Quiz On Employee Retention, Engagement And Careers! Trivia Questions

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Quiz On Employee Retention, Engagement And Careers! Trivia Questions - Quiz

Below is a Quiz on Employee Retention, Engagement and Careers! It is perfect for anyone in the human resource department to refresh their memory on what is expected of them in any organization. The major role of those in the human resource department is to find skilled people that will help the organization meet its objectives. Take the quiz and see how skilled you are.


Questions and Answers
  • 1. 

    Which of the following terms refers to educating, instructing, and training subordinates, usually related to daily tasks?

    • A.

      Mentoring

    • B.

      Coaching

    • C.

      Appraising

    • D.

      Grading

    Correct Answer
    B. Coaching
    Explanation
    Coaching refers to the process of educating, instructing, and training subordinates, usually related to daily tasks. It involves providing guidance, support, and feedback to help individuals improve their skills and performance. Through coaching, supervisors or leaders can help their subordinates develop their abilities, enhance their knowledge, and achieve their goals. It is a collaborative and interactive approach that focuses on empowering individuals to take ownership of their learning and development.

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  • 2. 

    What is defined as the occupational positions a person holds over the years?

    • A.

      A psychological contract

    • B.

      A promotion

    • C.

      Reality shock

    • D.

      A career

    Correct Answer
    D. A career
    Explanation
    A career is defined as the occupational positions a person holds over the years. It encompasses the various jobs and roles that an individual takes on throughout their professional life. It involves the progression and development of skills, experiences, and responsibilities within a particular field or industry. A career typically involves long-term planning and goal-setting, as well as continuous learning and growth.

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  • 3. 

    John feels that he owes his organization hard work and loyalty while the company owes him fair treatment and satisfactory work conditions. This is an example of:

    • A.

      Career planning

    • B.

      Exit interview

    • C.

      Psychological contract

    • D.

      Transfer

    Correct Answer
    C. Psychological contract
    Explanation
    The statement suggests that John has certain expectations from his organization, such as fair treatment and satisfactory work conditions, and he believes that the organization also has certain obligations towards him, such as providing him with these conditions. This mutual understanding and agreement between John and his organization can be seen as a psychological contract. It is an unwritten set of expectations and obligations that exist between an employee and their employer, beyond the formal employment contract.

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  • 4. 

    The process of advising, counseling, and guiding employees is known as ________.

    • A.

      Coaching

    • B.

      Appraising

    • C.

      Assessing

    • D.

      Mentoring

    Correct Answer
    D. Mentoring
    Explanation
    Mentoring is the process of advising, counseling, and guiding employees. It involves a more experienced individual providing support, guidance, and knowledge to a less experienced individual in order to help them develop their skills, knowledge, and abilities. Mentoring is a form of professional development that focuses on personal growth, career development, and building a strong relationship between the mentor and mentee.

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  • 5. 

    ________ focuses on helping an employee make long-term career plans, while ________ addresses an employee's short-term job skills.

    • A.

      Mentoring; coaching

    • B.

      Coaching; mentoring

    • C.

      Recruiting; coaching

    • D.

      Appraising; training

    Correct Answer
    A. Mentoring; coaching
    Explanation
    Mentoring focuses on helping an employee make long-term career plans, providing guidance, support, and sharing experiences to help them achieve their goals. Coaching, on the other hand, addresses an employee's short-term job skills by providing specific feedback, guidance, and training to improve performance in their current role.

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  • 6. 

    Which of the following is NOT supported by research as to what supervisors can do to be better mentors?

    • A.

      Set high standards

    • B.

      Invest the time and effort the mentoring relationship requires

    • C.

      Steer protégés into important projects

    • D.

      Focus on controlling the mentor

    Correct Answer
    D. Focus on controlling the mentor
    Explanation
    Research does not support the idea that supervisors should focus on controlling the mentor in order to be better mentors. Instead, research suggests that supervisors should set high standards, invest time and effort in the mentoring relationship, and steer protégés into important projects.

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  • 7. 

    Dick's Sporting Goods is a sports and fitness retailer with over 300 stores in 34 states. After beginning as a small bait and tackle shop in 1948, Dick's has grown to become a leader in the sports and fitness retail industry. Many career opportunities are available in Dick's in areas as diverse as IT, product development, merchandising, and store management. Top management at Dick's realizes the importance of hiring and retaining quality employees. As a result, the firm has decided to implement policies, practices, and programs that support employees' career needs. Which of the following, if true, would best support the argument that Dick's should assign a coach to each new employee?

    • A.

      The turnover rate of newly hired hourly employees at Dick's Sporting Goods is higher than the industry average.

    • B.

      Many new employees at Dick's Sporting Goods have expressed interest in the firm's tuition reimbursement program.

    • C.

      Dick's Sporting Goods has integrated pre retirement counseling and succession planning into its career management practices.

    • D.

      Dick's Sporting Goods uses talent management software to place new employees in the most appropriate positions.

    Correct Answer
    A. The turnover rate of newly hired hourly employees at Dick's Sporting Goods is higher than the industry average.
    Explanation
    The turnover rate of newly hired hourly employees at Dick's Sporting Goods being higher than the industry average would support the argument that Dick's should assign a coach to each new employee. This is because a high turnover rate indicates that employees are leaving the company at a faster rate than normal, which could be due to a lack of support, guidance, or development opportunities. Assigning a coach to each new employee would provide them with the necessary support and guidance to help them succeed in their roles, potentially reducing turnover and improving employee retention.

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  • 8. 

    Which of the following is the main difference between coaching and mentoring?

    • A.

      Coaching focuses on work-related behaviors.

    • B.

      Mentoring focuses on teamwork related skills.

    • C.

      Coaching focuses on teaching daily tasks.

    • D.

      Mentoring is more effective for women.

    Correct Answer
    C. Coaching focuses on teaching daily tasks.
    Explanation
    The main difference between coaching and mentoring is that coaching focuses on teaching daily tasks. Coaching involves providing guidance, feedback, and instruction to individuals in order to help them improve their performance and develop specific skills related to their job or tasks. On the other hand, mentoring focuses on a broader range of development, including career guidance, personal growth, and overall professional development. While mentoring may also involve teaching certain skills, coaching is more specifically focused on teaching daily tasks and improving performance in the workplace.

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  • 9. 

    ________ is a 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

    • A.

      Career management

    • B.

      Career development

    • C.

      Career planning

    • D.

      Performance management

    Correct Answer
    A. Career management
    Explanation
    Career management is the correct answer because it refers to the process of helping employees understand and develop their career skills and interests. It involves providing guidance and support to employees in order to help them make effective use of their skills and interests within the company and beyond. Career management focuses on long-term career goals and involves activities such as career planning, skill development, and creating opportunities for growth and advancement.

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  • 10. 

    Which of the following terms refers to the lifelong series of activities that contribute to a person's career exploration, establishment, success, and fulfillment?

    • A.

      Performance management

    • B.

      Career development

    • C.

      Career management

    • D.

      Career planning

    Correct Answer
    B. Career development
    Explanation
    Career development refers to the lifelong series of activities that contribute to a person's career exploration, establishment, success, and fulfillment. It encompasses various processes such as self-assessment, goal setting, skill development, networking, and continuous learning. Career development focuses on enhancing one's knowledge, skills, and abilities to adapt to changing work environments and achieve personal and professional growth. It involves making informed decisions about career paths, seeking opportunities for advancement, and continuously evaluating and adjusting career goals.

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  • 11. 

    Which of the following is a specific example of a career development activity?

    • A.

      Job evaluation

    • B.

      Training workshop

    • C.

      College recruitment

    • D.

      Performance appraisal

    Correct Answer
    B. Training workshop
    Explanation
    A training workshop is a specific example of a career development activity because it provides employees with the opportunity to learn new skills, enhance existing ones, and acquire knowledge that can help them advance in their careers. It is a focused and structured activity that aims to improve job performance, increase productivity, and develop individuals' capabilities in a particular area. By participating in a training workshop, individuals can gain valuable insights, practical experience, and professional growth opportunities, which are essential for career development.

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  • 12. 

    Which of the following best describes career planning?

    • A.

      A deliberate process through which someone becomes aware of personal skills, interests, knowledge, and motivations and establishes action plans to attain specific career goals

    • B.

      The lifelong series of activities that contribute to a person's career exploration, establishment, success, and fulfillment

    • C.

      A process of helping employees to better understand and develop their career skills and interests and to use these skills and interests most effectively

    • D.

      The process of educating, instructing, and training subordinates as they develop their career interests and job skills

    Correct Answer
    A. A deliberate process through which someone becomes aware of personal skills, interests, knowledge, and motivations and establishes action plans to attain specific career goals
    Explanation
    Career planning is a deliberate process that involves self-awareness and goal-setting. It requires individuals to assess their personal skills, interests, knowledge, and motivations in order to create action plans that will help them achieve their specific career goals. This process is focused on understanding oneself and taking intentional steps towards a desired career path.

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  • 13. 

    Jackie is working with a coach to identify her personal skills and interests. Afterwards, she will investigate opportunities that fit her skills and interests and set specific career goals. In which of the following activities is Jackie most likely participating?

    • A.

      Career management

    • B.

      Career development

    • C.

      Career planning

    • D.

      Job training

    Correct Answer
    C. Career planning
    Explanation
    Jackie is most likely participating in career planning. This involves working with a coach to identify her personal skills and interests, investigating opportunities that fit her skills and interests, and setting specific career goals. Career management refers to the ongoing process of managing one's career, while career development involves the continuous growth and improvement of skills and knowledge. Job training specifically focuses on acquiring the necessary skills for a particular job.

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  • 14. 

    Employers benefit from offering career development programs to employees in all of the following ways EXCEPT ________.

    • A.

      Supporting recruitment efforts

    • B.

      Boosting employee commitment

    • C.

      Enhancing employee strengths

    • D.

      Facilitating performance analysis

    Correct Answer
    D. Facilitating performance analysis
    Explanation
    Employers benefit from offering career development programs to employees in multiple ways. These programs support recruitment efforts by attracting talented individuals who value growth opportunities. They also boost employee commitment by showing that the company is invested in their professional growth. Additionally, career development programs enhance employee strengths by providing training and skill-building opportunities. However, facilitating performance analysis is not a direct benefit of offering career development programs. While these programs may indirectly contribute to performance analysis by improving employee skills and knowledge, their primary focus is on personal and professional growth rather than performance evaluation.

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  • 15. 

    Dick's Sporting Goods is a sports and fitness retailer with over 300 stores in 34 states. After beginning as a small bait and tackle shop in 1948, Dick's has grown to become a leader in the sports and fitness retail industry. Many career opportunities are available in Dick's in areas as diverse as IT, product development, merchandising, and store management. Top management at Dick's realizes the importance of hiring and retaining quality employees. As a result, the firm has decided to implement policies, practices, and programs that support employees' career needs. Which of the following, if true, would best support the argument that Dick's should add a career development aspect to its human resource activities?

    • A.

      Dick's Sporting Goods' current policies and practices categorize the firm as a highperformance work system.

    • B.

      Dick's Sporting Goods' performance appraisals will include development plans and individual goal setting.

    • C.

      Dick's Sporting Goods' sales volume and hourly employee needs typically fluctuate throughout the year.

    • D.

      Dick's Sporting Goods' will screen potential candidates using structured situational interviews.

    Correct Answer
    B. Dick's Sporting Goods' performance appraisals will include development plans and individual goal setting.
    Explanation
    This answer supports the argument that Dick's should add a career development aspect to its human resource activities because including development plans and individual goal setting in performance appraisals shows that the company is committed to helping employees grow and advance in their careers. This indicates that Dick's values employee development and recognizes the importance of supporting their career needs.

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  • 16. 

    Dick's Sporting Goods is a sports and fitness retailer with over 300 stores in 34 states. After beginning as a small bait and tackle shop in 1948, Dick's has grown to become a leader in the sports and fitness retail industry. Many career opportunities are available in Dick's in areas as diverse as IT, product development, merchandising, and store management. Top management at Dick's realizes the importance of hiring and retaining quality employees. As a result, the firm has decided to implement policies, practices, and programs that support employees' career needs. All of the following questions are relevant to Dick's Sporting Goods' decision to implement a career development program EXCEPT:

    • A.

      What is the average length of time that an employee works for Dick's Sporting Goods?

    • B.

      How would the profits of Dick's Sporting Goods be affected by a change in hiring practices?

    • C.

      What are the career needs and opportunities available to minorities and women employed by Dick's Sporting Goods?

    • D.

      What will be the effect on recruiting and placement if employees' interests and attitudes are taken into consideration by the HR department at Dick's Sporting Goods?

    Correct Answer
    B. How would the profits of Dick's Sporting Goods be affected by a change in hiring practices?
    Explanation
    The correct answer is "How would the profits of Dick's Sporting Goods be affected by a change in hiring practices?" This question is not relevant to Dick's decision to implement a career development program. The passage states that the firm has decided to implement policies, practices, and programs that support employees' career needs, indicating that the focus is on employee development and retention, rather than on the financial impact of hiring practices on profits.

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  • 17. 

    In regards to an employee's career development, it is the primary responsibility of the ________ to make career plans, set goals, and utilize development opportunities.

    • A.

      Employer

    • B.

      Employee

    • C.

      Recruiter

    • D.

      HR manager

    Correct Answer
    B. Employee
    Explanation
    The correct answer is employee because it is the individual employee's responsibility to take charge of their own career development. This includes making career plans, setting goals, and actively seeking out and utilizing development opportunities. While employers, recruiters, and HR managers can provide support and resources, it ultimately falls on the employee to take ownership of their own professional growth and advancement.

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  • 18. 

    All of the following are the role of the employer in an employee's career development EXCEPT ________.

    • A.

      Communicating policies and procedures

    • B.

      Analyzing interests, values, and skills

    • C.

      Providing performance feedback

    • D.

      Offering a variety of career paths

    Correct Answer
    B. Analyzing interests, values, and skills
    Explanation
    The employer plays a crucial role in an employee's career development by communicating policies and procedures, providing performance feedback, and offering a variety of career paths. However, analyzing interests, values, and skills is typically the responsibility of the employee themselves, as they are the ones who have the best understanding of their own preferences and abilities.

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  • 19. 

    Which of the following is primarily the role of the manager in an employee's career development?

    • A.

      Providing career information

    • B.

      Seeking development opportunities

    • C.

      Providing academic assistance programs

    • D.

      Providing accurate performance feedback

    Correct Answer
    D. Providing accurate performance feedback
    Explanation
    The manager's primary role in an employee's career development is to provide accurate performance feedback. This feedback helps the employee understand their strengths and areas for improvement, which in turn allows them to make informed decisions about their career path and development opportunities. By providing accurate performance feedback, the manager can guide the employee towards areas where they can enhance their skills and achieve their career goals.

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  • 20. 

    Which of the following is the organization's role in an employee's career development?

    • A.

      Providing mentoring opportunities to support growth

    • B.

      Participating in career development discussions

    • C.

      Providing timely performance feedback

    • D.

      Establishing goals and career plans

    Correct Answer
    A. Providing mentoring opportunities to support growth
    Explanation
    The organization's role in an employee's career development includes providing mentoring opportunities to support growth. This means that the organization should offer guidance and support to employees through mentorship programs, allowing them to learn from more experienced individuals and develop their skills and knowledge. This can help employees progress in their careers and reach their full potential.

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  • 21. 

    Which of the following refers to an organized learning event in which participants conduct self-assessments, set goals, and develop action plans?

    • A.

      Competency-based job analysis

    • B.

      Career planning workshop

    • C.

      Job instruction training

    • D.

      Management retreat

    Correct Answer
    B. Career planning workshop
    Explanation
    A career planning workshop refers to an organized learning event where participants engage in self-assessment activities, set goals for their career development, and create action plans to achieve those goals. This workshop provides individuals with the opportunity to reflect on their skills, interests, and values, and align them with their career aspirations. It helps participants gain clarity about their career path and equips them with the necessary tools and strategies to make informed decisions and take proactive steps towards achieving their career goals.

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  • 22. 

    All of the following are types of career development initiatives implemented by employers EXCEPT ________.

    • A.

      401(k) plans

    • B.

      Career coaches

    • C.

      Appraisal committees

    • D.

      Mentoring

    Correct Answer
    A. 401(k) plans
    Explanation
    Career development initiatives implemented by employers typically include career coaches, appraisal committees, and mentoring programs. These initiatives are designed to support employees in their professional growth and advancement within the organization. However, 401(k) plans are not directly related to career development. Instead, they are retirement savings plans that allow employees to save and invest a portion of their salary for their future retirement. While 401(k) plans may indirectly impact an employee's overall financial well-being, they are not specifically focused on career development.

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  • 23. 

    All of the following are typical activities of career coaches EXCEPT helping employees to ________.

    • A.

      Make 1-5 year career plans

    • B.

      Identify development needs

    • C.

      Obtain networking opportunities

    • D.

      Negotiate with firms for higher salaries

    Correct Answer
    D. Negotiate with firms for higher salaries
    Explanation
    Career coaches typically help employees with various aspects of their career development, such as making long-term career plans, identifying their development needs, and obtaining networking opportunities. However, negotiating with firms for higher salaries is not typically a responsibility of career coaches. This task is usually handled by the individuals themselves or by specialized professionals such as recruiters or HR personnel.

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  • 24. 

    Which of the following would most likely increase employee commitment?

    • A.

      Document the psychological contract

    • B.

      Create Web-based efficiency programs

    • C.

      Establish a career development program

    • D.

      Promise lifetime employment to managers

    Correct Answer
    C. Establish a career development program
    Explanation
    Establishing a career development program is the most likely option to increase employee commitment. This is because a career development program shows that the organization values its employees' growth and advancement within the company. It provides employees with opportunities for learning, skill development, and career progression, which can enhance their job satisfaction and motivation. By investing in their employees' professional development, the organization creates a sense of loyalty and commitment among its workforce.

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  • 25. 

    All of the following are characteristics of effective mentors EXCEPT ________.

    • A.

      Developing a trustworthy relationship

    • B.

      Guiding protégés into important projects

    • C.

      Focusing on the protégé's daily tasks

    • D.

      Setting high standards for protégés

    Correct Answer
    C. Focusing on the protégé's daily tasks
    Explanation
    Effective mentors should not only focus on the protégé's daily tasks. Instead, they should guide protégés into important projects, set high standards for them, and develop a trustworthy relationship. By focusing on important projects and setting high standards, mentors help protégés grow and develop their skills. Additionally, developing a trustworthy relationship is crucial for effective mentorship as it creates a safe and supportive environment for the protégé to learn and seek guidance. Therefore, the correct answer is "focusing on the protégé's daily tasks."

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  • 26. 

    Based on research studies, which of the following is most likely a true statement about mentoring programs?

    • A.

      Traditional mentoring programs are more effective for male than for female employees

    • B.

      When the mentor and protégé work in different departments, mentoring is more effective.

    • C.

      Protégés have more respect for mentors who work two levels above their own rank in a firm.

    • D.

      Required mentoring relationships are more effective than informal mentoring relationships.

    Correct Answer
    A. Traditional mentoring programs are more effective for male than for female employees
    Explanation
    Research studies suggest that traditional mentoring programs tend to be more effective for male employees compared to female employees. This could be due to various factors such as gender biases, lack of representation, and unequal access to resources and opportunities. It is important to address these disparities and create inclusive mentoring programs that benefit all employees, regardless of their gender.

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  • 27. 

    Michele's firm does not have a formal mentoring program. However, entry-level employees, such as Michele, are encouraged to form relationships with experienced workers. Michele wants to make sure that she has an effective mentor relationship. Which of the following mentor relationship guidelines would NOT be recommended to Michele?

    • A.

      Build trust.

    • B.

      Share control between mentor and mentee

    • C.

      Clarify what you expect in terms of advice.

    • D.

      Bring personal problems to mentor.

    Correct Answer
    D. Bring personal problems to mentor.
    Explanation
    Michele should not bring personal problems to her mentor. While it is important to build trust, share control, and clarify expectations in a mentor relationship, bringing personal problems to a mentor is not recommended. Personal problems are typically outside the scope of a mentor's role and may not be appropriate to discuss in a professional setting. It is important to maintain a professional boundary and focus on professional growth and development in a mentor relationship.

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  • 28. 

    What do firms use to coordinate career planning efforts, succession plans, and employees' career interests?

    • A.

      Outplacement counseling

    • B.

      Coaching

    • C.

      Reality shock

    • D.

      Integrated talent management software

    Correct Answer
    D. Integrated talent management software
    Explanation
    Firms use integrated talent management software to coordinate career planning efforts, succession plans, and employees' career interests. This software allows organizations to track and manage employee skills, goals, and development plans in a centralized system. It enables HR departments to identify potential successors for key positions, align employees' career aspirations with organizational needs, and provide career development opportunities. By using integrated talent management software, firms can streamline their talent management processes, ensure effective succession planning, and support employees' career growth and satisfaction.

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  • 29. 

    Which of the following is most likely to occur when a new employee's high expectations and enthusiasm confront the reality of a boring job?

    • A.

      Halo effect

    • B.

      Reality shock

    • C.

      Disparate rejection

    • D.

      Cognitive dissonance

    Correct Answer
    B. Reality shock
    Explanation
    When a new employee's high expectations and enthusiasm are met with the reality of a boring job, it is most likely to result in a reality shock. This term refers to the feeling of disappointment and disillusionment that occurs when one's expectations do not align with the actual experience. In this situation, the new employee may feel a sense of shock or surprise at the stark contrast between their initial excitement and the mundane nature of their job. This can lead to feelings of dissatisfaction and a need to reassess their career choices.

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  • 30. 

    Reality shock can most likely be prevented by providing new employees with ________.

    • A.

      Flexible schedules

    • B.

      Performance appraisals

    • C.

      Reassignments

    • D.

      Accurate job previews

    Correct Answer
    D. Accurate job previews
    Explanation
    Accurate job previews can most likely prevent reality shock in new employees. By providing them with a clear and realistic picture of what their job entails, including the challenges, responsibilities, and expectations, employees are better prepared and have a more accurate understanding of what to expect. This helps to align their expectations with the actual work environment, reducing the chances of experiencing a reality shock when they start their new role.

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  • 31. 

    With a(n) ________, a supervisor and employee jointly merge the employee's past performance, career preferences, and developmental needs into a formal career plan.

    • A.

      Career-oriented appraisal

    • B.

      Exit interview

    • C.

      Promotion

    • D.

      Employee qualification databank

    Correct Answer
    A. Career-oriented appraisal
    Explanation
    A career-oriented appraisal is a process where a supervisor and employee come together to combine the employee's past performance, career preferences, and developmental needs into a formal career plan. This type of appraisal allows for a comprehensive evaluation of the employee's skills, goals, and aspirations, which can then be used to create a roadmap for their future growth and development within the organization. It helps align the employee's career objectives with the company's goals and ensures that the employee's talents and potential are recognized and utilized effectively.

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  • 32. 

    Which of the following statements most likely suggests that an employee is engaged?

    • A.

      "I work with intensity."

    • B.

      "I take frequent breaks."

    • C.

      "I daydream at my desk."

    • D.

      "I enjoy talking to co-workers."

    Correct Answer
    A. "I work with intensity."
    Explanation
    The statement "I work with intensity" suggests that an employee is engaged because it implies that the employee is focused and dedicated to their work. Working with intensity indicates a high level of motivation and involvement in tasks, which are key characteristics of an engaged employee.

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  • 33. 

    The tool managers use to meet employees' career development where the manager and employee jointly merge the latter's past performance, career preferences, and developmental needs into a formal career plan is called:

    • A.

      Orientation sessions

    • B.

      Career-oriented appraisals

    • C.

      Interest inventories

    • D.

      Graphic-rating scales

    Correct Answer
    B. Career-oriented appraisals
    Explanation
    Career-oriented appraisals are a tool used by managers to meet employees' career development needs. In this process, the manager and employee collaborate to integrate the employee's past performance, career preferences, and developmental needs into a formal career plan. This type of appraisal focuses on aligning the employee's career goals with the organization's objectives, allowing for a more targeted and personalized approach to career development.

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  • 34. 

    The rate at which employees leave a firm is best known as ________.

    • A.

      Downsizing

    • B.

      Retirement

    • C.

      Turnover

    • D.

      Retention

    Correct Answer
    C. Turnover
    Explanation
    Turnover refers to the rate at which employees leave a firm. It is a measure of how frequently employees are leaving the organization, whether voluntarily or involuntarily. This can include resignations, retirements, layoffs, or terminations. High turnover can indicate potential issues within the company, such as poor management, low job satisfaction, or lack of opportunities for growth and development. On the other hand, low turnover is often seen as a positive sign, suggesting that employees are satisfied and engaged in their work.

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  • 35. 

    Which of the following industries has one of the highest turnover rates, at around 100% per year?

    • A.

      Food services

    • B.

      Financial services

    • C.

      Healthcare services

    • D.

      Educational services

    Correct Answer
    A. Food services
    Explanation
    The food services industry has one of the highest turnover rates, at around 100% per year. This means that a large number of employees leave their jobs and are replaced by new hires within a year. This high turnover can be attributed to various factors such as low wages, long working hours, and high stress levels in the industry. Additionally, the nature of the work in food services often attracts younger employees who may be more likely to change jobs frequently.

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  • 36. 

    As an employer, what is the primary benefit of cutting a high turnover rate?

    • A.

      Selling stock

    • B.

      Saving money

    • C.

      Attracting applicants

    • D.

      Meeting legal obligations

    Correct Answer
    B. Saving money
    Explanation
    Cutting a high turnover rate as an employer leads to the primary benefit of saving money. When turnover is high, the costs associated with recruiting, hiring, and training new employees are significantly higher. By reducing turnover, employers can save money by avoiding these expenses and also benefit from increased productivity and efficiency with a stable workforce. Additionally, lower turnover rates can contribute to improved morale and employee satisfaction, leading to higher retention and further cost savings in the long run.

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  • 37. 

    Which term refers to actions intended to place physical or psychological distance between employees and their work environments?

    • A.

      Employee disengagement

    • B.

      Workplace separation

    • C.

      Job withdrawal

    • D.

      Attrition

    Correct Answer
    C. Job withdrawal
    Explanation
    Job withdrawal refers to actions intended to place physical or psychological distance between employees and their work environments. This can include behaviors such as absenteeism, tardiness, or even quitting the job altogether. It signifies a disengagement or detachment from the workplace, indicating a lack of motivation or satisfaction with the job.

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  • 38. 

    A(n) ________ describes the criteria by which the firm awards promotions.

    • A.

      Job posting policy

    • B.

      Employee qualification databank

    • C.

      Formal promotion policy

    • D.

      9-box plot

    Correct Answer
    C. Formal promotion policy
    Explanation
    A formal promotion policy is a set of guidelines and criteria that a firm uses to determine which employees are eligible for promotions. This policy outlines the requirements, such as performance metrics or years of experience, that employees must meet in order to be considered for a promotion. It ensures that promotions are awarded based on objective factors and helps to create a fair and transparent process within the organization.

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  • 39. 

    Robin, the HR manager at Rightway Enterprises, believes that job withdrawal has become a significant problem at the firm. Robin most likely came to this conclusion after observing all of the following employee behaviors EXCEPT ________.

    • A.

      Frequent vacation time requests

    • B.

      Idle employee conversations

    • C.

      Undeserved work breaks

    • D.

      Excessive absences

    Correct Answer
    A. Frequent vacation time requests
    Explanation
    Robin, the HR manager at Rightway Enterprises, believes that job withdrawal has become a significant problem at the firm. This conclusion was most likely reached by observing all of the listed employee behaviors, except for frequent vacation time requests. The other behaviors mentioned, such as idle employee conversations, undeserved work breaks, and excessive absences, are all indicators of job withdrawal and disengagement. However, frequent vacation time requests may not necessarily be a sign of job withdrawal, as employees may simply be utilizing their entitled time off.

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  • 40. 

    Which of the following would most likely reduce voluntary turnover?

    • A.

      Performance appraisal systems

    • B.

      High unemployment rates

    • C.

      Numerous job opportunities

    • D.

      Downsizing requirements

    Correct Answer
    B. High unemployment rates
    Explanation
    High unemployment rates would most likely reduce voluntary turnover because when there are limited job opportunities available in the market, employees are less likely to leave their current jobs voluntarily. The fear of not being able to find another job easily during a period of high unemployment can make employees more inclined to stay with their current employer, resulting in reduced turnover rates.

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  • 41. 

    What is a crucial first step in retaining employees over time?

    • A.

      Providing employees with proper training

    • B.

      Discussing career plans with workers

    • C.

      Selecting the right workers

    • D.

      Identifying worker goals

    Correct Answer
    C. Selecting the right workers
    Explanation
    Selecting the right workers is a crucial first step in retaining employees over time because hiring individuals who are a good fit for the organization's culture, values, and job requirements increases the likelihood of job satisfaction and long-term commitment. When the right workers are selected, they are more likely to be motivated, engaged, and aligned with the company's goals, resulting in higher job performance and lower turnover rates. Additionally, selecting the right workers reduces the risk of conflicts and mismatched expectations, creating a positive work environment that encourages employee retention.

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  • 42. 

    According to research cited in the text, what is the primary reason that top-performing/high commitment employees gave for voluntarily leaving an organization?

    • A.

      Career development

    • B.

      Work-life balance

    • C.

      Promotions

    • D.

      Salary

    Correct Answer
    D. Salary
    Explanation
    The research cited in the text suggests that the primary reason top-performing/high commitment employees voluntarily leave an organization is due to salary concerns. This implies that these employees may feel that their compensation is not commensurate with their performance or the value they bring to the organization, leading them to seek better financial opportunities elsewhere.

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  • 43. 

    Apex Carpet has a very high voluntary turnover rate, which executives at the firm want reduced. What is the most effective way to retain top-performing employees at Apex?

    • A.

      Conducting more performance reviews

    • B.

      Developing new recruitment strategies

    • C.

      Establishing a talent management program

    • D.

      Revising the organization's mission statement

    Correct Answer
    C. Establishing a talent management program
    Explanation
    Establishing a talent management program is the most effective way to retain top-performing employees at Apex Carpet. This program would focus on identifying and developing high-potential employees, providing career development opportunities, and creating a positive and engaging work environment. By implementing a talent management program, Apex Carpet can show its commitment to supporting and nurturing its top performers, which will increase their job satisfaction and loyalty to the company. This, in turn, will reduce the voluntary turnover rate and help retain valuable employees.

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  • 44. 

    Apex Carpet has a very high voluntary turnover rate, which executives at the firm want to be reduced. Which of the following should Apex most likely do first in its attempt to retain top-performing employees?

    • A.

      Administer attitude surveys to all employees

    • B.

      Provide an across-the-board wage increase

    • C.

      Evaluate the firm's promotion methods

    • D.

      Develop online training courses

    Correct Answer
    A. Administer attitude surveys to all employees
    Explanation
    To reduce the high voluntary turnover rate, Apex Carpet should administer attitude surveys to all employees. By conducting these surveys, the company can gather valuable feedback and insights from its employees regarding their job satisfaction, work environment, and any potential concerns or issues. This information can help Apex identify the underlying causes of the high turnover rate and take appropriate measures to address them. It allows the company to understand the specific needs and preferences of its employees, enabling them to implement targeted strategies to retain top-performing employees.

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  • 45. 

    Retaining employees is a ________ issue and the best retention strategies are therefore multifunctional.

    • A.

      Talent management

    • B.

      Career management

    • C.

      Strategic management

    • D.

      Human resources management

    Correct Answer
    A. Talent management
    Explanation
    Retaining employees is a crucial issue for organizations as it directly impacts their productivity and success. The best retention strategies are therefore multifunctional, meaning they involve various aspects of managing and nurturing talent within the organization. Talent management encompasses activities such as recruiting, developing, and retaining employees to ensure that the organization has the right people with the right skills in the right positions. By implementing effective talent management strategies, organizations can create a supportive and engaging work environment that encourages employees to stay and contribute to the company's long-term growth and success.

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  • 46. 

    Miranda wants to make partner at her law firm. However, she is worried because 70-hour work weeks are the norm for someone striving to make partner. Miranda wants to be fair to her family as well as excel at work. The best way for the law firm to address this problem is by ________.

    • A.

      Providing Miranda with a female career coach

    • B.

      Persuading Miranda to temporarily work in a less competitive law firm

    • C.

      Offering a flexible career track that allows Miranda to periodically reduce her work load

    • D.

      Providing a career planning workshop to help Miranda determine a more appropriate occupation

    Correct Answer
    C. Offering a flexible career track that allows Miranda to periodically reduce her work load
    Explanation
    The best way for the law firm to address Miranda's concern about work-life balance and her desire to excel at work while being fair to her family is by offering a flexible career track that allows her to periodically reduce her workload. This option would enable Miranda to manage her time effectively and prioritize her commitments, ensuring that she can maintain a healthy work-life balance without compromising her career goals. By providing this flexibility, the law firm acknowledges and supports Miranda's needs, ultimately increasing her chances of becoming a partner while also maintaining her personal well-being.

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  • 47. 

    Chelsea Bank employs a diverse group of employees, and the firm wants all of its workers to have equal career advancement opportunities. Which of the following most likely undermines Chelsea Bank's attempt to meet the career development needs of its diverse workforce?

    • A.

      Scheduling meetings in the early morning or late evening

    • B.

      Offering career advancement seminars for women and minorities

    • C.

      Identifying mentors for women and minorities

    • D.

      Adopting flexible year-round work schedules

    Correct Answer
    A. Scheduling meetings in the early morning or late evening
    Explanation
    Scheduling meetings in the early morning or late evening is likely to undermine Chelsea Bank's attempt to meet the career development needs of its diverse workforce because it can create a disadvantage for employees who have other commitments or responsibilities during those times. This can disproportionately affect certain groups, such as working parents or individuals with caregiving responsibilities, who may not be able to attend or fully participate in these meetings. By scheduling meetings at times that are not accessible to all employees, Chelsea Bank is limiting the opportunities for career advancement for certain groups within its workforce.

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  • 48. 

    Smith Industries has established a career development program for its employees that offers career coaching and workshops. However, a recent employee survey indicates that many women still feel dissatisfied about their career opportunities at the firm. Which of the following would most likely improve the attitudes of female employees at Smith Industries?

    • A.

      Smith installs an electronic performance support system for telecommuters

    • B.

      Smith provides hardship allowances to all minority employees.

    • C.

      Smith increases the number of performance appraisals.

    • D.

      Smith implements a flexible career track system.

    Correct Answer
    D. Smith implements a flexible career track system.
    Explanation
    Implementing a flexible career track system would most likely improve the attitudes of female employees at Smith Industries. This system would allow women to have more control over their career paths and provide them with opportunities for growth and advancement. It would address their dissatisfaction with career opportunities by offering them the flexibility to pursue different roles and responsibilities within the company. This would help to create a more inclusive and supportive work environment for female employees, ultimately improving their attitudes towards their careers at the firm.

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  • 49. 

    Which of the following best explains the meaning of the term "glass ceiling"?

    • A.

      Formal corporate policies that prevent women from receiving the training needed to advance their careers

    • B.

      Spoken opinions by corporate leaders that women lack the knowledge and skills required for career advancement

    • C.

      Structural yet subtle barriers in corporate environments that inhibit the rise of talented women to leadership positions

    • D.

      Inadequate educational opportunities which ultimately limit the network opportunities available to women in the workforce

    Correct Answer
    C. Structural yet subtle barriers in corporate environments that inhibit the rise of talented women to leadership positions
    Explanation
    The term "glass ceiling" refers to the invisible barriers that prevent women from advancing to higher positions in the corporate world, despite their qualifications and abilities. These barriers are often subtle and ingrained in the organizational structure, making it difficult for women to break through and reach leadership positions. This answer best explains the meaning of the term as it highlights the structural nature of these barriers and their impact on talented women's career progression.

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  • 50. 

    While women constitute more than 40% of the workforce, they hold only about ________ of top management positions.?

    • A.

      2%

    • B.

      13%

    • C.

      25%

    • D.

      30%

    Correct Answer
    A. 2%
    Explanation
    Women hold only about 2% of top management positions, despite constituting more than 40% of the workforce. This indicates a significant gender disparity in leadership roles within organizations. The low representation of women in top management positions highlights the existence of barriers and biases that hinder their career progression and limit their opportunities for advancement. Addressing this issue requires implementing strategies and policies that promote gender equality and empower women to break through these barriers and achieve higher positions in the corporate world.

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Quiz Review Timeline +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Mar 22, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Feb 05, 2019
    Quiz Created by
    Jake
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