1. Organizations must continually train their current employees because of:
a. the need to increase the rate of attrition.
b. rapid technological innovation.
c. the lack of competition from businesses in low labor cost countries.
d. low involuntary turnover rates of U.S. employees.
2. The “emotional” component of intercultural competence is the person’s:
a. level of sensitivity to cultural issues.
b. ability to connect with foreigners on an emotional level.
c. ability to handle the emotional stress of an overseas assignment.
d. ability to take on the emotional characteristics of the culture to which he/she is assigned.
3. In the context of training, self-efficacy refers to:
a. a person’s desire to learn training content.
b. a trainer’s belief that the learners possess the basic skills required to learn new tasks.
c. the perceived ability of the instructor to transfer the knowledge to the student.
d. a person’s belief that he/she can successfully learn the training program content.
4. For the employer, the two major advantages of cross training employees are employee development and:
a. narrowed job jurisdictions.
b. increased employee productivity without pay raises or bonuses.
c. better union relations.
d. flexibility in assigning work.
5. Which of the following is a disadvantage of the on-the-job training (OJT)?
a. Incorrect information from the supervisor can be transferred to the trainees.
b. It is the least flexible of all the available modes of employee training.
c. It is more expensive than classroom training.
d. External firms are typically used for training purposes.
6. The first step in the succession planning process is to:
a. decide whether to “make” or to “buy” talent.
b. identify key employees and their anticipated retirement dates.
c. define the positions that are critical to the organization’s strategy.
d. assess the capabilities of current employees.
7. Long-term succession planning in an organization should go beyond just high-level executives and:
a. focus on high-turnover jobs in the organization.
b. include mid-level and lower-level managers and key nonmanagement employees.
c. involve every job in the organization’s core functions.
d. target jobs for which it is most difficult to find qualified external candidates.
8. Which of the following statements is true of job sequencing?
b. It is the pattern where an individual steps off the career track or plateaus to accommodate the demands of raising children.
c. It allows engineering and technical professionals a chance to advance without moving into management.
d. It is a form of job rotation where employees move from one major organizational function to another.
9. What impact does development have on an individual’s career?
a. The employee is likely to acquire abilities to handle a variety of assignments that might not be required for his or her current position.
b. The employee’s career goals will be subordinated to the organization’s goals.
c. The individual’s marketability at other organizations will be reduced due to employer-specific specialization.
d. The employee’s ability to learn specific behaviors is likely to be compromised.
10. What is the most common reason managers fail after being promoted to management?
a.Lack of confidence
b.Poor time management
c.Poor teamwork with subordinates and peers
d.Inability to balance work and family demands