Question Part 1 of 2 – Lesson 4 Questions 42.5/ 50.0 Points Question 1 of 40 0.0/ 2.5 Points Career management refers to the __________. A. lifelong series of activities that contributes to a personâ€™s career exploration, establishment, success, and fulfillment B. process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards C. process of using activities like training and appraisal to provide a career focus D. occupational positions a person has over his or her lifetime Question 2 of 40 2.5/ 2.5 Points Which of the following best captures the meaning of the term glass ceiling? A. structural, yet subtle barriers in corporate environments that inhibit the rise of talented women to positions of leadership B. inadequate networking opportunities that result because of a lack of an â€œold girlâ€™s networkâ€ to mirror that of men C. unspoken decisions by corporate leadership that women should not be encouraged to advance beyond middle management levels D. the lack of desire among women to pursue jobs with extreme levels of responsibility and authority Question 3 of 40 2.5/ 2.5 Points Which of the following is a criticism of the forced distribution method? A. It damages morale. B. It promotes unfairly. C. It promotes those who play the game well. D. None of the above. Question 4 of 40 2.5/ 2.5 Points Which of the following could result in a legally questionable appraisal process? A. conducting a job analysis to establish criteria and standards for successful performance B. basing appraisals on subjective supervisory observations C. administering and scoring appraisals in a standardized fashion D. using clearly defined job-performance dimensions Question 5 of 40 2.5/ 2.5 Points Performance appraisals may be conducted by __________. A. the immediate supervisor B. peers C. rating committees D. all of the above Question 6 of 40 2.5/ 2.5 Points The process of evaluating an employeeâ€™s current and/or past performance relative to his or her performance standards is called __________. A. recruitment B. employee selection C. performance appraisal D. organizational development Question 7 of 40 2.5/ 2.5 Points Who is in the best position to observe and evaluate an employeeâ€™s performance for the purposes of a performance appraisal? A. peers B. rating committees C. top management D. immediate supervisor Question 8 of 40 2.5/ 2.5 Points Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________. A. is based on progress made toward the accomplishment of measurable goals B. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C. requires that the supervisor keep a log of positive and negative examples of a subordinateâ€™s work-related behavior D. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories Question 9 of 40 2.5/ 2.5 Points Peer appraisals have been shown to result in a(n. __________. A. reduction of social loafing in the team B. reduction of group cohesion C. decrease in satisfaction with the group D. tendency to inaccurately predict who would be promoted Question 10 of 40 2.5/ 2.5 Points What process allows top management to diagnose the management styles of supervisors, identify potential â€œpeopleâ€ problems, and take corrective action with individual supervisors as necessary? A. strategic performance appraisal B. organizational development C. upward feedback D. critical incidents Question 11 of 40 2.5/ 2.5 Points When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a companyâ€™
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