOLLOW THROUGH ON PLANS AND GOALS DIFFICULTY RESPONDING TO UNEXPECTED OPPORTUNITIES, APPEAR TO COWORKERS AS TOO TASK ORIENTED OR IMPERSONAL, AND MAKE DECISIONS TOO FAST

FORMAL EDUCATION

SHORT COURSES, WORKSHOPS, COLLEGE PROGRAMS, MBA PROGRAMS, LECTURES, SIMULATIONS, EXPERIENTAL PROGRAMS, MEETINGS WITH CUSTOMERS

Job Experiences

The combination of relationships, problems, demands, tasks, and other features of an employee's job. ASSUMES DEVELOPMENT IS MOST LIKELY TO OCCUR WHEN EMPLOYEES SKILLS AND EXPERIENCES DO NOT MATCH SKILLS REQUIRED FOR CURRENT JOB

SUCCESSION PLANNING

The process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant.

SELF ASSESSMENT

The use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies.

DOWNWORD MOVE

WHEN AN EMPLOYEE IS GIVEN LESS RESPONSIBILITY AND AUTHORITY. DEMOTE EMPLOYEE FOR POOR PERFORMANCE OR MOVE TO LOWER LEVEL POSITION SO THE EMPLOYEE CAN DEVELOP DIFFERENT SKILLS.

EXTERNSHIP

a full-time temporary position at another organization. PEOPLE IN ANALYTICAL POSITIONS BECOMING BORED WORKING ON THE SAME PROBLEMS OVER AND OVER, THEY MISS OUT ON EXPOSURE TO CHALLENGING NEW IDEAS AND TECHNIQUES

COACH

a peer or manager who works with an employee to motivate the employee, help him or her develop skills, and provide reinforcement and feedback ROLES: - ONE ON ONE, AS WHEN GIVING FEEDBACK - HELPING LEARN FOR THEMSELVES. - FIND RESOURCES, MENTORS, COURSES, OR JOB EXPERIENCES

Advantages of designing jobs using job rotation include ______

allowing employees to develop a network of contacts providing employees with an appreciation for the company's goals building employee knowledge that could lead to salary increases

Why has succession planning for organizations become so critical over the past few years?

because of an aging labor force

ASSESSMENT

collecting information and providing feedback to employees about their behavior, communication style, or skills MANAGERIAL POTENTIAL, IDENTIFY MANAGERS WITH POTENTIAL, IDENTIFY STRENGTHS AND WEAKNESSES SHARED WITH EMPLOYEE, SUGGESTIONS FOR EMPLOYEES FOR CORRECTION, EMPLOYEES DEVELOP ACTION PLANS FOR SELF-IMPROVEMENT

Using the Myers-Briggs Type Indicator helps managers assess which of the following?

communication preferences work styles motivation

McDonald's Hamburger University in Illinois is an example of a company using _____ in employee development.

formal education

performance appraisal

formal process for measuring employee performance

In the decision-making component of the Myers-Briggs Type Indicator, individuals with a sensing preference tend to _____.

gather the facts and details to prepare for a decision

In which step of the career management process would human resource professionals specify the knowledge they want an employee to develop?

goal setting

What are the steps in a basic career management system?

goal setting action planning data gathering feedback

Myers-Briggs Type Indicator (MBTI)

identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle 100+ QUESTIONS HOW PERSON FEELS OR PERFERS TO BEHAVE IN DIFF SITUATIONS. "ARE YOU USALLY A GOOD MIXER OR QUIET AND RESERVED"

The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for which of the following?

lifestyle source of energy means of information gathering way of decision making

The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for which of the following?

means of information gathering lifestyle source of energy way of decision making

JOB ROTATION

moving employees through a series of job assignments in one or more functional areas HELPS GAIN APPRECTIATION OF GOALS, INCREASES UNDERSTANDING OF DIFFERENT FUNCTIONS, DEVELOPS NETWORK OF CONTACTS, IMPROVES PROBLEM SOLVING AND DECISION MAKING SKILLS, INCREASE SALARY AND PROMOTIONS

PROTEAN CAREER

one that frequently changes based on changes in the person's interests, abilities, and values and in the work environment

What is 360-degree feedback?

performance evaluations done by an employee's supervisor, peers, employees, and/or customers

360-degree feedback

performance measurement by the employee's supervisor, peers, employees, and customers FEEDBACK INVOLVES RATHING INDIVIDUAL BY WORK RELATED BEHAVIORS

In today's work environment, many employees follow a _____ career path that they frequently change based on changes in their interests, abilities, and values and in the work environment.

protean

The process of identifying and following employees with potential who will be poised to take over senior positions when they become available is called ______.

succession planning

EMPLOYEE DEVELOPMENT

the combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers