Question # 00005337 Posted By: smartwriter Updated on: 12/14/2013 08:19 AM Due on: 12/31/2013
Subject Business Topic General Business Tutorials:
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41. Turnover of nursing staff is a major concern at Briar Mountain Regional Medical Center. Many

experienced nurses resist moving into management, but exit interviews indicate that many of the best

nurses leave Briar Mountain because they feel they cannot advance in the organization. As director of

HR, you suggest

a. implementing a dual-career ladder for nurses.

b. offering to pay tuition for nurses who wish to enroll in MBA programs so they are more

qualified to take managerial positions.

c. hiring nurses who are later in their careers where advancement is less of a concern to


d. improving the pay scale for nurses with more generous raises tied to seniority.

42. In general, women’s career advancement is negatively affected by

a. prejudice and discrimination in the workplace.

b. career interruptions due to family responsibilities.

c. their lack of ambition.

d. employer’s inadequate use of dual-career ladders.

43. Job sequencing

a. is the career pattern where women accommodate their career advancement to family


b. is a solution to career plateaus.

c. allows engineering and technical professionals a chance to advance without moving into


d. is a form of job rotation where employees move from one major organizational function to


44. Marcie and Andrew are both professional employees at the City 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 as a woman she will probably scale back her career when

she starts a family.

b. you need to find Andrew a job equivalent to the one he would leave at City Zoological


c. you need to create a dual career ladder in order to give Marcie more incentive to take the


d. you need to meet with Andrew and discuss the concept of career sequencing and how

moving with Marcie will not affect his future career progression.

45. You are preparing to offer one of your best managers a position with the overseas branch of your firm.

Which of the following is NOT a concern the manager will be likely to raise with you?

a. Will my wife have a job?

b. Will this international experience contribute toward my advancement in this firm?

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

d. Will I have a job with this company when I return?

46. In over ____ percent of couples, both partners have a career.

a. 20

b. 40

c. 60

d. 80

47. The main difficulty for employers with dual-career couples occurs when

a. both partners work for the same employer.

b. the female partner has a more prestigious job than the male partner.

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

d. the partners have different career goals.

48. ____ involves the planning, training, and reassignment involved with returning global employees to

their home countries.

a. Relocation

b. Re-acclimation

c. Repatriation

d. On-boarding

49. Which of the following would NOT be a 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 reimbursement for retraining for the tag-along partner if he/she cannot

find suitable employment.

c. cooperating with other companies in the new area to find a position for the tag-along


d. helping the tag-along partner find a job within the same company or in another division of

the company.

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 about his future advancement in the company.

c. the increase in autonomy Bill’s return to a stateside job will require.

d. readjusting to U.S. lifestyle and culture.

51. Which of the following statements is TRUE?

a. Training is for hourly employees. Development is for managers and professionals.

b. Training focuses on the long run performance of an employee.

c. Development focuses on technical expertise.

d. Development may not be applicable to the individual’s current job.

52. What impact does development have on an individual’s career?

a. The individual’s career may evolve and gain new or different focus.

b. The employee’s career goals will be subordinated to the organization's goals.

c. The individual’s marketability at other organizations will be reduced due to employerspecific


d. The organization will be able to retain the employee long term.

53. The focus of ____ is learning specific behaviors and actions, while ____ focuses on such areas as

judgment, responsibility, decision making, and communication.

a. development; training

b. training; skill enhancement

c. training; development

d. skill enhancement; development

54. In order to ease worries of employees who are taking international assignments, the HR department

and the organization should do all of the following EXCEPT

a. promise increased compensation for several years after returning from overseas


b. provide mentors at the organization’s headquarters for the global employee.

c. provide career planning for the global employee to aid the transition back to the U.S.

d. guarantee future employment after completion of the foreign assignment.

55. Two firms are competing to hire Alicia, a highly-competent optics 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.

56. John’s employer has a tuition reimbursement program, but only for degrees directly applicable to the

position the employee currently holds. John is a manufacturing supervisor, but he wishes to earn a

degree in employee safety and health and move into an HR position at the company. His boss will only

pay for John to get advanced training in statistical quality control. Which of the following statements is


a. John is confusing organizational development with the pursuit of personal goals.

b. An employee’s lifelong development must be channeled along prescribed career paths tied

to the organization’s strategy.

c. In blocking John’s re-development, John’s boss may be interfering with the organization’s

overall need for talent.

d. John is an opportunist hoping that his current employer will pay for the training he needs

to enhance his personal marketability and ambitions.

57. The James Fenimore Cooper School District is located in a rural area, far from a major urban area. The

school district is having a difficult time recruiting young graduates from education programs to work

there. The school board is proposing to hire people with non-education college degrees who are

interested in changing to a teaching career. The board plans to pay for the individual’s education to

become a certified teacher and continuing education towards a master’s degree in education as a

recruiting tool. The school board is proposing a ____ program.

a. lifetime learning

b. personnel redeployment

c. mid-life realignment

d. re-development

58. An assessment center is

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


b. a process in which individuals and coaches assess their career path within the firm in light

of the organization’s strategic plans.

c. a procedure for evaluating the effectiveness of training and development programs.

d. a special facility where the organization holds corporate retreats and operates employee

development programs.

59. As director of training and development you are examining development programs for managers

offered by vendors. It will be MOST difficult to find a development program that addresses

a. the ability to deal with uncertainty.

b. action orientation.

c. quality decision making.

d. technical skills.

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.

61. Which of the following is a concern about the use of assessment centers?

a. A clever participant can fake the tests and get an undeserved high management potential


b. They tend to discriminate against minority individuals.

c. They are expensive considering that most psychological traits such as leadership and

initiative can be accurately assessed by paper and pencil techniques.

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

62. Which of the following statements about psychological tests is FALSE? Psychological tests

a. can provide useful data on employee motivation, reasoning ability and job preferences.

b. may have validity problems.

c. should only be interpreted by HR managers, not line managers.

d. are sometimes fake-able by the test taker.

63. As director of HR for a large organization, you are concerned about the lack of a deep internal pool of

talent for middle and upper management jobs. You feel there may be employees with high

management potential in lower level jobs that have not been identified and selected for development.

In order to most accurately identify high potential employees you propose

a. asking managers to nominate their subordinates who have the most management potential.

b. reviewing the performance appraisals for all employees below the level of middle


c. establishing an assessment center.

d. extensive psychological testing of all lower-level employees.

64. The biggest problem with psychological testing lies in

a. the limited validity of this type of test.

b. how the tests are scored.

c. the interpretation of results.

d. the administration costs.

65. Psychological tests would be LEAST useful at determining the following information about an


a. level of mathematical reasoning.

b. basic personality.

c. job preferences.

d. supervisory skills.

66. Which of the following is FALSE concerning the use of coaching as a developmental tool?

a. Performing well and teaching well are not the same thing

b. The coach’s work demands take precedence over training

c. The intellectual aspect of the job may not be well taught by a coach

d. Formal training courses have little impact on coachs’ teaching skills

67. The major problem with job-site 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

68. As director of HR, you are disappointed in the lack of high-quality coaching that subordinates are

receiving from their supervisors. You suspect all of the following potential causes EXCEPT

a. supervisors lacking understanding of the requirements of subordinates’ jobs.

b. unsystematic approaches to coaching by the supervisors.

c. heavy supervisor workloads.

d. poor relationships between supervisors and subordinates.

69. ____ is/are the daily training and feedback given to employees by immediate supervisors.

a. Lifelong learning

b. Coaching

c. Mentoring

d. Apprenticeship

70. It is most important for a 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 firm.

71. “Assistant-to” positions are most useful as a management tool because

a. they allow employees to understand the political processes and personalities in the


b. they allow employees to work with outstanding managers.

c. they provide an opportunity to move employees into the core business.

d. they reduce employee boredom.

72. As a development technique, the best lateral transfers

a. facilitate upward career progress in the organization.

b. move the person into the core business.

c. encourage the redundant employee to leave the company voluntarily without being


d. provide a monetary incentive for taking on new work.

73. Even though she is a relatively junior manufacturing supervisor, Angela has been assigned to a plantwide

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 department without firing her because she is not performing well.

b. allow Angela to learn the intellectual and theoretical components of her future job


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

help her career prospects.

d. move Angela horizontally so that she doesn’t become bored with her work, because

vertical promotions have become scarce.

74. When opportunities for promotion are scarce, a good way to keep employees motivated and develop

their talents within the organization is

a. sending them to a corporate university.

b. assigning them to important committees.

c. lateral job rotation.

d. a sabbatical or leave of absence.

75. Which of the following is TRUE of classroom instruction?

a. The technique is ineffective regardless of the instructor’s capabilities.

b. The lecture system encourages passive listening.

c. Employees dislike classroom instruction.

d. Its effectiveness is independent of the size of the group.

76. Wilderness excursions as a development tool

a. are enjoyable but have less impact than more structured learning experiences.

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

c. act as an outdoor version of an assessment center.

d. are a fad with very little value for management development.

77. Which of the following is a disadvantage of paid sabbaticals?

a. Reintegration into the organization is difficult.

b. It is often “career suicide” for the employee.

c. The nature of the learning experience unpredictable.

d. Employees often use the sabbatical to look for another job.

78. Clarence is the assistant vice president of quality control for a hospital medical 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.

79. A centralized Web site for news, information, course listings, business games, simulations and other

training materials is called a/an

a. learning portal.

b. interactive training and development program.

c. online corporate university.

d. e-assessment center.

80. ____ allow(s) employees to participate in courses which would otherwise be unattainable due to

geographic, travel, or cost considerations.

a. Job rotation

b. Career development centers

c. On-line development

d. Corporate universities

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