Levinson’s life stages and career stages

Question 1 

In which of the following career stages are work-home conflicts typically first encountered?

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Advancement

 

Withdrawal

 

Maintenance

 

Establishment

Question 2 

Sequences of job experiences along which employees move during their career is known as:

 

job rotation.

 

career lattice.

 

career path.

 

job enlargement.

Question 3 

According to Levinson’s life stages and career stages, middle adulthood is best associated with:

 

the establishment stage.

 

the withdrawal stage.

 

the advancement stage.

 

the  apprenticeship stage.

Question 4 

An important issue for someone in the maintenance career stage is:

 

career regression.

 

sustaining performance.

 

finding a career anchor.

 

retirement.

Question 5 

According to the career research of Edgar Schein, career anchors are:

 

objective assessments of one’s   abilities.

 

determined by one’s childhood and   family background.

 

changing as one moves through the   four-stage career model.

 

useful in finding a match between an   individual and an organization.

Question 6 

An assumption that drives Holland’s theory is that people choose occupations based on:

 

economic reasons.

 

vocational inventory instruments.

 

what they perceive their strengths   are.

 

their personality.

Question 7 

Almost 40 percent of new managers fail within the first 18 months on the job because of:

 

a lack of organizational support.

 

a lack of technical training.

 

a lack of interpersonal skills.

 

a lack of knowledge of what the job   will entail.

Question 8 

Sustaining performance and becoming a mentor are two issues individuals need to address during the:

 

maintenance stage.

 

advancement stage.

 

withdrawal stage.

 

establishment stage.

Question 9 

An essential activity of the withdrawal career stage is:

 

mentoring.

 

careful planning.

 

consulting.

 

job training.

Question 10 

Individuals who are ________ will NOT be successful in the new career paradigm

 

flexible

 

tolerant of ambiguity

 

energized by change

 

hierarchical

Question 11 

A person who most typically provides evaluative feedback to a new employee is:

 

a mentor.

 

a nonsupervisory coworker.

 

a higher-level manager.

 

an immediate superior.

Question 12 

Which of the following types of support does the aspect of psychological contracting concerned with empathy, caring, and esteem provide for a newcomer?

 

Informational

 

Emotional

 

Modeling

 

Evaluative

Question 13 

Freedom is the key to which of the following career anchors?

 

Stability

 

Functional competence

 

Creativity

 

Autonomy

Question 14 

Which of the following is the phase that comes after a successful separation phase?

 

Cultivation

 

Independence

 

Redefinition

 

Erudition

Question 15 

An implicit agreement between an individual and an organization that specifies what each is expected to give and receive in the relationship is known as a(n):

 

employment contract.

 

work agreement.

 

psychological contract.

 

application statement.

Question 16 

An employee’s resistance to change that introduces ambiguity into what was once a comfortable situation is the result of:

 

fear of failure.

 

fear of conflict.

 

fear of loss.

 

fear of the unknown.

Question 17 

When the organization makes a large-scale change, such as organizational restructuring, the change would be considered:

 

strategic.

 

technological.

 

transformational.

 

radical.

Question 18 

When an organization fine-tunes its operations, it is going through a(n):

 

incremental change.

 

strategic change.

 

transformational change.

 

transactional change.

Question 19 

A ________ measures the skills and competencies that employees must have to achieve the goals of the change.

 

force field analysis

 

process consultation

 

needs analysis

 

systematic survey

Question 20 

Which of the following is NOT a term used to describe organizations that will succeed in meeting the competitive challenges that businesses face?

 

Adaptive

 

Flexible

 

Responsive

 

Mechanistic

Question 21 

The final step in Lewin’s change model is:

 

moving.

 

transition.

 

change.

 

refreezing

Question 22 

The outcome of ________ is a better understanding between two parties in a work-relationship.

 

process consultation

 

executive coaching

 

quality programs

 

role negotiation

Question 23 

Which of the following is NOT an individually targeted organization development technique?

 

Quality programs

 

Job redesign

 

Career planning

 

Stress management programs

Question 24 

Psychological contracting can be modified, improved, and clarified through:

 

career planning.

 

role negotiation.

 

team building.

 

survey feedback.

Question 25 

Fear of loss and the unknown are:

 

the reasons why individuals resist   change.

 

a person’s irrational responses to   change.

 

a part of the reaction to the   separation stage in a career.

 

the steps proceeding the withdrawal   stage in the career life cycle.

Question 26 

When external assistance is provided to executives concerning their interpersonal skills, conflict resolution styles, decision approaches, and leadership styles, ________ is being used.

 

team building

 

survey feedback

 

process consultation

 

sensitivity training

Question 27 

All of the following are targets of diagnosis in organization development except:

 

job analysis.

 

structure.

 

leadership.

 

support systems.

Question 28 

Action learning is an effective individual-focused intervention technique that enhances:

 

leadership training.

 

process consultation.

 

role negotiation.

 

team building.

Question 29 

A person who acts as the initiator and assumes responsibility for transitioning individuals, teams, and organizations to a desired future state is called a(n):

 

consultant.

 

change agent.

 

arbitrator.

 

liaison official.

Question 30 

Which of the following types of changes is made when an organization moves to a radically different, and sometimes unknown, future state?

 

Strategic

 

Regulatory

 

Transformational

 

Incremental

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