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Exam 8: Developing Employees for Future Success

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Question 1

True/False

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The temporary cross-functional move is the least common way to use downward moves for employee development.

A) True
B) False

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Question 2

Multiple Choice

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According to the Myers-Briggs Type Indicator,individuals with a Perceiving (P) preference:

A) are decisive and focused on goals.
B) are comfortable with changing a decision.
C) like deadlines.
D) focus more on possibilities and relationships among facts.
E) do not like surprises.

F) C) and D)
G) None of the above

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B

Question 3

Multiple Choice

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In _____,a participant takes the part of a manager or employee in a situation involving the skills to be assessed.

What is the function of the Myers-Briggs Type Indicator (MBTI)? What are the different areas of preferences described by the MBTI?

According to the Myers-Briggs Type Indicator,which of the following is true of individuals who are Introverted,Sensing,Thinking,and Judging (known as ISTJs) ?

Valarie Robbins,a project manager at Schmitt and Co.,believes that she should create an opportunity for all employees to gain knowledge about the different areas in the organization.She believes that it will make her employees familiar with all departments of the company.Her manager advises her that this strategy could cost the company time and money.Which of the following statements supports Valarie's belief?

Christopher Maine,an employee,understands that he has great potential after taking a self-assessment test at his company.He decides to create a checklist of short-term objectives to be achieved to help him hone his skills.In this scenario,Christopher is employing _____ as a mechanism of career management.

A sales firm regularly enrolls some of its employees in a six-month marketing course with a leading university.At the end of the course,the employees are able to perform better in the organization.Which of the following methods of employee development has the firm used?

Schram Enterprises,a software company,conducts Inscape's DiSC inventory assessment to evaluate its employees.The assessment reveals that there are very few employees who are diligent at work,calm and composed,even while working with tight deadlines.Which of the following DiSC categories applies to the employees described in the scenario?

Research on the validity,reliability,and effectiveness of the Myers-Briggs Type Indicator is inconclusive.

The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization's plans is called:

According to the Myers-Briggs Type Indicator,how do Introverted types (I) gain energy?

Doug was part of a formal mentoring program and was mentored by Amelia.The mentoring sessions were conducted over a period of six weeks to improve Doug's communications and interpersonal skills in the workplace.The sessions,however,were unsuccessful.Which of the following,if true,would most likely have caused the failure of the mentoring sessions?

Succession planning focuses on high-potential employees.

The energy dichotomy of the Myers-Briggs Type Indicator indicates _____.

The outcome of action planning often takes the form of a career development plan.

Brenda Myers,the vice president of FSE Inc.,believes in conducting an assessment center meeting at the end of every month.She believes that this is the best way to identify potential high performers to succeed her.Her senior manager suggests the meeting would defeat the purpose of the HR department.Which of the following statements will supports Brenda's belief?

Research suggests that assessment center ratings are valid for predicting performance,salary level,and career advancement.

According to the Myers-Briggs Type Indicator,Extroverted types (E) gain energy through:

Most employee development occurs through formal education programs.