Chapter 9: Employment Development and career Management

reality check

The information employees receive about how the company evaluates their skills and knowledge and where they fit into the company's plans (potential promotion opportunities, lateral moves).

onboarding

The orientation process for newly hired managers.

tuition reimbursement

The practice of reimbursing employees' costs for college and university courses and degree programs.

succession planning

The process of identifying and tracking high-potential employees for advancement in a company.

performance appraisal

The process of measuring an employee's performance.

downward move

The reduction of an employee's responsibility and authority.

job experience

The relationships, problems, demands, tasks, and other features that employees face in their jobs.

A difference between training and development is that _____.

development does not always involve tasks that are related to a worker's present occupation

A move that occurs when an employee is given less responsibility and authority is known as a ____ move.

downward

The process of measuring employees' performance is known as

performance appraisal

In order to reduce employee turnover, Singh & Lewicki Residential Real Estate decides to improve its focus on employee development and career management. Its board of directors plans on using a development planning system. In order for the system to be effective, the company must first _____.

provide employees with assessments to recognize their development needs

Emerson & Sinclair, a law firm, decides to start formal mentoring programs to meet the company's growing training needs. Joseph, a senior lawyer, is tasked with overseeing the first program. In order for the program to be a success, he must ensure that _____________. the program does not have a specific length mentor and protégé participation is mandatory the logistics of the relationship between mentors and protégés are established mentors and protégés only develop a formal relationship

the logistics of the relationship between mentors and protégés are established

Employees are most likely to accept a transfer if _________. they are highly career-oriented they have children they have an active role in their community they are married

they are highly career-oriented

psychological success

A feeling of pride and accomplishment that comes from achieving life goals.

sabbatical

A leave of absence from the company to renew or develop skills.

coach

A peer or manager who works with employees to motivate them, help them develop skills, and provide reinforcement and feedback.

bench strength

A pool of talented employees who are ready to move to new jobs or positions when they are needed.

assessment center

A process in which multiple raters or evaluators (also known as assessors) evaluate employees' performances on a number of exercises.

promotion

An advancement into a position with greater challenges, more responsibility, and more authority than the previous job provided; usually includes a pay increase as well.

upward feedback

An appraisal process involving the collection of subordinates' evaluations of managers' behaviors or skills.

psychosocial support

Serving as a friend and role model, providing positive regard and acceptance, and creating an outlet for a protege to talk about anxieties and fears.

In the context of employee development, arrange the steps involved in the process of developing a succession plan in the correct order of occurrence. (Place the first step at the top.)

1. Recognize the positions 2. Identify the employees 3. Develop standards 4. Develop the succession planning

Rank the following steps that are involved in the development planning process in an ascending order.

1. Self Assessment 2. Reality Check 3. Goal Setting 4. Action planning

group mentoring program

A program in which a successful senior employee is paired with a group of four to six less experienced protégés to help them understand the organization, guide them in analyzing their experiences, and help them clarify career directions. Also called peer mentoring program.

Myers-Briggs Type Inventory (MBTI)

A psychological test for employee development consisting of over 100 questions about how the person feels or prefers to behave in different situations.

360-degree feedback

A special case of the upward feedback system. Here employees' behaviors or skills are evaluated not only by subordinates but also by peers, customers, bosses, and employees themselves via a questionnaire rating them on a number of dimensions.

development planning system

A system to motivate and retain employees by identifying and meeting their career and development needs. Also called career management system.

leaderless group discussion

A team of five to seven employees is assigned a problem and must work together to solve it within a certain time period.

nine-box grid

A three-by-three matrix used by groups of managers and executives to compare employees within one department, function, division, or the entire company for analysis and discussion of talent, to help formulate effective development plans and activities, and to identify talented employees who can be groomed for top-level management positions in the company.

Leadership Group Discussion

A training exercise in which a team of five to seven employees must work together to solve an assigned problem within a certain time period.

role-play

A training exercise in which the participant takes the part or role of a manager or some other employee; training method in which trainees are given information about a situation and act out characters assigned to them.

in-basket

A training exercise involving simulation of the administrative tasks of the manager's job.

action plan

A written document detailing steps that a trainee and the manager will take to ensure that training transfers to the job.

What are the advantages of formalized mentoring programs for an organization? (Check all that apply.) All the parties in such programs are aware of their roles in a mentoring relationship. Mentors provide counseling and coaching in all types of mentoring relationships. Mentors are available for all employees, irrespective of race or gender. All the parties in such programs have the same level of skills and experience.

All the parties in such programs are aware of their roles in a mentoring relationship. Mentors are available for all employees, irrespective of race or gender.

Which of the following employees is most likely to actively seek a mentor in an organization? An employee who is unable to adapt his or her behavior based on the situation An employee who is highly ambitious and wants power An employee with a low need for achievement An emotionally unstable employee

An employee who is highly ambitious and wants power

high-potential employee

An employee who the company believes is capable of succeeding in a higher-level managerial position.

goal setting

An employee's process of developing short- and long-term career objectives.

self-assessment

An employee's use of information to determine career interests, values, aptitudes, and behavioral tendencies.

orientation

An event in which employees receive information about their job, the company, work rules, and travel reimbursement, complete tax forms, and learn how to complete time sheets.

mentor

An experienced, productive senior employee who helps develop a less experienced employee (a protégé).

Formal Education Program

An off-site or on-site program designed for a company's employees, a short course offered by a consultant or school, an executive MBA program, or a university program in which students live at the university while taking classes.

involves collecting information and providing feedback to employees about their behavior, communication style, or skills.

Assessment

job rotation

Assigning employees a series of jobs in various functional areas of a company or movement among jobs in a single functional area or department.

Mentoring in which younger employees mentor more senior employees is known as

Blank 1: reverse Blank 2: mentoring

How do mentoring programs influence employees? (Check all that apply.) By providing employees the chance to learn from their peers By providing a developmental network for employees By teaching only the basics of their job in such programs. By fostering competition among employees

By providing employees the chance to learn from their peers By providing a developmental network for employees

How do mentoring programs influence employees? (Check all that apply.)

By providing employees the chance to learn from their peers By providing a developmental network for employees

career support

Coaching, protection, sponsorship, and provision of challenging assignments, exposure, and visibility to an employee.

What does an effective onboarding program entail? Discouragement of informal interaction between workers and managers Data about the professional and social aspects of a job Debasing new employees to foster togetherness Data about a company's culture and history only

Data about the professional and social aspects of a job

When developing a succession plan as part of employee development, what must a company do just before developing the succession planning review? Determine how employee potential will be measured Link the succession planning system with other human resource systems Measure the effectiveness of the succession plan Determine what feedback will be provided to employees

Determine how employee potential will be measured

Identify the main roles that coaches play in companies. (Check all that apply.) Specifically attempting to change behaviors that are making managers ineffective Developing investment plans for the companies Developing high-potential managers Providing emotional support to all employees, irrespective of their designations

Developing high-potential managers Specifically attempting to change behaviors that are making managers ineffective

Differentiate between training and development.

Development allows workers to ready themselves for changes in their current occupation.

interview

Employees answer questions about their work and personal experiences, skill strengths and weaknesses, and career plans.

Volunteer assignments

Employees develop their skills through serving the community by taking positions in community organizations.

In the context of employee development, identify the disadvantages of making a succession planning list public in a company. (Check all that apply.) Employees who are not on the list are trained for skills that are extremely complex. Employees who are not on the list are given access to costly development resources. Employees who are not on the list might not believe they have had a fair chance to compete for leadership positions. Employees who are not on the list might leave the company.

Employees who are not on the list might not believe they have had a fair chance to compete for leadership positions. Employees who are not on the list might leave the company.

Which of the following is an effect of job rotation? Employees are discouraged from developing new skills. Companies experience a decrease in employee retention. Companies are discouraged from moving their employees laterally. Employees' understanding of different company functions is increased.

Employees' understanding of different company functions is increased.

True or false: Business schools currently do not offer companies in-house, customized programs for executives.

False

True or false: Effective onboarding does not involve understanding the basic policies of a company.

False

True or false: In an effective onboarding program, employees are discouraged from asking questions.

False

True or false: Job enlargement does not include researching new ways to serve clients and customers.

False

True or false: Mentoring relationships do not translate into higher rates of promotion for protégés.

False

What does the first step of the Individual Coaching for Effectiveness (ICE) program entail? Presenting a manager with information about desired skills and behavior Presenting a manager with 360-degree feedback Gathering data about a manager's personality, skills, and interests Convincing a manager to participate in behavior-modeling training

Gathering data about a manager's personality, skills, and interests

transfer

Giving an employee a different job assignment in a different area of the company.

refers to the process of employees developing short-term and long-term development objectives.

Goal setting

Identify an attribute of assessment centers. Managers are usually not used as assessors. They are normally on-site locations that are developed by companies. Grades are linked to performance, salary, and upward mobility. Exercises are designed to measure employees' administrative skills only.

Grades are linked to performance, salary, and upward mobility.

Jeremy recently started working at All Tech Info Services. The company spends a lot of money on ensuring that its employees are happy, have opportunities to grow, and provided with assistance for career management. The company uses a development planning process to achieve its needs. What must Jeremy do after the company assists him in identifying his development needs?

He should recognize what needs he can realistically develop.

top right corner

High-potential employees who are high performers

What responsibility does an employee have during the action planning aspect of a development planning process? Identifying goal and method to determine goal progress Identifying processes and timetable to achieve goal Identifying opportunities and needs to improve Identifying the opportunities that are practical to develop

Identifying processes and timetable to achieve goal

What does succession planning do? It allows organizations to find and nurture potential managers. It primarily focuses on low-potential employees. It does not provide developmental opportunities to managerial employees. It scopes out potential managers only when there are job openings.

It allows organizations to find and nurture potential managers.

Which of the following is true of 360-degree feedback? It only involves feedback from subordinates and superiors. It does not allow subordinates to rate a particular employee. It allows peers and clients to rate a particular colleague. It is not a special case of upward feedback.

It allows peers and clients to rate a particular colleague.

Which of the following is true of an in-basket? It involves a participant taking on the role of a subordinate. It involves workers attempting to perform tasks and roles that would normally be performed by a manager. It involves workers answering questions about their personal and professional strengths. It involves a participant taking on the role of an employee in the same position as the participant.

It involves workers attempting to perform tasks and roles that would normally be performed by a manager.

Which of the following is true of reality check?

It is normally given to a worker during a performance appraisal process.

Which of the following are the effects of job rotation on an organization's employees? (Check all that apply.) It lets the employees learn about different business aspects that are important for future promotion opportunities. It eliminates the current skills of the employees and replaces them with new ones. It urges the organization to discourage the employees from moving laterally. It helps the employees gain an overall appreciation of the organization's goals.

It lets the employees learn about different business aspects that are important for future promotion opportunities. It helps the employees gain an overall appreciation of the organization's goals.

Identify a property of 360-degree feedback. Workers are not allowed to rate themselves. It permits workers to compare their personal assessment with others' appraisal of them. 360-degree questionnaires are always offline questionnaires. It leads to a decrease in the performance of overraters.

It permits workers to compare their personal assessment with others' appraisal of them.

Stretch Assignments

Job assignments that help employees develop because there is a mismatch between the employee's skills and past experiences and the skills required for success on the job.

Temporary Assignments

Job tryouts including employee exchanges and volunteer assignments in which employees take on a position to help them determine if they are interested in working in a new role.

Top-left corner

Low-potential employees who are outstanding performers

reverse mentoring

Mentoring relationship in which a younger employee with less experience mentors a more senior employee.

Identify a true statement about a successful formal mentoring program. The length of the program is not specified. Mentor and protégé participation is mandatory. The mentor-protégé relationship exists only in a formal environment. Mentors and protégés must comprehend the goals of the program.

Mentors and protégés must comprehend the goals of the program.

Identify an accurate statement about the process of tuition reimbursement. Reimbursement does not improve job performance of workers. Reimbursement is typically the same for all employees regardless of employee performance. Reimbursement programs are not provided by nonprofit colleges and universities. Reimbursement programs have been found to boost worker retention rates.

Reimbursement programs have been found to boost worker retention rates.

Middle

Solid performers with moderate potential

What are the features of performance appraisals? (Check all that apply.) Supervisors must only utilize 360-degree feedback systems. Supervisors should be trained in frequent performance feedback. Supervisors must create action plans for their workers to boost performance. Performance appraisals are useful for employee development under all conditions.

Supervisors must create action plans for their workers to boost performance. Supervisors should be trained in frequent performance feedback.

job enlargement

The adding of challenges or new responsibilities to an employee's current job.

Which of the following is true of the role of a coach in a company? The coach helps employees by finding experts who can assist them with their concerns. The coach is always an employee who works with his or her colleagues to motivate them. The coach works specifically with employees who have been fired by the company. The coach is never involved in providing employees with resources.

The coach helps employees by finding experts who can assist them with their concerns.

Assessment

The collecting of information and providing of feedback to employees about their behavior, communication style, or skills.

In the context of employee development, identify the advantages of making a succession planning list public in a company. (Check all that apply.) High-potential employees who are not interested in other positions can communicate their intentions. The possibility of employees lacking motivation is completely eliminated. All employees who are not on the list believe they have had a fair chance to compete for leadership positions. The employees who are on the list are likely to stay with the company.

The employees who are on the list are likely to stay with the company. High-potential employees who are not interested in other positions can communicate their intentions.

How do mentoring relationships influence the lives of mentors? (Check all that apply.) They allow mentors to harness and better their people skills. They boost mentors' feelings of self-worth in their company. They always lead to immediate promotions for mentors. They never lead to the creation of a personal bond between mentors and mentees.

They boost mentors' feelings of self-worth in their company. They allow mentors to harness and better their people skills.

Identify a feature of mentoring relationships. They are most likely to be sought out by employees who are emotionally unstable. They can only develop in an organization's formal environment. They can be established casually if mentors and protégés have mutual interests. They are most likely to be sought out by employees who have a low need for power.

They can be established casually if mentors and protégés have mutual interests.

Identify a feature of transfers. Employees with a high level of ambition are less likely to accept a transfer. Employees who are not married are less likely to accept a transfer. They do not necessarily change a worker's job responsibilities or salary. They always involve relocation to another city.

They do not necessarily change a worker's job responsibilities or salary.

How do most companies approach formal education programs?

They mainly depend on internal courses provided by training centers.

Which of the following is true of executive education programs?

They normally utilize a blended learning approach.

Which of the following is true of downward moves? They are typically seen as opportunities to develop skills by workers. Workers are less likely to accept downward moves than promotions. Downward moves are never lateral moves. Downward moves are not used for employee development.

Workers are less likely to accept downward moves than promotions.

Protean Career

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

A feature of formal education programs is that _____.

a majority of these courses actively engage workers in learning

Assessment center exercises are designed to _____. assess workers' managerial and social skills allow workers to watch their managers perform the tasks of the workers provide feedback to executives only provide feedback to workers only

assess workers' managerial and social skills

During employee development, _____ is most frequently used to identify employees with managerial potential and to measure current managers' strengths and weaknesses. reimbursement assessment action planning executive education

assessment

In the nine-box grid used for conducting a succession planning review as part of employee development, high-potential employees who are low performers are located in the _____ corner of the grid. top-left bottom-left bottom-right top-right

bottom-right

Adding challenges or new responsibilities to employees' current jobs is known as job _________.

enlargement

The Individual Coaching for Effectiveness (ICE) program is specifically designed to help managers who _____. have suffered personal loss exhibit dysfunctional behavior have suffered physical injury exhibit naive and simple behavior

exhibit dysfunctional behavior

An effective 360-degree feedback system must _____. allow only workers to rate managers avoid maintaining confidentiality furnish accurate ratings allow only managers to rate workers

furnish accurate ratings

A disadvantage of formalized mentoring programs for an organization is that _____. mentors are chosen based on the gender and race of protégés mentors may not be able to provide counseling and coaching in a relationship that has been artificially created protégés are typically not aware of what is expected of them mentors and protégés spend time discussing their work styles, personalities, and cultural backgrounds

mentors may not be able to provide counseling and coaching in a relationship that has been artificially created

The process of helping new hires adjust to social and performance aspects of their new jobs is known as

onboarding

A temporary leave of absence from a workplace to renew or develop skills is known as a _____________.

sabbatical

Clara, who works as an Associate Design Expert, is an experienced employee at her architectural design company. The company asks her to run a group mentoring program for new college graduates. In order to ensure that the program is effective, Clara should make sure that _____. she does not use the method of peer mentoring she helps the employees in understanding their career direction she only selects employees who have a high need for achievement she focuses on improving only the employees' job performance

she helps the employees in understanding their career direction

Assignments in which there is a mismatch between an employee's skills and past experiences and the skills required for success on the job are

stretch assignments

Assignments in which there is a mismatch between an employee's skills and past experiences and the skills required for success on the job are known as __________ _____________.

stretch assignments

The process of identifying, evaluating, developing, and tracking high-potential employees who are capable of moving into different positions in the company, resulting from planned or unplanned job openings due to turnover, promotion, or business growth, is known as _____ planning. spatial site succession contingency

succession

An accurate statement about stretch assignments is that __________. they are focused on reinforcing existing information they do not allow employees to develop their existing skills they compel employees to master new skills they are related to employees' past experiences

they compel employees to master new skills

An accurate statement about sabbaticals is that ___________. employees on sabbatical do not receive full pay and benefits they often increase the stress levels of workers they permit workers to spend more time on personal development sabbaticals do not exceed a period of two months

they permit workers to spend more time on personal development

An accurate statement about mentoring relationships is that _____. they are most effective when participation in a mentoring program is mandatory they provide career support and psychosocial support to protégés they are most likely to be sought out by employees who have a low need for power they are most effective when the length of a mentoring program is unspecified

they provide career support and psychosocial support to protégés

The practice of reimbursing employees' costs for college and university courses and degree programs is known as

tuition reimbursement

Appraisal that involves collecting subordinates' evaluations of managers' behaviors or skills is known as _____ feedback. audio upward optical corrective

upward