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According to the lifestyle dichotomy of the Myers-Briggs Type Indicator,individuals with a _____ preference enjoy surprises and dislike deadlines.


A) Judging (J)
B) Perceiving (P)
C) Thinking (T)
D) Feeling (F)
E) Sensing (S)

F) None of the above
G) A) and B)

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The approaches to employee development fall into four broad categories: formal education,assessment,job experiences,and interpersonal relationships.

A) True
B) False

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Protean careers require that employees:


A) look for organizations to provide job security.
B) take responsibility for managing their own careers.
C) be specialized at repetitive tasks.
D) look for organizations to provide a career ladder to climb to higher positions.
E) focus on holding on to their jobs to avoid being laid off.

F) A) and D)
G) B) and D)

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Management at an IT firm is thinking of promoting Barbara,a customer service representative,to the position of senior customer relationship manager.Which of the following,if true,would weaken management's decision to promote her?


A) Barbara is currently on a sabbatical and is expected to return to the office in three months.
B) Barbara was promoted to her current position less than a year ago.
C) Barbara has already had a pay rise over the last two years.
D) Barbara has little experience in handling such a position, which would require greater responsibility.
E) Barbara has never been on an externship, unlike some of her customer service colleagues.

F) A) and D)
G) All of the above

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What are the four steps of a basic career management system?

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A basic career management system involve...

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Kim Riaz is a technical analyst at WaterDrop Inc.and has consistently impressed her managers with her ability to perform outstandingly in all projects assigned to her.Her manager,Carl,understands that she is really good at her job but also recognizes that she might experience burnout because of the repetitive nature of the job.He talks to her about developing other possible skills by working full time for a short period at a different company.In this scenario,which of the following approaches to employee development is Carl encouraging?


A) Externship
B) Transfer
C) Promotion
D) Job rotation
E) Job transfer

F) A) and E)
G) D) and E)

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Hannah Barboza Inc.,a publishing company,regularly assesses employees using different questionnaires.Recent assessments revealed that there were more employees who focused on the relationships between the ideas of the given projects and fewer employees who actually took the time to conduct thorough research on them.Based on these results,the managers were able to correctly assign employees to specific projects for the month.In this scenario,which of the following Myers-Briggs Type Indicator (MBTI) assessment dichotomies is Hannah Barboza Inc.using to allocate projects?


A) Energy dichotomy
B) Information-gathering dichotomy
C) Decision-making dichotomy
D) Lifestyle dichotomy
E) Initiative-oriented dichotomy

F) A) and D)
G) All of the above

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An Individual Coaching for Effectiveness program is designed to:


A) help managers with dysfunctional behavior.
B) improve the technical skills of employees.
C) help prepare managers for overseas assignments.
D) reduce the effects of the glass ceiling.
E) attract and retain ambitious managerial employees.

F) A) and B)
G) D) and E)

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Walter,a senior manager at BottleCap Creations,believes that rather than pointing out the limitations of his subordinates and making them lose their sense of self-worth,he should allow them to identify their strengths and weaknesses on their own through various tests.His colleague,Veronica,claims that the opposite approach,pointing out mistakes,is a good way to create improvements.Which of the following statements,if true,would weaken Veronica's claim?


A) Employees who have their mistakes identified by their supervisor are more focused and determined on the job.
B) Pointing out faults to an employee is an effective learning process because the employee will make sure to follow through on the supervisor's feedback.
C) Employees prefer having face-to-face conversations with their supervisors about their limitations and strengths.
D) A self-assessment test may not identify all the limitations or strengths that employees may possess.
E) Employees will realize their limitations and strengths better when they evaluate their own skills.

F) B) and C)
G) B) and D)

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A peer or manager who works closely with employees to motivate them,help them develop their skills,and provide reinforcement and feedback is known as a:


A) protégé.
B) coach.
C) moderator.
D) high-potential employee.
E) facilitator.

F) B) and D)
G) B) and C)

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Identify the correct statement regarding protean careers.


A) Employees in protean careers look for organizations to provide job security.
B) Employees in protean careers take lesser responsibility for managing protean careers than for traditional careers.
C) A protean career is one that does not change frequently.
D) Employees in protean careers look for organizations to provide development opportunities based on the modern psychological contract.
E) Protean careers are characterized by frequent changes due to changes in a person's desired level of compensation.

F) C) and E)
G) A) and E)

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Michael Nolan,a newly appointed executive manager at Zeta Inc.,realizes that his team,consisting mostly of women,has not received a pay raise even though they have been working in the organization for many years.He believes this is because the company has purposely not provided the necessary tools for them to aim for better positions in the company.Michael's senior manager,Howard,says that Michael's belief is wrong.Which of the following statements supports Michael's belief?


A) Howard believes the company has provided the required tools for success to both male and female employees.
B) The company has constantly encouraged its female employees to take on more responsibilities.
C) Howard believes that the women in the organization are quite comfortable with their current positions.
D) The company must break away from the stereotype attached to female employees that they are not fit for senior positions.
E) The tools and amenities provided are very traditional and do not help meet the necessary skills required.

F) C) and E)
G) A) and B)

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Using job experiences for development assumes that:


A) development occurs only when job demands involve obstacles.
B) development occurs only through promotions.
C) development is most likely to occur when employees experience high levels of negative stress in their jobs.
D) development is most likely to occur when an employee's skills and experiences do not entirely match the skills required for the current job.
E) development is most likely to occur when an employee has the prerequisite skills to perform the job.

F) C) and D)
G) B) and C)

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During the action planning and follow-up step of the career management process,the employer:


A) has the responsibility of communicating the performance evaluation.
B) should identify opportunities and personal areas needing improvement.
C) should ensure that the goal is specific.
D) is responsible for identifying the steps and timetable to reach the goals.
E) should identify the resources needed.

F) B) and C)
G) A) and B)

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The decision-making dimension of the Myers-Briggs Type Indicator relates to the:


A) steps or actions individuals take when making decisions.
B) amount of consideration given to others' feelings when making a decision.
C) individuals' tendency to be flexible and adaptable.
D) confidence and speed with which decisions are reached.
E) individuals' interpersonal strength and vitality.

F) B) and E)
G) C) and D)

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The final step in the career management process is:


A) self-assessment.
B) reality check.
C) goal setting.
D) action planning.
E) feedback.

F) D) and E)
G) A) and B)

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The employees at Melly Towers acknowledge that their supervisor is excellent at his work and that he has received many accolades during his 40-year career.However,they claim he is a dysfunctional manager.The supervisor,when confronted,argues that his work should speak for itself and his behavior is irrelevant.Which of the following statements supports the employees' claim?


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

F) D) and E)
G) B) and C)

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Identify the correct statement regarding the Myers-Briggs Type Indicator (MBTI) .


A) It is an appropriate tool for measuring job performance.
B) People who take the MBTI generally do not find it to be an enjoyable experience.
C) MBTI scores are stable over time.
D) The MBTI is a valuable tool for understanding communication styles.
E) Research has concluded that the MBTI is highly valid, reliable, and effective.

F) C) and D)
G) A) and D)

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Mentoring programs tend to be very successful when they are compulsory.

A) True
B) False

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Which of the following helps identify employees' preferences for working in different types of environments like sales and counseling?


A) Myers-Briggs Type Indicator
B) Self-Directed Search
C) Leaderless group discussion
D) Occupational Outlook Handbook
E) Strong-Campbell Interest Inventory

F) B) and D)
G) C) and E)

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