Q&A Hero

Q: _____ refers to a companys ability to make a profit without sacrificing the resources of its employees, the community, or the environment. a. Sustainability b. Accountability c. Diversity training d. Eco-management

Q: What does diversity training mean and what are its goals?

Q: List the training-related situations that may result in legal action.

Q: Delayed retirement is disappointing for companies, particularly those in knowledge-based industries. a. True b. False

Q: The use of phased retirement plans is complicated by regulations regarding taxation of retirement benefits. a. True b. False

Q: Preretirement socialization helps employees avoid being forced to return to work because of poor financial planning. a. True b. False

Q: Companies need to ensure that the older employees are kept away from new technology or learning new skills. a. True b. False

Q: Companies typically devote more resources to outplacing employees who have lost their jobs than to employees who remain. a. True b. False

Q: Job hopping is extremely prevalent in high-technology industries. a. True b. False

Q: Career recycling is limited to older employees who are nearing retirement. a. True b. False

Q: The individual contributor career path is used to satisfy poor performers who have no managerial potential. a. True b. False

Q: Millennials and Gen Xers are more used to change and job insecurity than baby boomers. a. True b. False

Q: Virtual expatriates are more expensive than traditional expatriates. a. True b. False

Q: Expatriates and their families are likely to experience high levels of stress and anxiety when they return from foreign assignments. a. True b. False

Q: It is important for companies to place more emphasis on developing employees technical skills than on preparing them to work within other cultures. a. True b. False

Q: The glass ceiling facilitates women and minorities to advance to higher levels of the organization. a. True b. False

Q: Managing diversity may require changing the company culture. a. True b. False

Q: Companies can deduct the cost of training provided to employees as a business expense. a. True b. False

Q: Copyrights protect the ideas that a material contains. a. True b. False

Q: Injuries incurred by employees during any employment-related activity such as training does not result in a legal action. a. True b. False

Q: Federal laws require companies in the gaming industry, such as casinos, to train employees to report suspicious activity. a. True b. False

Q: Through sector partnerships, workforce skill needs can be met faster than if individual employers worked alone. a. True b. False

Q: Sector partnerships focus on jobs that require more than a four-year college degree. a. True b. False

Q: Which of the following is true of early retirement programs? a. Early retirement programs are part of a companys strategy to lay off employees. b. Eligibility for early retirement is usually based on age and years of service. c. It is good to exclude the early retirement program from the employee benefit plan. d. It is mandatory for the chosen employees to accept early retirement, that is, it is involuntary.

Q: Which of the following involves employees leaving a job and a work role and making a transition into life without work? a. Retirement b. Retrenchment c. Retreatment d. Recycling

Q: _____ involves employees transitioning from full-time employment to full-time retirement by working part-time. a. Compressed retirement b. Early retirement c. Phased retirement d. Golden parachute retirement

Q: _____ is a way to reduce head count (the number of employees) and lower labor costs. a. Offering an early retirement plan b. Encouraging flextime c. Job hopping d. Compressing the workweek

Q: The _____ Act makes it easier for veterans to find employment when they return from previous jobs. a. Workforce Investment b. Age Discrimination in Employment c. Equal Employment Opportunity d. Uniformed Services Employment and Reemployment

Q: Which of the following is a disadvantage of job hopping? a. Job hopping makes it difficult for a company to downsize if necessary. b. Job hopping makes it difficult to sustain continuity in employee-customer relationships. c. Job hopping reduces a companys opportunity to hire employees with a variety of experiences. d. Hiring employees who job hop decreases the companys flexibility and adaptability.

Q: _____ refers to employees changing jobs, usually between companies, every two to three years. a. Job hopping b. Job rotation c. Job migration d. Job shadowing

Q: _____ involves changing ones major work activity after having been established in a specific field. a. Job repositioning b. Job novelty c. Career recycling d. Telecommuting

Q: _____ refers to having two employees divide the hours, the responsibilities, and the benefits of a full-time job. a. Job rotation b. Job sharing c. Job enlargement d. Job shadowing

Q: In the _____ stage of employees careers, individuals are concerned with keeping their skills up to date and being perceived as someone who is still contributing to the company. a. exploration b. decline c. establishment d. maintenance

Q: The establishment stage of an employees career involves: a. pursuing the type of education and training an employee needs. b. finding employment, achieving more responsibility, and financial success. c. a self-assessment of the employees interests, values, and work preferences. d. being perceived as someone with many years of experience and job knowledge.

Q: Which of the following is a disadvantage of virtual expatriates? a. They expose the family to the culture shock of an overseas move. b. They are more expensive than traditional expatriates. c. They lack a strong personal relationship with local employees. d. They have no interactions with the home office.

Q: _____ refer to employees who have an assignment to manage an operation abroad without being located permanently in that country. a. Virtual expatriates b. Market mavens c. Offshore employees d. Intrapreneurial employees

Q: Which of the following is true of repatriation? a. Employees are guaranteed a higher standard of living in their home country than the host country when they return after the completion of the foreign assignment. b. Employees may leave the company if the assignments given to them upon returning to their home country have less responsibility. c. Expatriates experience no stress and anxiety when they return to their home country after the completion of foreign assignments. d. Employees should not be asked to self-manage the repatriation process.

Q: _____ prepares expatriates for return to the parent company and home country from the foreign assignment. a. Repatriation b. Immigration c. Emigration d. Inpatriation

Q: Which of the following causes overseas assignments to fail? a. Including an employees family in orientation programs b. Employees high levels of tolerance of ambiguity and sensitivity to cultural differences c. Asking employees to self-manage the repatriation process d. Emphasizing on developing employees technical skills over cross-cultural preparation

Q: The best way to provide cross-cultural training for international assignments with a high level of cultural and job novelty that require a good deal of interpersonal interaction with host nationals is through: a. standard lecture method. b. group-building method. c. self-paced learning. d. presentation method.

Q: An expatriate is an employee: a. working as a spy in a competitors company. b. who has been headhunted from a firm to join another company. c. who works in a country other than his or her country of origin. d. working for a multinational company in his home country.

Q: The _____ refers to a barrier to advancement to higher-level jobs in the company that adversely affects women and minorities. a. mum effect b. funnel effect c. glass ceiling d. spiral career path

Q: Which of the following is a characteristic associated with the long-term success of diversity programs? a. Diversity programs are evaluated using metrics such as sales and promotion rates. b. Managers and demographic groups are blamed for problems. c. Manager involvement in diversity programs is optional and not mandatory. d. Diversity programs are seen as one-shot programs.

Q: Which of the following is considered as discrimination based on disability? a. Providing a disabled person with the option of paying a part of the cost that causes undue hardship in setting up reasonable accommodation b. Modifying instructional or training media based on the disability of an individual c. Adjusting training policies and providing disabled trainees with readers or interpreters d. Excluding a person with a disability from training in relation to a function that may be performed in the job but does not have to be performed by all persons

Q: A legal action against a company will be invalid when:a. employees incur injuries during training conducted by the company.b. employees incur injuries or damages in training conducted by a vendor or consultant.c. the company uses small amounts of copyrighted material as per the fair use doctrine or standards.d. decisions about training and development opportunities are made on the basis of age.

Q: Which of the following is true about lifelong learning accounts (LiLAs)? a. If an employee leaves the company, the employer will own the account. b. Employees do not make any contributions to these accounts. c. Employers will receive a 25 percent tax credit on their contributions to these accounts. d. Employees can use these accounts to learn skills that are only related to their jobs.

Q: The cornerstone of the _____ system is One-Stop service delivery, which unifies numerous training, education, and employment programs into a single, customer-friendly system in each community. a. workforce investment b. school-to-work opportunities c. dual-career-path d. social security

Q: The Cedian governments employment agency and the steel industrys trade groups work along with the local colleges and universities to help match the skills of employees that local employers require. This arrangement is typically known as _____. a. learning organization b. limited partnership c. sector partnership d. knowledge organization

Q: What should companies do in order to prepare employees for layoffs and to reduce their potential negative effects?

Q: What are the challenges with the use of work-life balance policies?

Q: What should companies do in order to melt the glass ceiling?

Q: What are the issues that companies need to consider in succession planning?

Q: What are the roles that a coach can play to develop employees?

Q: How can companies ensure that employees accept transfers, promotions, and downward moves as development opportunities?

Q: Elaborate on the potential problems with job rotation for both the employee and the work unit.

Q: Why is it better for managers to hold separate performance appraisals and development discussions?

Q: Externship refers to the process of helping new hires adjust to social and performance aspects of their new jobs. a. True b. False

Q: By making a succession planning list public, high-potential employees who are not interested in other positions can communicate their intentions. a. True b. False

Q: The development plans for employees with low potential and low performance development emphasize finding them challenging new job experiences. a. True b. False

Q: High-potential employees need not participate in development programs such as executive mentoring and coaching. a. True b. False

Q: In reverse mentoring programs, more senior employees are paired with a younger employee. a. True b. False

Q: Mentoring cannot occur between mentors and protgs from different organizations. a. True b. False

Q: Group mentoring acknowledges the reality that it is difficult for one mentor to provide an employee with all the guidance and support he or she needs. a. True b. False

Q: Transfers and downward moves are opportunities to develop skills that will help employees achieve long-term success with a company. a. True b. False

Q: Employee transfers necessarily increase job responsibilities or compensation. a. True b. False

Q: Job rotation is used for all types of employees, not just those with managerial potential. a. True b. False

Q: Job experiences that are seen as negative stressors challenge employees to stimulate learning. a. True b. False

Q: In 360-degree feedback systems, employees behaviors are evaluated only by themselves. a. True b. False

Q: Assessments can be used to identify decision processes or communication styles that inhibit a teams productivity. a. True b. False

Q: Companies rely on in-house programs because they can be easily evaluated using company metrics. a. True b. False

Q: Competencies include knowledge, skills, and abilities of employees, but not their personal characteristics. a. True b. False

Q: Performance appraisal discussions are more long-term than development discussions. a. True b. False

Q: Discussing performance and development in the same meeting is difficult because they have different objectives. a. True b. False

Q: In comparison to traditional career patterns, career patterns involving movement across specializations or disciplines are becoming less prevalent. a. True b. False

Q: In a protean career, employees do not take responsibility for managing their careers. a. True b. False

Q: Development involves learning that is not necessarily related to the employees current job. a. True b. False

Q: Which of the following makes a socialization program ineffective? a. Including information on technical aspects of the job in the socialization program b. Introducing the employee to company-related rules and regulations c. Restraining interactions between new hires and current employees d. Tracking employee progress at different points up to one year

Q: _____ refers to the process of helping new hires adjust to social and performance aspects of their new jobs. a. Externship b. Offshoring c. Repatriation d. Onboarding

Q: According to the nine-box grid, the development plan for employees with outstanding performance but low potential typically emphasizes: a. finding them experiences that will continue to facilitate creativity and innovation. b. moving them to a position that best matches their skill set. c. performance improvement in their current position. d. developing them for leadership positions in the company.

Q: In the nine-box grid, high-potential and high performing employees who should be developed for leadership positions in the company are termed as _____. a. core employees b. star performers c. strong contributors d. subject experts