Term
| what are the four steps in career development at the invidiual level?? |
|
Definition
1. individual assessment of his abilities, interests, career goals
2. orgs assessment of individuals abilities and potential
3. communication of career options and opportunities within the org
4. career counseling to set realistic goals and plans for their accomplishment |
|
|
Term
| ongoing, formalized effort by an org that focuses on developing and enriching the orgs HR in light of both employees and orgs needs?? |
|
Definition
|
|
Term
| Three major objectives of career development for the org?? |
|
Definition
1. meed immediate and futher HR needs
2. inform org and invidiual about potential career paths
3. utilize existing HR programs to the fullest |
|
|
Term
| Career planning looks at careers through eyes of ____ and career development looks at careers from the viewpoint of _____? |
|
Definition
|
|
Term
| three ppl responsible for career development?? |
|
Definition
1. organization
2. employee
3. employees immediate manager |
|
|
Term
| two characteristics of a successful vision statement?? |
|
Definition
1. concise
2. states in measurable terms |
|
|
Term
| most frequently used source of assessment by org?? |
|
Definition
|
|
Term
| technique addresses specifics of progressing from one job to another in an organization? |
|
Definition
|
|
Term
| 3 things involved in career pathing?? |
|
Definition
informal/formal education
training
job experiences |
|
|
Term
| ____ career paths exist in most orgs but they are more useful when?? |
|
Definition
informal
when they are formally defined and documented |
|
|
Term
| 6 steps of career pathing??? |
|
Definition
1. determine or reconfirm abilites and end behaviors of target job
2. secure employee background data and review them for accuracy and completeness
3. undertake a needs analysis comparison that jointly views the individual and targetd job
4. reconcile employee career desires, needs, and targetd job requirements with that or org career management
5. develop individual traiing work and educational needs, using a time activity orientation
6. blueprint career path activities |
|
|
Term
What are some myths about careers??
(10) |
|
Definition
1. always room for onemore person at the top
2. success is about being in the right place at the right time
3. good subordinates make good superiors
4. career development/planning are HR functions
5. all good things comes to t hose who work long hard hours
6. rapid advancement along a career path is largely a function of the kind of manager one has
7. the way to get ahead is to determine your weaknesses and then work hard to correct them
8. always do your best, regardless of the task
9. keep home life and work life separated
10. grass is always greener on the other side of the fence |
|
|
Term
| a point in career where liklihood of additonal promotions is very low?? |
|
Definition
career plateaus
virtually all ppl reach a career plateau |
|
|
Term
| Pleateued employees reach there ____ long before they retire??? |
|
Definition
|
|
Term
| 2 reasons why plateauing may become more prevalent?? |
|
Definition
1. employers depending more on older employees may cause plateauing problems
2. todays employees are generally educated and enter organizations at high positions |
|
|
Term
| 4 principle categories of career plateaus?? |
|
Definition
learners
stars
solid citizens
deadwood |
|
|
Term
| characteristics of "learners"?? |
|
Definition
have high potential for advancement
performing below standard |
|
|
Term
| characteristics of "stars"?? |
|
Definition
doing outstanding work and have full potential for continued advancement
fast track career paths |
|
|
Term
| what are the characteristics of "solid citizens"?? |
|
Definition
present performance is satisfactory but chance for future advancement is small
bulk of employees in most organizations |
|
|
Term
| characteristics of "dead wood"??? |
|
Definition
performance fallen to unsatisfactory level
little or no potential for advancement |
|
|
Term
| two ways of managing plateauing process?? |
|
Definition
1. prevent plateauees from becoming ineffective
2. integrate career related info systems |
|
|
Term
| 4 reasons to salvage deadwood?? |
|
Definition
1. job knowledge
2. organizational knowledge
3. loyalty
4. concern for the well being of pleateauees |
|
|
Term
| How can Deadwood be rehabilitated?? |
|
Definition
1. look for alternative methods of recognition
2. develop new ways to make current jobs more satisfying
3. Revitalization through reassignment
4. reality based self development programs
5. change managerial attitudes
|
|
|
Term
Impact of Dual Employeed couples??
how are they classified? |
|
Definition
72 % of mothers with children under 18 are in the US workforce
economic and social pressures have encouraged this trend
dual employeed are classified as dual career or dual earner |
|
|
Term
| Characteristics of Dual Career Couples?? |
|
Definition
1. both are highly committed to their careers
2. view work as essential to their sense of self and identity
3. view employement as part of a career path
4. define employement as relating to rewards
|
|
|
Term
| How are dual career and dual earner couples different?? |
|
Definition
| dual earner couples dont se etheir job as an integral part of their self definition |
|
|
Term
| 2 challenges and 2 advantages of Dual Employeed couples?? |
|
Definition
challenges: lack of time, difficulties balancing personal and professional life
advantages: increase income, psychological benefits |
|
|
Term
| Proactive corporate programs for dual employees couples?? |
|
Definition
child and elder care
flexible work schedules
job sharing/ part tiem work
telecommuting
parental leave
personal time |
|
|
Term
| benefit provided by employer to help employee leave the organization and get a job someplace else?? |
|
Definition
|
|
Term
| examples of outplacement services?? |
|
Definition
1.skill assessment
2. est of new career objectives
3. resume preparation
4. interview training
5. generation of job interviews
6. training for those who notifiy terminnated employees |
|
|
Term
| invisible yet real or perceived barriers in org structures that appear to stymie executive advancement opportunities for women and minorities??? |
|
Definition
|
|
Term
| what created the Glass Ceiling Commission? and what do they do? |
|
Definition
Civil Rights Act of 1991-
greater public attention on importance of eliminating barriers
promote workforce diversity |
|
|
Term
| What does Glass Ceiling Commission look at?? |
|
Definition
1. compensation and reward structures
2. how business fills management and decision making positions and trains and develops employees for advancement |
|
|
Term
| Three common practices identified by glass ceiling commission?? |
|
Definition
1. word of mouth recruiting
2. inadequate access to developmental opportunities for woemn and minorities
3. lack of responsibility among senior management for EEO efforts |
|
|
Term
| Glass Ceiling will be eliminated only when ....? |
|
Definition
all employees are evaluated, hired, and promoted on the basis of merit
the tendancy is to hire in ones own image |
|
|
