<<12345678910111213141516171819202122232425>> 1. According to Schein's three-dimensional movements, what are the three types of movements in an organization?Linear, Vertical, and Circular movementsUpward, Downward, and Lateral movementsVertical, Circumferential, and Radial movementsForward, Backward, and Sideward movementsQuestion 1 of 25 2. How is a career path in organizations defined?A predetermined, unchangeable path within the same roleA sequential movement through various dimensions, roles, and levels in an organizationA random and unpredictable progression within an organizationA solitary movement upward in the organization's hierarchyQuestion 2 of 25 3. What guides career paths within organizations, according to the information provided?Personal preferences and choicesThe organization's structure and criteria for eligibilityExternal factors and random opportunitiesThe employee's family backgroundQuestion 3 of 25 4. What is the primary aim of a career path in organizations?To ensure that all employees reach the highest level of the hierarchyTo offer a variety of roles to employees to prevent boredomTo develop competent personnel at all levels, facilitating both individual growth and organizational developmentTo provide clear, one-size-fits-all career progressionQuestion 4 of 25 5. What factors can affect career progression and potentially lead to employee frustration, according to the provided information?Collaboration and teamworkStrong personal connectionsCompetition, performance appraisal, and bottlenecksEmployee loyaltyQuestion 5 of 25 6. What does Schein's concept of 'Career Anchor' refer to?An individual's current job title and position in an organization.An individual's preferred work location and commute.An individual's personal sense of the type of work they want to pursue and what that work means to them.An individual's level of job satisfaction and happiness.Question 6 of 25 7. How do career anchors develop over time?They are innate and do not change.They are influenced solely by the organization.They develop through mutual discovery between the individual and the organization.They are fixed at birth and do not change throughout one's career.Question 7 of 25 8. Which career anchor is characterized by individuals excelling in a specific field or function?Managerial CompetenceSecurityCreativityTechnical/Functional CompetenceQuestion 8 of 25 9. What do individuals who value autonomy in their careers prioritize?Job security and stabilityRising in the management hierarchyFreedom and autonomy over organizational lifeCreating and innovatingQuestion 9 of 25 10. What is the role of career planning in the HRD sub-system?To guarantee promotions for employees.To provide job rotations and transfers.To link various HR functions and align career goals with opportunities for growth and development.To determine employee job satisfaction.Question 10 of 25 11. What does career planning aid individuals in understanding?Their current job responsibilities.The organization's promotion criteria.Their potential for upward mobility in the organization.The benefits of job security.Question 11 of 25 12. What is one of the key responsibilities in career path planning?Ensuring that the career path is an entitlement for all employees.Discouraging employee growth and development to maintain stability.Encouraging employee growth and development.Keeping performance benchmarks hidden from employees.Question 12 of 25 13. Why is transparency important in career path planning?To hide the performance feedback from employees.To maintain bias in the application of career planning.To communicate that the career path is an entitlement.To communicate the career path and performance feedback clearly.Question 13 of 25 14. What is the first step in career path planning?Highlight orientation shifts in changing career roles.Specify criteria for promotion at each level.Define career stages and roles related to organizational levels.Facilitate transitions between career stages through training and counseling.Question 14 of 25 15. How do organizations facilitate transitions between career stages in career path planning?By setting up job families for each level.By maintaining a rigid structure with no flexibility.By offering job rotations without training or counseling.By providing training and counseling.Question 15 of 25 16. Why do organizations offer multiple career paths, challenging the conventional single career aspiration?To limit employee choices and adaptability.To maintain a rigid and unchanging work environment.Based on individual preferences and business focus.To ensure that all employees follow the same career path.Question 16 of 25 17. In the historical context, how were traditional organizations with regards to specialization?They had a high degree of specialization.They recognized the need for specialization in various functions.They grouped administrative functions together.Skills were perceived as less specialized.Question 17 of 25 18. What has led to the emergence of new areas of specialization within organizations over time?Increasing focus on generalist skills.A decrease in demand for specialized functions.Evolving industrial sectors and industries.A preference for simpler and focused organizations.Question 18 of 25 19. What should career plans incorporate for specialized functions?Core assignments of specialized functions and a focus on developing specific competencies.Generalist skills and a broad range of job roles.No career planning as specialization is sufficient.A fixed career path for all employees.Question 19 of 25 20. In flatter organizations, what concept becomes more relevant than climbing hierarchical ladders?Traditional career paths.Specialization in one area.Multiple careers.Generalist skills.Question 20 of 25 21. What are the two aspects of the self?The external self and the abstract self.The inner self and the public self.The visible self and the hidden self.The social self and the professional self.Question 21 of 25 22. How can self-development be defined?The process of maintaining one's current personality traits.The process of continuously seeking external improvement.The process of maturing one's personality to handle tasks and situations effectively and seeking self-improvement.The process of adapting to one's environment and social norms.Question 22 of 25 23. What does personal efficacy rely on?Isolation and lack of social interaction.Motivation, self-awareness, proactive behavior, and action-orientation.Complete reliance on external guidance.Avoiding awareness of one's capabilities.Question 23 of 25 24. Why must individuals change and develop according to the text?To become more consistent in their behavior.To avoid any changes in their environment.To survive and grow, recognizing changes in themselves and their environment.To maintain the status quo and avoid growth.Question 24 of 25 25. In the context of organizational self-development, what are some crucial factors?Work-life balance and communication skills.Locus of control and emotional intelligence.Annual leave entitlement and office attire.Social media presence and political views.Question 25 of 25 Loading...
