HRM Chapter 9—Talent Management

Which of the following statements is FALSE? a. Typically, the level of unemployment in Europe is lower than that of the U.S. b. In the U.S., the sense of job insecurity is highest among older male workers. c. In Europe, laws that make it difficult for employers to lay off employees are sacrosanct and go unchallenged. d. Even in Japan, where lifetime employment has been the norm, employees are experiencing job insecurity.

a. Typically, the level of unemployment in Europe is lower than that of the U.S.

The three key activities in individual career management include all of the following EXCEPT a. building a political network in the organization and profession. b. gaining accurate information about personal performance level. c. placing personal deadlines on the achievement of career goals. d. understanding personal strengths and weaknesses.

a. building a political network in the organization and profession.

A/an ____ is a sequence of work-related positions a person occupies throughout life. a. career b. job ladder c. profession d. occupation

a. career

Which of the following has been identified as a problem with mentoring? a. Women executives are reluctant to serve as mentors either to other women or to men because they themselves received little help.. b. Young minority managers frequently report difficulty finding mentors. c. The relationship between mentor and protégé is frequently marked by a "break-up" when the protégé advances in the hierarchy. d. The most successful managers are too busy to be effective mentors, so junior managers are often mentored by less-talented senior managers.

b. Young minority managers frequently report difficulty finding mentors.

Carla is 52. She has been laid off twice in her life, once when her employer downsized, and once when her next employer was acquired by a larger rival. Now she has hit a career plateau after five years with her current employer. Carla is rather frustrated. Each time she has changed employers, she has "retooled" and acquired more skills and expanded her knowledge base. When talking to a career counselor, the counselor suggested Carla view her career as a. a linear progression interrupted by transitions. b. a cycle of stability and instability. c. a series of successive plateaus. d. typical of the late career stage.

b. a cycle of stability and instability.

Chief Brinkerhof is chief of police in a metropolitan department that has been marked by dissension between the rank-and-file officers and the administrators. The chief is being advised by a consultant who is helping him improve his interpersonal skills. The consultant is also working with Chief Brinkerhof to devise collaborative decision-making strategies that are efficient and effective. The chief's consultant is best described as a. a management mentor. b. a leadership coach. c. an executive role model. d. an arbitrator..

b. a leadership coach.

The HR department at Cabildo Utilities is planning an internal career day which will feature workshops on various careers at Cabildo Utilities, opportunities for work in Cabildo's overseas locations, and presentations by HR staff on training and development opportunities available at Cabildo. This is an example of a. individual-based career development. b. an organization-centered career planning tool. c. career mapping. d. training and development outreach.

b. an organization-centered career planning tool.

In general, women's career advancement is negatively affected by a. prejudice and discrimination in the workplace. b. biology and sociology. c. women careers being stalled by delay in early career challenges and development opportunities. d. employer's inadequate use of dual-career ladders.

b. biology and sociology.

A company which consistently goes outside to fill its technical and professional openings probably a. has a strong and unique corporate culture. b. does not have the time or ability to grow its own leaders. c. is concerned about minimizing salary expense. d. has a high "churn" rate.

b. does not have the time or ability to grow its own leaders.

Giselle has earned a master's degree in biology specializing in wetlands revitalization. She is committed working to restore endangered wetlands, and has been searching almost a year for openings that would allow her to do this work. In order to pay bills, Giselle is tending bar at a high-end restaurant in New Orleans. Giselle is a. embarking on a "portfolio" career. b. hoping to have an "authentic" career. c. has a "career without boundaries." d. at the "protean" stage of her career path.

b. hoping to have an "authentic" career.

All of the following are common mistakes in succession planning EXCEPT a. focusing succession planning only on the CEO and top executives. b. relying excessively on hiring external candidates. c. allowing the CEO to make all succession plan decisions. d. not linking succession planning to strategic plans.

b. relying excessively on hiring external candidates.

All of the following are good coaching practices EXCEPT a. making clear why the coach took certain actions. b. requiring subordinates to analyze independently the reasons for their mistakes. c. explaining what alternatives courses of action the coach could have taken in a certain situation. d. reinforcing the subordinate's good behaviors.

b. requiring subordinates to analyze independently the reasons for their mistakes.

A computerized succession planning system should perform all of the following functions EXCEPT a. link with employee performance appraisal records. b. sort internal candidates by demographic factors. c. allow employees to complete skill and career interest self-surveys. d. include employee skills tracking capabilities.

b. sort internal candidates by demographic factors.

Which of the following is TRUE of lecture-style classroom instruction? a. The technique is generally ineffective regardless of the instructor's capabilities. b. Employees typically resist classroom instruction. c. Employees have fewer opportunities to participate than in other types of instruction. d. Its effectiveness is independent of the size of the group.

c. Employees have fewer opportunities to participate than in other types of instruction.

____ is a relationship in which experienced managers aid individuals in the earlier stages of their careers. a. Sponsorship b. Management coaching c. Mentoring d. Modeling

c. Mentoring

The major problem with job-site development approaches is that they a. are expensive. b. use internal training resources. c. are often inadequately planned. d. focus excessively on job skills rather than on intellectual aspects of the job.

c. are often inadequately planned.

The first step in the succession planning process is to a. decide whether to "make" or to "buy" talent. b. identify key employees and their anticipated retirement dates. c. define the positions that are critical to the organization's strategy. d. assess the capabilities of current employees.

c. define the positions that are critical to the organization's strategy.

Turnover of nursing staff is a major concern at Briar Mountain Regional Medical Center. Many experienced nurses resist moving into management, but exit interviews indicate that many of the best nurses leave Briar Mountain because they feel they cannot advance in the organization. As director of HR, you suggest a. hiring nurses who are later in their careers where advancement is less of a concern to them b. offering to pay tuition for nurses who wish to enroll in MBA programs so they are more qualified to take managerial positions. c. .implementing a dual-career ladder for nurses. d. retention bonuses and significant pay raises tied to seniority..

c. implementing a dual-career ladder for nurses.

All of the following are useful metrics for evaluating an organization's succession planning EXCEPT a. percentage of key vacancies filled internally. b. job performance of successors promoted to open key jobs. c. reduction in development cost per employee. d. turnover rate of high-potential employees.

c. reduction in development cost per employee.

A pre-supervisor training program should include all of the following topics EXCEPT a. basic management responsibilities. b. time management. c. technical job skills. d. human relations.

c. technical job skills.

In over ____ percent of couples, both partners have a career. a. 20 b. 40 c. 60 d. 80

d. 80

Which of the following is FALSE concerning the use of coaching as a developmental tool? a. A good performer may not be a good teacher. b. The coach's work demands take precedence over training c. Coaching is a continual process of learning by doing. d. Coaching is best done spontaneously without extensive planning.

d. Coaching is best done spontaneously without extensive planning.

Which of the following is FALSE about lifelong learning? a. Lifelong learning can be formal or informal. b. Lifelong learning can be voluntary or mandatory. c. Lifelong learning may not be relevant to the individual's current job. d. Lifelong learning contributes to employee dissatisfaction if it is not applicable to the job.

d. Lifelong learning contributes to employee dissatisfaction if it is not applicable to the job.

In part, people choose their careers based on their interests. ____ is/are tools to help people identify their interests, what they do well, what they like, and their strengths and weaknesses. a. Feedback on reality through performance appraisals. b. Intelligence tests c. Career goal-setting d. Self-assessment tests

d. Self-assessment tests

Common problems with management development programs include all of the following EXCEPT a. substituting training for rigorous selection of employees. b. following fads in training programs. c. failing to conduct adequate needs analysis. d. allowing managers to self-select into development programs.

d. allowing managers to self-select into development programs.

A pre-retirement planning seminar for persons about to retire should address all of the following issues EXCEPT ____ after retirement a. anxiety about finances. b. the need for self-direction c. how to achieve a sense of belongingness d. effective time management

d. effective time management

A career plateau occurs when a/an a. employee stops gaining new skills. b. parent takes job sequencing within the organization. c. employee becomes burned out and unmotivated. d. employee cannot advance within the organization

d. employee cannot advance within the organization

When faced with the need for employees with scarce skills, employers tend to a. focus on training and developing high-potential employees to fill these positions. b. outsource those jobs to specialty firms. c. send promising internal candidates to external training programs to learn these skills. d. hire these employees from outside the firm.

d. hire these employees from outside the firm.

In order to reward talented technical people who do not want to move into management, many companies have established a. corporate universities for technical development. b. portable career paths. c. dual career ladders. d. job rotation programs.

c. dual career ladders.

The focus of ____ is learning specific behaviors and actions, while ____ focuses on such areas as judgment, responsibility, decision making, and communication. a. development; training b. training; skill enhancement c. training; development d. skill enhancement; development

c. training; development

____ involves the planning, training, and reassignment involved with returning global employees to their home countries. a. Relocation b. Reorientation c. Debriefing d. Repatriation

d. Repatriation

Deedee is a 54-year-old manager in the client-support-services department of a heavy equipment manufacturer. Deedee has been with the company all of her career and has had a steady rise in the hierarchy through promotions. She has shone in numerous training and development programs. Currently, Deedee is meeting performance expectations. In the judgment of Deedee's superiors that she has "topped out" and will not be qualified for further advancement. Which of the following statements is most appropriate for Deedee's situation? a. In the future, Deedee should be considered for lateral moves. b. Deedee should receive stretch assignments to bring out her latent potential. c. Since Deedee has no potential to advance, she should be encouraged to take phased retirement. d. Deedee should receive coaching and perhaps be moved to another job.

a. In the future, Deedee should be considered for lateral moves.

Mannie is an excellent performer who was promoted to a management position 12 months ago. Unfortunately, Mannie's subordinates are unhappy and his department has experienced a surge in turnover of valuable staff in the year since Mannie took over the department. As the senior HR executive, you decide that at this point a. Mannie would be a good candidate for leadership coaching. b. Mannie should be sent to an assessment center to identify if he has management potential. c. Mannie and his team should be sent on a survival wilderness course to build team spirit. d. Mannie should either be demoted or terminated.

a. Mannie would be a good candidate for leadership coaching.

Which of the following is TRUE? a. Modern careers are cyclical in that individuals will have periods of stability interrupted by periods of transition. b. A person's early career is marked by stability as he/she learns new skills, but a person's later career tends to be turbulent as he/she moves from organization to organization. c. The democratic traditions of the U.S. result in the fact that the socioeconomic status of one's family has no impact on one's career choices. d. Interest inventories are important because interests are stable over a person's lifetime.

a. Modern careers are cyclical in that individuals will have periods of stability interrupted by periods of transition.

An assessment center is a. a collection of instruments and exercises designed to diagnose individuals' development needs. b. a process in which individuals and coaches assess their career path within the firm in light of the organization's strategic plans. c. a procedure for evaluating the effectiveness of training and development programs. d. a special facility where the organization holds corporate retreats and operates employee development programs.

a. a collection of instruments and exercises designed to diagnose individuals' development needs.

The vice president of marketing at BamaWonder Products has left to create her own company. She is taking with her some key managers in the areas of product development, finance and sales. The BamaWonder Products' continued smooth functioning after these departures will largely depend on a. a complete and up-to-date succession plan. b. a flexible organizational culture. c. the effectiveness and efficiency of BamaWonder's management training program. d. whether there are high potential employees who have been plateaued and who are ready to move into these openings.

a. a complete and up-to-date succession plan.

Ernest has always been a person who has said "People make their own luck." Throughout his career he has taken charge of his personal career goals. Which of the following development programs would be most portable for Ernest? That is, which would be most likely lead to Ernest leaving the organization taking his valuable development with him? a. a tuition reimbursement program for an Executive MBA b. volunteer projects with not-for-profit organizations c. extra work assignments outside of Ernest's specialty d. rotation into other jobs in the organization

a. a tuition reimbursement program for an Executive MBA

A difficult boss, a bad job situation, and negative economic circumstances a. are obstacles that can promote managers' learning. b. negatively affect a manager's interpersonal relations skills through the modeling process. c. are the main reasons for managerial failure. d. are easily simulated in management training programs.

a. are obstacles that can promote managers' learning.

Gerald is confused as to why his 28-year-old daughter is changing jobs for the third time since she graduated from college. His daughter told Gerald that she's learned everything she could from her current job and that it's time to move on. Gerald's daughter is in the stage of her career where most people need to a. identify interests and acquire capabilities. b. focus on making as high a salary as possible because this affects their earning potential for the rest of their lives. c. achieve personal integrity and incorporate their values into their work life. d. establish their political power base within their organization.

a. identify interests and acquire capabilities.

Which of the following components of individual career choice is MOST likely to change as a person matures? This means that the career the individual first selected may not be appropriate as time passes. a. interests b. self-image c. socioeconomic background d. personality

a. interests

Senior managers and executives are often hired from outside the firm because a. it takes time to develop senior-level managers in-house. b. promoting from middle management ranks causes extreme political jockeying. c. the organization cannot control managers' experiences, so it cannot develop the managers it needs. d. in order for useful learning to occur, managers must have positive and challenging experiences, and these are often not available in-house.

a. it takes time to develop senior-level managers in-house.

A centralized Web site for news, information, course listings, business games, simulations and other training materials is called a/an a. learning portal. b. interactive training and development program. c. online corporate university. d. e-assessment center.

a. learning portal.

In comparison to people who graduated from college thirty years ago, current college graduate entering the job market can expect all of the following EXCEPT a. more limited job opportunities. b. a higher likelihood of working for multiple organizations. c. more time spent working from home d. a higher likelihood of working free lance.

a. more limited job opportunities.

In order to ease worries of employees who are taking international assignments, the HR department and the organization should do all of the following EXCEPT a. promise outplacement to an equivalent job plus generous severance pay when the employee's overseas assignment is completed. b. provide mentors at the organization's headquarters for the global employee. c. provide career planning for the global employee to aid the transition back to the U.S. d. guarantee future employment after completion of the foreign assignment.

a. promise outplacement to an equivalent job plus generous severance pay when the employee's overseas assignment is completed.

As director of training and development you are examining development programs for managers offered by vendors. It will be MOST difficult to find a development program that addresses a. the temperament needed to deal with chaos and ambiguity. b. human relations skills, including motivation and teamwork. c. quality decision making. d. technical skills.

a. the temperament needed to deal with chaos and ambiguity.

Which of the following statements is TRUE? a. Now that women are in the workforce in nearly the same proportion as men, the differences between men's and women's careers are expected to disappear by 2015. b. "Family-friendly" employment policies are needed in order to recruit non-working women with children into the full-time workforce. c. By the time they are 30, men and women have similar time spent in the labor force. d. Job sequencing has proven to be a successful career tactic for women wishing to combine work and family, since impacts on career advancement are minimal.

b. "Family-friendly" employment policies are needed in order to recruit non-working women with children into the full-time workforce.

Marcie and Andrew are married. They are both professional employees at the City Zoological Park. Marcie is an exotic-animal veterinarian specializing in big cats, while Andrew is a designer of animal exhibits. As HR director for a zoo in a major city you want to hire Marcie as chief of veterinary medicine for the zoo. You realize that a. hiring Marcie is a risk because as a woman she will probably scale back her career when she starts a family. b. Andrew will need the inducement of a job equivalent to his current one before he and Marcie will consider relocation. c. you need to create a dual career ladder in order to give Marcie more incentive to take the job. d. you need to meet with Andrew and discuss the concept of career sequencing and how moving with Marcie will not affect his future career progression.

b. Andrew will need the inducement of a job equivalent to his current one before he and Marcie will consider relocation.

Over the past 15 years Bob, who is 35, has held seven different jobs with three different employers, one of which was in the non-profit sector. Of the seven jobs, three were horizontal moves rather than upward moves. Bob chose each job because it would increase his skills and would be interesting and rewarding rather than whether the job would advance him up the organizational hierarchy. Which of the following statements is TRUE? a. Bob has had a dysfunctional career because of his frequent changes of employers. b. Bob may still be in the early career stage. c. Bob is in a career plateau because he has not steadily risen in organizational hierarchy or occupational status. d. Bob's job history shows a cyclical career.

b. Bob may still be in the early career stage.

Clark has wanted to be a broadcast reporter since he was a kid watching Wolf Blitzer's war reporting. He got a degree in broadcast journalism and has been working three years as a reporter for local TV news in a medium-sized Western city. Clark's boss has given him discouraging performance appraisals at the last two evaluation periods. In addition, surveys show that the news show's audience gives Clark a mediocre rating. Which of the following statements is TRUE? a. If Clark has set clear career goals with timetables and plans for getting the training and experience he needed, he should not be discouraged by the negative feedback. b. The feedback on reality from his manager and the audience is information Clark should seriously take into account in his future career plans. c. Clark's academic advisors should have steered him away from broadcast journalism because of Clark's lower socioeconomic background. d. Clark's self-assessment may have been lacking, because his interest in broadcast journalism may not be genuine.

b. The feedback on reality from his manager and the audience is information Clark should seriously take into account in his future career plans.

Wilderness excursions as a development tool a. are enjoyable but have less impact than more structured learning experiences. b. can create a sense of teamwork via the shared-risks and challenges. c. act as an outdoor version of an assessment center. d. are losing popularity because of the inherent risk of the activities.

b. can create a sense of teamwork via the shared-risks and challenges.

Managers learn by behavior modeling, which is a. reinforcement of the desirable behaviors spontaneously exhibited. b. imitating the behavior of their own managers. c. developing a personal model of ideal managerial behavior. d. matching junior managers with senior managers in assistant-to positions.

b. imitating the behavior of their own managers.

Job sequencing a. is a solution to career plateaus. b. is the pattern where an individual steps off the career track or plateaus to accommodate the demands of raising children. c. allows engineering and technical professionals a chance to advance without moving into management. d. is a form of job rotation where employees move from one major organizational function to another.

b. is the pattern where an individual steps off the career track or plateaus to accommodate the demands of raising children.

Talent management includes all of the following HR activities EXCEPT a. training. b. job design. c. career planning. d. performance management.

b. job design.

As a development technique, the best lateral transfers a. facilitate upward career progress in the organization. b. learn new skills that increase the employee's marketability. c. encourage the redundant employee to leave the company voluntarily without being terminated. d. provide a monetary incentive for taking on new work.

b. learn new skills that increase the employee's marketability.

Which of the following would NOT be a typical activity provided by a partner-assistance program for the tag-along partner when relocating one partner in a dual-career couple? a. paying employment agency fees for the tag-along partner. b. pay the relocated employee a salary high enough to compensate for the partner's loss of income. c. cooperating with other companies in the new area to find a position for the tag-along partner. d. helping the tag-along partner find a job within the same company or in another division of the company.

b. pay the relocated employee a salary high enough to compensate for the partner's loss of income.

A significant portion of the long-service employees at Anovator, Inc., is reaching retirement age. As HR director, you realize that it will be a significant loss for the firm as well as a succession-planning nightmare if most of these retirees actually leave the firm at age 65. You would like to implement a phased-retirement program to allow the firm to adjust more slowly. But, one of the major impediments to successfully using this plan is a. the over-age-65 employees will demand a wage-premium or significant retention bonus to induce them to stay. b. the long-standing pension plan at your organization limiting receiving a pension while working. c. opposition to phased retirement by the American Association of Retired Persons d. that phased retirement plans are vulnerable to age discrimination lawsuits.

b. the long-standing pension plan at your organization limiting receiving a pension while working.

A sequence of jobs in which an individual joins a national news magazine as a staff reporter, then is promoted to technology reporter, then to editor of the business department, then to deputy managing editor, would be a. an example of a non-traditional career path. b. the result of organization-centered career planning. c. a demonstration of the cyclical nature of careers. d. a series of career transitions.

b. the result of organization-centered career planning.

"Assistant-to" positions are useful as a management tool mostly because a. they allow employees to understand the political processes and personalities in the organization. b. they allow employees to work with outstanding managers. c. they provide an opportunity to move employees into the core business. d. they reduce the entry shock of newly-hired college graduates.

b. they allow employees to work with outstanding managers.

A good automated talent management system could be expected to answer the question a. Is the compensation for senior safety managers within 10 percent of the market mean? b. Has the incidence of discrimination complaints per employee declined over the last 10 years? c. How many of the nursing staff are licensed nurse practitioners? d. Which vendor's proposed training program will be most effective for teaching budgeting skills to newly-promoted line managers?

c. How many of the nursing staff are licensed nurse practitioners?

John's employer has a tuition reimbursement program, but only for degrees directly applicable to the position the employee currently holds. John is a manufacturing supervisor, but he wishes to earn a degree in employee safety and health and move into an HR position at the company. His boss will only pay for John to get advanced training in statistical quality control. Which of the following statements is TRUE? a. John is confusing organizational development with the pursuit of personal goals. b. An employee's lifelong development must be channeled along prescribed career paths tied to the organization's strategy. c. In blocking John's re-development, John's boss may be interfering with the organization's overall need for talent because John may leave. d. John is an opportunist hoping that his current employer will pay for the training he needs to enhance his personal marketability and ambitions.

c. In blocking John's re-development, John's boss may be interfering with the organization's overall need for talent because John may leave.

____ allow(s) employees to participate in courses which would otherwise be unattainable due to geographic, travel, or cost considerations. a. Job rotation b. Career development centers c. On-line development d. Corporate universities

c. On-line development

Which of the following is a disadvantage of paid sabbaticals? a. Reintegration into the organization is difficult. b. Employees tend to refuse sabbaticals because they fear it is a way for their manager to prove they are unnecessary. c. The nature of the learning is outside the organization's control.. d. Employees often use the sabbatical to look for another job.

c. The nature of the learning is outside the organization's control..

You are preparing to offer one of your best managers a position with the overseas branch of your firm. Which of the following is NOT a concern the manager will be likely to raise with you? a. Will you help my wife find a job? b. Will this international experience contribute toward my advancement in this firm? c. Will my compensation package be permanently increased if I take this assignment? d. Will I have a job with this company when I return?

c. Will my compensation package be permanently increased if I take this assignment?

Kevin is a member of the board of directors for a non-profit organization that is engaged in environmental causes. The group does fund-raising, legislative lobbying, and publicizes the need for action to reduce pollution. The organization pays salaries below market. With his knowledge of the general stages in the typical person's career, Kevin knows that the organization would have the BEST luck recruiting new full-time employees a. among people who are in their early career stages because they tend to be idealistic. b. among people in the mid-career stage because they are disengaging from their original careers and becoming interested in social causes. c. among people in the late career stage because they tend to be focused on contribution to society more than on external wealth and status. d. among retirees because they are looking for second careers that are both satisfying and intellectually demanding.

c. among people in the late career stage because they tend to be focused on contribution to society more than on external wealth and status.

Even though she is a relatively junior manufacturing supervisor, Angela has been assigned to a plant-wide committee on quality control. Angela is concerned that she will be unable to do her regular job as well as take part in extra committee meetings and assignments. She is concerned that this committee will be a "time sink" and a waste. Angela's boss is probably intending this assignment to a. force Angela to quit by overloading her. b. allow Angela to learn the intellectual and theoretical components of her future job assignment. c. broaden Angela's exposure to whole-plant operations, processes, and personalities. d. move Angela horizontally so that she doesn't become bored with her work, because vertical promotions have become scarce.

c. broaden Angela's exposure to whole-plant operations, processes, and personalities.

Kelly spent four days at a training program on the use of improved hygiene procedures to reduce infections in long-term care facilities. Six months later, Kelly has not been able to implement these methods due to resistance by the nursing staff and lack of interest by the medical director. The HR term for Kelly's experience is a. translation failure. b. non-transference of training. c. encapsulated development. d. cultural inertia.

c. encapsulated development.

For the less-experienced manager, the last stage in a successful mentoring relationship is ____ the mentor. a. disengagement from b. reversal of roles with c. friendship with d. replacement of

c. friendship with

It is most important for a company to be a learning organization if it a. is in the service sector. b. is competing globally. c. has a high level of employee turnover. d. is knowledge-based.

c. has a high level of employee turnover.

The main difficulty for employers with dual-career couples occurs when a. both partners work for the same employer. b. the female partner has a more prestigious job than the male partner. c. one of the partners must be relocated, especially overseas. d. the partners have different career goals.

c. one of the partners must be relocated, especially overseas.

What is the most common reason managers fail after being promoted to management? a. lack of organizational political savvy b. poor time management c. poor teamwork with subordinates and peers d. inability to balance work and family demands

c. poor teamwork with subordinates and peers

Web sites that list careers in the organization a. are most appropriate for recruiting external applicants. b. tend to encourage unqualified internal applicants to apply for jobs. c. should tap both the internal and external labor pool. d. limit the number and quality of applicants because large numbers of job seekers do not have access to computers.

c. should tap both the internal and external labor pool.

The main succession problem in closely-held family firms is that a. multiple family members compete for just a few top management spots in the organization. b. outsiders tend to push out family members when top management openings occur. c. succession plans are not formalized. d. it is difficult to evaluate the development needs of successors because they are usually not employees of the firm.

c. succession plans are not formalized.

As director of HR, you are disappointed in the lack of high-quality coaching that subordinates are receiving from their supervisors. You suspect all of the following potential causes EXCEPT a. heavy supervisor workloads distract them from coaching responsibilities. b. unsystematic approaches to coaching by the supervisors. c. supervisors lacking understanding of the requirements of subordinates' jobs. d. poor relationships between supervisors and subordinates.

c. supervisors lacking understanding of the requirements of subordinates' jobs.

Glenn has a number of job offers to choose from. He has quite of bit of accurate information available about these organizations. One can predict that Glenn is MOST likely to take the job at the organization which is a. offering the highest salary. b. offering the greatest opportunities for training and development in the Glenn's specialty. c. the best fit between its climate and Glenn's characteristics, interests and needs. d. the organization that offers the greatest potential for career advancement within the organization.

c. the best fit between its climate and Glenn's characteristics, interests and needs.

Bill and his family have been living in an Asian country for four years while Bill has been on international assignment. As director of global HR for Bill's employer, you will probably need to help Bill and his family adjust to all of the following EXCEPT a. a net decrease in income. b. Bill's concern about his future advancement in the company. c. the decrease in independence and autonomy on the job. d. readjusting to U.S. lifestyle and culture.

c. the decrease in independence and autonomy on the job.

Which of the following statements about psychological tests is FALSE? Psychological tests a. can provide useful data on employee motivation, reasoning ability and job preferences. b. should only be interpreted by qualified professionals. c. typically have high validity and are generalizable to many circumstances. d. can sometimes be faked by the test-taker.

c. typically have high validity and are generalizable to many circumstances.

Which of the following is TRUE about career plateaus. a. Plateaued employees are poor candidates for training and development because they have reached the highest level for which they are suited in the organization. b. An employee in a career plateau can typically only move out of it if he/she changes organizations. c. Career plateaus are more likely in a person's early career rather than in one's later career. d. An employee with traditional views about careers would view a career plateau as a sign of failure.

d. An employee with traditional views about careers would view a career plateau as a sign of failure.

Which of the following statements is TRUE? a. Training is for hourly employees. Development is for managers and professionals. b. Training focuses on the long run performance of an employee. c. Development is typically assessed with a cost-benefit analysis. d. Capabilities learned in development may not apply to the employee's current job.

d. Capabilities learned in development may not apply to the employee's current job.

Which of the following statements is FALSE? a. If an organization wants to grow talent internally, it must hire high potential employees right out of college and develop them over a period of years. b. In the textbook's example, Lehn and Fink Products considers extracurricular activities, especially athletics, to be a more important predictor of leadership than grades. c. Long-term planning and management development practices were widespread among large firms in the 1950s, but these systems were dismantled in the 1980s. d. In the 1990s, companies were able to hire talent on an as-needed basis because there was a surplus of quality applicants on the job market.

d. In the 1990s, companies were able to hire talent on an as-needed basis because there was a surplus of quality applicants on the job market.

Which of the following is a concern about the use of assessment centers? a. A clever participant can fake the tests and get an undeserved high management potential rating. b. They tend to discriminate against minority individuals. c. They are expensive considering that most psychological traits such as leadership and initiative can be accurately assessed by paper and pencil techniques. d. Managers may use them as a way to avoid difficult promotion decisions.

d. Managers may use them as a way to avoid difficult promotion decisions.

Which of the following statements is TRUE? a. AMEX has learned that it is important to limit CEO involvement in management development because it limits the breadth of skills in the executive talent pool. b. The retirement of Baby Boomers will benefit organizations by opening up blockages in succession plans and allowing fresh talent to replace employees with outmoded skill sets. c. A high proportion of organizations are not prepared for sudden loss of organizational leaders either through their voluntary departure or death. d. The goal of talent management is to have a pipeline full of talented people who are being developed for future organizational needs.

d. The goal of talent management is to have a pipeline full of talented people who are being developed for future organizational needs.

Josh is 32 years old. He worked for one organization for seven years after graduating with a bachelor's degree. He received three promotions in that time. Since then, he was "downsized" out of the organization, and is working part-time as a bartender while training as an X-ray technician. Josh is experiencing a. a career plateau. b. a Protean career. c. career sequencing. d. a career transition.

d. a career transition.

A California-based manufacturer of high-performance bicycles has a permanent training facility in Idaho at which all members of the organization learn about the product lines, how to ride them, perform repairs, understand the technology behind their construction and materials, and their uses for recreational riding, as well as for amateur and professional racing. This employee development approach would best be described as a/an a. coaching and team building approach. b. job-site training. c. outdoor training program. d. corporate university.

d. corporate university.

As director of HR for a large organization, you are concerned about the lack of a deep internal pool of talent for middle and upper management jobs. You feel there may be employees with high management potential in lower level jobs who have not been identified and selected for development. In order to most accurately identify high potential employees you propose a. requiring managers to nominate their subordinates who have the most management potential. b. reviewing the performance appraisals for all employees below the level of middle management. c. extensive psychological and intelligence testing of all lower-level employees. d. establishing an assessment center which allows employees to nominate themselves.

d. establishing an assessment center which allows employees to nominate themselves.

The glass ceiling a. was pronounced among the Baby Boom generation, but is no longer a major factor in women's careers. b. traps women in "female ghettoes" in organizations. c. is not an issue that can be addressed by HR policy because it results from the reality of women's family responsibilities early in their careers. d. has resulted in only 10-15% of corporate office positions being held by women..

d. has resulted in only 10-15% of corporate office positions being held by women..

For the organization, unless a plateaued employee is a poorly-used, valuable resource, plateaued employees may be a problem because a. plateaued employees are typically poor performers. Otherwise, they would have been promoted. b. their presence discourages younger, ambitious employees. c. plateaued employees tend to have higher compensation than is justified by their contribution to the organization. d. if they develop negative attitudes, the plateaued employees may affect co-worker morale.

d. if they develop negative attitudes, the plateaued employees may affect co-worker morale.

When the organization ties formal succession plans to career paths for employees it a. discourages political maneuvering by potential successors to key employees. b. runs the risk that the chosen successors will feel they have a legal or moral right to the job when it becomes available. c. discourages employees who have not been selected to succeed key managers which reduces overall morale. d. improves employee retention and performance motivation.

d. improves employee retention and performance motivation.

Clarence is the assistant vice president of quality control for a medical equipment manufacturing firm. However, Clarence is currently teaching science in a high school in Haiti. At the end of the school semester, Clarence will resume his job duties with his employer. Clarence is a. in phased retirement. b. an executive educator. c. rotating through a non-core function. d. on a sabbatical leave.

d. on a sabbatical leave.

The James Fenimore Cooper School District is located in a rural area, far from a major urban area. The school district is having a difficult time recruiting young graduates from education programs to work there. The school board is proposing to hire people with non-education college degrees who are interested in changing to a teaching career. As a recruiting tool, the board plans to pay for the individual's education to become a certified teacher and continuing education towards a master's degree in education. The school board is proposing a ____ program. a. lifetime learning b. personnel redeployment c. mid-life realignment d. re-development

d. re-development

When opportunities for promotion are scarce, a good way to keep employees motivated and develop their talents within the organization is a. sending them to a corporate university. b. assigning them to important committees. c. a sabbatical or leave of absence. d. rotating them through lateral assignments.

d. rotating them through lateral assignments.

Infusion Enterprises suffered a shock when its president and its CEO, were both killed by an avalanche while skiing in Chile. But because of the ____ the organization was able to continue operations smoothly. a. key-employee life insurance policy b. delegation strategy c. deep talent pool in the board of directors d. succession plan

d. succession plan

Psychological tests would be LEAST useful at determining the following information about an employee's a. level of mathematical reasoning. b. basic personality. c. job preferences. d. technical skills.

d. technical skills.

Individual-centered career planning focuses on a. the logical progression of people through jobs in an organization. b. the organization's long-term staffing needs. c. succession planning for key positions. d. the employee's personal characteristics and his/her life and work goals.

d. the employee's personal characteristics and his/her life and work goals.

3. If talent management is effective in a firm a. the voluntary turnover among the high potential employees will be essentially zero. b. the organization will not have to use the external labor market except in emergencies. c. the cost of labor in the firm will be the lowest of its direct competitors. d. the firm has a succession plan in place for all holders of critical jobs.

d. the firm has a succession plan in place for all holders of critical jobs.

The focus on talent management has intensified in the last few years due to all of the following factors EXCEPT a. decline in the proportion of the population aged 35 to 44. b. fewer numbers of young people entering the labor market in Europe. c. inadequate skills of new college graduates. d. the obsolescence of baby boomers' skills.

d. the obsolescence of baby boomers' skills.

When succession plans are developed for CEOs and senior managers, HR needs major involvement from a. leadership consultants. b. headhunting firms. c. outside search committees. d. top executives and members of the board of directors.

d. top executives and members of the board of directors.

Ambrose is discussing his college major with his best friend. Ambrose says that his parents want him to be a CPA just like they are and to join their prosperous tax practice when he graduates. "But," Ambrose says, "I just can't SEE myself as an accountant!" Which of the following statements is most likely to be TRUE? a. Ambrose's self image is not congruent with his parent's image of him. b. Ambrose should take a self-assessment test because he may unconsciously be interested in accounting. c. Ambrose needs feedback on reality because he is prematurely ruling out a desirable and lucrative career. d. Young people's career goals change so frequently that Ambrose should go ahead and major in tax accounting.

a. Ambrose's self image is not congruent with his parent's image of him.

____ is the daily training and feedback given to employees by immediate supervisors. a. Coaching b. Modeling c. Mentoring d. Apprenticeship

a. Coaching

What impact does development have on an individual's career? a. Development may result in the employee being prepared for different jobs. b. The employee's career goals will be subordinated to the organization's goals. c. The individual's marketability at other organizations will be reduced due to employer-specific specialization. d. The organization will be able to retain the employee long term.

a. Development may result in the employee being prepared for different jobs.