51. A major assumption of using job experiences for development is that:
A. development occurs best when job demands involve obstacles and creating change.
B. development occurs only through promotions.
C. development occurs best when employees experience high levels of stress in their jobs.
D. development occurs when there is a mismatch between the employees' skills and the skills required for the job.
Job experiences refers to the relationships, problems, demands, tasks, and other features that employees face in their jobs.
52. In the past, the research and development through job experiences has focused on executives and managers. However:
A. most employees do not need development through job experiences.
B. executives do not need development through job experiences.
C. managers should focus more on training than job experiences.
D. line employees can also learn from job experiences.
Job experiences refer to the relationships, problems, demands, tasks, and other features that employees face in their jobs.
53. Adding challenges or new responsibilities to an employee's current job is referred to as:
A. career enhancement.
B. job enrichment.
C. job enlargement.
D. job rotation.
Job enlargement includes special project assignments, switching roles within a work team, or researching new ways to serve clients and customers.
54. Job rotation involves:
A. adding challenges or new responsibilities to the employee's current job.
B. giving employees job assignments in various functional areas of the company.
C. advancement into a position with greater challenge, more responsibility, and a pay increase.
D. moving employees into a position at the same level, but with less authority and responsibility.
Job rotation gives employees a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department.
55. Potential problems with using job rotation for development include all but one of the following. Name the exception.
A. Employees often develop a short-term perspective on problems and solutions.
B. Employees find it too easy to specialize in specific functional areas.
C. Productivity losses and workloads increase.
D. Employees' satisfaction and motivation may be adversely affected.
A potential problems with using job rotation for development include employees' satisfaction and motivation may be adversely affected because they find it difficult to develop functional specialties and they don't spend enough time in one position to receive a challenging assignment.
56. An effective job rotation system is characterized by all but one of the following. Name the exception.
A. The system is used to develop skills as well as give employees' the experience needed for managerial positions.
B. The system is linked with the company's career management process.
C. The system is restricted to a limited number of key positions and employees within the company.
D. The system ensures that employees understand the specific skills to be developed.
A characteristic of effective job rotation system is, it is used for all levels and types of employees.
57. Which of the following is TRUE of employee characteristics associated with a willingness to accept transfers?
A. Married, rather than single, employees are generally most willing to accept transfers.
B. Among married employees, the spouse's willingness to move is the most important influence on whether an employee will accept a transfer.
C. Regardless of marital status, the most important factor in accepting a transfer is compensation.
D. Two-career families are more likely to accept a transfer than are single-career families.
Transfer is the movement of an employee to a different job assignment in a different area of the company. It can provoke anxiety.
58. A(n) _____ occurs when an employee is given less responsibility and authority, and may involve a move to another position at the same level, a temporary cross-functional move, or a demotion because of poor performance.
A. transfer
B. sabbatical
C. downward move
D. externship
Because of the psychological and tangible rewards of promotions (such as increased feelings of self-worth, salary, and status in the company), employees are more willing to accept promotions than lateral or downward moves.
59. Allowing employees to take a full-time operational role at another company is known as a(n):
A. transfer.
B. expatriate assignment.
C. sabbatical.
D. externship.
The externship program can signal to potential employees that the company is creative and flexible with its employees.
60. Providing employees with the opportunity to get away from the day-to-day stresses of their job and acquire new skills and perspectives is known as a(n):
A. transfer.
B. expatriate assignment.
C. sabbatical.
D. externship.
Sabbaticals allow employees more time for personal pursuits such as writing a book or spending more time with young children.