81. All but one of the following are true of the glass ceiling. Name the exception.
A. The barrier may be due to a lack of access to training programs, developmental job experiences, and developmental relationships, such as mentoring.
B. Research has found significant gender differences in access to job experiences involving transitions or creating change.
C. The barrier may be due to stereotypes that hinder the development of women or minorities.
D. Research shows male managers have received more assignments involving high levels of responsibility than female managers of similar ability and managerial level.
In the case of glass ceiling, research has found no gender differences in access to job experiences involving transitions or creating change.
82. Managers' preference to interact with other managers of similar status rather than with line employees, and intentional exclusion of women and minorities by managers who have negative stereotypes about women's and minorities' abilities, motivation, and job preferences result in:
A. old boy network.
B. anti-women network.
C. gender specific network.
D. preferential network.
Women and minorities often have trouble finding mentors because of their lack of access to the "old boy network."
83. Which of the following is NOT a recommendation for melting the glass ceiling?
A. Gather data on problems causing the glass ceiling using task forces, focus groups, and questionnaires.
B. Make sure senior management supports and is involved in the program.
C. Make a business case for change and make the change public.
D. Establish quotas and hold managers accountable for meeting them.
Forcing accountability through reviews of promotion rates and assignment decisions is a recommendation for melting the glass ceiling.
84. The process of identification and tracking of high-potential employees capable of filling higher-level managerial positions is known as:
A. upward movement.
B. promotion.
C. succession planning.
D. preferential planning.
Succession planning requires senior management to systematically review leadership talent in the company. It ensures that top-level managerial talent is available.
85. Succession planning does all but one of the following. Name the exception.
A. Requires senior management to systematically conduct a review of leadership talent in the company.
B. It provides a set of developmental experiences that managers must complete to be considered for top management positions.
C. Ensures that top-level managerial talent is available.
D. It identifies specific employee replacements for each managerial position within the company.
Companies find that their middle managers are not ready to move into upper management positions due to skill weaknesses or lack of needed experience. This creates the need for succession planning.
86. All of the following are true of succession planning EXCEPT,
A. high-potential employees typically participate in individual development programs that involve education, executive mentoring and coaching, and job rotation.
B. high-potential employees may receive special assignments, like serving on committees and making presentations.
C. job assignments are based on what is available and of most interest to the high-potential employee.
D. an objective of succession planning is to help retain managerial talent within the company.
In succession planning, job assignments are based on the successful career paths of the managers whom the high-potential employees are being prepared to replace.
87. Stage 2 in succession planning involves:
A. the personal involvement of the CEO in developing the key employees.
B. having been with the organization for a minimum of 15 to 20 years.
C. a willingness to make sacrifices for the company, including accepting new assignments or geographic relocations.
D. identifying employees who have completed elite academic programs or have been outstanding performers.
In stage 2, high-potential employees receive development experiences. Those who succeed are the ones who continue to demonstrate good performance.
88. Which of the following is NOT true of stage 3 in succession planning?
A. The CEO becomes actively involved in developing the employees.
B. The tournament model of job transitions determines eligibility to stage 4.
C. Employees may have taken 15 to 20 years to reach this stage.
D. Employees reaching this stage are viewed by top management as fitting into the company's culture and having the personality characteristics needed to successfully represent the company.
In what is known as a "tournament model" of job transitions, high-potential employees who meet their senior managers' expectations in stage 2 advance into the next stage 3 of the process.
89. Which of the following is NOT a behavior exhibited by dysfunctional managers?
A. Confidence
B. Poor conflict management skills
C. Inability to be a team player
D. Insensitivity to others
Behavior that can cause an otherwise competent manager to be a "toxic" or ineffective manager. Such behavior includes insensitivity to others, inability to be a team player, arrogance, poor conflict management skills, inability to meet business objectives, and inability to change or adapt during a transition.
90. A combination of all of the following is used to help managers change their dysfunctional behavior EXCEPT:
A. assessment.
B. training.
C. counseling.
D. evaluation.
Typically, a combination of assessment, training, and counseling is used to help managers change their dysfunctional behavior.