A) embarking on a "portfolio" career.
B) hoping to have an "authentic" career.
C) has a "career without boundaries."
D) at the "protean" stage of her career path.
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A) was pronounced among the Baby Boom generation, but is no longer a major factor in women's careers.
B) traps women in "female ghettoes" in organizations.
C) is not an issue that can be addressed by HR policy because it results from the reality of women's family responsibilities early in their careers.
D) has resulted in only 10-15% of corporate office positions being held by women..
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A) they are often purchased "off-the-shelf" from vendors and so are not useful for the firm.
B) they mainly provide the same information as an HR planning system so that the extra expense brings little additional benefit.
C) few human resources professionals are qualified to use them effectively.
D) employees and managers do not like to use them.
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A) A good performer may not be a good teacher.
B) The coach's work demands take precedence over training
C) Coaching is a continual process of learning by doing.
D) Coaching is best done spontaneously without extensive planning.
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A) disengagement from
B) reversal of roles with
C) friendship with
D) replacement of
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A) Coaching
B) Modeling
C) Mentoring
D) Apprenticeship
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A) are expensive.
B) use internal training resources.
C) are often inadequately planned.
D) focus excessively on job skills rather than on intellectual aspects of the job.
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A) building a political network in the organization and profession.
B) gaining accurate information about personal performance level.
C) placing personal deadlines on the achievement of career goals.
D) understanding personal strengths and weaknesses.
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A) Typically, the level of unemployment in Europe is lower than that of the U.S.
B) In the U.S., the sense of job insecurity is highest among older male workers.
C) In Europe, laws that make it difficult for employers to lay off employees are sacrosanct and go unchallenged.
D) Even in Japan, where lifetime employment has been the norm, employees are experiencing job insecurity.
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A) Women executives are reluctant to serve as mentors either to other women or to men because they themselves received little help..
B) Young minority managers frequently report difficulty finding mentors.
C) The relationship between mentor and protégé is frequently marked by a "break-up" when the protege advances in the hierarchy.
D) The most successful managers are too busy to be effective mentors, so junior managers are often mentored by less-talented senior managers.
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A) basic management responsibilities.
B) time management.
C) technical job skills.
D) human relations.
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A) reinforcement of the desirable behaviors spontaneously exhibited.
B) imitating the behavior of their own managers.
C) developing a personal model of ideal managerial behavior.
D) matching junior managers with senior managers in assistant-to positions.
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A) Is the compensation for senior safety managers within 10 percent of the market mean?
B) Has the incidence of discrimination complaints per employee declined over the last 10 years?
C) How many of the nursing staff are licensed nurse practitioners?
D) Which vendor's proposed training program will be most effective for teaching budgeting skills to newly-promoted line managers?
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A) hiring nurses who are later in their careers where advancement is less of a concern to them
B) offering to pay tuition for nurses who wish to enroll in MBA programs so they are more qualified to take managerial positions.
C) implementing a dual-career ladder for nurses.
D) retention bonuses and significant pay raises tied to seniority..
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