Quizz 8 9

Chapter 9—Training Human Resources MULTIPLE CHOICE

1. ____ provides employees with specific, specific, identifiable identifiable knowledge and skills for use use in their present present jobs. a. Orientation b. Learning c. Employee development d. Training ANS: D OBJ: 1 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 260 LOC: HRM

2. Development is distinguished distinguished from training, training, in that a. development is broader in scope, focusing on individuals individuals gaining gaining new capabilities capabilities useful useful for both present and future jobs. b. EEO laws and regulations regulations apply apply primarily to training training not development. c. training is usually provided internally whereas development development takes place in external learning environments. d. development provides provides people with specific, specific, identifiable identifiable knowledge knowledge and skills for use on their present jobs. ANS: A OBJ: 1 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 260 LOC: HRM

3. A fitness center is planning to invest in specialized pieces of exercise equipment. equipment. This equipment equipment is highly effective, but the customers could be injured if the equipment is used incorrectly. So, the fitness center is sending its exercise instructors to a certified training program to learn how to use these machines correctly. This would be classified as a. required and regular training. b. job/technical training. c. problem-solving training. d. developmental training. ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 260 LOC: HRM

4. Henry is scheduling scheduling a program on handling hazardous hazardous materials for production production employees at the chemical plant to comply with OSHA regulations. This type of program is classified as ____ training. a. job/technical b. required and regular c. developmental d. problem-solving ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 260 LOC: HRM

5. Ben, a new manager, is being sent to to a series of seminars seminars to bring his communication, communication, meeting management, and team-building skills to the higher level needed for his new duties. Ben is being trained in ____ skills.

a. b. c. d.

emotional soft tangible concrete

ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 260 LOC: HRM

6. Training is an area targeted by employment laws and regulations. A primary primary discrimination discrimination concern centers on the a. methods by which mentors mentors are selected selected and allocated. b. diversity content of training programs. c. amount of expenditures expenditures on training of minority and disabled employees employees versus training of  majority and able-bodied employees. d. criteria used to select individuals for inclusion inclusion in training programs. ANS: D OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 260 LOC: HRM

7. The planned introduction introduction of new employees to their jobs, coworkers, coworkers, and the organization organization is a definition of  a. orientation. b. organizational entry. c. employee development. d. indoctrination. ANS: A OBJ: 4 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 260 LOC: HRM

8. Amanda has just completed her MBA for which her company company paid all tuition tuition and book book expenses. Amanda signed a training contract with her employer that runs for four years. A headhunter has contacted Amanda with an offer of a position that would be a significant promotion. promotion. Which of the following statements is TRUE? a. Amanda cannot leave to go go to another another firm for four years because because of this this contract. b. Training contracts contracts that prohibit trainees from future employment employment with competitors are illegal. c. Amanda could ask the offering offering company for a signing bonus that would cover her obligation to her employer for her MBA expenses. d. If Amanda took took the job offer from the other company, company, Worldwide Worldwide Food Services Services could sue sue the new employer for the cost of Amanda’s educational expenses under the non-piracy law. ANS: C OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 261 LOC: HRM

9. A growing number of companies companies have recognized recognized that training and HR development development are a. expensive substitutes for high high quality public education. b. primarily associated with orienting orienting new employees to the organization and their jobs. c. integral to competitive business success. d. generate high ROI when used tactically.

ANS: C OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 261 LOC: HRM

10. Lyle has been hired hired as the first first director of training training at SISI, Inc. Inc. Lyle has been spending spending his first first few weeks meeting with operating managers and learning the business at SISI. Lyle has told the managers he wants to partner with them to help solve their problems. Lyle a. probably believes that training training can solve solve most organizational problems. b. is displaying a strategic training mindset. c. is taking a tactical tactical approach to training. d. is focusing on knowledge management. ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 263 LOC: HRM

11. In order to remain competitive, competitive, organizations must continually continually train current employees employees because of  a. the poor education system in the U.S. b. rapid technological innovation. c. competition from businesses businesses in low labor labor cost countries. countries. d. high voluntary turnover rates of U.S. U.S. employees. ANS: B OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 262 LOC: Strategy

12. ____ management is the art of creating value by using the organization’s organization’s intellectual capital. capital. a. Intellectual b. Knowledge c. Intelligence d. Creativity ANS: B OBJ: 1 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 263-264 LOC: HRM

13. The performance consulting approach to training a. is a process in which a trainer and the organization organization work together to decide decide how to improve organizational and individual results. b. focuses exclusively exclusively on improving job performance by employees employees through training programs. c. uses outside outside vendors vendors to design and implement implement training training programs. d. assumes that human human factors are the major major reasons for gaps between desired and actual employee performance. ANS: A OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 263 LOC: HRM

14. Gloria is an HR professional who who takes the performance performance consulting approach to training. training. Gloria is meeting with Beatrice, a manager who is has a poor-performing subordinate. subordinate. Gloria is most likely to work with Beatrice to a. identify the tasks in which the subordinate’s performance is low and send send the subordinate subordinate for training in that task. b. investigate whether whether the cause cause of the subordinate’s problem is something about about the

subordinate or whether it is caused by Beatrice or some aspect of the workplace. c. determine whether whether the tasks being being performed poorly are are important to the organization’s strategic goal. d. give the subordinate subordinate a number of skill skill and psychological psychological tests to assess the subordinate’s level of competence. ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 263 LOC: HRM

15. The New Heights Public School system has purchased purchased an HR management management software system system from a major software vendor. As part of the sale, the vendor has included training for the school system’s HR staff. The vendor is doing this to help retain New Heights as a customer, making future sales to New Heights more likely, and to a. eliminate New Heights as a competitor for training other schools in use of this software. software. b. allow New Heights staff to become certified certified trainers for the vendor’s vendor’s software, thus giving giving the school a new source of revenue. c. to ensure that that critical skills are not not transferred to the school school system’s system’s HR staff, but but kept exclusively with the vendor. d. turn training training into into a revenue source source for the vendor. vendor. ANS: D OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 263 LOC: HRM

16. Providential Security, Security, a firm specializing in protecting financial institutions, institutions, invests heavily in training training its staff. One of its training exercises (which the company refers to as its “war games”) involves actually putting a high-rise office building of one of its clients on “lockdown” in reaction to a bomb threat. The building is evacuated and secured, then all the Providential staff are debriefed. This is an example of  a. a simulation. b. integration of performance and training. c. a strategic mindset. d. real-world gaming. ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 264 LOC: HRM

17. The best best example of “real time” learning would be be a. using a virtual virtual reality setting to train drivers drivers of trolley trolley cars in San Francisco. b. allowing trainee trainee firefighters to put out out a small building fire in the the presence of trainers. c. a simulator in which trainee flight flight controllers can learn to cope with with near misses misses of  aircraft. d. having a trainee instructor deliver a lecture lecture in the the presence of of a trainer without an an audience. ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 264 LOC: HRM

18. Compared with with a training director, a Chief Learning Officer a. is a line manager reporting directly to the CEO rather than being in a staff or advisory role. b. focuses more on academic learning and cooperative programs with universities. universities. c. has risen through the the ranks of operating managers rather rather than having a specialized

background in adult learning. d. is an organizational organizational leader functioning in the area area of knowledge knowledge through training. ANS: D OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 264 LOC: HRM

19. An expected major major benefit of cross-cultural cross-cultural training of employees moving moving to international international assignments is a. a reduction of lawsuits lawsuits brought brought against expatriate U.S. employees by foreigners. b. increased financial performance due to to reduction in decision time and other other efficiencies. c. a higher likelihood likelihood that that U.S. expatriates expatriates will be be willing to spend the remainder of of their careers overseas, rather than returning r eturning prematurely. d. more effective use of intercultural intercultural knowledge of former expatriates expatriates when they reintegrate reintegrate back to headquarters. ANS: B OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 265 LOC: HRM

20. Giles, a sales representative representative for a pipeline pipeline components manufacturer in the U.S., will will be spending spending a month traveling in Eastern and Western Europe to develop potential buyers for his company’s product. Which of the following statements is TRUE? a. Since Giles will will not be living overseas, and the the business language of of Europe is English, there would not be a positive cost-benefit result in Giles receiving cross-cultural training. b. The most beneficial beneficial pre-assignment pre-assignment training Giles could receive would be in legal legal practices in Eastern and Western Europe since he will be having to negotiate contracts with foreign firms. c. Giles would benefit from training in customs and business practices practices in the countries countries he will visit. d. It would be more important important for Giles Giles to receive receive language language training, probably probably in German, before his trip overseas than training in customs and business practices. ANS: C OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 265 LOC: HRM

21. Which of the following following statements is TRUE? TRUE? a. Globally, there is a decline decline in the the supply of specialized skilled and technical workers workers signaling a worldwide crisis in education. b. The U.S.’s leadership leadership position position in innovation innovation is threatened by the decline in specialized specialized and skilled workers in the U.S. c. Despite its shortcomings, shortcomings, the U.S. educational system is generating an increasing supply of specialized skilled and technical workers. d. In a global economy, one country’s supply supply of specialized specialized skilled and technical workers is irrelevant to that nation’s success because labor is outsourced on a global scale. ANS: B OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 265 LOC: HRM

22. The “emotional” “emotional” component component of international competence is is the person’s a. level of sensitivity to cultural issues. b. ability to connect connect with with foreigners foreigners on an emotional emotional level. level. c. ability to handle handle the emotional stress of an overseas assignment.

d. propensity to emotionally emotionally identify with a foreign culture. ANS: A OBJ: 6 TOP: Definitional

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 266 | Figure 9-3 LOC: HRM

23. Alex wishes to increase the behavioral behavioral competence of the the company’s expatriates, expatriates, most of whom whom are sent to countries in Africa. He should investigate ____ for expatriates. a. sensitivity training b. courses on on the the history history of the African African cultures cultures c. communication training, especially in non-verbal cues, d. social skills skills training training focusing on intercultural intercultural situations situations ANS: D OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 266 | Figure 9-3 LOC: HRM

24. All of the following following are questions questions that should should be answered before training begins EXCEPT a. Is there a need for training? b. Will the the training training require require the employees to be paid more? more? c. Who will do the training? d. How will will the knowledge be transferred transferred to the job? ANS: B OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 266 LOC: HRM

25. EarthShapers, Inc., a U.S. manufacturer of heavy construction equipment, equipment, maintains maintains large sales and support operations overseas. When sending new employees to its operations in Japan, the employees take courses in Japanese history and culture so that the Americans can adjust more easily to living in Japan. This training would apply to the ____ component of international competence training. a. cognitive b. conceptual c. emotional d. behavioral ANS: A OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 266 | Figure 9-3 LOC: HRM

26. In the ____ phase phase of the training training process, organizational organizational and employee employee performance issues issues are considered to determine if training can help. a. assessment b. implementation c. evaluation d. initiation ANS: A OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 266 LOC: HRM

27. Georgian Oaks Hospital Hospital is trying trying to reduce the number of hospital-based hospital-based infections infections it is experiencing. experiencing. Its director of training has determined that a training program to encourage all hospital employees who have contact with patients to wash their hands fr equently would be effective in reducing these infections. The most appropriate criterion of success for this training program would be

a. a significant increase in the percentage of hospital staff who respond on a follow-up questionnaire that hand washing is important in reducing hospital-based infections. b. a significant increase in the number of of times the hospital staff staff wash their their hands per per day in the year following the training. c. the total mortality and morbidity morbidity rates of patients patients in the hospital. hospital. d. the cost per staff staff member of the the training program. ANS: B OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 267 LOC: HRM

28. The loan review department at a major major regional bank has an exceptionally high turnover turnover of both administrative assistants and analysts. Several analysts have quit within six months of taking the job. A/an ____ analysis would reveal if there were a need for training in this department that would reduce this level of turnover. a. job/task  b. organizational c. individual d. productivity ANS: B OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 268 LOC: HRM

29. Andrea, an intern in the HR department department for a chain of of upscale organic grocery stores, has has been assigned to observe the activities that bakery managers perform during the day. Andrea is performing a/an ____ analysis. a. occupational b. group c. individual d. job/task  ANS: D OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 268 LOC: HRM

30. The director of training at the the headquarters of a large insurance company company is considering considering various methods of gathering information on the training needs of specific individuals in the organization. Which of the following is NOT a source of information the director would consider? a. employee-of-the-month awards b. attitude surveys c. records of critical incidents d. skill tests ANS: A OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 267 | Figure 9-5 LOC: HRM

31. Performance appraisal data is the the most common common approach used in ____ analysis. analysis. a. individual b. organizational c. group d. job/task  ANS: A

PTS: 1

DIF:

Moderate

REF: p. 268

OBJ: 3 TOP: Conceptual

NAT: AACSB Reflective Thinking

LOC: HRM

32. Luis, the director director of training for Helotes International, International, wishes to increase employee support support for new training programs. The best way to build this support is for Luis to a. write a monthly monthly training newsletter that that describes the training opportunities provided by Helotes. b. work with supervisors and managers managers to design design a development-focused performance appraisal for subordinates. c. design an Internet Internet survey of employees asking them to describe their their training needs. d. send lower-level lower-level employees employees who might have have management potential to an assessment center. ANS: C OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 268 LOC: HRM

33. NewPhase Modular Homes is located in a large, depressed urban area, partly partly because of of the historically low labor cost there. It needs skilled workers who can do carpentry, wiring, plumbing and other construction work. But, in the last 10 years, it has become harder and harder to find applicants a pplicants who have basic literacy and math skills, much less people who are already skilled electricians and plumbers. NewPhase does not want to relocate its plant to another city, so its realistic options INCLUDE all the following EXCEPT a. work with local elementary and high schools schools to help better educate potential potential employees. b. offer remedial training training to current current employees employees in lower-skilled lower-skilled jobs so that they can be moved into open positions in the more highly-skilled highly-skilled areas. c. weed out deficient deficient applicants applicants and fill fill open jobs by recruiting recruiting in other states with a more highly-educated population by offering above-market wages. d. hire deficient applicants and set up training training programs for them. ANS: C OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 269 LOC: HRM

34. One of the objectives objectives for the emergency emergency medical technician’s technician’s certification is is that the individual individual must be able to start an IV in an infant. This is a ____ type of training objective. a. knowledge b. skill c. tactile d. transferal ANS: B OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 269 LOC: HRM

35. If a person has has internalized internalized the training, he/she a. will need constant reinforcement on the job until the learning has been transferred. b. has only absorbed the training training in a superficial way. c. has truly learned and is able able to use the training. training. d. has integrated integrated the training into his/her his/her basic personality. personality. ANS: C OBJ: 3 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 269 LOC: HRM

36. There are 16 training training programs which which Brian, the director of training, wishes wishes to implement during during the coming year. After examining his training budget, Brian r ealizes he will not be a ble to conduct all these training efforts and he must prioritize them in order to reduce the number. Brian should prioritize these training programs based on a. the quantifiability quantifiability of program criteria. b. the number of of requests he he has had from employees and managers for certain types types of  training. c. the cost per trainee of the programs. d. organizational strategic objectives. ANS: D OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 269 LOC: Strategy

37. One of the indicators that that an employee employee is “ready to learn” is if he/she he/she has a. a higher-than-average higher-than-average IQ. b. an extroverted personality. c. a desire desire to understand the training content. d. had success in previous training experiences. ANS: C OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 270 LOC: HRM

38. The primary considerations when designing training include include all of of the following following EXCEPT a. cost-benefit analysis. b. learner readiness. c. learning styles. d. transfer of training. ANS: A OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 270 LOC: HRM

39. Jeanne is 62 years years old. When she was in her 20s and 30s, Jeanne was a medical research research librarian at a medical school. She left her job to take care of her children and disabled husband. Now that her family responsibilities responsibilities are behind her, Jeanne has both a financial need and a psychological need to re-enter the workforce. But Jeanne is worried about applying for an open position at a university library because of the major changes in information technology that have occurred in library management. As the HR director of the library, you feel Jeanne is highly qualified for this position, but that the main barrier to her learning the job tasks will be a. the reduction reduction in ability to learn new tasks tasks as people age. b. the fact that Jeanne will lack the motivation to learn the the new technology. technology. c. that older adults learning styles are tactile and the library’s library’s training system is visual. d. Jeanne’s low sense of self-efficacy. ANS: D OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 270 LOC: HRM

40. The elements of training training design that make learning possible include include all of the following EXCEPT: EXCEPT: a. trainer knowledge of learner styles b. learner readiness. c. design for transfer of training. d. trainer’s sense of self-efficacy.

ANS: D OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 270 | Figure 9-6 LOC: HRM

41. Self-efficacy refers to a. a person's person's desire to learn training content. b. learners possessing possessing the basic basic skills and sufficient cognitive abilities abilities to learn the new new tasks. c. the perceived ability ability of the instructor instructor to transfer transfer the knowledge knowledge to the student. d. a person's belief that he/she he/she can successfully learn the training training program content. ANS: D OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 270 LOC: HRM

42. Coretta, the director of training for a regional bank, bank, is frustrated with with Allen, one of of the new teller trainees. Allen is progressing too slowly to be able to complete the two-week course successfully. Coretta is considering whether Allen is really ready to learn. Coretta examines all of the following possibilities EXCEPT a. whether Allen has a learning learning style style that is not being addressed by the current teller training program. b. whether Allen has the self-confidence that he can successfully successfully learn the tasks. tasks. c. whether Allen is really interested in learning how to do the teller tasks. tasks. d. whether Allen has the cognitive ability to understand understand the teller tasks. ANS: A OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 270-271 LOC: HRM

43. At Plantsman’s Eden nursery, nursery, new greenhouse greenhouse workers are trained in proper techniques techniques for transplanting rooted cuttings. cuttings. As part of the training, the workers are given 10 seedlings of different kinds of plants to transplant. These efforts will be c hecked by the trainer. This is an example of  a. active practice. b. behavior modeling. c. Gestalt learning. d. visual learning. ANS: A OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 271 LOC: HRM

44. ____ learners must "get their hands on" on" and use use the training training resources. a. Auditory b. Action c. Tactile d. Visual ANS: C OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 271 LOC: HRM

45. When Abner presents week-long week-long training programs on negotiation techniques techniques to experienced managers, he deliberately starts out with a general overview of negotiation and how it contributes to better employer-employee relations. Then, he describes to the trainee-managers the specific parts of  the negotiation training program they will cover in the following week. Abner is using

a. b. c. d.

behavior modeling. Gestalt learning. efficacy enhancement techniques. active practice.

ANS: B OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 271 LOC: HRM

46. ____ occurs when trainees perform job-related tasks and duties during training. a. Whole learning b. Transfer of training c. Positive reinforcement d. Active practice ANS: D OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 271 LOC: HRM

47. ____ occurs when when several practice sessions sessions are stretched stretched out over a period of hours hours or days. a. Spaced b. Massed c. Alternate d. Active ANS: A OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 271 LOC: HRM

48. All of the the following are principles for designing training for adults EXCEPT EXCEPT a. building in confidence-raising experiences for the trainees. b. providing structure and direction. c. centering the training around problems. d. clarifying why the training is needed. ANS: B OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 271 LOC: HRM

49. Cole, the director of of training for a manufacturer of heavy heavy equipment, is designing a training training program for new sales representatives. The sales reps need to be able to quote “chapter and verse” from the company catalog regarding types of equipment, their functions, their appropriate and inappropriate uses, pricing, and financing packages. Cole’s training program would be most effective if he designed it using ____ practice for the sales reps. a. computer-based b. spaced c. massed d. virtual ANS: C OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 272 LOC: HRM

50. The most elementary way in which people people learn is ____, ____, or copying someone else's behavior. behavior. a. behavior modification

b. behavior modeling c. cognitive practice d. positive reinforcement ANS: B OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 272 LOC: HRM

51. In order to encourage encourage employees to take an emergency first first aid course and CPR training, the HR HR director is giving each employee who completes the first aid and CPR courses a “lottery ticket.” In July, a plant-wide lottery will be held with prizes worth up to $100. The director of HR has decided to use the concept of  a. Gestalt learning. b. behavior modeling. c. immediate confirmation. d. reinforcement ANS: D OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 272 LOC: HRM

52. The concept concept of reinforcement is is based on the law of  a. effect b. behavior. c. reaction. d. modification. ANS: A OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 272 LOC: HRM

53. Soltura Products, Inc., Inc., has a training program for customer customer service representatives representatives that tests trainees trainees on their knowledge of company products. Every time the trainee answers a question, he/she learns whether the answer is right or wrong. This is called a. behavior modeling b. primary reinforcement c. immediate confirmation d. active practice ANS: C OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 272 LOC: HRM

54. One way to aid transfer transfer of training training to job situations situations is to to ensure that that a. trainers have high levels of self-efficacy. b. immediate confirmation is provided. c. the specific details of of the training training tasks are addressed early early in the process. d. the training mirrors the job context context as much as possible. ANS: D OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 272 LOC: HRM

55. Which of the following statements about about transfer of of training is TRUE? a. On the whole whole and in most circumstances, circumstances, training results in learning and has a long-term long-term

effect on employee behavior. b. If employees make make the initial initial transfer of their new skills to the workplace, they will retain these skills for the long term. c. Training may may have an initial initial impact on employee employee behavior, behavior, but its impact erodes dramatically over a year’s time. d. Transfer of training training is so poor that that most training training efforts must be repeated repeated annually. ANS: C OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 272 LOC: HRM

56. The most common method for delivering training in the workplace is a. face-to-face internal training. b. self-guided training. c. web conferencing. d. outside training. ANS: A OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 273 | Figure 9-7 LOC: HRM

57. ____ is an internal source of training that occurs occurs through interactions and feedback among employees. a. Informal training b. Vestibule training c. Employee development d. New employee orientation ANS: A OBJ: 4 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 274 LOC: HRM

58. The most common type of training at all levels levels in an organization is/are a. simulation exercises. b. role playing. c. on-the-job training. d. classroom instruction. ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 274 LOC: HRM

59. Which of the following following is TRUE about on-the-job training (OJT)? a. It is less disruptive disruptive to the work work flow than other other types of training. training. b. It is flexible and and relevant relevant to what employees employees do. c. It is more expensive than classroom training. d. OJT is most most effective when when it arises spontaneously spontaneously out of job activities. activities. ANS: B OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 274 LOC: HRM

60. Dr. Smith, a small-animal small-animal veterinarian, has hired Carlos as an an assistant. On Carlos’ Carlos’ first day, Dr. Smith shows Carlos the technique for holding a cat during vaccinations. First, Dr. Smith describes the technique. Then he shows Carlos the technique. Then he asks Carlos to hold the cat and sees if Carlos is successful. This is an example of 

a. b. c. d.

cross-training. cooperative training. apprenticeship. on-the-job training.

ANS: D OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 274 | Figure 9-8 LOC: HRM

61. Unions view cross-training unfavorably because it a. threatens job jurisdiction. b. may make layoffs easier easier for the employer employer to implement. c. reduces effective wages per hour. d. increases worker worker productivity, productivity, and thus thus threatens threatens job security. ANS: A OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 275 LOC: HRM

62. The two major major advantages for the employer employer of cross-training cross-training employees employees is development and a. individual employee productivity increases. b. cost efficiencies. c. better union relations. d. flexibility. ANS: D OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 275 LOC: HRM

63. Outside training training would be appropriate in all the following following situations situations EXCEPT a. the organization organization has few employees employees who need a particular set of skills. b. the employees employees need to be trained quickly. c. the employees employees have low learner readiness levels. d. the organization’s organization’s HR staff lacks the expertise needed to in the training content. ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 275 LOC: HRM

64. In a small organization organization without an HR department, new new employee orientation orientation is the responsibility of  a. the new employer him/herself. b. the business owner. c. the new employee's supervisor or manager. d. the new employee's coworkers. ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 277 LOC: HRM

65. WWFS has a large number of cooks and and other food service service workers who will be sent sent to hostile environments overseas to prepare meals for the military. The workers have been hired, but they need to be trained almost immediately because of the contract with the military, and the HR staff at WWFS is overloaded. It would be most wise for WWFS to a. cancel the military contract. b. hire external trainers.

c. hire and train new HR staff staff to do the the training. training. d. use on-the-job training when when the new hires arrive in in the hostile environment. environment. ANS: B OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 275 LOC: HRM

66. ____ involves involves the use of vendors to train employees. employees. a. Outsourcing b. Job instruction training c. Performance consulting d. Cooperative education ANS: A OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 276 LOC: HRM

67. The Workforce Investment Act Act encourages employers employers to hire ____ through tax credits. a. single mothers b. disabled adults c. disadvantaged youths d. ex-felons ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 276 LOC: HRM

68. Susan, the new director director of training, training, has noticed that that the orientation orientation program for new employees is quite abbreviated. Basically, the employees are directed to the organization handbook handbook on the organization’s Web site and told to read it. Susan wants to design and implement a more thorough and well-designed orientation program, program, because the company hires about 100 new employees per year at all levels. In listing her arguments in favor of spending money on this new program, Susan lists all of  the following positive points EXCEPT a. effective orientation orientation will will establish establish a favorable favorable employee employee impression of the organization. b. effective orientation orientation will will reduce the number of discrimination discrimination lawsuits lawsuits by employees. c. effective orientation orientation will will ensure employee performance performance and productivity begin more more quickly. d. effective orientation will improve employee retention rates. ANS: B OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 277-278 LOC: HRM

69. ____ is the general term for the use use of the Internet Internet or an organizational organizational intranet to conduct training training online. a. Distance education b. E-learning c. Computer education d. Web-learning ANS: B OBJ: 4 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

70. Which of the following following statements statements about e-learning is TRUE?

REF: p. 279 LOC: HRM

a. b. c. d.

E-learning has a much lower drop-out drop-out rate than conventional training. E-learning is strongly preferred as a training medium by employees. E-learning provides provides easy access to more employees employees than does conventional conventional training. training. E-learning is somewhat more expensive expensive per trainee trainee than conventional training methods.

ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 279 LOC: HRM

71. Which of the following would be identified as a form of cooperative training? training? a. simulations b. e-learning c. on-the-job training d. school-to-work transition ANS: D OBJ: 4 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 276 LOC: HRM

72. ____ combine job training with classroom classroom instruction from schools, colleges and universities. a. Apprenticeships b. Educational assistance programs c. Internships d. Sabbaticals ANS: C OBJ: 4 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 276 LOC: HRM

73. The generic term for training that combines on-the-job on-the-job experiences with classroom instruction instruction is a. internship. b. apprenticeship. c. job instruction training (JIT). d. cooperative training. ANS: D OBJ: 4 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 276 LOC: HRM

74. Apprenticeships are used most often to train people for jobs in a. management development. b. assembly line work. c. skilled crafts. d. technology-related areas. ANS: C OBJ: 4 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 276 LOC: HRM

75. The director of HR is reluctant to institute institute an educational educational assistance assistance program. His major argument against such a program is a. tuition reimbursement reimbursement is more more expensive than other types of training training that have greater benefit to the organization. b. employees who graduate with new degrees expect promotions promotions and raises, raises, and this this is unrealistic.

c. employees who are enrolled in night or weekend programs tend to neglect their jobs because of the need to study and their reluctance to work overtime. d. when an employee employee graduates, he/she may quit and take an offer from another company. ANS: D OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 276 LOC: HRM

76. Bruce, the director of of training, is redesigning the company’s orientation program. He must consider all of the following variables in deciding what training delivery method to use EXCEPT a. on average, how many many new new employees the company company hires each month. month. b. whether the orientation orientation training training can be marketed to other companies companies in order to generate generate a revenue stream. c. the size of the training budget. d. whether the new new hires are geographically dispersed or whether they work in the the same location. ANS: B OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 277-278 LOC: HRM

77. In large part, ____ is is a socialization tool. a. on-boarding b. apprenticeship c. mentoring d. on-the-job training ANS: A OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 277 LOC: HRM

78. A common common failure of new employee orientation is a. focusing on managerial-level managerial-level employees and neglecting non-exempt employees. b. over-reliance on Web-based techniques that do not facilitate facilitate employee employee socialization. socialization. c. overloading the new employee with information. d. neglecting to convey convey the organization’s history and mission. mission. ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 278 LOC: HRM

79. An artificial surgical surgical environment in which a surgeon surgeon could practice practice a new type of operation without without harming a human being or sacrificing a laboratory animal would be called a. virtual reality. b. humanitarian training. c. gaming. d. artificial learning. ANS: A OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

80. The ultimate ultimate goal in using e-training techniques techniques is is to a. improve employee technology skills. b. convey the training content.

REF: p. 279 LOC: HRM

c. reduce costs per trainee. d. increasing consistency in training experiences for employees. employees. ANS: B OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 279 LOC: HRM

81. Andrew is enrolled enrolled in a university university course on project project management. His class meets at the local community college, but the instructor’s lecture is carried over two-way television from the state university located in another city. This is an example of  a. simulation. b. distance learning. c. conference training. d. e-learning. ANS: B OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 279 LOC: HRM

82. Combining short, fast-paced, interactive computer-based computer-based lessons lessons and teleconferencing teleconferencing with with traditional traditional classroom instruction and simulation is called a. internship. b. combined training. c. blended learning. d. job-instruction training. ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 280 LOC: HRM

83. Presenting training training content in a gaming simulation simulation format has all the following advantages EXCEPT a. enhancing employee interest in training. b. improving transfer of training. c. performance improvement. d. low-cost design. ANS: D OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 280 LOC: HRM

84. All of the following following are advantages of of e-learning EXCEPT a. it leads to significantly significantly greater retention retention of training training content. content. b. e-learning allows allows trainees to to progress progress at their own own speed. speed. c. e-learning incorporates built-in feedback. d. e-learning allows allows trainers to to update update the content relatively easily. ANS: A OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 281 | Figure 9-10 LOC: HRM

85. The director of training is evaluating evaluating whether an e-learning method should be used used for a supervisorsupervisordevelopment program. The director should consider all the following factors EXCEPT a. whether supervisors supervisors who need need training training are in distant distant locations. locations. b. whether current training materials can be easily adapted to an e-learning e-learning format. c. if the supervisors supervisors are self-motivated self-motivated enough enough to work through through the training training program alone.

d. whether current current supervisor supervisor training training is meeting organizational organizational goals. ANS: B OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 281 LOC: HRM

86. In order to qualify qualify as a tax-preparer tax-preparer for a seasonal job at a tax-preparation tax-preparation chain, Martin must answer written questions on tax terminology covered in an e-learning course. Martin’s scores on this test evaluate the training on a ____ level. a. results b. learning c. reaction d. behavior ANS: B OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 282 LOC: HRM

87. Theresa, a company company trainer, is reading the results of her customer-service customer-service training program evaluations. She has very high ratings in the areas of class enjoyability and trainee willingness to take the program again. This evaluation of Theresa’s training is on the ____ level. a. reaction b. learning c. behavior d. results ANS: A OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 282 LOC: HRM

88. The difficulty with evaluating results by measuring measuring the effect of training training on the achievement of  organizational objectives is a. pinpointing whether it actually was training that caused the changes. b. that organizational organizational results are not not clearly clearly quantifiable. quantifiable. c. the criteria are hard to obtain. d. the difficulty difficulty of interpreting interpreting subjective performance measures. ANS: A OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 283 LOC: HRM

89. The ____ level of evaluation involves measuring the effect of training training on job performance performance through interviews of trainees and their coworkers and observing job performance. a. reaction b. learning c. results d. behavior ANS: D OBJ: 5 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 283-284 LOC: HRM

90. The most difficult difficult level of training training evaluation, but the one that that has the most value to the organization is the ____ level. a. reaction

b. learning c. behavior d. results ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 282 | Figure 9-11 LOC: HRM

91. Which is the best way way to determine determine if training is cost effective? a. measure improvements in performance resulting from training b. compare costs costs and benefits benefits associated with training c. calculate the cost per employee of the training d. determine whether training expenses came within budget ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 283 LOC: HRM

92. What is NOT a cost of training that should be be taken into account account when calculating calculating the costs and benefits of a training program? a. trainer’s salary and time b. hotel and food expenses expenses for trainees if training is off-site off-site c. opportunity cost of trainees trainees being away from work  work  d. reduction in morale of employees who were not selected selected for training ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 284 | Figure 9-12 LOC: HRM

93. Conrad, the director of training, must must establish for top management the amount of financial financial benefit the company has realized for the amount a mount of money that has been put into the mechanics’ training program. Conrad needs to prepare a a. return on investment analysis. b. net gain calculation. c. actual versus proposed budget comparison. d. results evaluation. ANS: A OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 284 LOC: HRM

94. ____ to evaluate evaluate training, HR professionals in an organization gather gather data on training training and compare them to data on training at other organizations of similar size in their industry. a. When using the results approach b. When using benchmarking c. To use a cost/benefit analysis d. When implementing implementing a return on investment investment analysis analysis approach ANS: B OBJ: 5 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 284 LOC: HRM

95. The best way to determine if the the training caused the change in performance, or whether it it was some other factor, is to use a. a control group.

b. a pre-test measure. c. benchmarking. d. pre-/post-measure. ANS: A OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 285 LOC: HRM

96. A problem with the pre/post measure of evaluating training is a. the difficulty difficulty of constructing a good good test. b. whether employees employees were randomly assigned to the control control group. group. c. being able to intervene intervene in the workplace workplace at the appropriate appropriate times. d. knowing if the training was responsible responsible for any changes changes in performance. ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 285 LOC: HRM

97. The training manager manager is reporting on the results of of the training of new cashiers at the soon-to-open soon-to-open theme park. In his report, r eport, the training manager says the training program was highly effective because 90% of the cashiers could operate at the required speed when tested at the end of the program. As director of HR a. you are pleased pleased that the the training program is so effective, and you will ask the manager manager to repeat the same program in the future. b. you ask if the training training manager tested the new cashiers before they received received the training. training. c. you are pleased pleased with this results-level results-level evaluation because the cashiers will perform at least this well when they are on the job. d. you ask if the director director collected any data on whether whether the cashiers cashiers liked the training. training. ANS: B OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 285 LOC: HRM

TRUE/FALSE

1. If employees view e-learning tools as an Internet game game that they enjoy enjoy playing, the the training has succeeded because the employees are not avoiding the training process. ANS: F OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 259 LOC: HRM

2. Christopher has a heart problem that makes vigorous activity dangerous. dangerous. His work team is going to Utah for a white-water rafting outdoor experience to learn team building skills. Christopher is invited to go along, but he will have to wait at the hotel while everyone else is on the water and camping out. Christopher may have a legal case that he has not been accommodated in this training program. ANS: T OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 260 LOC: Legal Responsibilities Responsibilities

3. Training focuses focuses on improving improving employee employee capabilities needed for their current job. Development Development focuses on employee capabilities needed for both their current and their future jobs.

ANS: T OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 260 LOC: HRM

4. Training should should be viewed tactically tactically because it is focused on employees’ employees’ current job job capabilities. Development should be viewed strategically because it is focused on employees’ needed future capabilities. ANS: F OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 261 LOC: Strategy

5. The frequent changes changes to which the organization must must adapt demands that employees be continually trained to update their capabilities. ANS: T OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 262 LOC: HRM

6. Cross-cultural training training is needed for U.S. employees being being transferred to foreign foreign assignments, assignments, but it is less necessary for foreign employees being transferred to U.S. assignments because of the pervasiveness of the U.S. culture through movies, television and the Internet. ANS: F OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 265 LOC: HRM

7. Because of the U.S.’s commitment to training training specialized and skilled workers, workers, the U.S. will remain remain the innovative and strategic leader in the world economy for the foreseeable future. ANS: F OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 265 LOC: HRM

8. A gap analysis identifies the the difference between what what an employee knows and what what the employee should know in order to perform the job satisfactorily. ANS: F OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 268 LOC: HRM

9. It is essential that objectives objectives for training be be related to the the budgetary priorities priorities identified in the organizational analysis. ANS: F OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 269 LOC: HRM

10. Many job applicants applicants and current employees employees have low readiness to learn because because they lack sufficient reading, writing and math skills to comprehend the needed training. ANS: T OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 269 LOC: HRM

11. Carlene arrives at the the training facility facility full of enthusiasm enthusiasm because she she is really excited about learning how to cope with difficult customers. She has encountered a number of intransigent customers and is eager to see what “tricks” the trainers can show her. Carlene has motivation to learn. ANS: T OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 270 LOC: HRM

12. Adult learners are more more interested in a theoretical approach approach to training rather than a problem-centered problem-centered approach since adults prefer seeing the “big picture.” ANS: F OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 271 LOC: HRM

13. Alicia will be traveling extensively extensively in Brazil for her employer. Alicia knows no Portuguese Portuguese and she will be traveling in areas where there will be few fluent English speakers. Alicia’s employer is sending her to a two-week language immersion program, where Alicia will be in a totally Portuguese-speaking environment. This would be classified as massed practice. ANS: T OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 271-272 LOC: HRM

14. Behavior modeling is the most elementary elementary way in which which people learn, and and it is one of the best. ANS: T OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 272 LOC: HRM

15. The concept of reinforcement is based based on the law of of confirmation, which which states that people tend to repeat behaviors that receive an immediate confirmation. ANS: F OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 272 LOC: HRM

16. Phillip waited a week for feedback on how he did did on his first first sales presentation presentation to clients clients because his boss was out of town a nd had to review a recording of the presentation. This undermines the Phillips learning because of the lack of immediate confirmation. ANS: T OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 272 LOC: HRM

17. If a year after the equine equine safety program, program, the volunteers at the therapeutic riding stable always cross-tie the horses while they brush and saddle them, that aspect of the training could be said to have transferred. ANS: T OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 272 LOC: HRM

18. On-the-job training training is by far the most commonly commonly used form of training, training, because it can be smoothly integrated into the regular work flow. ANS: F OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 274 LOC: HRM

19. One problem with on-the-job training training is the risk that supervisors supervisors can transfer transfer bad habits or or incorrect information to the trainees. ANS: T OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 274 LOC: HRM

20. Employees do not not always like like to do cross-training, cross-training, but a learning bonus often often makes completing completing the training more appealing. ANS: T OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 275 LOC: HRM

21. Like apprenticeships, apprenticeships, internships are a type of cooperative training. ANS: T OBJ: 4 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 276 LOC: HRM

22. The primary purpose purpose of an orientation orientation program is to provide a realistic realistic job preview preview for new hires hires when  joining a new organization. organization. ANS: F OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 277-278 LOC: HRM

23. Virtual reality can be used to create an artificial environment environment for police police officers, training them when to use weapons when chasing suspects in darkened and crowded areas. ANS: T OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 279 LOC: HRM

24. The major cost cost savings of e-learning programs come from low up-front up-front development development costs. ANS: F OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 281 | Figure 9-10 LOC: HRM

25. Since most of the the benefits of training training are intangible intangible (such as attitude attitude changes and safety safety awareness), it is rarely possible to evaluate the cost effectiveness of training programs. ANS: F OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 281 LOC: HRM

26. If a training program program scored high at the reaction level, the learning level level and the behavior behavior level, but there was no improvement at the results level, one can definitely say the training failed. ANS: F OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 282-283 LOC: HRM

ESSAY

1. What learning principles would would you consider in designing a training program? ANS: In order to design an effective training program, the basic principles of learning must be incorporated. The trainees must be ready to learn. They must have: a) the ability to learn, b) the motivation to learn, and c) a sense of self-efficacy. In addition, some persons learn by listening (auditory learning), some by having hands-on experiences (tactile learning), and some by seeing (visual learners). So, training programs should engage all styles of learning by using multiple methods. Moreover, adults learn differently than do younger persons. Adults are self-directed, need to know why they are learning something, bring work-related experiences in to the training process, have a problem-solving approach, and are motivated by both extrinsic and intrinsic factors. Adults do best in a whole learning or Gestalt learning environment, where they are presented with the “big picture” first, and the smaller elements of training later. A training program should be designed with the appropriate amount and type of spaced or massed practice. If possible, trainees should actively practice what they have learned. The principles of behavior modeling, reinforcement, and immediate confirmation can strengthen a training design. Ultimately, what is learned in training should transfer to the workplace. Both whole learning and mirroring the job context in the training environment is helpful here. PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 269-272 LOC: HRM

OBJ: 2 TOP: Conceptual

2. What is the purpose purpose of an orientation orientation program? program? What should the the format and content content of an effective orientation be? ANS: Orientation is the planned introduction of new employees to their jobs, coworkers, and the organization. For employers, the purpose is to provide organizational and job information, accelerate socialization and integration, and accelerate employee performance and productivity. For new employees it can help create a favorable impression and enhance interpersonal acceptance by coworkers. A well-done orientation can enhance the “person-organization fit,” and improve employee retention. New employees must receive information about company policies, work rules, and benefits. The information can be presented in an a n e-learning format, with specific questions and concerns answered by HR staff and other employees. Ideally, orientation will be followed up after a month or so with interviews. This will assess the effectiveness of the orientation. PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 277-278 LOC: HRM

3. What is cooperative training? Describe its usefulness. usefulness. ANS:

OBJ: 2 TOP: Conceptual

Cooperative training mixes classroom training and on-the-job experiences. There are several types of  cooperative training. 1) School-to-work transition helps high school or community college students move into jobs while still in school or soon after graduation. 2) Internships combine job training with classroom instruction from institutions of higher education. This gives both the intern and the employer a chance to assess their mutual fit. 3) Apprentice training is used in unionized workplaces and government agencies. It provides on-the-job experience with the guidance of a skilled and certified worker. This is often used for skilled crafts, such as carpentry, plumbing, and bricklaying. PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking 4.

REF: p. 276-277 LOC: HRM

OBJ: 4 TOP: Conceptual

How can an organization organization determine determine if its training training expenditures are cost effective? ANS: Training results can be assessed on the basis of costs and benefits. If the benefits outweigh the costs, the training has been cost effective. Some benefits are hard to quantify directly, such as changes in attitudes, but will have an impact on the organization nevertheless. Typical training costs are: trainer’s salary and time, trainees’ salaries and time, training materials, expenses for trainer and trainees, cost of  facilities and equipment and lost productivity while trainees are away from the workplace (opportunity cost). Typical benefits are: increased productivity, fewer errors and accidents, less turnover, less supervision necessary, employee ability to use new capabilities, and attitude changes. Costs and savings can be calculated per participant. A return on investment calculation can be done to see whether resources have been used efficiently on training. PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 283-284 LOC: HRM

OBJ: 5 TOP: Conceptual

5. The advantages of of e-learning are widely widely touted, but there are disadvantages disadvantages to it as well. Summarize some of the disadvantages or challenges to be overcome with e-learning. ANS: E-learning may make some trainees anxious, and some trainees may not be interested in it. Not all trainees may have easy and uninterrupted access to computers, nor are all e mployees computer literate. Employees must be self-motivated enough to direct their own learning. Not all kinds of training content, such as leadership training or cultural change training, may be appropriate for e-learning. Existing training materials must be adapted and redesigned to be appropriate for e-learning formats. Consequently, a significant investment is required before e-learning can be implemented. Top management support is required for successful implementation. Research studies shows no significantly greater learning over other techniques. Finally, technology frequently changes, which may affect the format f ormat of e-learning programs. PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 279-281 LOC: HRM

OBJ: 4 TOP: Conceptual

Chapter 10—Talent Management and Development MULTIPLE CHOICE

1. The focus on talent talent management has has intensified in the last few years due to all of of the following factors EXCEPT a. shortages of skilled workers. b. increasing global competition for employees. c. technology enabling the automation automation of talent talent management management process. process. d. the obsolescence of baby boomers’ skills. ANS: D OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 291 LOC: HRM

2. ____ is concerned with the attraction, development and retention of human resources. resources. a. HR planning b. Training and development c. The HR flow process d. Talent management ANS: D OBJ: 1 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 292 LOC: HRM

3. Which of the following following statements is TRUE? TRUE? a. Because of the conversion conversion of the U.S. economy from a manufacturing manufacturing economy economy to a service-based economy, the need for skilled manufacturing workers will continue to decline. b. U.S. employers will will lose over over 10% of their current workforce by 2010 as baby boomers boomers retire. c. China and Brazil have rapidly growing populations with increasingly increasingly high quality quality education systems. Consequently, these countries will be “exporting” their skilled labor to the U.S. and Europe through outsourcing. d. The focus of of talent management management is limited limited to key key executives, high high contributors, contributors, and high high potential employees. ANS: B OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 292 LOC: HRM

4. Talent management management includes includes all of the following HR activities activities EXCEPT a. training. b. job design. c. career planning. d. performance management. ANS: B OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 292 | Figure 10-1 LOC: HRM

5. You have been hired hired by a national national accounting firm to lead the firm’s firm’s talent management management program. In order to evaluate the existing talent management program and how well it is linked to organizational strategy, you would seek data on all the following issues EXCEPT

a. b. c. d.

Do the employees feel that the organization’s organization’s culture culture values people as individuals? Does the organization have an effective upward communication system? Have the future staffing staffing needs of of the firm been identified? Is there a pool pool of talented talented people who are ready to move into into new positions positions as the positions become open?

ANS: B OBJ: 1 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 292 LOC: Strategy

6. A common problem with talent management management information information systems systems is that a. they are often purchased “off-the-shelf” “off-the-shelf” from vendors and so are not useful for the the firm. b. they mainly provide the same same information as an HR planning system system so that that the extra extra expense brings little additional benefit. c. few human resources professionals professionals are qualified qualified to use them effectively. effectively. d. multiple programs are not not integrated integrated with each other. other. ANS: D OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 293 LOC: HRM

7. As a tool tool for development development needs analysis, performance performance appraisals are are most useful useful in evaluating evaluating a. leadership style. b. employee reasoning skills. c. motivation. d. job knowledge. ANS: D OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 293 LOC: HRM

8. A good automated talent management system system could be expected to answer the question question a. Is the compensation compensation for regional sales managers competitive? b. How many many of the HR staff have have their PHR certifications? certifications? c. Has the incidence incidence of discrimination discrimination complaints complaints per employee declined over the last 10 years? d. Which vendor’s proposed training program program will be be most effective effective for teaching budgeting skills to newly-promoted line managers? ANS: B OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 293 LOC: HRM

9. If talent management management is effective effective in a firm a. the voluntary voluntary turnover among the high potential employees will be essentially zero. b. the quantity and quality of the the HR talent pool will be the the deepest in the industry. c. the cost of labor in the the firm will be the lowest lowest of its its direct competitors. competitors. d. the firm will have have the right people people with the right right talents available at the right time in the right places. ANS: D OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 294 LOC: HRM

10. In comparison to people who graduated from college twenty years ago, current college graduate entering the job market can expect all of the following EXCEPT a. less job security. b. fewer job opportunities. c. a higher likelihood of being a freelancer. d. more frequent job changes. ANS: B OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 295 LOC: HRM

11. Ernest has always always been a person who has said “People “People make their own own luck.” Throughout Throughout his career he has taken charge of his personal career goals. But lately his industry has been rocked by bankruptcies of major competitors and his own employer has had several episodes of layoffs among the hourly ranks. Now, managers are being laid off and Ernest knows he will be in the next group to be cut. Ernest is probably experiencing a. some insecurity. b. denial. c. an enhanced sense of personal control. d. a sense of renewed opportunities. ANS: A OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 295 LOC: HRM

12. As the HR director of a small speciality speciality engineering engineering consulting consulting firm, you you can expect a. your most valuable engineers engineers to be the most likely likely to have have frequent job offers from from other companies and likely to quit to join other firms. b. your most valuable engineers engineers to be the most difficult difficult to manage because of of their “prima “prima donna” attitudes. c. the highest turnover to be among among average and below-average below-average performing engineers because the engineering skills shortage assures them of finding another, better job elsewhere. d. you can retain retain talented engineers even if the workplace workplace is undesirable undesirable if you pay high enough. ANS: A OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 295 LOC: HRM

13. The result of flexibility flexibility in careers is ____ for for employees. a. job insecurity b. occupational security c. high demand d. work/life balance ANS: A OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 295 LOC: HRM

14. The trend in careers is for a. individuals to choose choose careers based on on life-time life-time earning earning potential. potential. b. people to dedicate themselves themselves to achieving success in one occupation. occupation. c. people to use them them to satisfy individual needs. d. technical capabilities capabilities to be more valuable valuable in long-term long-term success than purely management

capabilities. ANS: C OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 295 LOC: HRM

15. A/an ____ is a sequence sequence of work-related work-related positions positions a person occupies throughout throughout life. a. career b. job ladder c. profession d. occupation ANS: A OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 295 LOC: HRM

16. A sequence of jobs in which an individual joins a national 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 an example of  a. a non-traditional career path. b. organization-centered career planning. c. job-hopping. d. a series of career transitions. ANS: B OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 296 LOC: HRM

17. The HR department at at Cabildo Utilities Utilities is planning planning an internal 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. ANS: B OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 296 LOC: HRM

18. Over the past 15 15 years Bob has held seven different different jobs with three different employers, 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 dysfunctional career because because of his frequent changes of employers. b. Bob’s job experiences can be considered a career path. c. Bob is in a career plateau because he has not steadily risen in organizational organizational hierarchy or occupational status. d. Bob has had a linear career even though he has changed changed organizations organizations because he has remained in the same occupation. occ upation. ANS: B OBJ: 2

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 296 LOC: HRM

TOP: Application 19. The key activities in individual career management include include all of of the following following EXCEPT a. self-promotion. b. feedback on reality. c. setting of career goals. d. self-assessment. ANS: A OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 297 LOC: HRM

20. Josh is 32 years years old. He worked worked for one organization organization for seven years 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 at a video store while pursuing an MBA at night. Josh J osh is experiencing a. a career plateau. b. a career transition. c. career sequencing. d. career retrogression. ANS: B OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 297 LOC: HRM

21. Web sites sites that list careers in the organization organization a. mainly target external applicants. b. tend to encourage unqualified unqualified internal internal applicants applicants to apply for jobs. c. should tap both both the internal and external external labor pool. d. limit the number number of applicants applicants for jobs because many people do not have have access to to computers. ANS: C OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 297 LOC: HRM

22. Individual-centered career planning focuses on a. the employee’s life and work goals. b. identifying the organization’s future staffing needs. c. succession planning for key positions. d. the logical progression of people through jobs in an organization. organization. ANS: A OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 297 LOC: HRM

23. Clark has wanted to be a broadcast reporter since he was was a kid watching watching Wolf Blitzer’s war war reporting. He got a degree in broadcast journalism and has been working two years as a reporter for the local news in a medium-sized Western city. Clark’s Clar k’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. Clark probably did not set clear career goals with with timetables and plans for getting the training and experience he needed. b. Clark’s socioeconomic socioeconomic background has probably set him up to fail. Successful broadcast broadcast  journalists usually come from upper-class or Ivy-League Ivy-League backgrounds.

c. Clark has gotten gotten feedback on reality which he should should use in his career planning. d. If Clark took the Strong Interest Inventory Inventory it would would probably show that he does not not truly have an interest in broadcast journalism. ANS: C OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 297 LOC: HRM

24. In part, people choose choose their careers based based on their interests. ____ is/are is/are tools to help people identify identify their interests, what they do well, what they like, and their strengths and weaknesses. a. Performance appraisals b. Self-assessment tests c. Career goal-setting d. Envisioning ANS: B OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 297 LOC: HRM

25. Which of the following following components components of individual individual career choice is most likely to change as a person person matures? This means that the career care er the individual first selected may not be appropriate as time passes. a. socioeconomic background b. interests c. self-image d. personality ANS: B OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 297 LOC: HRM

26. Ambrose is discussing discussing his college college major with his best friend. Ambrose Ambrose says that that his parents want 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 should take a self-assessment self-assessment test to see if if he is really not interested in tax accounting. b. Ambrose’s self image is not compatible compatible with a career as an accountant. accountant. c. Ambrose needs feedback on reality because he is prematurely ruling out a desirable desirable and lucrative career. d. Ambrose should not make a firm decision to avoid tax accounting at this stage of his his education because his career goals will probably change. ANS: B OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 297 LOC: HRM

27. Which of the following is TRUE? a. Linear career paths paths are a thing of the past. Most people will experience periods of  plateauing and career reverses rather than steady advancement. b. A person’s early career is marked by stability, but his/her later later career is marked by frequent job changes as the individual disengages from the work world. c. In the U.S. the socioeconomic socioeconomic class in which a person is born has little impact impact on his/her his/her eventual career. d. A person’s person’s interests are stable stable over over their their lifetime. lifetime.

ANS: A OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 298 LOC: HRM

28. If a person who is looking for a job has a number of organizations organizations to choose choose from and has quite of bit of information available about these organizations, the person will tend to choose to work for a. the organization offering the highest salary. b. the organization that offers the greatest opportunities opportunities for training and development development in the person’s occupation. c. the organization that seems to have the the best fit between its climate and the individual’s individual’s characteristics, interests and needs. d. the organization that offers the greatest potential potential for for career advancement within the the organization. ANS: C OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 298 LOC: HRM

29. Gerald is confused confused as to why his 28-year-old daughter daughter is changing jobs for the third third time since she 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. gain competence competence and learn how they can make a mark on the world. b. focus on making a good income. c. achieve personal personal integrity and incorporate incorporate their values into their work life. d. establish their political power base base within within their their organization. organization. ANS: A OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 298 LOC: HRM

30. Carla is 52. She has has been laid off twice twice in her life, once once when her employer employer downsized, and once 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 at her employer, the counselor suggested Carla view her career as a. a rollercoaster. b. cyclical. c. dysfunctional. d. lateral. ANS: B OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 298-299 LOC: HRM

31. A career plateau plateau occurs when a/an a. employee cannot advance within the organization. b. working mother decides decides to use job job sequencing. sequencing. c. employee becomes burned out and unmotivated. d. employee’s skills have become obsolete. ANS: A OBJ: 3 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 299 LOC: HRM

32. Kevin is a member member of the board of of directors for a non-profit non-profit organization organization that is engaged in environmental causes. The group does fund-raising, legislative lobbying, and publicizes the need for action to reduce pollution. With his knowledge of the general periods in the typical person’s career, Kevin knows that the organization should look to recruit new full-time employees a. among people who who are in their early career stages because because they tend to be be idealistic. b. among people in the mid-career mid-career stage because they are open to to changes in their lifestyles. lifestyles. c. among people in the second second half of their life life because they they are more likely likely to be focused on on their inner values than on external wealth and status. d. among retirees because because they are looking for second careers careers that are both satisfying satisfying and intellectually demanding. ANS: C OBJ: 2 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 298 LOC: HRM

33. For the organization, organization, unless a plateaued plateaued employee is a poorly-used resource, a major reason plateaued employees may be a problem is that a. if they develop negative negative attitudes, attitudes, the plateaued employees may may affect co-worker co-worker morale. b. the turnover turnover rate among plateaued employees employees is excessive. c. plateaued employees employees tend to to have higher higher compensation compensation than justified justified by their contribution contribution to the organization. d. plateaued employees are typically poor performers. ANS: A OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 299 LOC: HRM

34. Which of the following following is TRUE about career plateaus. a. High-performers do not encounter career plateaus. b. An employee in a career plateau plateau can typically only only move out of it if he/she changes organizations. c. Career plateaus are unusual unusual because most careers involve steady upward progression. d. A career plateau can allow an employee to learn new skills that that will increase his/her his/her future marketability. ANS: D OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 299 LOC: HRM

35. A pre-retirement planning planning seminar for persons persons about to retire should address address all of the the following issues issues EXCEPT ____ after retirement a. anxiety about finances. b. the need for self-direction c. how to achieve a sense sense of belongingness d. effective time management ANS: D OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 299 LOC: HRM

36. A significant portion portion of the long-service employees employees at Anovator, Inc., Inc., is reaching retirement 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 a djust more slowly. But, one of the major impediments to successfully using this plan is

a. few people want want to work after age 65, so not enough of your older employees employees would would choose phased retirement. b. current pension law. c. opposition to phased retirement by by the American Association Association of of Retired Persons d. phased retirement retirement plans are vulnerable vulnerable to age discrimination discrimination lawsuits. ANS: B OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 299 LOC: Legal Responsibilities Responsibilities

37. Paul has been in his first job job for two months. months. He is very dissatisfied with with his unsupportive unsupportive supervisor, supervisor, the lack of specific fee dback, the project deadline which is six months off, and the “vagueness” of his  job. While these are real concerns, Paul may may also be feeling a. a sense of boundarylessness boundarylessness b. failed orientation c. new-job remorse d. entry shock  ANS: D OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 300 LOC: HRM

38. Eva, a professional employee in her 30s, has been offered offered a transfer to a new department. Although Although this move is lateral, the transfer will open up possibilities for advancement that were lacking in her current job. Eva realizes that a. she will be expected to perform well immediately immediately in this new job. b. the transfer transfer will will probably entail a significant raise. c. this will be a stressful stressful transition, transition, and she she should be be prepared to experience some depression, anxiety and nervousness. d. should not accept a lateral transfer because because it will stifle her opportunity opportunity to learn new skills. ANS: A OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 300 LOC: HRM

39. Which of the following following statements is TRUE? TRUE? a. Now that women 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 2010. b. The population of women who who wish to work full-time full-time has been almost completely tapped. “Female-friendly” employment policies will be needed in order to recruit women who are interested in part-time work. c. The average woman woman who has been out of school for six years years has worked 30% less time than the average man who has been out of school the same amount of time. d. Job sequencing has proven to be a successful career tactic for women women wishing to combine work and family, since impacts on career advancement are minimal. ANS: C OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 301 LOC: HRM

40. In order to reward talented technical technical people who do not want to move into management, management, many companies have established a. dual career ladders. b. portable career paths. c. phased retirement plans.

d. job rotation programs. ANS: A OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 301 LOC: HRM

41. Turnover of nursing staff staff is a major concern at Briar Mountain Mountain Regional Medical Center. Many 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. implementing a dual-career ladder for nurses. b. offering to pay pay tuition for nurses who wish to enroll in MBA programs programs so they are more qualified to take managerial positions. c. hiring nurses who are later later in their their careers where advancement is less of a concern to them. d. improving the the pay scale for nurses with more generous raises tied to seniority. ANS: A OBJ: 3 TOP: Application 42. In a. b. c. d.

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 301 LOC: HRM

general, general, women’s career advancement advancement is negatively affected by prejudice and discrimination in the workplace. career interruptions interruptions due to family responsibilities. their lack of ambition. employer’s inadequate use of dual-career ladders.

ANS: B OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 301 LOC: HRM

43. Job sequencing a. is the career pattern where women women accommodate their career advancement to family responsibilities. b. is a solution to career plateaus. c. allows engineering engineering and technical professionals professionals a chance to advance without moving into management. d. is a form of job rotation rotation where employees move move from one major major organizational organizational function to another. ANS: A OBJ: 3 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 301 LOC: HRM

44. Marcie and Andrew are are both professional professional employees at the City Zoological Zoological Park. Marcie is an exoticanimal veterinarian specializing in big cats, while Andrew is an animal exhibit designer. As HR director for a world-class 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 because as a woman she will probably scale back her career when she starts a family. b. you need to find find Andrew a job equivalent to the one he would would leave at City Zoological Park. c. you need to create a dual career ladder in order to give give Marcie more more incentive to take the  job. d. you need to meet with Andrew and discuss the the concept of career sequencing sequencing and how how

moving with Marcie will not affect his future career progression. ANS: B OBJ: 3 TOP: Application

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 302 LOC: HRM

45. You are preparing to offer one of your your best managers managers a position with with the overseas overseas branch of your firm. Which of the following is NOT a concern the manager will be likely to raise with you? a. Will my wife have a job? b. Will this international experience contribute contribute toward my advancement advancement in this firm? c. Will my compensation package package be be permanently increased if I take this assignment? assignment? d. Will I have a job with this company company when I return? ANS: C OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 303 LOC: HRM

46. In over ____ percent of couples, both partners partners have a career. a. 20 b. 40 c. 60 d. 80 ANS: D OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 302 LOC: HRM

47. The main difficulty for employers employers with dual-career couples 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. ANS: C OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 303 LOC: HRM

48. ____ involves the planning, training, and reassignment reassignment involved involved with returning global employees to their home countries. a. Relocation b. Re-acclimation c. Repatriation d. On-boarding ANS: C OBJ: 3 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 302 LOC: HRM

49. Which of the following following would would NOT be a typical typical activity for the tag-along partner by a partnerassistance program when relocating one partner in a dual-career couple? a. paying employment agency fees for the tag-along partner. b. providing tuition tuition reimbursement reimbursement for retraining retraining for the the tag-along partner if he/she he/she cannot find suitable employment. c. cooperating with other companies in the new area to find find a position position for the the tag-along partner.

d. helping the tag-along tag-along partner find a job within the same company or in another division division of  the company. ANS: B OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 303 LOC: HRM

50. 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 concern about about his future advancement advancement in the company. c. the increase in autonomy autonomy Bill’s return to a stateside job will require. d. readjusting to U.S. lifestyle and culture. ANS: C OBJ: 3 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 303 LOC: HRM

51. Which of the following following statements is TRUE? TRUE? a. Training is for hourly employees. Development Development is for managers managers and professionals. professionals. b. Training focuses on on the long run performance of an employee. c. Development focuses on technical expertise. d. Development may not be applicable to the individual’s individual’s current job. ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 304 LOC: HRM

52. What impact does development development have have on an individual’s individual’s career? a. The individual’s individual’s career career may evolve and gain new new or different focus. b. The employee’s employee’s career goals goals will be subordinated subordinated to the organization's organization's goals. goals. c. The individual’s individual’s marketability marketability at other organizations organizations will will be reduced due to employeremployerspecific specialization. d. The organization organization will be able to retain the employee employee long term. ANS: A OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 304 LOC: HRM

53. The focus of ____ ____ is learning learning specific behaviors behaviors and actions, while while ____ focuses focuses on such areas as  judgment, responsibility, responsibility, decision making, making, and communication. a. development; training b. training; skill enhancement c. training; development d. skill enhancement; development ANS: C OBJ: 5 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 304 | Figure 10-6 LOC: HRM

54. In order to ease worries worries of employees who are taking international international assignments, assignments, the HR department and the organization should do all of the following EXCEPT a. promise increased increased compensation compensation for several several years after returning returning from overseas assignments.

b. provide mentors mentors at the organization’s organization’s headquarters headquarters for the global employee. c. provide career planning planning for the global employee to aid the transition transition back to the U.S. U.S. d. guarantee future future employment employment after completion of the foreign assignment. assignment. ANS: A OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 303 LOC: HRM

55. Two firms are competing competing to hire Alicia, a highly-competent highly-competent optics engineer engineer who is early in her career. Both firms are offering similar salaries, benefits, and financial packages. Both are in desirable parts of  the country. The job duties are almost identical, and both firms are very prestigious employers. Given that Alicia is ambitious, she is likely to make her decision based on a. the development potential of the position. b. whether she will have international assignments. c. the ability to balance work/life needs. d. how rapidly she will receive salary increases. ANS: A OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 305 LOC: HRM

56. John’s employer has has a tuition reimbursement program, but but only for degrees degrees directly applicable 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 a nd 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 development must be channeled along prescribed prescribed career paths tied to the organization’s strategy. c. In blocking blocking John’s re-development, John’s boss may be interfering with with the organization’s overall need for talent. d. John is an opportunist opportunist hoping hoping that his current employer will will pay for the training he needs to enhance his personal marketability and ambitions. ANS: C OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 305 LOC: HRM

57. The James Fenimore Cooper Cooper School District District is located in a rural area, far from a major urban area. The 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. The board plans to pay for f or the individual’s education to become a certified teacher and continuing education towards a master’s degree in education as a recruiting tool. The school board is proposing a ____ program. a. lifetime learning b. personnel redeployment c. mid-life realignment d. re-development ANS: D OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 305 LOC: HRM

58. An assessment center is a. a collection of instruments instruments and exercises designed designed to diagnose individuals' development

needs. b. a process in which individuals and coaches assess their career path within within the firm in light of the organization’s strategic plans. c. a procedure for evaluating evaluating the effectiveness of of training and development development programs. d. a special facility facility where the the organization holds corporate corporate retreats and operates employee employee development programs. ANS: A OBJ: 4 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 305 LOC: HRM

59. As director of training and development you are examining examining development development programs for managers offered by vendors. It will be MOST difficult to find a development program that addresses a. the ability to deal with uncertainty. b. action orientation. c. quality decision making. d. technical skills. ANS: A OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Challenging

REF: p. 305 LOC: HRM

60. Lifelong learning tends to a. be formal. b. take place mainly during work hours. c. have immediate application to the job. d. be voluntary. ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 305 LOC: HRM

61. Which of the following is a concern about the use of assessment assessment centers? centers? a. A clever participant participant can fake fake the tests and get an undeserved high management management potential rating. b. They tend tend to to discriminate discriminate against minority individuals. c. They are expensive considering that most psychological traits such such as leadership and and initiative can be accurately assessed by paper and pencil techniques. d. Managers may use them as a way to avoid difficult promotion decisions. ANS: D OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 306 LOC: HRM

62. Which of the following following statements statements about psychological psychological tests is FALSE? Psychological Psychological tests a. can provide useful data data on employee motivation, motivation, reasoning reasoning ability ability and job preferences. b. may have validity problems. c. should only be be interpreted interpreted by HR managers, not line line managers. managers. d. are sometimes sometimes fake-able by the test taker. ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 306 LOC: HRM

63. As director of HR HR for a large organization, organization, you are concerned concerned about the the lack of a deep internal pool of  of  talent for middle and upper management j obs. You feel there may be employees with high management potential in lower level jobs that have not bee n identified and selected for development. In order to most accurately identify high potential employees you propose a. asking managers managers to nominate their their subordinates subordinates who have the most management management potential. potential. b. reviewing the performance appraisals appraisals for all employees below below the level level of middle middle management. c. establishing an assessment center. d. extensive psychological testing of all all lower-level lower-level employees. ANS: C OBJ: 4 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 306 LOC: HRM

64. The biggest biggest problem with psychological psychological testing testing lies lies in a. the limited limited validity validity of this type of test. test. b. how the tests are scored. c. the interpretation of results. d. the administration costs. ANS: C OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 306 LOC: HRM

65. Psychological tests tests would be LEAST useful at determining determining the following following information information about an employee’s a. level of mathematical reasoning. b. basic personality. c. job preferences. d. supervisory skills. ANS: D OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 306 LOC: HRM

66. Which of the following following is FALSE FALSE concerning the the use of coaching coaching as a developmental developmental tool? a. Performing well and teaching well are not the the same thing b. The coach’s coach’s work work demands demands take precedence precedence over over training training c. The intellectual intellectual aspect of the job may not be well taught taught by a coach d. Formal training courses have have little impact on coachs’ teaching skills ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 307-308 LOC: HRM

67. The major problem with job-site job-site development development approaches is that they a. are expensive. b. tend to be unplanned. c. use internal training resources. d. focus excessively on the core business ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 307 LOC: HRM

68. As director of HR, HR, you are disappointed disappointed in the lack of high-quality high-quality coaching that subordinates are receiving from their supervisors. You suspect all of the following potential causes EXCEPT a. supervisors lacking understanding of the requirements of subordinates’ subordinates’ jobs. b. unsystematic approaches to coaching by the supervisors. supervisors. c. heavy supervisor workloads. d. poor relationships between supervisors and subordinates. ANS: A OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 307 LOC: HRM

69. ____ is/are the daily training and feedback given given to employees employees by immediate immediate supervisors. supervisors. a. Lifelong learning b. Coaching c. Mentoring d. Apprenticeship ANS: B OBJ: 5 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 307 LOC: HRM

70. It is most most important for a company company to be a learning organization if it a. is in the service sector. b. is a global organization. c. has a high level of employee turnover. d. is a knowledge-based knowledge-based firm. ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 307 LOC: HRM

71. “Assistant-to” positions are most useful as a management tool because a. they allow employees to understand the the political processes and personalities in the organization. b. they allow allow employees employees to work with outstanding outstanding managers. c. they provide an opportunity opportunity to move employees employees into the core business. d. they reduce employee boredom. ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 308 LOC: HRM

72. As a. b. c.

a development technique, the best best lateral transfers facilitate upward career progress in the organization. move the person into the core business. encourage the redundant employee employee to leave the company voluntarily without being terminated. d. provide a monetary incentive for taking taking on new work. work.

ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 308 LOC: HRM

73. Even though she is a relatively relatively junior manufacturing manufacturing supervisor, supervisor, Angela has been assigned assigned to a plantplantwide 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. get Angela out of the the department without firing firing her because because she is not performing well. b. allow Angela to learn the intellectual intellectual and theoretical theoretical components components of her future job assignment. c. broaden Angela’s Angela’s exposure exposure to whole-plant whole-plant operations, processes, and personalities and help her career prospects. d. move Angela horizontally so that she she doesn’t become bored with with her work, work, because vertical promotions have become scarce. ANS: C OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 308 LOC: HRM

74. When opportunities opportunities for promotion promotion are scarce, a good way to keep employees employees motivated and and develop their talents within the organization is a. sending them to a corporate university. b. assigning them to important committees. c. lateral job rotation. d. a sabbatical or leave of absence. ANS: C OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 308 LOC: HRM

75. Which of the following following is TRUE of classroom instruction? instruction? a. The technique technique is ineffective regardless of the instructor’s capabilities. b. The lecture system encourages passive listening. c. Employees dislike classroom instruction. d. Its effectiveness effectiveness is independent of the the size of the group. ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 308 LOC: HRM

76. Wilderness excursions as a development tool a. are enjoyable but have have less impact than more structured structured learning experiences. b. can create a sense of teamwork via the shared-risks and challenges. challenges. c. act as an outdoor version of an assessment assessment center. d. are a fad with very little value value for management development. development. ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 309 LOC: HRM

77. Which of the following following is a disadvantage disadvantage of paid sabbaticals? sabbaticals? a. Reintegration into the organization is difficult. b. It is often “career suicide” suicide” for the the employee. employee. c. The nature of the learning experience unpredictable. d. Employees often often use the sabbatical sabbatical to look for another job. ANS: C OBJ: 5

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 309 LOC: HRM

TOP: Conceptual 78. Clarence is the assistant assistant vice president president of quality control for a hospital hospital medical equipment equipment manufacturing firm. However, Clarence is currently teaching science in a school for Native Americans in New Mexico. At the end of the school year, Clarence will resume his job duties with his employer. Clarence is a. on a sabbatical leave. b. an executive educator. c. rotating through a non-core function. d. in phased retirement. ANS: A OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 309 LOC: HRM

79. A centralized Web site for news, information, information, course listings, listings, business business games, simulations 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. ANS: A OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 310 LOC: HRM

80. ____ allow(s) employees to participate participate in courses which which would otherwise otherwise be unattainable unattainable due to geographic, travel, or cost considerations. a. Job rotation b. Career development centers c. On-line development d. Corporate universities ANS: C OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Technology

REF: p. 310 LOC: Information Technologies

81. An internationally-known internationally-known San Diego manufacturer manufacturer of high-performance bicycles 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. ANS: D OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 310 LOC: HRM

82. Experience plays a central role in the development of senior managers,, managers,, but it is often often neglected as a development tool in organizations because a. senior managers managers and executives are often hired from outside outside the firm. b. it is difficult to introduce introduce enough enough variety into managers’ managers’ experiences.

c. the organization cannot control managers’ experiences. d. in order for useful learning to occur, managers managers must have have positive and challenging experiences. ANS: A OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 311 LOC: HRM

83. A difficult difficult boss, a bad job situation, situation, and unsupportive unsupportive peers a. are obstacles obstacles that can promote managers’ learning. b. negatively affect a manager’s interpersonal relations relations skills skills through the modeling modeling process. c. are the main reasons for managerial failure. d. are easily simulated in management management training training programs. ANS: A OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 311 LOC: HRM

84. A pre-supervisor training program program should include include all of the following following topics topics EXCEPT a. basic management responsibilities. responsibilities. b. time management. c. technical job skills. d. human relations. ANS: C OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 311 LOC: HRM

85. All of the following following are good coaching coaching practices practices EXCEPT a. making clear why the coach took certain actions. b. allowing the subordinate to make mistakes in order to use the results as a learning experience. c. explaining what what alternatives courses of action the coach could have taken in a certain situation. d. reinforcing the subordinate’s good behaviors. ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 312-313 LOC: HRM

86. What is the most common reason managers managers fail after after being promoted promoted to management? management? a. lack of internal political savvy b. deficiency of technical skills c. poor teamwork with subordinates and peers d. inability to balance balance work work and and family demands ANS: C OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

87. Managers learn by behavior modeling, which is a. reinforcing the desirable behaviors exhibited. b. simulation of good and poor poor managerial behaviors. c. developing a personal personal model model of of ideal managerial behavior. d. copying someone else's behavior.

REF: p. 312 LOC: HRM

ANS: B OBJ: 5 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 312 LOC: HRM

88. In the context of of management development, development, ____ involves involves a relationship between two managers for a period of time as they perform their jobs. a. on-the-job-training b. coaching c. management modeling d. mentoring ANS: B OBJ: 5 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 312 LOC: HRM

89. For the less-experienced less-experienced manager, the last last stage in a mentoring mentoring relationship is ____ the mentor. a. disengagement from b. reversal of roles with c. friendship with d. replacement of  ANS: C OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 313 | Figure 10-10 LOC: HRM

90. Mannie is an excellent excellent performer who has been promoted to a management position. Unfortunately, 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. a. Mannie would would be a good candidate for leadership leadership coaching. coaching. b. Mannie should be sent to an assessment center to identify if he has management management potential. potential. c. Mannie and his his team should should be sent sent on a survival wilderness wilderness course course to build build team spirit. spirit. d. Mannie should be enrolled in an executive executive MBA program program at the local university. university. ANS: A OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 313 LOC: HRM

91. ____ is a relationship relationship in which which experienced managers managers aid individuals individuals in the earlier stages of their their careers. a. Sponsorship b. Management coaching c. Mentoring d. Modeling ANS: C OBJ: 5 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 313 LOC: HRM

92. Reverse mentoring mentoring would be most most helpful if  a. a senior senior manager has poor interpersonal skills. b. an executive executive needs updating on digital digital communications communications devices. c. an upper-level upper-level executive executive has has gotten stale in her area of expertise. expertise. d. a middle-manager middle-manager is blocked blocked by the glass glass ceiling. ANS: B

PTS: 1

DIF:

Moderate

REF: p. 314

OBJ: 5 TOP: Application

NAT: AACSB Analytic

LOC: HRM

93. The glass ceiling a. is a myth. b. traps women women in “female “female ghettoes” ghettoes” in organizations. organizations. c. is less common in family-run businesses businesses where where gender has less impact than blood relationships. d. requires women to learn political political skills skills from mentors mentors in order to break through. ANS: D OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 314 LOC: HRM

94. Which of the following has been identified as a problem with mentoring? a. Women are reluctant to serve as mentors. b. Young minority minority managers frequently frequently report difficulty difficulty finding mentors. mentors. c. The relationship relationship between mentor and protégé may may become more social than work related. d. Successful managers managers do not not have the time to be effective mentors. mentors. ANS: B OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 314 LOC: HRM

95. Common problems problems with management management development development programs include all of of the following following EXCEPT a. substituting training for rigorous rigorous selection of employees. employees. b. following fads in training programs. c. failing to conduct adequate needs analysis. d. allowing managers to self-select self-select into development programs. ANS: D OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 314 LOC: HRM

96. When an individual individual learns new methods and ideas ideas in a development development course and returns returns to a work unit that is still bound by old attitudes and methods ____ has occurred. a. translation failure b. non-transference c. encapsulated development d. culture-block  ANS: C OBJ: 5 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 314 LOC: HRM

97. A dilemma in succession succession planning is that employees employees in their 30s 30s and 40s with with 10 to 15 years of work  experience are the ones who are usually tapped to move into retiring managers’ jobs and a. these employees are too young young to have had the extensive extensive experience necessary necessary for good good performance. b. women in this age group often want want flexibility that is not compatible with jobs at this level. c. Employees in this age group do not have the levels of organizational organizational commitment commitment and work ethic that retiring baby boomers do. d. this creates a block to the advancement advancement of employees employees in their 20s because the middle-aged middle-aged employees promoted to executive positions will not be retiring for another 20 or 30 years.

ANS: B OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 315 LOC: HRM

98. Infusion Enterprises Enterprises suffered a shock shock when its president president and CEO, were were both killed killed while skiing in Chile. But because of the ____ the organization was able to c ontinue operations smoothly. smoothly. a. key-employee life insurance policy b. delegation strategy c. deep talent pool in the board of directors d. succession plan ANS: D OBJ: 6 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 315 LOC: HRM

99. The first step in the succession succession planning process is to a. develop preliminary replacement charts. b. identify key key employees and the anticipated date of job separation. separation. c. formulate strategic HR plans. d. assess the capabilities of current employees. ANS: C OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 316 | Figure 10-11 LOC: Strategy

100. The vice president president of marketing at BamaWonder Products has left to create her own company. company. She is taking with her some key managers in the area 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. whether Bama Wonder Wonder Products Products is a learning learning organization. d. whether there are are high potential potential employees employees who have have been plateaued plateaued and who who are ready to move into these openings. ANS: A OBJ: 6 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 315 LOC: HRM

101. When succession plans plans are developed for CEOs and senior senior managers, HR needs major involvement involvement from a. leadership consultants. b. headhunting firms. c. outside search committees. d. top executives executives and members of the board board of directors. ANS: D OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 316 LOC: HRM

102. The purpose of replacement replacement charts is to a. ensure that the right individuals with sufficient sufficient capabilities capabilities and experience experience to perform perform the targeted jobs are available at the right time. b. prepare a collection collection of instruments instruments and exercises designed designed for diagnosing diagnosing a person's development needs.

c. plan the strategic layoffs of non-key employees. d. assure that each organizational organizational key position has persons persons of diverse diverse races, genders, ethnicities, religions, and ages as potential successors. ANS: A OBJ: 6 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 316 LOC: HRM

103. The main succession problem in closely-held closely-held family firms is that a. multiple family members compete compete for just just a few top management management spots in the organization. b. outsiders tend to push out out family members when top top management openings occur. occur. c. formal succession planning is not carried out. d. it is difficult difficult to evaluate the development needs needs of successors successors because they are usually usually not employees of the firm. ANS: C OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 317 LOC: HRM

104. When faced with with the need need for employees employees with scarce skills, employers tend to a. focus on training and developing developing high-potential high-potential employees employees to fill these these positions. positions. b. outsource these functions to consulting firms. c. send promising promising internal candidates to external training programs programs to learn these skills. d. “buy” these skills in the marketplace. ANS: D OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 317 LOC: HRM

105. A company which which consistently goes outside to fill its technical technical and professional professional openings openings probably a. has a strong and unique corporate culture. b. is not interested interested in taking the the time to develop internal internal candidates for these positions. c. is concerned about minimizing salary expense. d. has a high “churn” rate. ANS: B OBJ: 6 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Moderate

REF: p. 317 LOC: HRM

106. The main contribution contribution that that Web-based systems make make to succession succession planning is a. skills-tracking systems and databases. b. allowing succession plans to be communicated to employees. employees. c. employee access to on-line training and development development programs. d. enabling employees to self-nominate self-nominate themselves themselves for future future promotions. promotions. ANS: A OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 318 LOC: HRM

107. When the organization organization ties formal succession succession plans to career paths paths for employees employees it a. discourages political maneuvering by potential potential successors successors to key employees. b. runs the risk that the chosen successors will feel they have a legal right to the job when it it becomes available. c. discourages employees employees who have not been selected selected to succeed key managers which which

reduces overall morale. d. improves employee retention. ANS: D OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 319 LOC: HRM

108. All of the the following are common mistakes mistakes in succession succession planning planning EXCEPT a. focusing succession planning on the CEO and top executives. b. excessive reliance on external candidates. c. not starting succession planning planning until until key employees employees are in the process of leaving. d. not linking linking succession planning to strategic strategic plans. ANS: B OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 319 LOC: HRM

109. A law that has impacted succession succession planning planning for CEOs is a. HIPAA. b. the Sarbanes-Oxley Act. c. ERISA. d. the Congressional Accountability Act. ANS: B OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 319 LOC: Legal Responsibilities Responsibilities

110. Long-term succession planning should a. focus on high-turnover jobs in the organization. b. include middle middle and lower-level managers and key non-management employees. c. mainly concentrate on on the CEO and top executive jobs. d. target jobs for which it is most most difficult to find qualified qualified external external candidates. ANS: B OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 319 LOC: HRM

TRUE/FALSE

1. Talent management management is growing growing in importance importance because skilled workers workers are harder to find. ANS: T OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 291 LOC: HRM

2. Talent management management has a broader broader range of of activities than does training and development ANS: T OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 292 LOC: HRM

3. Talent management is often focused on just the high high potential employees employees in the organization. organization. ANS: T

PTS: 1

DIF:

Easy

REF: p. 294

OBJ: 1 TOP: Conceptual

NAT: AACSB Reflective Thinking

LOC: HRM

4. Organization-centered career planning focuses on identifying career paths within within the organization. ANS: T OBJ: 2 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 296 LOC: HRM

5. A career path designed designed to retain employees employees must map map out steady upward upward progression through through the organization. ANS: F OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 296 LOC: HRM

6. An individual’s individual’s career will typically typically cycle between between periods of stability stability and less-stable periods periods of  transition. ANS: T OBJ: 2 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 297 LOC: HRM

7. The primary reason why why people choose choose one career over another is the prospect prospect of high high compensation. ANS: F OBJ: 1 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 297 LOC: HRM

8. Phased-retirement is a means means of gracefully allowing older employees employees with outdated outdated skills to gradually leave the organization. ANS: F OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 299 LOC: HRM

9. Jennifer was looking looking forward to early retirement so that she could “get “get a life.” But she is finding it difficult to decide how to spend her time. Jennifer describes herself as lacking direction. This is a common problem for retirees regardless of the age at which they retire. ANS: T OBJ: 3 TOP: Application

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 299 LOC: HRM

10. Job rotation is a good good method for dealing with plateaued employees. ANS: T OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 299 | p. 308 LOC: HRM

11. Marcia has introduced introduced herself as experiencing experiencing an involuntary involuntary career transition. transition. You would would probably be correct in thinking that Marcia is being terminated or laid off. ANS: T

PTS: 1

DIF:

Easy

REF: p. 300

OBJ: 2 TOP: Application

NAT: AACSB Analytic

LOC: HRM

12. Recent college graduates graduates often experience entry shock in their first job because they resent the close supervision and the highly-defined problems they are assigned at work after the relative freedom and independence of school. ANS: F OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 300 LOC: HRM

13. Not all jobs are compatible with the flexibility that women with small children prefer. ANS: T OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 301 LOC: HRM

14. By 2020 it is anticipated that that women will will make up almost half half of corporate officer officer positions. ANS: F OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 301-302 LOC: HRM

15. Job sequencing allows women to interrupt their careers for family considerations considerations without without having a negative impact on their ultimate advancement. ANS: F OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 301 LOC: HRM

16. Dual career ladders have have been established established by many large companies to deal deal with the problems problems faced by two-earner families. ANS: F OBJ: 3 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 301 LOC: HRM

17. Most global firms firms find it is better to have expatriates expatriates rather than than locals staff the management positions positions of their foreign operations because expatriates have a better understanding of the firm’s operations and goals. ANS: F OBJ: 3 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 303 LOC: HRM

18. Organizations that that have extensive employee development programs run the the risk of being “training programs” for other firms that hire away their employees. Consequently, organizational development efforts need to be closely tied to current and immediate organizational needs. ANS: F OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 304 LOC: HRM

19. Since development is not tied to the employee’s employee’s current job requirements, requirements, it is not not necessary that development activities be tied to organizational strategy. strategy. ANS: F OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 304 LOC: HRM

20. Assessment centers are specially equipped equipped training facilities that are used to evaluate evaluate individual employees one-on-one with evaluators. ANS: F OBJ: 4 TOP: Definitional

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 305 LOC: HRM

21. Psychological testing testing can furnish furnish useful information information to employers employers about such factors factors as leadership style, initiative, and supervisory skills. ANS: F OBJ: 4 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 306 LOC: HRM

22. Job rotation tends tends to be expensive expensive because it takes time for rotated rotated employees to become familiar with their new units. ANS: T OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 308 LOC: HRM

23. The learning organization organization is an organization in in which information information is shared, leaders leaders value learning, learning, and the culture supports employees who want to develop new skills. ANS: T OBJ: 5 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 309 LOC: HRM

24. Ann’s supervisor supervisor is enthusiastic enthusiastic about instituting instituting outdoor outdoor training into into their organization. organization. Ann is concerned that it may not be appropriate because the physical nature of the training and the hazards involved and a number of Ann’s subordinates are physically-challenged. physically-challenged. Ann’s concerns are realistic. ANS: T OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 309 LOC: HRM

25. John has been promoted to supervisor supervisor and is having having a difficult difficult time dealing with the people people problems his new position entails. John would be a good candidate for human relations training. ANS: T OBJ: 5 TOP: Application

PTS: 1 DIF: NAT: AACSB Analytic

Easy

REF: p. 312 LOC: HRM

26. If an individual individual is unlucky and has supervisors supervisors with poor poor management skills, he/she will be unable to develop good management skills because of this negative model. ANS: F

PTS: 1

DIF:

Challenging

REF: p. 312

OBJ: 5 TOP: Conceptual

NAT: AACSB Reflective Thinking

LOC: HRM

27. One of the major problems with management management development efforts is inadequate inadequate HR planning. ANS: T OBJ: 5 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 314 LOC: HRM

28. Encapsulated development development occurs when a single work unit in an organization organization is used used to pilot test new training programs. ANS: F OBJ: 5 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 314 LOC: HRM

29. Succession planning planning should be done for all key jobs in the organization, organization, regardless of hierarchical level. ANS: T OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 315 LOC: HRM

30. A replacement chart identifies identifies which employees are qualified qualified to move into key positions positions when they become vacant. ANS: T OBJ: 6 TOP: Definitional

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 316 LOC: HRM

31. A favored way organizations organizations develop sustained competitive competitive advantages through human human resources is to hire outside talent into the firm rather than to take years to develop the talent internally. ANS: F OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Challenging NAT: AACSB Reflective Thinking

REF: p. 317 LOC: HRM

32. In most closely-held closely-held family firms formal formal succession plans are not needed because because succession is passed on through succeeding generations. ANS: F OBJ: 6 TOP: Conceptual

PTS: 1 DIF: Easy NAT: AACSB Reflective Thinking

REF: p. 317 LOC: HRM

33. Succession planning planning tends to reduce turnover turnover costs for organizations. organizations. ANS: T OBJ: 6 TOP: Conceptual ESSAY

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 319 LOC: HRM

1. What is talent management and how is it linked to other HR functions? Why is it growing in importance? ANS: Talent management involves the attraction, development and retention of human resources. Talent management activities take new employees and ensure that they bec ome high-performing contributors to the organization who are retained. Visualizing talent management as a bridge shows how the main activities of talent management (training, career planning, HR development, succession planning, and performance management) link selection and recruiting to the retention of a qualified workforce that matches the needs of the organization. Talent management is more important now for organizations because the changing demographics of the workplace (e.g., retiring baby boomers). The growing need for highly skilled workers means that organizations will need to find and generate more qualified employees and retain them as a pool of internal talent who can be moved into other jobs as openings occur. PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 292-293 LOC: HRM

OBJ: 1 TOP: Conceptual

2. What is the difference between between organization-centered organization-centered and individual-centered career planning? planning? Why should HR departments facilitate individual-centered career planning if these individuals might not stay with the organization for their entire career? ANS: Organization-centered career planning focuses on identifying career paths that provide for a logical progression of people between jobs in an organization. Individual-centered career planning focuses on an individual’s career rather than on the organization’s needs. An organizational career planning program includes performance appraisal, development activities, opportunities for transfer and promotion, and planning for succession. Organizational career planning maps out career paths for employees and communicates these paths to them. Organizations benefit from helping employees plan their careers by self-assessment, feedback on reality, r eality, and setting career goals. Clear career paths in the organization and knowledge of their place in the succession plans of the organization encourage key employees to stay with the organization because they can grow, develop and advance without leaving. Individual career planning also increases the fit between an individual and the jobs available in the organization. It encourages the individual to gain skills and capabilities that the organization needs. PTS: 1 OBJ: 2 TOP: Conceptual

DIF: Moderate REF: p. 295-297 | Figure 10-3 NAT: AACSB Reflective Thinking LOC: HRM

3. Why is succession succession planning important? What key key mistakes are often made in succession succession planning? ANS: Succession planning is the process of identifying a long-term plan for the orderly replacement of key employees. Succession planning is important because the productivity of the organization is affected if  key jobs are unfilled or filled by people who do not have the needed capabilities. The aging population means that large numbers of senior and key employees will be retiring and needing replacement. In addition, if employees know that they have the opportunity to move into key jobs, it motivates them to stay and to perform well. Succession planning can guide management development as gaps in employee capabilities are revealed. Clear succession plans also enhance the organizational “brand” and its reputation as a desirable place to work. Key mistakes in succession planning include the failure to have clear succession plans at all. Also, many firms with succession plans only focus on the CEO or top management jobs. Ideally, middle and lower-level management jobs and key non-management  jobs should have identified, identified, qualified successors. successors.

PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 315-316 LOC: HRM

OBJ: 6 TOP: Conceptual

4. Describe some methods methods of assessing the development needs of employees and and their advantages advantages and disadvantages. ANS: The organization determines the development needs of its employees by comparing the capabilities of  its employees with the capabilities that will be needed to carry out the organization’s strategic plans. The organization assesses the strengths and weaknesses of its employees through assessment centers, psychological testing and performance appraisals. An assessment center is a collection of instruments and exercises designed to diagnose a person's development needs. Typically the assessment activities include in-basket exercises, role-playing, tests, cases, leaderless-group discussions, discussions, computer-based simulations and peer evaluations. These activities usually take place away from work over a period of  several days. The individuals being assessed are rated by specially-trained observers. Assessment centers can identify key variables such as leadership, initiative, and supervisory skills. They are also useful as a selection tool to identify managerial potential and can overcome many of the biases inherent in interviews, supervisor ratings, and written tests. Psychological tests evaluate individuals’ intelligence, verbal and mathematical reasoning, and personality. They can asses motivation, leadership style, interpersonal response traits, reasoning abilities and job preferences. Psychological tests are sometimes easily faked by test-takers a nd sometimes have low validity. They are not useful if  they are not interpreted by qualified professionals. Performance appraisals can be sources of data on productivity, employee relations and job knowledge. In order to provide good development information, performance appraisals must be designed specifically for this purpose. Purely administrative performance appraisals are not as useful. PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 305-306 LOC: HRM

OBJ: 4 TOP: Conceptual

5. What are the main career challenges for women? women? What can organizations do to make better use of its female talents? ANS: Despite the fact that women comprise close c lose to half of the workforce and managerial/professional positions, they hold less than 15% of corporate officer positions. This lack of career progression compared with men is attributed mostly to the fact that women bear most of the responsibilities for child-rearing in the U.S. culture. Consequently, women must often sequence their careers, following a pattern of intense work before children arrive, plateauing or removing themselves from careers when they have young children, and taking jobs that allow flexibility when the children get older. In addition, the age where women with children need the most flexibility (in their 30s and 40s) is the age at which managers are chosen to be promoted into more senior management jobs. These jobs are not compatible with flexibility. Organizations Organizations can take better advantage of the talents of its female workforce by providing flexibility as needed, mentors (including e-mentors), and supporting dualcareer couples. PTS: 1 DIF: Moderate NAT: AACSB Reflective Thinking

REF: p. 301-302 LOC: HRM

OBJ: 3 TOP: Conceptual