81) Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.
82) A career planning workshop helps employees identify their interests, set career goals, and practice career skills.
83) Retirement preparation, succession planning, job posting, and management counseling are popular career management practices offered by organizations around the world.
84) In a career-oriented appraisal, a manager matches an employee's strengths and weaknesses with a feasible career path and developmental needs, but the employee is not rated for actual job performance.
85) The best opportunity for discussing career-related issues with an employee is during the annual or semi-annual appraisal.
86) A mistake many career development programs make in meeting the needs of women is assuming that the workplace is the central consideration in people's lives.
87) Institutional barriers, such as golf club memberships, clearly favor male employees, but practices like required late-night meetings are considered gender neutral.
88) The barriers for women to advance at work are referred to as the glass ceiling because federal legislation has enabled women to earn an equal number of top-level positions as men.
89) Job shock occurs when a new employee's high expectations confront the reality of a boring job.
90) A focus on competitiveness and motivation suggests that a company should promote on the basis of seniority.