Question :
11) Career development in traditional bureaucratic organizations differs from that : 1346285
11) Career development in traditional bureaucratic organizations differs from that in more modern organizations in that:
A) bureaucratic organizations left career development solely to the employees, while modern organizations implement career development for employees.
B) bureaucratic organizations supported employee empowerment, while most modern organizations shy away from employee empowerment.
C) bureaucratic organizations saw career development as something that was done “for” employees, while modern organizations view it as something in which the employee must play a role.
D) bureaucratic organizations saw career development as something that would improve the individual employee, while modern organizations see career development as something that will improve the company as a whole.
12) Chloe, Operations Manager of Brant International, is trying to encourage employee empowerment in the business. She supports letting employees take total responsibility for their career development. As the head of HR, you would most likely:
A) realize that giving total responsibility to employees may leave them without the guidance and understanding they need to develop their careers.
B) agree that while this is done in most companies, it is too expensive for Brant to implement at this time.
C) follow her suggestion, knowing that employee empowerment of this sort will increase worker morale and productivity.
D) believe that the company should play the most active role in employees’ career development.
13) Which of the following most likely suggests that career development is emphasized too much in an organization?
A) Employees take total responsibility for their career development.
B) Employees spend time with supervisors seeking career advice.
C) Employees make numerous lateral moves within a department.
D) Employee job performance is neglected for networking opportunities.
14) Marcus is trying to encourage his employees to think and plan for their future careers. He’s concerned, however, that he might create or feed unrealistic expectations. Marcus is most likely trying to answer which of the following questions?
A) How much career emphasis is enough?
B) Who’s responsible for career development?
C) How does one meet the needs of a diverse workforce?
D) Whose goals should be met, those of the organization or the individual?
15) Which of the following is LEAST likely a negative aspect of career development programs that foster unrealistic advancement expectations?
A) Employee dissatisfaction
B) Poor performance
C) Increased turnover
D) Discrimination
16) The “glass ceiling” is best defined as the:
A) official boundary in an organization that prohibits minorities and women from rising to upper-level job positions.
B) filtering of minority group members and women into non-revenue producing areas of a business.
C) informal barrier that prevents women and minorities from advancing their careers within firms.
D) expansion of opportunities for minorities and women in the workplace required by EEO laws.
17) According to a 1991 government study on the “glass ceiling,”:
A) women were excluded from formal recruitment efforts.
B) employers failed to provide formal career development programs.
C) women and minorities were held back from lower-level management positions.
D) minorities and disabled workers were excluded from upper-level management positions.
18) Which of the following is most likely a true statement?
A) The glass ceiling is a problem exclusive to the United States.
B) Women and minorities tend to be excluded from informal career development efforts.
C) Since the 1991 glass ceiling study, women have attained appropriate representation in directorship positions.
D) Barriers to women and minorities in the workplace no longer exist as a result of government intervention programs.
19) In Fortune 500 companies, ________ % of seats on the boards of directors are held by women.
A) 5
B) 15
C) 25
D) 50
20) Which of the following is NOT a common issue associated with dual-career couples?
A) Experiencing conflicts between personal lives and career lives
B) Needing flexible scheduling to handle child care responsibilities
C) Struggling with career advancements that involve a geographic move
D) Requiring additional health care benefits to cover both members of the couple
