Chapter 10: Managing Careers and Fair Treatment
Multiple Choice


1.  

Today's employees exchange their job skills for:

loyalty.
job security.
training.
long-term interests.


2.  

The manager's role in an employee's career development does not include:

developmental assignments.
performance feedback.
ensuring the employee a fulfilling career.
career-oriented appraisals.


3.  

An employer's role in an employee's career development does not include:

Career plans.
Career management programs.
Training and development.
Career-oriented appraisals.


4.  

Whether a job's demands match a candidate's skills and interest may be determined by:

a challenging first job.
mentoring.
career-oriented appraisals.
realistic job preview.


5.  

An employee with high expectations who encounters a boring, unchallenging job may suffer from:

job pathing.
reality shock.
self-assessment.
performance feedback.


6.  

Planned _________ can help an employee determine his or her future career moves.

Career-oriented appraisals
Mentoring
Job rotation
Performance feedback


7.  

A manager utilizes __________ to match an employee's strengths and weaknesses with a feasible career path.

Mentoring
Career-oriented appraisals
Job pathing
Realistic job previews.


8.  

Employers increase opportunities for employees to interact with diverse employees by:

job pathing.
mentoring.
career planning workshops.
realistic job previews.


9.  

Moving an employee to a position with increased responsibility is:

promotion.
transfer.
competence.
seniority.


10.  

Today's focus on competitiveness favors ______________ as the preferred basis for promotions.

Seniority
Competence
Union agreements
Civil service regulations


11.  

A preference for basing promotions on competence is dictated by:

civil service regulations.
competitiveness.
past performance.
union agreements.


12.  

Published promotion policies and procedures do not include:

Formal promotion policy.
Job posting policy.
Employee qualification briefs.
Manager's criteria.


13.  

The criteria by which a firm awards promotions are described in a:

formal promotion policy.
job posting policy.
employee qualification brief.
personnel records review.


14.  

The psychological contract between employer and employee has been undermined by:

motivated staff.
employee commitment.
competitiveness.
mergers and downsizing.


15.  

The _________ gives a supervisor and employee an opportunity to join the employee's performance and career interests into a career plan.

Career planning workshop
Performance appraisal
Transfer
Job rotation


16.  

Matching an employee's career goals and skills with promotional opportunities is the purpose of:

job posting.
mentoring.
promotions.
career workshops.


17.  

Engagement, explanation, and expectation clarity all contribute to:

fairness.
speak-up programs.
discipline.
progressive penalties.


18.  

Involving individuals in decisions that affect them is:

engagement.
explanation.
expectation clarity.
rules and regulations.


19.  

Ensuring that employees know the penalties for failing to meet standards is:

discipline.
engagement.
explanation.
expectation clarity.


20.  

Encouraging employees to behave sensibly at work is the purpose of:

expectation clarity.
discipline.
progressive penalties.
explanation.


21.  

Fairness in discipline includes all the following except:

Rules and regulations.
Progressive penalties.
Non-punitive discipline.
Appeals process.


22.  

Dismissal should occur only after attempts have been made to ______ the employee.

Discipline
Rehabilitate
Terminate at will
Discipline without punishment


23.  

Persistent failure to perform assigned duties or meet prescribed standards may lead to dismissal for:

misconduct.
changed job requirements.
lack of qualifications.
unsatisfactory performance.


24.  

An employee who tries but cannot do the job may be dismissed for:

insubordination.
unsatisfactory performance.
lack of qualifications.
changed job requirements.


25.  

Failure to treat employees fairly in the dismissal process may foster a charge of:

misconduct.
wrongful discharge.
insubordination.
privacy violation.


26.  

An employer may assist employees in securing a new job by:

job posting.
exit interviews.
outplacement counseling.
plant closing law.


27.  

Eliciting opinions on the pros and cons of working for a firm may be obtained by:

outplacement counseling.
a termination interview.
rings of defense.
exit interviews.


28.  

The WARN Act requires 60 days notice of a layoff except when:

Layoffs exceed six months.
Employer relocates workers.
Employer has more than 100 workers.
More than 50 laid off.


29.  

An employer may avoid a layoff by the following methods except:

Downsizing.
Voluntary pay reduction.
Rings of defense.
Voluntary time off.


30.  

Employees may avoid layoffs by agreeing to:

rings of defense.
downsizing.
outplacement counseling.
voluntary time off.


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