The $\_\_\_\_\_$ occurs when a rater scores an employee high on all job criteria because of performance in one area of the assigned work responsibilities.

a$.$ halo effect

b$.$ horns effect

c$.$ similar$-$to$-$me error

d$.$ contrast error

$4$ points

QUESTION $2$

In the context of talent development approaches, outdoor experiential activities as a development tool for individuals in teams $\_\_\_\_\_.$

a$.$ can create a sense of teamwork via the shared risks and challenges outside the office environment

b$.$ are designed exclusively to promote ethnocentrism among the team members

c$.$ give individuals opportunities to focus solely on their jobs

d$.$ are increasing in popularity because of the absence of any disadvantages associated with these activities

$4$ points

QUESTION $3$

The term $\_\_\_\_\_$ refers to a relationship in which experienced managers in a company aid individuals in the earlier stages of their careers.

a$.$ career prospecting

b$.$ speed networking

c$.$ sponsorship

d$.$ management mentoring

$4$ points

QUESTION $4$

In the context of individual career challenges, one concern that women who sequence have is that $\_\_\_\_\_.$

a$.$ they will be viewed as being task$-$oriented and assertive

b$.$ the job market will be unwelcoming to them when they return

c$.$ the time away will negatively impact their contextual performance when they return

d$.$ they will have to move into managerial roles

$4$ points

QUESTION $5$

A career plateau is most likely to occur when:

a$.$ organizations allow employees to use the strategy of job sequencing.

b$.$ opportunities to move up in an organization decrease.

c$.$ an employee opts for phased retirement.

d$.$ an employee starts learning new skills.

$4$ points

QUESTION $6$

Which of the following is most likely to make managers more responsive toward employees?

a$.$ Employee ratings of managers

b$.$ Peer rating

c$.$ Supervisory ratings of subordinates

d$.$ Self$-$rating

$4$ points

QUESTION $7$

$\_\_\_\_\_$ is a technique for distributing ratings that are generated with any of the other appraisal methods and comparing the ratings of people in a work group.

a$.$ Forced distribution

b$.$ Peer distribution

c$.$ Behavioral rating scales

d$.$ Critical incident

$4$ points

QUESTION $8$

Individual$-$centered career planning primarily focuses on $\_\_\_\_\_.$

a$.$ planning career ladders

b$.$ the logical progression of people between jobs in an organization

c$.$ succession planning for key positions

d$.$ a person's responsibility for a career

$4$ points

QUESTION $9$

$\_\_\_\_\_$ is a series of activities designed to align and improve individual performance to drive organizational results.

a$.$ Performance modelling

b$.$ Organizational behavior

c$.$ Performance management

d$.$ Organizational performance

$4$ points

QUESTION $10$

To reward talented technical people who do not want to move into management, many companies have established $\_\_\_\_\_.$

a$.$ dual$-$career ladders

b$.$ spiral matrices

c$.$ compressed workweeks

d$.$ corporate universities for technical development

$4$ points

QUESTION $11$

In the context of peer ratings, employees are most likely to distinguish between good and poor performers when:

a$.$ they establish performance standards based on their own performance.

b$.$ their peers are not working in the same place.

c$.$ their peers belong to the same ethnicity.

d$.$ they fear reprisals from their peers.

$4$ points

QUESTION $12$

When opportunities for promotion in an organization are scarce, a good way to keep employees motivated and develop their talents is $\_\_\_\_\_.$

a$.$ to encourage them to engage in the glass ceiling practice

b$.$ to give them a sabbatical or leave of absence

c$.$ job enlargement through ethnocentric practices

d$.$ job rotation through lateral transfers

$4$ points

QUESTION $13$

$\_\_\_\_\_$ recognizes that for many jobs, employee performance is multidimensional and crosses departmental, organizational, and even national boundaries.

a$.$ Outsider rating

b$.360-$degree rating

c$.$ Peer rating

d$.$ Self$-$rating

$4$ points

QUESTION $14$

Plateaued employees may be a problem for an organization because $\_\_\_\_\_.$

a$.$ they can affect morale if they become negative

b$.$ they are typically poor performers who did not get promoted

c$.$ they typically define career success in terms of lateral mobility

d$.$ they tend to have higher compensation than is justified by their contribution to the organization

$4$ points

QUESTION $15$

The HR Department of Total Utilities has an automated talent management system. This system helps the company create and manage individual career paths for all employees and design career$-$advancing programs based on employee potential and needs. The department also organizes career workshops and counseling sessions to help employees identify their strengths and interests. All of these aspects provide the employees of Total Utilities with a logical progression between jobs in the company. This scenario most like