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Managing Human Resources 8th Edition By Gomez – Test Bank

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  • ISBN-10 ‏ : ‎ 0133029697
  • ISBN-13 ‏ : ‎ 978-0133029697

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SKU:tb1002467

Managing Human Resources 8th Edition By Gomez – Test Bank

Managing Human Resources, 8e (Gomez-Mejia et al.)
Chapter 9 Developing Careers

1) Unlike training, career development:
A) has a short-term focus.
B) is initiated by employees.
C) has a broad scope.
D) benefits the organization.
Answer: C
Diff: 2
AACSB: Analytical thinking
Skill: Concept
LO: 9.1: Know what is career development

2) Career development is best defined as a:
A) one-time event or opportunity to enhance long-term skills.
B) formal, organized, ongoing effort to develop people skills.
C) highly selective process which guarantees success.
D) process that focuses on immediate job requirements.
Answer: B
Diff: 2
AACSB: Analytical thinking
Skill: Concept
LO: 9.1: Know what is career development

3) Which of the following best explains why the career development field has experienced significant change in recent decades?
A) More college graduates pursue careers with non-profit organizations.
B) Self-employment is a preferred career path for professionals.
C) Career paths are less structured and predictable.
D) Job security is an important career element.
Answer: C
Diff: 3
AACSB: Analytical thinking
Skill: Concept
LO: 9.1: Know what is career development

4) The purpose of career development has changed over time and shifted its focus from the:
A) organization to both the organization and the individual.
B) individual to the organization.
C) organization to the individual.
D) individual to the community.
Answer: A
Diff: 2
AACSB: Analytical thinking
Skill: Concept
LO: 9.1: Know what is career development
5) Currently, firms primarily view career development as a way to meet all of the following goals EXCEPT:
A) reducing job burnout.
B) reinforcing affirmative action.
C) improving quality of work life.
D) expanding tenure opportunities.
Answer: D
Diff: 2
AACSB: Analytical thinking
Skill: Concept
LO: 9.1: Know what is career development

6) Initially, companies viewed career development as a program to meet organizational needs. Now, it is also looked upon as a way to meet employees’ needs. This shift in perspective is most likely due to all of the following EXCEPT:
A) the pressures of downsizing.
B) the pressures of technological change.
C) employee demands for career advancement opportunities.
D) the need for global firms to meet short-term strategic goals.
Answer: D
Diff: 3
AACSB: Analytical thinking
Skill: Concept
LO: 9.1: Know what is career development

7) Lillian, the VP of HR, insists that a career development program should be implemented at Dresses, Inc. She notes that employee turnover is increasing and many employees complain that they feel stuck in dead-end jobs. Patty, the president of HR, claims that due to the recent economic downturn, it is impossible to implement such a program. From this scenario, it is most likely that:
A) Lillian does not recognize the cost-benefit factors in implementing a career development program.
B) Patty does not place enough importance upon the vital need of career development.
C) Lillian overestimates the value of career development.
D) Patty is more economically savvy than Lillian.
Answer: B
Diff: 3
AACSB: Analytical thinking
Skill: Application
LO: 9.1: Know what is career development

8) Tomas is considering his company’s most critical needs and challenges in the future and his own strengths and interests. Tomas is most likely in the process of:
A) linking his needs to the firm’s needs.
B) laying the groundwork for a mentoring program.
C) establishing a management development program.
D) evaluating the marketability of his skills in a global setting.
Answer: A
Diff: 2
AACSB: Analytical thinking
Skill: Application
LO: 9.1: Know what is career development
Additional Case 9.1
Ron, the CEO at CableNet, wants to invest in career development because he is concerned that the firm is not prepared to meet future needs and challenges. Rudy, the operations manager, states that CableNet has already invested significantly in employee training, and a career development program would be a costly duplication. Rudy produces a recent productivity and quality study that shows significant improvement among employees to support his assertion that a development program is unnecessary. Charles, an IT manager, states that most supervisors currently discuss career options with their subordinates as part of the management process. Charles asserts that managers are taking care of their employees well enough and that nothing else is necessary. Tanya, the HR director, suggests that assigning employees to various jobs would give them a wider base of skills at a minimal expense. She asserts that an active career development program would help the company with EEO-related matters, which are a concern to her. The workforce is about 30% female and 45% minority, but upper management is 100% Asian-American male.

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