HR TEST 2

Just Right Construction Company has a system of progressive discipline. Even so, in which situation would it be appropriate for the company to follow a stricter policy and dismiss an employee after a first offense? -A welder ignored safety procedures and started a fire that caused serious damage. -The last employee to leave a production area forgot to turn off a hot stove. -An employee's work quality had been declining for a couple of weeks. -A manager was late to work twice, setting a bad example. -A supervisor told a joke that some employees considered offensive.

A welder ignored safety procedures and started a fire that caused serious damage.

_____ training remains the most widely used method of training. -Audiovisual -On-the-job -Experiential programs -Computer-based -Classroom

Classroom

Which situation is an example of involuntary turnover? -Franny, an employee at PrintMe, is suspended for a week because of workplace violence. -Sasha, a supervisor at XTL Inc., decides to leave her job because she is moving to another country. -Ricardo, a manager at Care Co., resigns from his job because he has a better job offer from another company. -Xi, an employee at Future Furnishing, wants to leave her job to pursue a college degree. -Gisele, an employee at Innovative Tech, is fired because of theft.

Gisele, an employee at Innovative Tech, is fired because of theft.

Which statement best describes the multiple-hurdle model of personnel selection? -It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another. -It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. -It is a selection process in which several members of an organization form a panel and interview each candidate. -It is a testing program that establishes different norms for hiring members of different racial groups. -It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall.

It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.

What is true about a transfer? -It typically involves a full-time temporary position at another organization. -A transfer fundamentally increases job responsibilities. -A transfer essentially increases compensation. -It occurs when an employee is given less responsibility and authority. -It is an assignment of an employee to a position in a different area of the company, usually in a lateral move.

It is an assignment of an employee to a position in a different area of the company, usually in a lateral move.

Identify a true statement about the mixed-standard scale. -It is intended to define performance dimensions specifically using statements of behavior that describe different levels of performance. -It uses several statements describing each trait to produce a final score for that trait. -It may use 15 behaviors to define levels of performance. -It lists traits and provides a rating scale for each trait. -It involves comparing each employee with each other employee to establish rankings.

It uses several statements describing each trait to produce a final score for that trait.

Kate, the CEO of Era Co., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias and that the managers have provided information about subordinates without any personal issues influencing the information. Which option will assist Kate in obtaining her objective? -Kate must focus on obtaining information only from supervisors of employees being appraised because managers have incentives for giving accurate information. -Kate must occasionally work alongside the employees to ensure that they are working diligently. -Kate must personally question all the managers who appraise their subordinates in the performance appraisal as this will ensure integrity of information. -Kate must devise a policy that focuses on confidentiality of appraisal information once it is gathered from different sources because this will ensure security of information. -Kate must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.

Kate must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.

Moose Tech, a software start-up, is putting together a new team to work on the marketing strategies for their expansion project. In the context of using the "Big Five" personality traits for effective team building, which employees would be good additions to a team that encourages a strong and harmonious culture and is most likely to give the best results? -Kelly is very organized; Allison is very cooperative. -Liz is not achievement-oriented; Connor is laid-back. -Both Nick and Drew are domineering. -Both Rebecca and Leann are aggressive and unforgiving. -Ryan is emotionally unstable; Tabitha is constantly depressed.

Kelly is very organized; Allison is very cooperative.

Lillian is the purchasing manager at Ceramic Central, a maker of housewares. She has evaluated the first year's performance of Jason, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation? -Lillian should define new performance outcomes that do not include checking order status. -Jason should develop more realistic goals that do not include checking order status. -Lillian and Jason should set new performance standards that are more realistic. -Lillian should arrange for training so Jason can learn how to look up the status of orders. -Lillian should provide Jason with ongoing performance feedback.

Lillian should arrange for training so Jason can learn how to look up the status of orders.

Pen & Paper Inc., a publishing company, administered the Myers-Briggs Type Indicator (MBTI) assessment to its editorial team and learned that some individuals are drawn toward gathering the facts and details needed for decision making, while others focus more on noticing relations among the facts. Some of the employees enjoy learning this about themselves, but the human resource specialist who administered the assessment cautions them not to use the results to limit their understanding of what they can do. Which statement best explains the need for caution in applying the results of this assessment? -MBTI scores are mainly useful for measuring job performance. -MBTI scores are not necessarily valid and reliable. -MBTI scores should be used for evaluating promotion potential. -MBTI scores are extremely stable over time. -The scores show that some individuals are more flexible in their thinking than others.

MBTI scores are not necessarily valid and reliable.

What is true about medical examinations of job candidates? -Medical examinations may not be related to job requirements. -Medical examinations are conducted upon the receipt of a candidate's résumé. -Medical examinations are conducted specifically for individuals with disabilities. -Medical examinations that measure size and strength can never be used for a job. -Medical examinations are conducted after a candidate has been given a job offer.

Medical examinations are conducted after a candidate has been given a job offer.

Choose the correct statement about personal dispositions. -People with a positive core self-evaluation tend to experience job satisfaction. -Rather than doing nothing, people with negative core self-evaluations always act aggressively toward the people they blame. -In general, job turnover is higher among employees who are high in emotional stability and conscientiousness. -People with negative affectivity tend to be satisfied with their jobs after changing their occupations. -Core self-evaluations are bottom-line opinions that are positive in nature.

People with a positive core self-evaluation tend to experience job satisfaction.

Management at an IT firm is thinking of promoting Tad, a customer service representative, to the position of senior customer relationship manager. Which scenario would make the promotion less likely to happen? -A promotion would reduce Tad's feelings of accomplishment. -Tad wants to improve his pay and status at work. -Tad is showing that he can handle greater responsibility. -Slow growth is limiting the opportunities available in the company. -The company would have to provide detailed information about the new position.

Slow growth is limiting the opportunities available in the company.

The _____ is a self-assessment tool that helps employees identify their occupational and job interests. -Myers-Briggs Type Indicator -Self-Directed Search -leaderless group discussion -Occupational Outlook Handbook -Strong-Campbell Interest Inventory

Strong-Campbell Interest Inventory

Dina, the human resource manager at K-Pack Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea? -Subordinates often have reliable information about a manager's behavior toward employees. -Subordinates are often willing to say negative things about the person to whom they report. -When feedback forms need subordinates' names on them, the subordinates tend to give lower ratings to the manager. -When managers receive ratings from their subordinates, the employees have less power. -Subordinate evaluations are most appropriate for strategic purposes.

Subordinates often have reliable information about a manager's behavior toward employees.

According to the hot-stove rule, which quality makes discipline more effective? -The punishment meted is always inconsistent. -The consequences for breaking a rule are immediate. -The rule breaker will be warned multiple times before termination. -The consequences follow a gradual increase in seriousness. -The ideology is to prevent misbehavior rather than to merely punish it.

The consequences for breaking a rule are immediate.

A strategic approach to selection requires ways to measure the effectiveness of selection tools. What is a basic standard for this? -The method can be personally relatable. -The method will highlight invalid information. -The information provided will always be specific to the candidates applying. -The method offers practical value. -The legality of the selection criteria depends on in which country the measurement is performed.

The method offers practical value.

How can an organization protect itself against discrimination and unjust dismissal lawsuits? -The organization should provide a review of all top performance ratings by senior managers. -Performance measures should evaluate personal traits. -The requirements for job success should be clearly communicated to employees. -The organization should use a single rater to rate all the employees. -The organization should dismiss poor performers.

The requirements for job success should be clearly communicated to employees.

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? -The employees require this style of supervision because it keeps them focused. -The supervisor feels that his behavior is normal and necessary to keep the team grounded. -The supervisor often discourages employees from challenging tasks, saying that they are incapable of accomplishing them. -The employees are consistently recognized for performing their very best in challenging tasks, and they owe their success to their supervisor. -The supervisor believes that keeping a distance from his employees will create a sense of fear in them.

The supervisor often discourages employees from challenging tasks, saying that they are incapable of accomplishing them.

Michael, the training coordinator at Jaxon Solutions, inspected the written materials for a new training program and concluded that the materials were not very readable. Which condition would most likely lead Michael to this conclusion? -The training material contained many checklists. -Most statements of the training materials were limited to simple words. -The training material was devoid of technical jargon. -The text of the materials was combined with illustrations. -The training material consisted of too many long sentences.

The training material consisted of too many long sentences.

Which statement is true about cognitive ability tests? -They are especially valid for jobs requiring adaptability. -They are relatively expensive compared to the other tests. -They measure strength, endurance, psychomotor abilities, and -other physical abilities. -They are free from legal complications. -They are especially valid for simple jobs.

They are especially valid for jobs requiring adaptability.

Catarina, the founder of Platter Place, believes in employee empowerment, so as soon as she began hiring managers, she made subordinate reviews part of her company's performance appraisal system. However, she and her human resource manager have realized that the managers don't always place enough emphasis on efficiency and results, perhaps out of fear that their employees will give them lower ratings. What would be the best way for Platter Place to use subordinate feedback? -Discontinue subordinate feedback, because it has undesirable consequences. -Require that the employees giving subordinate feedback identify themselves. -Give the employees greater opportunities to observe the behavior of their manager. -Use the results of subordinate feedback to identify avenues for employee development. -Limit the information gathering by subordinates to short periods once a year.

Use the results of subordinate feedback to identify avenues for employee development.

Barbara is interviewing for a paralegal position at one of the biggest law firms in the country. During the interview, she is asked a particular question that she refuses to answer. Frustrated by her behavior, the interviewer repeats the question. She refuses to answer it again and says that it violates her rights under equal employment opportunity law. Which question is she most likely being asked? -What is your complete name? -What is your ancestry? -Can you meet the requirements of strict work schedules? -Have you ever been convicted of a crime? -What organizations or groups do you belong to that you consider relevant to being able to perform this job?

What is your ancestry?

A customer at Jaquine, a French restaurant, complains to Brent, the owner, about a specialty dessert being unacceptable. Brent inspects the dessert and finds that the brie, a type of cheese, used in the dessert is overripe. Brent questions the new pastry chef, Mason, who acknowledges he should have substituted another type of cheese for the brie. Brent analyzes the situation and concludes that Mason should be put through additional training to avoid such mistakes in the future. What type of analysis has Brent performed in this situation? -an organization analysis -a task analysis -a specialized skills assessment -a person analysis -a needs assessment

a task analysis

The final step in the career management process is -self-assessment. -reality check. -goal setting. -action planning and follow-up. -feedback.

action planning and follow-up.

The ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the _____ purpose of a performance management system. -structured -developmental -strategic -administrative -deciding

administrative

The difference between adventure learning and cross-training is that -adventure learning is a team activity, while cross-training is an organization-wide activity. -adventure learning helps team members understand themselves and each other, while cross-training helps team members learn each other's job roles. -adventure learning focuses on improving job-related skills of employees, while cross-training is focused on a person's behavior. -adventure learning is easier but more expensive to conduct than cross-training. -adventure learning is a team program, while cross-training is an experiential program.

adventure learning helps team members understand themselves and each other, while cross-training helps team members learn each other's job roles.

Tony, a production manager at Brighton Biometrics, needs to measure the performance of 10 subordinates. He writes their names on a paper and circles Paul's name as the best-performing employee of the group. He then circles Erma's name as the worst employee of the group. He rates the remaining employees as second best, second worst, and so on. In the context of methods of performance measurement, Tony is using the _____ method. -forced-distribution -alternation ranking -graphic rating -mixed-standard -critical-incident

alternation ranking

Hetrick, a firm that specializes in building construction, hires Mark, an unemployed teenager, to work in its carpentry division. Since Mark does not have the required skills to work as a carpenter, he is provided training that helps him pick up carpentry skills on the job. Mark learns by assisting other master carpenters and journeymen. In addition to the skills Mark acquires, he is paid by Hetrick. The form of training exemplified in this scenario is called -simulation. -internship. -apprenticeship. -co-employment. -onboarding.

apprenticeship.

Which action during the selection process would be illegal under the equal employment opportunity laws? -asking candidates whether they are able to perform the essential functions of a job -asking all candidates whether they have ever worked under a different name -asking candidates how close they are to retirement age -asking all candidates which schools they have attended -asking candidates whether they will need any reasonable accommodation to complete the selection process

asking candidates how close they are to retirement age

To test the validity of a selection test for advanced widget designers, Apptastic administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by Apptastic? -predictive validation -concurrent validation -content validation -construct validation -diagnostic validation

concurrent validation

Statistics that measure the degree to which two sets of numbers are related are known as: -aligned statistics. -important integers. -reliable ratings. -natural numbers. -correlation coefficients.

correlation coefficients

Which measure of validity is based on showing a substantial correlation between test scores and job performance scores? -criterion-related validity -diagnostic validity -content validity -convergent validity -construct validity

criterion-related validity

If a person who is a reference gives negative information about a job candidate, there is a chance the candidate will claim _____, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful. -defamation -misappropriation -fraud -misrepresentation -negligence

defamation

Which of the following is a "Big Five" personality trait? -physical ability -cognitive ability -aptitude -extroversion -honesty

extroversion

The four general approaches that companies use for employee development include -formal education, assessment, job experiences, and interpersonal relationships. -job rotation, promotion, transfer, and job sharing. -psychological tests, assessment centers, the Myers-Briggs Type Indicator, and performance feedback. -business games, formal courses, team building, and assessment. -total quality management, Six Sigma, lean manufacturing, and quality function deployment.

formal education, assessment, job experiences, and interpersonal relationships.

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 -downward move. -nickel fence. -job reduction. -job rotation. -glass ceiling.

glass ceiling.

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. -feedback -self-assessment -goal setting -assessment -appraisal

goal setting

Besides a discussion of the employee's past behavior, what other topic(s) are most important to include in a performance feedback meeting? -a description of the employee's personality -the supervisor "telling and selling" the ratings -opinions about other employees in the organization -goal setting and a decision about when to follow up -strategic planning and a link to personal goals

goal setting and a decision about when to follow up

An Individual Coaching for Effectiveness program is designed to -help managers with dysfunctional behavior. -improve the technical skills of employees. -help prepare managers for overseas assignments. -reduce the effects of the glass ceiling. -attract and retain ambitious managerial employees.

help managers with dysfunctional behavior.

Identify a way in which an organization can promote fairness and reduce political behavior in the appraisal system. -use different performance standards to evaluate different employees -hold a calibration meeting in which managers discuss employee performance ratings and provide evidence supporting their ratings -discourage employees from discussing their weaknesses -require that managers give feedback once a year during the annual appraisal -encourage managers to recognize accomplishments that only employees have identified

hold a calibration meeting in which managers discuss employee performance ratings and provide evidence supporting their ratings

Which principle of discipline holds that an organization's discipline should give a clear-cut warning and follow up with consistent, objective, and immediate consequences? -per se rule -laissez-faire rule -fundamental attribution rule -outcome fairness -hot-stove rule

hot-stove rule

XYZ Equipment, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by XYZ Equipment. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to -ensure that sales representatives do not feel undervalued. -identify what the sales representatives will need to learn. -identify senior product engineers to train the sales representatives. -chart the methods that should be used to train the sales representatives. -announce the objectives of the training program.

identify what the sales representatives will need to learn.

The energy dichotomy of the Myers-Briggs Type Indicator indicates -the preparations individuals make before making decisions. -the amount of consideration individuals give to their own and others' values and feelings. -individuals' degree of introversion or extroversion. -the hard facts of a situation. -individuals' tendency to be either flexible or structured.

individuals' degree of introversion or extroversion.

Yvonne, a student at Carlitto College, is pursuing a degree in international business management. As part of her program at Carlitto College, she accepts an opportunity to work at Pullman Consulting for a period of six months, where she will gain experience related to her field. Yvonne's employment at Pullman Consulting is an example of a(n) -internship. -coordination training. -apprenticeship. -experiential training program. -simulation training program.

internship.

Terminating an employee for the use of illegal drugs is an example of a(n) __________ turnover. -retentive -external -voluntary -absenteeism -involuntary

involuntary

More than 40 percent of the employees at Hile Corp. lost their jobs during a recent recession. The human resource department of Hile Corp. would term this as -role ambiguity. -voluntary turnover. -role conflict. -involuntary turnover. -role overload.

involuntary turnover

Managers are most likely to support training if -there are no other solutions available for them to try. -it is not overly expensive. -it will solve a significant problem. -they do not have to participate in it. -it will result in minor improvements.

it will solve a significant problem.

The combination of relationships, problems, demands, tasks, and other features of an employee's jobs is referred to as -job appraisals. -job experiences. -formal education. -technical training. -interpersonal relationships.

job experiences.

The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and -succession planning. -self-assessment. -lifestyle. -value system. -goal setting.

lifestyle.

What is the simplest, most direct, and least expensive way to settle a dispute? -benchmarking -arbitration -mediation -open-door policy -peer review

open-door policy

Which form of training prepares employees to perform their jobs effectively, learn about the organization, and establish work relationships? -orientation -benchmarking -sensitivity training -bumping -conditioning

orientation

A client asks Term Technologies to complete a project that involves working with a software tool called ELIM, which is new to the company. The training manager in Term Technologies's HR department begins by conducting a needs assessment. Which method will the training manager use to identify individuals' needs and readiness for training? -person analysis -organization analysis -task analysis -trend analysis -regression analysis

person analysis

Which approach to performance feedback is generally most effective? -problem-solving -tell-and-sell -tell-and-listen -tell-and-train -listen-and-sell

problem-solving

What is the last step in performance management process? -defining performance outcomes for company division and department -identifying improvements needed -developing employee goals, behavior, and actions to achieve outcomes -evaluating performance -providing consequences for performance results

providing consequences for performance results

Anita is very dissatisfied with her job situation, but she does not perceive any other employment opportunities, so she stays and spends most of the workday dreaming about non-work matters. What is Anita experiencing? -physical withdrawal -psychological job withdrawal -role overload -benchmarking -whistle-blowing

psychological job withdrawal

Liz refuses her employer's request to falsify the contents of a report to the Equal Employment Opportunity Commission (EEOC). The employer subsequently discharges Liz for "not following orders." Identify the exception to the employment-at-will doctrine that Liz is likely to choose when she files a wrongful discharge suit. -equal employment -public policy -implied contract -reverse discrimination -affirmative action

public policy

What does an employer violate when it terminates an employee for refusing to do something unethical, unsafe, and illegal? -affirmative action -public policy -fair representation -equal opportunity employment -reverse discrimination

public policy

Venus is concerned about an unacceptable level of job dissatisfaction among a number of work teams in her organization. She has determined that the primary cause of the dissatisfaction is the uncertainty that exists among employees regarding what is expected of them. Based on this limited information, the most appropriate intervention would be -factor comparison. -role analysis technique. -job rotation. -role carve-out. -progressive discipline.

role analysis technique.

Heidi is a single mother who works full-time and attends to the needs of her two young children. She often feels a lot of pressure in balancing her work and looking after her children. What is Heidi experiencing? -role ambiguity -role carve-out -role conflict -role overload -role underload

role conflict

Warm 'n Go, a leading brand in microwavable food items, prides itself on helping its employees with their career paths. The employees are highly efficient and are motivated to define areas of weakness in their job performances and work to eliminate them. The employees take various tests to help them assess their career interests and behavioral tendencies, thus helping them work on becoming successful. In this scenario, which system for career management is being employed at Warm 'n Go? -feedback -self-assessment -self-discipline -goal setting -action plan

self-assessment

Fiona, a supervisor at Ronaldo Co., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which term describes her method? -simple ranking -mixed-standards scale -critical-incident method -graphic rating scale -organizational behavior modification

simple ranking

Which training method involves representing a real-life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job? -apprenticeship -cross-training -action learning -internship -simulation

simulation

Which process identifies the knowledge, skills, and behaviors that should be emphasized by training? -person analysis -task analysis -transactional analysis -trend analysis -regression analysis

task analysis

The _____ approach to performance feedback is used by most managers. -problem-solving -tell-and-sell -tell-and-listen -tell-and-train -listen-and-sell

tell-and-sell

Review of résumés is most valid when the content of the résumés is evaluated in -terms of the elements of a job description. -comparison with other applicants' qualifications. -terms of the incumbent's competencies. -terms of the industrial benchmarks. -comparison with other employees in an organization.

terms of the elements of a job description.

Who has the main responsibility of developing a formal discipline process for the workplace? -the human resource department -outplacement counselors -the legal department -the sales force -arbitrators

the human resource department

Along with 50 other candidates, Paula applied for the position of analyst at Atticus Inc. Because Paula's profile stood out from other candidates' profiles, she was called for an interview in which she performed well. In the context of the steps involved in the selection process for recruitment, which step would most likely be taken next by the recruiter? -reviewing Paula's work samples -negotiating salary and benefits with Paula -verifying Paula's qualifications through background checks -sending Paula a job offer letter -getting Paula to sign the job offer

verifying Paula's qualifications through background checks

Ashley, a purchasing manager, tells Franklin, the human resource manager, that she has selected a candidate to be her purchasing assistant. She shows him a draft of an e-mail message offering the candidate the job at the agreed-on starting wage. She asks Franklin if there is anything else she should mention in the message. Franklin replies that Ashley should add information about -the work schedule, starting date, and drug test results. -the job responsibilities, work schedule, and starting date. -the work schedule, starting date, and results of the candidate's medical exam. -the job responsibilities and results of the candidate's medical exam. -the starting date.

the job responsibilities, work schedule, and starting date.

Identify the main purpose of diversity training programs that focus on attitudes. -to teach employees not to have any stereotypes about other people -to teach employees to be effective at behaviors that inhibit personal growth -to change organizational policies that inhibit employees' personal growth and productivity -to teach skills for constructively handling inevitable communication barriers and misunderstandings -to increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce

to increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce

Which of the following consists of an organization's planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors? -attrition -benchmarking -training -compensation -recruitment

training

According to research evidence, in which situation would an employer most have to guard against raters giving unfair low performance ratings to black employees? -when most of the employees in a work group are male -when supervisors have received rater training -when the federal government's Uniform Guidelines do not apply to performance ratings -when most of the employees in a work group are white -when the performance management system is legally defensible

when most of the employees in a work group are white

The stage to prepare for evaluating a training program is -before the request for proposal is developed. -when the organization ensures readiness. -after the program has been developed. -during the implementation of the program. -when the program is being developed.

when the program is being developed.

Jacob, the vice president of Money-Makers, is reviewing the development program for the company's middle managers. He notes that management development includes psychological profiles and mentors, as well as lateral moves to positions that give managers a broader view of the company. Jacob would like to add a component of formal education. Which option could be included in this new component? -on-the-job training in the basics of managers' current jobs -opportunities to sign up for sessions with a life coach -a program of externships at local charities -workshops involving business games and simulations -360-degree feedback

workshops involving business games and simulations