CBHRM-UNIT V-COMPETENCY DRIVEN CAREER AND CULTURE-MCQ

.------- consists of activities that are directed specifically toward improving

the effectiveness of a total organization or its subgroups.
1 (a) Organization development a
(b) Employee development
(c) Training & development
(d) Profit

.--------can include an individual’s self-employment, working for an

organization, or volunteering, or activities such as homemaking and
relationship building.
2 b
(a) Retirement
(b) Employment
(c) Development
(d) Career
A is the integrated progression of an individual’s life- and work-
related activities, including the identification, development, and pursuit of
aspirations in accord with his or her personal values over an entire life span.
(a) Successes
3 d
(b) Reward
(c) Recognition
(d) Career
.------- is an individually focused change effort pursued by an employee for
the purpose of learning specific behaviors that are needed for immediate
performance of work
4 (a) Compensation
b
(b) Training
(c) Learning
(d) Discussion
.----------- is the pursuit of any activity that leads to continuous learning and
personal growth and contributes to achieving both the individual’s and the
organization’s objectives
5 a
(a) Employee development
 (b) Career development
(c) Training & development
(d) Management development
6 --------------is thus a process that continues throughout an individual’s life a
span, regardless of employers or type of employment and individual
experiences.
(a) Employee development
(b) Career development
(c) Training & development
(d) Management development
. identifies an individual’s strengths and weaknesses in order to
help them better understand themselves and to show them where career
development efforts need to be directed.
7 (a) Competency mapping
a
(b) Competency model
(c) Competency framework
(d) Competencies
The culture in which the beliefs and values followed by the human capital
of the firm is classified as

8 a) Specialist culture
b) Generalist culture
c
c) Organizational culture
d) Shared culture
A company’s ethics should be formalized into a code of conduct because--

9 a) Code of conduct converts ideas into concrete description of d

how ethical the employees behave company
b) It helps to shield from legal issues that result from
employee misconduct
c) It reflects the company’s culture and make people excited about the
 business they work for
d) All of these
Which Leadership style motivates followers to do more originally affected
10 to do by stretching their abilities & increasing their shelf confidence? a
a) Transformational Leadership
b) Transactional Leadership
c) Both (a) & (b)
d) None of these
Which Leadership Offers excitement, vision, intellectual stimulation and
personal satisfaction?

11 a) Transformational
b) Transactional
a
c) Both (a) & (b)
d) None of these
Changing a is very difficult because of the heavy anchor of deeply held
values and habits-people Cling emotionally to the old & familiar.

12 a) Problem Culture
b) Strategic Control
a
c) Support process
d) None of these
use charisma & enthusiasm to inspire people to exert them for good
of the organization.

13 a) Transformational Leadership
b) Transactional Leadership
a
c) Both (a) & (b)
d) None of these
It is strategy maker’s responsibility to select strategy compatible with
parts of prevailing corporate culture.

14 a) Changeable
b
b) Unchangeable
c) Similar
d) None of these
 Positions held by an individual throughout his work life are normally
referred to as c
15
a. job
b. task
c. career
d. none of above

Which of the following perspectives looks at the career of an individual

from the future positions he is likely to hold?

16 a. subjective perspective
b. objective perspective
a
c. neutral perspective
d. none of the above
The systematic and deliberate advancement made by an individual in his
career in the entire work life is known as

17 a. career path
b. career goals
a
c. career guidance
d. career anchoring
The factors that influence the selection of individuals’ career choices are
usually referred to as

18 a. career path
b. career goals
d
c. career guidance
d. career anchoring
Which of the following is used as a self-assessment technique by the
employees?

19 a. The strength and weakness balance sheet

b. The likes and dislikes survey
d
c. The type focus assessment
d. All of the above
 The career development program me which enables the employees to gain
multi-skills and diverse experience before being considered for any
20 d
promotion in the future is called
a. Dual-skills path
b. conventional career path
c. lateral career path
d.network career path

A process in which the manager, supervisors or an external expert acts as

the advisor, philosopher and guide is called

21 a. career anchoring
b. career development
c
c. mentoring
d. none of the above
A series of processes aimed at assisting the employees make informed
career decisions is known as

22 a. career guidance
b. career anchoring
a
c. mentoring
d. career goals
What is a succession plan?

23 a) Dismissing an employee for a more favorable employee

b
b) A formal process of planning to fill a role that will become vacant
c) A vote of no confidence in a board member
d) The formal process of acquiring a new staff member
A process that is used to identify individuals who can replace employees in
leadership positions when they exit an organization is known as .

24 a. succession planning
b. recruiting
a
c. leadership training
 d. selection
Which of the following elements is NOT typically included in a succession
plan?

25 Development opportunities for potential successors Communication

b
strategy to announce the change in leadership Pay scale for incumbent and
subsequent leaders
Process for identifying future leaders
Modern succession planning is often

26 a. Rather secretive and only known to a few

b
b. HR driven and owned
c. Applicable to all levels and all key positions
d. More reactive than pro-active
Key success factors include:

a. Proper job design

27 b. Employee participation& Treating and dealing with staff as a group
b
and not individualistically
c. The proverbial “golden handcuffs”
d. promotion
Which of the following was not identified as a defining feature of culture?

28 a. Culture is symbolic.
c
b. Culture is cumulative
c. Culture is transmitted
d. Culture is learned
Values, traditions, and beliefs are all examples of

29 a. popular culture.
c
b. non-material culture.
c. customs.
d. cultural relativism.
 Language is usually considered to be a cultural barrier.
b. cultural universal.
30 d
c. essential for cultural integration.
d. a key cultural marker.

Culture is usually assumed to be a subjective entity.

b. insulated against technology
31 d
c. mutually exclusive.
d. always changing.

Cultural change can also occur through

32 a. invention and discovery

a
b. multiculturalism and assimilation
c. diffusion and technology
d. mass media and adaptation
According to Conflict theory, culture is maintained through the
of society.

33 a. popular culture
d
b. language
c. proletariat
d. dominant ideology
A is a distinct cultural group within a larger culture.
a. sub-culture b.bi-culture
34 d
c. material culture
d.co-culture

What is a “learned system of knowledge, behaviour, attitudes, beliefs,

values, and norms shared by a group of people” called?

35 a. dominant culture b.co-culture

d
c. community
d. culture
 The process through which an individual acquires new approaches, beliefs,
and values by coming into contact with another culture is referred to as
.
36 a
a. acculturation
b. Enculturation
c. sub-culturation
d. cultural immersion
37 A is a perception shared by a culture or group about key c
beliefs and issues like the meaning of life

a.co-culture

b. third culture
c. world view
d. cultural outlook

What is not one of the layers of cultural influence?

38 a) Social
d
b) Business
c) Organizational
d) Company
What type of organizational culture is most likely to deliver stability and
efficiency?

39 a) Task culture
b) Role culture
b
c) Power culture
d) People culture
Workers' acceptance of change is characteristic of what type of culture?

40 a) Team culture
b
b) Collaborative culture
 c) Group culture
d) Collective culture
Which of the following contains data regarding employees' education,
career development, and special skills and is used by managers when
selecting inside candidates for promotion?
41 a) computerized forecasting tools
b
b) qualifications inventories
c) trend records
d) scatter plots
The process of deciding how to fill executive positions at a firm is known
as . b
42
a) internal recruiting
b) succession planning

c) long-term forecasting
d) advanced interviewing

Succession planning requires making forecasts of in three steps:

, develop inside candidates, assess and choose those who will fill the
key position.
43 a) identify key needs
a
b) job specifications
c) global trends
d) labor relations
The ongoing process of systematically identifying, assessing, and
developing organizational leadership to enhance performance is known as
.
44 b
a) employee mentoring
b) succession planning
 c) work sampling
d) employee recruiting
What is the first step in succession planning?

45 a) creating an applicant pool

b
b) identifying and analyzing key position needs
c) selecting who will fill key positions
d) developing the strengths of current employees
Finding or attracting applicants for an employer's open positions is known
as .

46 a) succession planning
b) employee recruiting
b
c) personnel planning
d) job posting
The extent to which employees are aware of their interests, skills, strengths
and weaknesses regarding their career goals is termed

47 a. Career motivation
b. Career resilience
c
c. Career insight
d. Career identity
helps organizations identify employee strengths and weaknesses to
determine avenues for their career development

48 a. Gap analysis
b. Individual assessment
b
c. Organizational assessment
d. Opportunity analysis
Career planning and development programs for employees

49 a. Increase employee frustration

d
b. Promote only a lucky few
c. Increase the employee turnover rate
d. Ensure future availability of resources
The process of selecting and developing employees in the organization to
occupy key positions in the future is termed
 a. Career planning
50 b. Succession planning b
c. Career development
d. Human resource enhancement