MGMT 355: EXAM 2 ACCURATE STUDY GUIDE
Employee Development - Answers - the combination of formal education, job
experiences, relationships, and assessment of personality and abilities to help
employees prepare for the future of their careers/
Protean Career - Answers - a career that frequently changes based on changes in the
person's interests, abilities, and values and in the work environment.
Assessment - Answers - collecting information and providing feedback to employees
about their behavior, communication style, or skills.
Myers-Briggs Type Indicator (MBTI) - Answers - psychological inventory 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.
DiSC - Answers - brand of assessment tool that identifies individuals' behavioral
patterns in terms of dominance, influence, steadiness, and conscientiousness.
Assessment Center - Answers - a wide variety of specific selection programs that use
multiple selection methods to rate applicants or job incumbents on their management
potential.
Leaderless Group Discussion - Answers - an assessment 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.
Job Experiences - Answers - the combination of relationships, problems, demands,
tasks, and other features of an employee's jobs.
Transfer - Answers - assignment of an employee to a position in a different area of the
company, usually in a lateral move.
Downward Move - Answers - assignment of an employee to a position with less
responsibility and authority.
Promotion - Answers - assignment of an employee to a position with greater challenges,
more responsibility, and more authority than in the previous job, usually accompanied
by a pay increase.
Externship - Answers - employee development through a full-time temporary position at
another organization.
, Sabbatical - Answers - a leave of absence from an organization to renew or develop
skills.
Mentor - Answers - an experienced, productive senior employee who helps develop a
less experienced employee.
Coach - Answers - a peer or manager who works with an employee to motivate the
employee, help him or her develop skills, and provide reinforcement and feedback.
Self-Assessment - Answers - the use of information by employees to determine their
career interests, values, aptitudes, and behavioral tendencies.
Feedback - Answers - information employers give employees about their skills and
knowledge and where these assets fit into the organization's plans.
Glass Ceiling - Answers - circumstances resembling an invisible barrier that keep most
women and minorities from attaining the top jobs in organizations.
Succession Planning - Answers - the process of identifying and tracking high-potential
employees who will be able to fill top management positions when they become vacant.
High-Performance Work System - Answers - Work System
an organization in which technology, organizational structure, people, and processes
work together seamlessly to give an organization an advantage in the competitive
environment.
Learning Organization - Answers - an organization that supports lifelong learning by
enabling all employees to acquire and share knowledge.
Continuous Learning - Answers - each employee's and each group's ongoing efforts to
gather information and apply the information to their decisions in a learning
organization.
Employee Engagement - Answers - the degree to which employees are fully involved in
their work and the strength of their job and company commitment.
Brand Alignment - Answers - the process of ensuring that HR policies, practices, and
programs support or are congruent with an organization's overall culture (or brand),
products, and services.
Transaction Processing - Answers - computations and calculations involved in reviewing
and documenting HRM decisions and practices.
Decision Support Systems - Answers - computer software systems designed to help
managers solve problems by showing how results vary when the manager alters
assumptions or data.
Employee Development - Answers - the combination of formal education, job
experiences, relationships, and assessment of personality and abilities to help
employees prepare for the future of their careers/
Protean Career - Answers - a career that frequently changes based on changes in the
person's interests, abilities, and values and in the work environment.
Assessment - Answers - collecting information and providing feedback to employees
about their behavior, communication style, or skills.
Myers-Briggs Type Indicator (MBTI) - Answers - psychological inventory 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.
DiSC - Answers - brand of assessment tool that identifies individuals' behavioral
patterns in terms of dominance, influence, steadiness, and conscientiousness.
Assessment Center - Answers - a wide variety of specific selection programs that use
multiple selection methods to rate applicants or job incumbents on their management
potential.
Leaderless Group Discussion - Answers - an assessment 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.
Job Experiences - Answers - the combination of relationships, problems, demands,
tasks, and other features of an employee's jobs.
Transfer - Answers - assignment of an employee to a position in a different area of the
company, usually in a lateral move.
Downward Move - Answers - assignment of an employee to a position with less
responsibility and authority.
Promotion - Answers - assignment of an employee to a position with greater challenges,
more responsibility, and more authority than in the previous job, usually accompanied
by a pay increase.
Externship - Answers - employee development through a full-time temporary position at
another organization.
, Sabbatical - Answers - a leave of absence from an organization to renew or develop
skills.
Mentor - Answers - an experienced, productive senior employee who helps develop a
less experienced employee.
Coach - Answers - a peer or manager who works with an employee to motivate the
employee, help him or her develop skills, and provide reinforcement and feedback.
Self-Assessment - Answers - the use of information by employees to determine their
career interests, values, aptitudes, and behavioral tendencies.
Feedback - Answers - information employers give employees about their skills and
knowledge and where these assets fit into the organization's plans.
Glass Ceiling - Answers - circumstances resembling an invisible barrier that keep most
women and minorities from attaining the top jobs in organizations.
Succession Planning - Answers - the process of identifying and tracking high-potential
employees who will be able to fill top management positions when they become vacant.
High-Performance Work System - Answers - Work System
an organization in which technology, organizational structure, people, and processes
work together seamlessly to give an organization an advantage in the competitive
environment.
Learning Organization - Answers - an organization that supports lifelong learning by
enabling all employees to acquire and share knowledge.
Continuous Learning - Answers - each employee's and each group's ongoing efforts to
gather information and apply the information to their decisions in a learning
organization.
Employee Engagement - Answers - the degree to which employees are fully involved in
their work and the strength of their job and company commitment.
Brand Alignment - Answers - the process of ensuring that HR policies, practices, and
programs support or are congruent with an organization's overall culture (or brand),
products, and services.
Transaction Processing - Answers - computations and calculations involved in reviewing
and documenting HRM decisions and practices.
Decision Support Systems - Answers - computer software systems designed to help
managers solve problems by showing how results vary when the manager alters
assumptions or data.
