BUSI 342 MindTap 5 Managing Talent and Performance Assignment solutions complete answers

BUSI 342 MindTap 5 Managing Talent and Performance Assignment solutions complete answers 

 

Gerald is confused as to why his 26-year-old daughter is changing jobs for the third time since graduating from college five years ago. His daughter tells him that she has learned everything she can from her current job and that she wants to explore other jobs. She also tells him that she wants a job that pays more and provides better benefits than her current job. In the context of typical career phases, Gerald's daughter is in the stage of her career where most people's needs and concerns are _____.

 

Which of the following is true about management mentoring?

 

Phased retirement is simplified by pension laws, which often provide employees who are receiving a pension with the flexibility to work for any number of hours.

 

If a rater has seen only a small specimen of an employee's work, the appraisal may be subject to _____.

 

The Employee Retirement Income Security Act (ERISA) requires pension plans to periodically provide participants with information about plan features (such as vesting), funding, and benefit accrual amounts.

 

The graphic rating scale allows the rater to mark an employee's performance on a continuum indicating low to high levels of a particular characteristic.

 

Allison is assessing and creating a list of her interests, personality characteristics, skills, and values to determine the type of occupation that is likely to bring her success and satisfaction. Allison is most likely _____.

 

The developmental function of performance appraisals can identify areas in which the employee might wish to grow.

 

A career plateau is most likely to occur when:

 

Which of the following is an impact of development on an individual's career?

 

Marcie and Andrew are married. They are both professional employees at the City Zoological Park. Marcie is an exotic-animal veterinarian specializing in big cats, while Andrew is a designer of animal exhibits. The HR Director of a zoo in a different city wants to hire Marcie as Chief of Veterinary Medicine of the zoo. Given this scenario, which of the following actions should the HR Director most likely take to ensure that Marcie accepts the job offer?

 

Psychological testing is appropriate only when the testing and feedback processes are administered by a qualified professional.

 

In the context of talent development approaches, outdoor experiential activities as a development tool for individuals in teams _____.

 

Artificial intelligence has the ability to help with talent development activities in companies.

 

In organizational cultures based on an entitlement approach, performance evaluations link results to employee compensation and development.

 

Clarence is the Assistant Vice President of Quality Control for a medical equipment manufacturing firm. The management of the firm has given Clarence paid leave of three months to boost his morale. As a result, Clarence is currently teaching science in a high school in Haiti. At the end of the school semester, he will resume his job duties with his employer. Clarence is most likely _____.

 

Organization-centered career planning requires an individual employee to take charge of his or her career and chart a path of advancement through his or her organization.

 

In the context of performance information, which of the following is an example of behavior-based information?

 

Which of the following is most likely to help retain employees who are in high demand and improve their performance?

 

_____ occurs when an evaluator's values or prejudices distort the rating.

 

In the context of graphic rating scales, which of the following is a behavioral dimension?

 

In the context of talent development approaches, one of the underlying foundations of coaching is _____.

 

Performance standards should be established before work is performed because they define the level of satisfactory job performance.

 

An effective performance management system should:

 

Which of the following is typically the last stage in implementing a guided self-appraisal system using management by objectives (MBO)?

 

Which of the following is most likely to make managers more responsive toward employees?

 

Job loss as a career transition has been most associated with downsizing, mergers, and acquisitions.

 

By the time men and women have been out of school for six years, on average, women have worked much more time than men.

 

The leniency error occurs when ratings of all employees fall at the high end of the scale.

 

Which of the following statements is true of the development of human resources?

 

When opportunities for promotion in an organization are scarce, a good way to keep employees motivated and develop their talents is _____.

 

In the context of career plateaus, lateral transfers can be beneficial if _____.

 

In the context of performance information, which of the following is an example of results-based information?

 

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

 

The _____ allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristic.

 

The _____ method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.

 

In the context of the careers of women, which of the following statements is true?

 

When conducting performance appraisals, Steve, an Operations Manager at Pucoy Inc., provides his team members with feedback about their work and discusses areas of improvement for their future growth in the company. In this scenario, Steve demonstrates a(n) _____ use of performance appraisal.

 

Which of the following uses of performance appraisals looks within the organization to provide consistency between individual and organization performance?

 

In the context of individual career challenges, both employees and companies often find relocation undesirable because of personal hardships such as leaving a support system and finding suitable work for a trailing spouse.

 

When an HR manager does career planning for a high-potential employee who has a spouse with a professional occupation, it would be a good idea to consult with both the employee and the spouse.

 

Which of the following is a disadvantage of using comparative methods for performance appraisal?

 

The modeling process of leadership development is limited to straightforward imitation and copying.

 

Assuming that all high-potential individuals crave challenge and opportunity can lead to superior results.

 

Nelson, the HR Director of a large organization, is concerned about the lack of a large internal pool of talent for middle and upper management jobs. He feels there may be employees with high management potential in lower-level jobs who have not been identified and selected for development. To most accurately identify such employees, Nelson should:

 

Which of the following is a tool that helps people determine preferences among vocational occupations?

 

As companies become larger, the benefits of formal succession planning become fewer.

 

The _____ is the tendency to rate people relative to others rather than against performance standards.

 

In the context of individual career challenges, one concern that women who sequence have is that _____.

 

Employees working in isolation or possessing unique skills may be particularly suited for _____.

 

Long-term succession planning in an organization should _____.

 

_____ is a technique for distributing ratings that are generated with any of the other appraisal methods and comparing the ratings of people in a work group.

 

Representative of the general pattern of career and life periods is the idea that careers are not predictably linear but cyclical.

 

The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.

 

The high turnover rate of nursing staff is a major concern at Briar Mountain Regional Medical Center. Many experienced nurses resist moving into management despite having adequate managerial skills and being offered managerial opportunities, but exit interviews indicate that many of the best nurses leave Briar Mountain because they feel they cannot advance in the organization. Which of the following steps would be the most efficient in reducing the turnover of the nursing staff?

 

In a performance-driven organizational culture, employee rewards vary little from person to person and have little to do with differences in individual performance.

 

A supervisor’s rating of an employee’s attitude is classified as an objective measure of performance.

 

Anne’s supervisor is enthusiastic about introducing outdoor training to her organization. Anne is concerned that it may not be appropriate because of the physical nature of the training and the hazards involved. A number of Anne’s subordinates are over 50 and some are physically challenged. Anne’s concerns are realistic.

 

Which of the following is true of performance standards?

 

Plateaued employees may be a problem for an organization because _____.

 

Which of the following is an objective measure of performance?

 

Senior managers and executives are often hired from outside a firm because _____.

 

The HR Department of Total Utilities has an automated talent management system. This system helps the company create and manage individual career paths for all employees and design career-advancing programs based on employee potential and needs. The department also organizes career workshops and counseling sessions to help employees identify their strengths and interests. All of these aspects provide the employees of Total Utilities with a logical progression between jobs in the company. This scenario most likely exemplifies _____.

 

An informal appraisal is used when a system is in place to report managerial observations and assessment of employee performance.

 

The glass ceiling refers to the situation in which women rapidly progress into top and senior management positions.

 

Development of performance standards is typically the first stage of a guided self-appraisal system using management by objectives (MBO).

 

The _____ method requires a manager to prepare a written statement describing each employee's performance during the rating period.

 

The term _____ refers to a relationship in which experienced managers in a company aid individuals in the earlier stages of their careers.

 

The forced distribution method lists the employees being rated from highest to lowest based on their performance levels and relative contributions.

 

Josh is 32 years old. After graduating with a bachelor's degree, he worked for a financial organization for seven years and received three promotions during that period. Recently, he was fired by his employer; he is now working part-time as a bartender while training as an X-ray technician. Josh is experiencing _____.

 

A disadvantage of the outsider rating approach is that outsiders may not know the important demands within the work group or organization.

 

In the critical incident method, a manager keeps a written record of both favorable and unfavorable actions performed by an employee during the entire rating period.

 

Performance appraisal has a broad organizational focus.

 

Which of the following is included in the narrative method of performance appraisals?

 

The _____ occurs when a low rating on one characteristic leads to an overall low rating.

 

Which of the following is a subjective measure of performance?

 

Raul, an HR Manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives (MBO) in his organization. He starts by establishing objectives that are realistically attainable. Which of the following is most likely to be Raul's next step?

 

The _____ occurs when a rater gives greater weight to information received first when appraising an individual’s performance.

 

In the context of development needs analyses, which of the following statements is true of assessment centers?

 

The appraisal discussion is an emotional experience for managers because:

 

It is best for an organization to limit its intensive talent management efforts to its high-potential employees to avoid resentment among other employees.

 

The nature of a business and the environment in which it operates have a bearing on the strategies used for talent management.

 

Paul recently graduated from college and joined an information technology firm. When he starts work, Paul is taken aback by the differences between college life and professional life. He is dissatisfied with his unsupportive supervisor and is concerned about the lack of frequent feedback and the uncertainty of the logistical aspects of solving work problems. This scenario best exemplifies _____.

 

Which of the following is true of organizations that practice a performance-driven approach?

 

Which of the following is true of performance appraisal?

 

In general, women’s career advancement is negatively affected by _____.

 

Which of the following is a common problem with management development efforts?

 

One purpose of employee development is to help employees improve skills that they might not be able to improve through their ordinary life experiences.

 

The _____ occurs when a rater scores an employee high on all job criteria because of performance in one area of the assigned work responsibilities.

 

In the context of leadership development, which of the following is true of modeling?

 

_____ is a series of activities designed to align and improve individual performance to drive organizational results.

 

A(n) _____ is a series of work-related positions a person occupies throughout life.

 

Rotating workers to other departments is a way to deal with career plateaus.

 

A disadvantage of job rotation is that it can be expensive because a substantial amount of time is required to acquaint trainees with the different people and techniques in each new work assignment.

 

The last stage in a successful management mentoring relationship is _____.

 

In an effort to decrease turnover and increase management development capabilities, organizations are using specialized education for executives.

 

Which of the following statements is true of integrated talent management (ITM)?

 

Companies must use multisource feedback only as an administrative tool.

 

When creating a behaviorally anchored rating scale (BARS) system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

 

A strategic use of performance appraisal looks within the organization to provide consistency between individual and organization performance.

 

The idea that human capital can be a source of competitive advantage for organizations is gaining ground.

 

Carmelo is currently the Editor in Chief of the Business Department of a national news magazine. He initially joined the company as a staff reporter and then was promoted to technology reporter, to Assistant Editor of the Business Department, and finally to Deputy Managing Editor before achieving his current position. This scenario _____.

 

Peer and team ratings are especially useful only when supervisors can observe each employee's performance.

 

_____ recognizes that for many jobs, employee performance is multidimensional and crosses departmental, organizational, and even national boundaries.

 

Succession planning efforts should result in the identification of potential emergency replacements for critical positions and other successors who will be ready with some additional development.

 

In the context of talent development approaches, which of the following is true of classroom courses?

 

Which of the following statements is true of organizations that practice the entitlement approach?

 

The Nine-Box Talent Grid is impractical for jobs that tend to be complex.

 

Clarity, conflicts, confidence, and conviction are the four elements of feedback that can inspire employees to improve their performance.

 

Tuition reimbursement programs can encourage employees to _____.

 

A major concern for managers in an appraisal discussion is how to emphasize the positive aspects of an employee's performance while still discussing ways to make needed improvements.

 

Feedback and recognition are important aspects of a performance-driven culture as they give employees information and encouragement for their accomplishments.

 

Carla, a 52-year-old software engineer, has been laid off twice in her life, once because of downsizing and once because of the acquisition of her organization by a rival company. She has now hit a career plateau after working with her current employer for five years. Carla is frustrated; each time she has changed jobs, she has adapted and acquired more skills and expanded her knowledge base. Which of the following patterns best describes Carla's career progression?

 

The first step in the process of succession planning is to _____.

 

The _____ occurs when a rater gives all employees a score within a narrow range in the middle of the scale.

 

Josh is an HR Manager at RoxCom LLC. He is responsible for conducting performance appraisals for all entry-level employees in his organization. He implements a guided self-appraisal system using management by objectives (MBO). As part of the process, he reviews the job description and the key activities that constitute each employee's job. Which of the following is most likely to be Josh's next step?

 

Identify a true statement about succession planning.

 

A panel of division managers evaluating a supervisor's potential for advancement in the organization is an example of _____.

 

Kelly spent four days at a training program centered on the use of improved hygiene procedures to reduce infections in long-term care facilities. When she returned to work after the training, Kelly wanted to implement the new practices in her work unit. However, she was unable to do so because of resistance from the nursing staff and the lack of interest of the medical director. As a result, Kelly was not able to use her learning on the job. This scenario exemplifies _____.

 

Compared with the past, today employees are less mobile and organizations are more stable as long-term employers.

 

The recency effect occurs when a rater gives greater weight to information received first when appraising an individual’s performance.

 

In the context of performance information, which of the following is an example of trait-based information?

 

In the context of organization-centered career planning, an organization's website should:

 

Which of the following statements is true of career plateaus?

 

Which of the following statements is true of job sequencing?

 

The _____ occurs when ratings of all employees fall at the high end of the scale.

 

Succession planning primarily aims to 

 

Which of the following is true about hiring individuals who are already developed for a particular job? 

 

Provisions of the     Act demands that boards do CEO succession planning. 

 

Which of the following career views primarily refers to building a career by focusing on important employment factors such as authenticity, work-life balance, and challenge? 

 

Which of the following descriptions best fits the definition of an individual's career? 

 

Some companies maintain libraries of     which create a clear path for talent planning and the needed KSA’s for key jobs. 

 

Individual-centered career planning primarily focuses on 

 

The Holland Interest Inventory test primarily 

 

Although a relatively rare perk, almost 25% of companies on Fortune’s "Best Companies to Work For" list offer employees fully paid     to take extended time off work for development-related activities, volunteer work, or simply for rejuvenation.

 

Which of the following development approaches is most likely to occur within the context of a mentoring relationship? 

 

Which of the following scenarios is most consistent with an "entitlement approach" to performance management?

 

Which of the following factors is an example of "trait-based information" of an employee? 

 

Jian Ma would like to evaluate his employees using behavior-based information as opposed to trait-based or results-based information. Which of the following factors should Jian include in his evaluation?

 

Beatriz is the regional manager of sales for an agricultural supply company. She would like to create a results-based appraisal and rewards system for her employees. Which of the following factors should Beatriz utilize?

 

Performance standards that are     benefit both the organization and the employees.

 

Samantha wants to emphasize the developmental-purpose of the performance appraisal process within her team of employees. One of her employees, Jacob, has not been performing well. Which of the following responses would be most appropriate for Samantha in handling the situation with Jacob?

 

Managers at a call center practice     , which is a performance appraisal method in which the managers and employees jointly set performance goals, action plans for achieving the goals, and then measure and evaluate goal progress.

 

When grading student papers, Professor Arthur tends to rate male students much more harshly and negatively than he does female students. Which of the following terms best describes this situation?

 

is the tendency to evaluate people relative to other people rather than against a performance standard.

 

 

In the _____ method, the manager keeps a written record of both favorable and unfavorable actions performed by an employee during the entire rating period.

 

In the context of the Nine-Box Talent Grid, the term current star refers to a moderate performer with moderate potential.

 

Individual-centered career planning primarily focuses on _____.

 

In the context of talent development approaches, which of the following statements is true of a sabbatical offered by an organization?

 

In the context of the common mistakes made during succession planning, the provisions of the _____ require boards to increase the priority of CEO succession.

 

Which of the following is a common mistake made by organizations during succession planning?

 

Which of the following is a comparative method of performance appraisals?

 

The performance management process starts by identifying the strategic goals an organization needs to accomplish to remain competitive and profitable.

 

Which of the following statements is true of career progression considerations?

 

Succession planning should be done for all key jobs in an organization.

 

In the context of performance information, employee attitude is classified as trait-based information.

 

The use of _____ can cause rater error because it might not accurately reflect the relative importance of certain job characteristics.

 

Thirty-five-year-old Cho considers upward progression in an organization as a sign of career success. She has been in her current role for the last three years. Her application for a managerial role has been rejected three times, nor has she been offered any new roles. As a result, Cho believes that she has reached a phase of stagnation and is less satisfied with her job. In this scenario, Cho has most likely reached _____.

 

The ability of a waiter at a restaurant to persuade his or her customer to order an expensive item from the menu is an example of behavior-based information.

 

The _____ occurs when a manager uses only the lower end of the scale to rate employees.

 

Which of the following is typically the first stage in implementing a guided self-appraisal system using management by objectives (MBO)?

 

The halo effect is the tendency to rate people relative to others rather than against performance standards.

 

Davidson was recently promoted to the position of Manager of the IT Department of his company. Because of Davidson's lack of prior experience in a management role, the management of the company appointed a consultant to help Davidson improve his interpersonal skills and to provide effective decision-making strategies that Davidson could use to resolve conflicts within his team. In this scenario, Davidson's consultant can be best described as a(n) _____.

 

In the context of graphic rating scales, which of the following belongs to the descriptive category?

 

Job sequencing allows women to step off the career track for family considerations without having a negative impact on their careers.