TOS C: Managing Careers and Retention - Dessler

Question 1

The occupational positions a person has had over many years.

Answer 1

Career

Question 2

The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively.

Answer 2

career management

Question 3

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

Answer 3

Career development

Question 5

Careers based on using one’s skills to create a livelihood from multiple income sources, often from several jobs paying different rates.

Answer 5

portfolio careers

Question 6

Results of a period that may occur at the initial career entry when the new employee’s high job expectations confront the reality of a boring or otherwise unattractive work situation.

Answer 6

Reality shock

Question 7

appear to be the most popular employer-provided career services, followed by career assessment and feedback, and on-site training.

Answer 7

Self-help e-learning tools

Question 8

a planned learning event in which participants are expected to be actively involved, completing career planning exercises and inventories
and participating in career skills practice sessions.

Answer 8

Career planning workshop

Question 9

generally help employees create 1- to 5-year plans showing where their careers with the firm may lead.

Answer 9

Career coaches

Question 10

Advising, counseling, and guiding.

Answer 10

Mentoring

Question 11

Educating, instructing, and training
subordinates.

Answer 11

Coaching

Question 12

It defined as “actions intended to place physical or psychological distance between employees and their work environments.

Answer 12

Job withdrawal

Question 13

Advancement to a position of
increased responsibility.

Answer 13

Promotion

Question 14

Reassignments to similar positions in other parts of the firm.

Answer 14

Transfers

Question 15

Involuntary termination of an employee’s employment with the firm.

Answer 15

Dismissal

Question 16

It refers to a persistent failure to perform assigned duties or to meet prescribed standards on the job.

Answer 16

Unsatisfactory performance

Question 17

deliberate and willful violation of the employer’s rules and may include stealing, rowdy behavior, sexual harassment, and physical violence or threats at work.

Answer 17

Misconduct

Question 18

an employee’s inability to do the assigned work, although he or she wants to.

Answer 18

Lack of qualification for the job

Question 19

an employee’s incapability of doing the job after the nature of the job has changed.

Answer 19

Change requirements of the job

Question 20

Willful disregard or disobedience
of the boss’s authority or legitimate
orders; criticizing the boss in public.

Answer 20

Insubordination,

Question 21

In the absence of a contract, either
the employer or the employee can
terminate at will the employment
relationship.

Answer 21

Terminate at Will

Question 22

occurs when an employee’s dismissal does not comply with the law or with the contractual arrangement stated or implied by the employer.

Answer 22

Wrongful discharge (or wrongful termination)

Question 23

The interview in which an employee
is informed of the fact that he or she has been dismissed.

Answer 23

termination interview

Question 24

A formal process by which a terminated person is trained and counseled in the techniques of self-appraisal and securing a new position.

Answer 24

outplacement counseling

Question 25

Interviews with employees who are leaving the firm, conducted for obtaining information about the job or related matters, to give the employer insight about the company.

Answer 25

Exit interviews

Question 26

An employer sending employees home due to a lack of work; this is typically a temporary situation.

Answer 26

Layoff