Question :
61. Mentoring and coaching two types of _____ that used to : 1251061
61. Mentoring and coaching are two types of _____ that are used to develop employees.
A. interpersonal relationships
B. formal education programs
C. assessment exercises
D. job experiences
Employees can also develop skills and increase their knowledge about the company and its customers by interacting with a more experienced organization member.
62. A mentor is an:
A. employee’s peer who provides feedback and coaching.
B. employee’s manager who provides feedback and coaching.
C. employee’s family member who provides feedback and coaching.
D. experienced, productive senior employee who helps develop a less experienced employee.
Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé.
63. Which of the following is a characteristic of a successful formal mentoring program?
A. Mentor and protégé participation is mandatory.
B. No level of contact between mentors and protégés is specified.
C. Mentors are chosen on a random basis.
D. The length of the program is specified.
A characteristic of a successful formal mentoring program is, the length of the program is specified. Mentor and protégé are encouraged to pursue the relationship beyond the formal period.
64. Which of the following is NOT a benefit that a protégé receives from a mentoring relationship?
A. Coaching
B. Protection
C. Performance goals
D. Visibility
Mentors provide career and psychosocial support to their protégés. Career support includes coaching, protection, sponsorship, and providing challenging assignments, exposure, and visibility. Psychosocial support includes serving as a friend and a role model, providing positive regard and acceptance, and creating an outlet for the protégé to talk about anxieties and fears. Additional benefits for the protégé include higher rates of promotion, higher salaries, and greater organizational influence.
65. _____ support includes serving as a friend and a role model, providing positive regard and acceptance, and creating an outlet for the protégé to talk about anxieties and fears.
A. Career
B. Psychosocial
C. Social
D. Amicable
Both mentors and protégés can benefit from a mentoring relationship. Research suggests that mentors provide career and psychosocial support to their protégés.
66. Which of the following is a benefit of mentoring relationships?
A. Socialize new employees.
B. Increase the likelihood of skill transfer from training to the work setting.
C. Provide opportunities for women and minorities to evolve into managerial positions.
D. Provide opportunities for mentors to develop their interpersonal skills, self-esteem, and worth to the organization.
Both mentors and protégés can benefit from a mentoring relationship. Mentoring relationships provide opportunities for mentors to develop their interpersonal skills and increase their feelings of self-esteem and worth to the organization.
67. A peer or manager who works closely with an employee to motivate him/her, help him/her develop skills, and provide reinforcement and feedback is known as a:
A. mentor.
B. coach.
C. good Samaritan.
D. high-potential employee.
The best coaches should be empathetic, supportive, practical, and self-confident but not appear as someone who knows all the answers or wants to tell others what to do.
68. To develop coaching skills, training programs need to focus on four issues related to managers’ reluctance to provide coaching. Which of the following is NOT an issue?
A. Managers may be reluctant to discuss performance issues even with a competent employee because they want to avoid confrontation.
B. Managers may be better able to identify performance problems than to help employees solve them.
C. Managers may feel that the employee interprets coaching as criticism.
D. As companies acquire and merge with other companies, managers may feel that they need to focus on new employees rather than their current employees.
The fourth issue related to managers’ reluctance to provide coaching as companies downsizes and operate with fewer employees, managers may feel that there is not enough time for coaching.
69. Which of the following helps identify employees’ preferences for working in different types of environments (like sales, counseling, and landscaping)?
A. The Myers-Briggs Inventory
B. The Self-Directed Search
C. The Strong-Campbell Interest Inventory
D. The Occupational Outlook Handbook
Self-assessment involves psychological tests such as the Myers-Briggs Type Indicator (described earlier in the chapter), the Strong-Campbell Interest Inventory, and the Self-Directed Search. The self-directed search may also help employees identify the relative values they place on work and leisure activities.
70. The step in the career management process where psychological tests such as Myers-Briggs and Strong-Campbell Interest Inventory are used is:
A. self-assessment.
B. reality check.
C. goal setting.
D. action planning.
Self-assessment refers to the use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies.
