HRIR 3021 Exam 3 Questions &
answers 100% verified!!
employee development - ANSWERScombination of formal education, job experiences,
relationships, and assessment of personality and abilities to help employees prepare for
the future of their careers
protean career - ANSWERScareer that frequently changes based on changes in the
person's interests, abilities, and values and in the work environment
assessment - ANSWERScollecting information and providing feedback to employees
about their behavior, communication style, or skills
myers-briggs type indicator (MBTI) - ANSWERSpsychological test that identifies
individuals' preferences for source of energy, means of information gathering, way of
decision making, and lifestyle, providing information for team building and leadership
development
assessment center - ANSWERSassessment process in which multiple raters or
evaluators (assessors) evaluate employees' performance on a number of exercises,
usually as they work in a group at an off-site location
leaderless group discussion - ANSWERSassessment center exercise in which a team
of five to seven employees is assigned a problem and must work together to solve it
within a certain time period
benchmarks - ANSWERSmeasurement tool that gathers ratings of a manager's use of
skills associated with success in managing
job experiences - ANSWERScombination of relationships, problems, demands, tasks,
and other features of an employee's jobs
transfer - ANSWERSassignment of an employee to a position in a different area of the
company, usually in a lateral move
downward move - ANSWERSassignment of an employee to a position with less
responsibility and authority
promotion - ANSWERSassignment of an employee to a position with greater
challenges, more responsibility, and more authority than in the previous job, usually
accompanies by a pay increase
, externship - ANSWERSemployee development through a full-time temporary position at
another organization
sabbatical - ANSWERSleave of absence from an organization to renew or develop skills
mentor - ANSWERSexperienced, productive senior employee who helps develop a
less-experienced employee (a protégé)
coach - ANSWERSpeer or manager who works with an employee to motivate the
employee, help him or her develop skills, and provide reinforcement and feedback
self-assessment - ANSWERSuse of information by employees to determine their career
interests, values, aptitudes, behavioral tendencies, and development needs
feedback - ANSWERSinformation employers give employees about their skills and
knowledge and where these assets fit into the organization's plans
glass ceiling - ANSWERScircumstances resembling an invisible barrier that keep most
women and minorities from attaining the top jobs in organizations
succession planning - ANSWERSprocess of identifying and tracking high-potential
employees who will be able to fill top management positions when they become vacant
involuntary turnover - ANSWERSturnover initiated by an employer (often with
employees who would prefer to stay)
voluntary turnover - ANSWERSturnover initiated by employees (often when the
organization would prefer to keep them)
outcome fairness - ANSWERSjudgment that the consequences given to employees are
just
procedural justice - ANSWERSjudgment that fair methods were used to determine the
consequences an employee receives
interactional justice - ANSWERSjudgment that the organization carried out its actions in
a way that took the employee's feelings into account
hot-stove rule - ANSWERSprinciple of discipline that says discipline should be like a hot
stove, giving clear warning and following up with consistent, objective, immediate
consequences
progressive discipline - ANSWERSformal discipline process in which the consequences
become more serious if the employee repeats the offense
answers 100% verified!!
employee development - ANSWERScombination of formal education, job experiences,
relationships, and assessment of personality and abilities to help employees prepare for
the future of their careers
protean career - ANSWERScareer that frequently changes based on changes in the
person's interests, abilities, and values and in the work environment
assessment - ANSWERScollecting information and providing feedback to employees
about their behavior, communication style, or skills
myers-briggs type indicator (MBTI) - ANSWERSpsychological test that identifies
individuals' preferences for source of energy, means of information gathering, way of
decision making, and lifestyle, providing information for team building and leadership
development
assessment center - ANSWERSassessment process in which multiple raters or
evaluators (assessors) evaluate employees' performance on a number of exercises,
usually as they work in a group at an off-site location
leaderless group discussion - ANSWERSassessment center exercise in which a team
of five to seven employees is assigned a problem and must work together to solve it
within a certain time period
benchmarks - ANSWERSmeasurement tool that gathers ratings of a manager's use of
skills associated with success in managing
job experiences - ANSWERScombination of relationships, problems, demands, tasks,
and other features of an employee's jobs
transfer - ANSWERSassignment of an employee to a position in a different area of the
company, usually in a lateral move
downward move - ANSWERSassignment of an employee to a position with less
responsibility and authority
promotion - ANSWERSassignment of an employee to a position with greater
challenges, more responsibility, and more authority than in the previous job, usually
accompanies by a pay increase
, externship - ANSWERSemployee development through a full-time temporary position at
another organization
sabbatical - ANSWERSleave of absence from an organization to renew or develop skills
mentor - ANSWERSexperienced, productive senior employee who helps develop a
less-experienced employee (a protégé)
coach - ANSWERSpeer or manager who works with an employee to motivate the
employee, help him or her develop skills, and provide reinforcement and feedback
self-assessment - ANSWERSuse of information by employees to determine their career
interests, values, aptitudes, behavioral tendencies, and development needs
feedback - ANSWERSinformation employers give employees about their skills and
knowledge and where these assets fit into the organization's plans
glass ceiling - ANSWERScircumstances resembling an invisible barrier that keep most
women and minorities from attaining the top jobs in organizations
succession planning - ANSWERSprocess of identifying and tracking high-potential
employees who will be able to fill top management positions when they become vacant
involuntary turnover - ANSWERSturnover initiated by an employer (often with
employees who would prefer to stay)
voluntary turnover - ANSWERSturnover initiated by employees (often when the
organization would prefer to keep them)
outcome fairness - ANSWERSjudgment that the consequences given to employees are
just
procedural justice - ANSWERSjudgment that fair methods were used to determine the
consequences an employee receives
interactional justice - ANSWERSjudgment that the organization carried out its actions in
a way that took the employee's feelings into account
hot-stove rule - ANSWERSprinciple of discipline that says discipline should be like a hot
stove, giving clear warning and following up with consistent, objective, immediate
consequences
progressive discipline - ANSWERSformal discipline process in which the consequences
become more serious if the employee repeats the offense
