Human Relations Interpersonal Job-Oriented Skills 12th Edition DuBrin Test Bank

Human Relations Interpersonal Job-Oriented Skills 12th Edition DuBrin Test Bank

Human Relations: Interpersonal Job-Oriented Skills, 12e (DuBrin)

Chapter 12   Helping Others Grow and Develop  

12.1   Multiple Choice Questions

1) A major characteristic of nurturing people is that they

1. A) dislike most people.
2. B) are late bloomers in their career.
3. C) promote the growth of others.
4. D) conduct serious negotiations over lunch.

Answer:  C

LO:  1

AACSB:  Interpersonal relations and teamwork

2) A toxic person in the workplace is likely to

1. A) ask for help with his or her deficiencies.
2. B) look to help other people with their deficiencies.
3. C) focus on the positive in dealing with other people.
4. D) focus on the negative in dealing with other people.

Answer:  D

LO:  2

AACSB:  Interpersonal relations and teamwork

3) The buddy system in a job setting refers to a pair of people

1. A) sharing information that could affect their careers.
2. B) recommending each other for good assignments.
3. C) sharing career expenses and clothing.
4. D) ganging up to downgrade the boss.

Answer:  A

LO:  2

AACSB:  Interpersonal relations and teamwork

4) In a mentoring relationship, the mentor

1. A) trains the protégé to be his or her replacement.
2. B) gives support and career advice to a less experienced person.
3. C) requests that the protégé recommend him or her for promotion.
4. D) assumes administrative responsibility for the protégé.

Answer:  B

LO:  2

AACSB:  Interpersonal relations and teamwork

5) Travis, age 24, serves as a reverse mentor to his boss Clarissa, age 56, when he

1. A) invites her to his backyard barbeque with his family and friends.
2. B) coaches her on the latest technology in their field.
3. C) asks for her to help him improve his financial situation.
4. D) suggests that she transfer to a different division of the company.

Answer:  B

LO:  2

AACSB:  Interpersonal relations and teamwork

6) Rachel participates in e-mentoring when she

1. A) sends e-mails to hundreds of employees to ask for help with problems.
2. B) gives advice on the best use of e-mail and social media Web sites to coworkers.
3. C) uses e-mail regularly to ask for and receive advice from her mentor.
4. D) uses posts on Twitter to poke fun at the mentor.

Answer:  C

LO:  2

AACSB:  Application of knowledge

7) An important characteristic of the new style of mentoring is that it is often

1. A) short term and informal.
2. B) long term and formal.
3. C) based on the assumption that the person being mentored will stay at the company for most of his or her career.
4. D) based on the assumption that the person being mentored is impatient to be promoted.

Answer:  A

LO:  2

AACSB:  Application of knowledge

8) Which one of the following is the most likely to be the behavior of an effective mentor?

1. A) sharing a challenging assignment with the protégé
2. B) coaxing the protégé into potentially harmful situations
3. C) avoiding a personal friendship with the protégé
4. D) solving problems for the protégé

Answer:  A

LO:  2

AACSB:  Application of knowledge

9) Which one of the following is the least effective mentoring behavior?

1. A) counseling with the protégé
2. B) being a role model for the protégé
3. C) helping the protégé “learn the ropes”
4. D) solving problems for the protégé

Answer:  D

LO:  2

AACSB:  Application of knowledge

10) A recommended starting point in being an effective coach is to first

1. A) criticize coworkers so they will feel the need to be coached.
2. B) build positive relationships with coworkers before coaching them.
3. C) dig up some negative information about coworkers.
4. D) be assigned to the same project as the person or persons to be coached.

Answer:  B

LO:  3

AACSB:  Interpersonal relations and teamwork