MULTIPLE CHOICE.

Choose the one alternative that best completes the statement or answers
the question.
1)
The deliberate process through which an employee becomes aware of personal career-related attributes
and the lifelong series of activities that contribute to his or her career fulfillment is known as:
1)
_______
a career cycle.

A)
B)

empowerment.

C)
the growth stage of the career cycle.
D)
the exploration stage of the career cycle.
E)
career planning and development.
2)
Young is the new Director of Human resources at a consulting engineering company. She wishes to
implement career management initiatives and has been asked by the CEO why this would be of benefit to
the business. She should respond as follows:
2)
_______
A)
this promotes compliance with employment equity laws.
B)
this reduces turnover and increases employee commitment.
C)
this reduces turnover.
D)
this assists directly in human resource planning.
E)
this increases employee commitment.
3)
Your colleague wishes to find a position with another employer and has asked you to define what is meant
by "networking" as a career development tool. You advise her as follows:
3)
_______
A)
it involves asking a contact for a job.
B)
the objective is to let people know about background and career goals and to share information so the job
seeker benefits.
C)
personal networking involves speaking to external professional contacts about career goals but not to
colleagues within the organization.
D)
the objective is to provide information so the employer can decide if the job seeker is the right candidate.
E)
the objective is to let people know about background and career goals and to share information so both
parties benefit.

4)
Developmental activities are:
4)
_______

A)
providing educational and training
B)
providing educational and training
C)
providing educational and training
D)
providing educational and training
E)
providing on the job training.

resources required to help managers identify job rotations.

resources required to help employees identify career-related progress.
resources required to help employees identify their career potential.
resources required to help employees identify job-sharing opportunities.

5)
Career-oriented firms stress career-oriented appraisals that link past performance and:
5)
_______

A)

teamwork skills.

B)
career preferences and developmental needs.
C)
the internal job posting system.
D)
training resources.
E)
fundamental skills.
6)
A series of work-related positions, paid or unpaid, that help a person grow in job skills, success, and
fulfillment is:
6)
_______
work.
a job.
a position.
a profession.

A)
B)
C)
D)
E)

a career.
7)
A lifelong series of activities (such as workshops) that contributes to a person's career exploration,
establishment, success, and fulfillment is:

7)
_______
A)
career development.
B)
retraining.
C)
empowerment.
D)
a job seminar.
E)
product life-cycles.
8)
You are a consultant that has been hired by a large retailer to lead a workshop for management trainees
on the topic of career planning and development. Which of the following do you advise the trainees are the
required skills for an employee accepting responsibility for his or her career?
8)
_______

A)
career planning, self-assessment
B)
goal orientation, networking
C)
self-motivation, effective time management
D)
entrepreneurialism, networking, money management
E)
self motivation, independent learning, effective time and money management, self-promotion
9)
The employer performs the following career development functions:
9)
_______
A)
offers career information.
B)
acts as coach and appraiser.
C)
manages employees' careers.
D)
is altruistic.
E)
provides a formal career path.
10)
The manager performs the following career development functions EXCEPT:
10)
______

A)
listening to and clarifying the individual's career plans.
B)
offering organizational support.
C)

shielding the employee from organizational resources and career options.

D)
generating career options.
E)
giving feedback.
11)
The key factors in employee retention today are:
11)
______

A)
fair processes in "people" decisions.
B)
an organizational culture that values and nurtures talented employees and fair processes in "people'
decisions.
C)
an organizational culture that values and nurtures talented employees.
D)
lifelong learning opportunities.
E)
employees who understand what motivates them.
12)
The stages through which a person's career evolves is referred to as a(n):
12)
______

A)
exploration cycle.
B)
development cycle.
C)
life cycle.
D)
career cycle.
E)
growth cycle.
13)
The stage of one's career, including the period from birth to age 14 during which the person develops a
self-concept by identifying with and interacting with other people such as family, friends, and teachers, is
called the:
13)
______
A)
adolescent stage.
B)
growth stage.
C)
childhood stage.
D)
interaction stage.
E)
maintenance stage.
14)

The stage of one's career, including the period from around ages 15 to 24 during which a person seriously
explores various occupational alternatives, attempting to match these alternatives with his/her interests
and abilities, is called the:
14)
______
A)
maintenance stage.
B)
establishment stage.
C)
exploration stage.
D)
growth stage.
E)
alternative stage.
15)
The stage of one's career, including the period roughly from ages 24 to 44 that is the heart of most
people's work lives, is called the:
15)
______
A)
maintenance steps.
B)
adult stage.
C)
establishment stage.
D)
interaction stage.
E)
exploration stage.
16)
The stage of one's career, including the period from about ages 45 to 65 during which the person secures
their place in the world, is called the:
16)
______
A)
maintenance stage.
B)
secure stage.
C)
midcareer stage.
D)
stabilization stage.
E)
decline stage.
17)
The stage of one's career, including the period during which many people are faced with the prospect of
accepting reduced levels of power and responsibility and having to accept the new roles of mentor and
confidante for those who are younger, is called the:
17)

______
decline stage.

A)

B)
consultant stage.
C)
mentor stage.
D)
stabilization stage.
E)
maintenance stage.
18)
A person with strong social orientation might be attracted to careers that entail interpersonal rather than
intellectual or physical activities and to occupations such as:
18)
______
social work.
accountant.

A)
B)

C)
research chemist.
D)
professor.
E)
contemporary artist.
19)
The following are personality types that John Holland found through his research, EXCEPT:
19)
______

A)
vocational orientation.
B)
investigative orientation.
C)
social orientation.
D)
enterprising orientation.
E)
realistic orientation.
20)
The skills needed to be successful in a particular occupation are referred to as:
20)
______
trade skills.
job skills.
life skills.

A)
B)
C)

D)
occupational skills.

E)
aptitudes.
21)
A person's aptitudes, such as intelligence and mathematical ability, are often measured with:
21)
______
talent testing.

A)

B)
the general aptitude test battery.
C)
an essay on their most enjoyable occupational task.
D)
career testing.
E)
intelligence testing.
22)
A concern or value that a person who is engaged in career planning will not give up if a choice must be
made is referred to as a(n):
22)
______
value anchor.
anchor.
skill.
career anchor.
planning anchor.

A)
B)
C)
D)
E)

23)
Yung made a choice to leave a large management consulting firm she had worked at for 10 years to
become the Executive Director of a newly established non profit association, ChildAid, which is dedicated
to helping children living in poverty. She had been volunteering with the organization prior to become the
Executive Director as she was inspired by the organization's mission. ChildAid has enough funds to give
her a very modest salary for a year. She must engage in vigourous fundraising efforts to enable the
organization to continue paying her salary beyond 1 year. Yung most likely has the following career
anchors:
23)
______

A)
creativity and autonomy.
B)
service/ dedication.
C)
independence and lifestyle.
D)
service/dedication and security.
E)

technical/functional.
24)
According to Schein, people who had a strong technical/functional career anchor tended to avoid decisions
that would drive them toward:
24)
______
A)
certified public accountancy.
B)
specialized management.
C)
mechanical engineering.
D)
general management.
E)
technical work.
25)
Renu made a choice to leave a mid-sized law firm and start her own law practice where she is the named
principal in the firm. It will take her at least a year to pay back the loan she has taken out in anticipation
that her practice will be successful. She will work very long work hours until she establishes a good client
base and gains sufficient funds to hire support staff. Renu values that she now chooses which clients to
accept work from and which area of law to practice in. Renu most likely has the following career anchors:
25)
______

A)
technical/functional.
B)
service/dedication and autonomy.
C)
creativity and autonomy and independence.
D)
service/ dedication and security.
E)
lifestyle.
26)
Which of the following is true of mentoring programs?
26)
______
A)
They are required in order to motivate senior employees to mentor.
B)
They provide benefits to protgs only.
C)
They are costly to implement.
D)
Research shows no significant correlation to employee commitment.
E)
An effective program supports organizational strategy by retaining future leaders.

27)
Edgar Schein identified the following career anchors EXCEPT:
27)
______
A)
insecurity and inexperience.
B)
security.
C)
managerial competence.
D)
technical/functional.
E)
autonomy and independence.
28)
People who are driven by the need to be on their own, free of the dependence that can arise when working
in a large organization where promotions, transfers, and salary decisions make them subordinate to others,
have a career anchor of:
28)
______

A)
managerial competence.
B)
technical and functional.
C)
security.
D)
creativity.
E)
autonomy and independence.
29)
Consultants, professors of business, freelance writers, and proprietors of small retail businesses tend to be
identified with the career anchor of:
29)
______

A)
autonomy and independence.
B)
creativity and intuition.
C)
managerial competence.
D)
security.
E)
technical and functional.
30)
According to Schein, graduates who are mostly concerned with long-run career stability have a career
anchor of:
30)

______
creativity.

A)

B)
autonomy and independence.
C)
security.
D)
technical and functional.
E)
managerial competence.
31)
For the new employee, a period during which his or her initial hopes and goals first confront the reality of
organizational life and of the person's talents and needs is known as:
31)
______
A)
probationary time.
B)
performance evaluation.
C)
reality testing.
D)
career adjustment.
E)
job evaluation.
32)
Most experts agree that one of the most important things that an employer can do is to provide new
employees with:
32)
______
A)
computer-oriented first jobs.
B)
challenging first jobs.
C)
comfortably paced first jobs.
D)
high-pressure first jobs.
E)
slow-paced first jobs.

33)
Providing recruits with realistic job previews regarding what to expect should they be selected to work in
the organization can be an effective way to minimize:
33)
______
absenteeism.
reality shock.

A)
B)

C)
workplace accidents.
D)
the Pygmalion effect.
E)
social loafing.
34)
Hanan is the manager of a busy branch of a credit union. She has recently hired new staff and has noticed
that the more work she gives to them and the more she expects of them the better they perform. This
relationship is referred to as the:
34)
______
A)
deadwood effect.
B)
demand effect.
C)
Pygmalion effect.
D)
supportive effect.
E)
expectation effect.
35)
A planned learning event in which participants are expected to be actively involved, completing career
planning exercises and inventories and participating in career skills practice sessions is called a(n):
35)
______
A)
organization development program.
B)
job inspection training.
C)
career planning workshop.
D)
lecture method of training.
E)
strategic planning exercise.
36)
An activity during a career planning workshop in which individual employees actively analyze their own
career interests, skills, and career anchors is called a:
36)
______
A)
career performance appraisal.
B)
self-assessment activity.
C)
testing appraisal.
D)
peer job evaluation appraisal.
E)
supervisor appraisal.

37)
The use of an experienced individual to teach and train someone with less knowledge in a given area is
called:
37)
______

A)
apprenticeship training.
B)
on-the-job training.
C)
mentoring.
D)
lecturing.
E)
basic training.
38)
A career-planning workbook underlines the employee's responsibility to initiate:
38)
______
A)
environmental assessment.
B)
career workshops.
C)
lifelong learning.
D)
the career-development process.
E)
self-assessment activity.
39)
Reverse mentoring is:
39)
______

A)
younger workers provide guidance to senior executives.
B)
younger workers provide guidance to older workers.
C)
senior executives provide guidance to new employees.
D)
older workers provide guidance to younger workers.
E)
senior executives provide guidance to junior employees in management.
40)
An organization focused on creating, acquiring, and transferring knowledge, and at modifying its behaviour
to reflect new knowledge and insights, is a(n):
40)
______

A)

post-secondary institution.
B)
learning organization.
C)
mentoring organization.
D)
in-house development centre.
E)
training and development organization.
41)
Harold is the recently hired CEO of a telecommunications company. He wishes to create a learning
organization. Activities that are necessary for this to occur include:
41)
______
A)
establishing a career development program.
B)
making effective termination decisions.
C)
making effective transfer decisions.
D)
making effective promotion decisions.
E)
transferring knowledge.
42)
A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at
modifying its behaviour to reflect:
42)
______
A)
conservative views and news.
B)
traditional standards and values.
C)
contemporary attitudes and norms.
D)
the skills of its employees.
E)
new knowledge and insights.
43)
The learning organization depends on experimentation, which means:
43)
______

A)
exploitative data of primary research.
B)
random testing of information.
C)
systematic searching for, and testing of, new knowledge.
D)
observing labour market trends.
E)

intuitive guesswork of research data.

44)
Learning organizations engage in the following activities EXCEPT:
44)
______

A)

experimentation.

B)
learning from experience.
C)
learning from others.
D)
transferring knowledge.
E)
unsystematic problem solving.

45)
The most important promotion-related decisions are:
45)
______
A)
whether promotion will be based on seniority or competence, or some combination of the two.
B)
how competence will be defined and measured.
C)
whether or not the promotion will involve a transfer.
D)
whether to take future potential into account.
E)
whether the promotion process will be formal or informal.
46)
Harry's competence as a manager was rated very high. How is his competence defined and measured?
46)
______

A)
forecasting person's potential
B)
measuring career assessment
C)
understanding employee needs
D)
predicting career-related decisions
E)
predicting environmental assessment
47)
When employees are not made aware of jobs that are available, criteria for promotion and how the
decisions are made, the link between performance and promotion is:
47)

______
strengthened.
weakened.
severed.
diminished.

A)
B)
C)
D)

E)
none of the above.
48)
Employees seek transfers for the following reasons EXCEPT:
48)
______

A)
greater possibility of advancement.
B)
a more interesting job.
C)
personal enrichment.
D)
better location of work.
E)
enhancement of family life.
49)
Transfer policies have fallen into disfavour partly because of the cost of relocating employees, and also
because of the assumption that frequent transfers have a bad effect on the employee's:
49)
______

A)
emotional stability.
B)
job performance.
C)
job attitude.
D)
financial responsibility.
E)
family life.
50)
To overcome the record number of rejections of relocation offers, companies are:
50)
______
A)
offering additional perquisites.
B)
offering spousal support through career transition programs.
C)
paying moving expenses.
D)
increasing financial incentives.

E)
increasing salaries.

51)
Any attempt to improve managerial performance by imparting knowledge, changing attitudes or
enhancing skills, is called:
51)
______
A)
assessment centre training.
B)
management development.
C)
career enhancement.
D)
professional development.
E)
T-group training.
52)
Canadian firms tend to routinely transfer employees less today than was the case 10 years ago. The
general reasons for this change in practice is:
52)
______
A)
the cost of transferring employees has increased.
B)
the negative impact on diversity programs.
C)
employees are less willing to disrupt their family life and the cost of transferring employees has increased.
D)
the difficulty in finding employees to fill the transferred employee's former position.
E)
the cost of transferring employees has increased.
53)
When a management development program is individualized and it is aimed at filling a specific executive
position, this process is usually called:
53)
______
A)
personnel planning.
B)
succession planning.
C)
management forecasting.
D)
management needs analysis and development.
E)
individual development.
54)

The following are steps contained in a typical succession program EXCEPT:

54)
______
A)
Management forecasts of the competition are made.
B)
An organization projection must be made.
C)
Management skills inventories are prepared.
D)
Management replacement charts are drawn.
E)
Job rotation and executive development programs are arranged.
55)
A Canadian bank has for several years established formal promotion procedures and published these
procedures so all employees are aware of the criteria by which promotions are rewarded. What are the
benefits to the bank of doing this?
55)
______

A)
Managers have greater autonomy and more discretion in promotion decisions.
B)
A greater number of qualified employees are likely to be considered for openings and managers have more
discretion in promotion decisions.
C)
Replacement summaries are better utilized.
D)
A greater number of qualified employees are likely to be considered for openings and promotion becomes
more closely linked to performance for employees.
E)
There are no benefits.
56)
A management training technique that involves moving a trainee from department to department in order
to broaden his/her experience and identify strong and weak points is called:
56)
______
job enrichment.
action learning.
job enlargement.

A)
B)
C)

D)
developmental job rotation.
E)
global job rotation.
57)
The following are advantages of the developmental job rotation technique EXCEPT:
57)

______
A)
broadening understanding of all parts of the business.
B)
testing the trainee and helping identify the person's strong and weak points.
C)
providing a well-rounded training experience for each trainee.
D)
providing experience in analyzing overall company problems.
E)
avoiding stagnation through constant introduction of new points of view in each department.
58)
In one management training technique, the trainee works directly with the person that he/she is to
replace. This technique is called the:
58)
______
A)
learning approach.
B)
job rotation approach.
C)
coaching/understudy approach.
D)
direct replacement approach.
E)
replacement approach.
59)
A training technique by which management trainees are allowed to work full-time analyzing and solving
problems in other departments is:
59)
______
job rotation.

A)

B)
the case study method.
C)
action learning.
D)
on-the-job training.
E)
the coaching/understudy approach.
60)
Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is
contemplating implementing an action learning program and is considering the advantages and
disadvantages of this approach for the development of new managers recently hired. The benefits of
action learning to Medica include the following EXCEPT:
60)
______
A)
It develops problem analysis skills.
B)
It encourages teamwork.

C)
It develops planning skills.
D)
By working with others, trainees find solutions to major problems.
E)
It benefits the managers department during the training period.

61)
An off-the-job management development technique which involves presenting a trainee with a written
description of an organizational problem is called a(n):
61)
______
A)
management game.
B)
coaching/understudy approach.
C)
role-play exercise.
D)
action learning program.
E)
case study method.
62)
Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is
designing the off the job management development program for Medica and will be including the case
student method of learning. The following elements are present in a case study method of training EXCEPT:
62)
______
A)
presenting findings and solutions to the group.
B)
discussion with other trainees.
C)
analyzing cases in private.
D)
summarizing events to stockholders.
E)
diagnosing problems.
63)
Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is
designing the off the job management development program for Medica and will be including the case
student method of learning. She wishes to improve the effectiveness of this method for the development of
new management hires. Which of the following steps would NOT increase effectiveness:
63)
______
A)
instructors should guard against dominating the case analysis.

B)
instructors should act as a catalyst or coach.
C)
cases should be actual scenarios from the trainees' own firm.
D)
participants should discuss the case in small groups before class.
E)
cases should be scenarios from companies other than that of the trainees.
64)
In this off-the-job management development technique, teams of managers compete with one another by
making decisions regarding realistic but simulated companies. This technique is called:
64)
______

A)
a computerized junior board.
B)
action learning.
C)
a computerized case study.
D)
a simulation exercise.
E)
a computerized management game.
65)
Computerized management games are good developmental tools for the following reasons EXCEPT:
65)
______
A)
development of leadership skills.
B)
development of problem-solving skills.
C)
development of computer skills.
D)
fostering teamwork.
E)
fostering cooperation.

66)
The employer's role in university-related programs often involves the provision of an incentive for
employees to develop job-related skills. This incentive often takes the form of:
66)
______
cash.
tuition refunds.
lavish prizes.

A)
B)
C)

D)
paid leave of absence.

E)
exotic job assignments.
67)
The employer's role in university-related programs increasingly involves granting technical and
professional employees extended periods of time off for attending a college or university to pursue a
higher degree or to upgrade skills. This employer support is called a(n):
67)
______
sabbatical.
vacation.

A)
B)

C)
professional leave.
D)
upgrade program.
E)
leave without pay.
68)
A training technique in which trainees act out the parts of people in a realistic management situation is
called:
68)
______
realistic training.
role-playing.
action learning.

A)
B)
C)

D)
situational training.
E)
case study method.
69)
Role-playing trains a trainee to be aware of and sensitive to the:
69)
______

A)
background of others.
B)
decisions of others.
C)
thoughts of others.
D)
expertise of others.
E)
feelings of others.
70)
Role-playing has some drawbacks. An exercise can take an hour or more to complete, only to be deemed a
waste of time by participants if the instructor does not:

70)
______
A)
praise the participants.
B)
coach or mentor trainees throughout the session.
C)
explain what the participants were to learn.
D)
lecture at the beginning to all trainees.
E)
present an expert system for trainees to observe.
71)
A training program in which trainees are first shown good management techniques (in a film), are then
asked to play roles in a simulated situation, and are given feedback regarding their performance, is called:
71)
______
action learning.

A)

B)
case study method.
C)
role-playing.
D)
good-example training.
E)
behaviour modelling.
72)
The basic behaviour modelling procedure includes the following EXCEPT:
72)
______

A)

modelling.

B)
computer program training.
C)
role-playing.
D)
social reinforcement.
E)
transfer of training.
73)
Some employers have in-house development centres for managers and employees that would include the
following EXCEPT:
73)
______

A)
assessment centres.
B)
role-playing.
C)

in-basket exercises.
D)
classroom learning.
E)
job analysis programs.
74)
Avica Inc., a Toronto based management consulting company would like to encourage certain key
consultants to continue employment past age 60. Which of the following steps would NOT be a good step
for the company to take to keep older consultants fully engaged and willing to continue employment with
the firm:
74)
______
A)
canceling training and development programs for this group.
B)
providing career counseling.
C)
canceling training and development programs for this group and requiring this group of employees to work
long work weeks.
D)
requiring this group of employees to work long work weeks.
E)
offering creative work arrangements.
75)
Avica Inc., a Toronto based furniture manufacturer is considering encouraging certain key employees to
continue employment past age 60. You are a consultant hired by Avica to advise on whether the company
should take this step and to discuss the latest research in to the impacts on Canadian firms of continuing
the employment of key employees past age 60. What do you advise?
75)
______

A)
Many have diminished mental capacity.
B)
These employees are usually risk averse and backward looking.
C)
These employees often have a higher rate of absenteeism.
D)
These employees often have a stronger work ethic.
E)
These employees often have a stronger work ethic but a higher rate of absenteeism.
TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
76)
Career planning is the lifelong series of activities that contribute to a person's career exploration.
76)
______
77)
The manager's role in career development includes providing timely and objective performance feedback.
77)
______

78)
An important task a person has in the establishment career stage is that of finding a suitable occupation,
and of engaging in activities that help earn a permanent place in the chosen field.
78)
______
79)
According to John Holland, most people have only one orientation, which makes career choices fairly
straightforward for them.
79)
______
80)
A person becomes aware of career anchors as a result of learning about his or her talents and abilities,
motives and needs, and attitudes and values.
80)
______
81)
People who have a strong technical/functional career anchor tend to make decisions that drive them
toward general management.
81)
______
82)
Employees with security as a career anchor are interested in either geographic security or organizational
security.
82)
______
83)
Realistic job previews significantly decrease reality shock.
83)
______
84)
Mentoring only provides benefits to the protg.
84)
______
85)
Management development is an attempt to improve current or future managerial performance by
imparting knowledge, changing attitudes, or increasing skills.
85)

______
86)
Succession planning is the process through which lower-level openings are planned and filled.
86)
______
87)
Management replacement charts summarize potential candidates as well as development needs.
87)
______
88)
A case study method approach is aimed at giving trainees realistic experience in identifying and analyzing
complex organizational problems.
88)
______
89)
Management games can be good developmental tools because people learn best by getting involved in
the activity itself, and games can be useful for gaining such involvement.
89)
______
90)
The aim of role-playing is to create a realistic situation and then have the trainees assume the parts of
specific persons in that position.
90)
______
91)
Behaviour modeling involves two steps: showing trainees the easiest way of doing something, and letting
them practice and develop speed.
91)
______
92)
Bjorn is a high performing programmer in a software development firm. He was offered the role of manager
of his work team. He declined the offer even though his salary would have increased by 15% had he
accepted this position. His career anchor is likely technical/functional.
92)
______
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
93)
Discuss the stages in a person's career.

94)
Identify and explain career anchors for an employee.
95)
Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is
designing the new on the job management development program and is considering implementing
developmental job rotation. What are the advantages and disadvantages of developmental job rotation
that she should consider?
96)
Identify the main features of behaviour modeling.