| A | B |
|---|
| allows employees to solve some problems without checking with their supervisor | job enrichment |
| Cutting the number of employees and reducing other costs | downsizing |
| factors outside of the business that affect it either positively or negatively | external factors |
| employee should share this with their supervisors in order to help create opportunities for themself within the future of the business | career plan |
| a program that matches the long-term career planning of employees with the employment needs of the business | career development |
| career planning should be followed by | employee trainging and development |
| motivating employees by making a job more interesting through assigning a greater variety of tasks | job enlargement |
| factors within the business such as managemnet, employees or technology | internal factors |
| programs that maybe appropriate to offer to selected employee rather than all employees depending on the needs of the business | special career development programs |
| many employees today enter the workforce with this | specific preparation |
| designed to improve the way work is accomplished | organizational development |
| fundamental reson many previuosly successful businesses fail | an inability to change |
| this will contain examples of your work in school, business and a hobby if relevant | career portfolio |
| who is responsible for planning organizational change | human resources department |
| Jobs that are a part of the employee’s career path | career plan |
| Buyers, website designers, and researchers are in | specialist occupations |
| Employees are far more likely to commit to the success of a new process if | it becomes part of the organization's culture |
| A progression of related jobs with increasing skill requirements and responsibility that provide opportunities for employees to advance within a company | career path |
| Within an organization, career planning is the responsibility of | everyone in the business |
| When employees are encouraged to participate in important decision making in the business, | job enrichment |
| An organized collection of information and materials you develop to represent yourself, your preparation, and your accomplishments. | career portfolio |
| Occupations involving responsibility for specific units in a business and for decisions about operations and personnel | supervisor/management occupations |
| A strategy which identifies the jobs that are part of the employee’s career path, the training needed to advance along the career path, and a tentative schedule for the plan’s activities. | individual career plan |
| An effort to match employees’ career plans with the changing employment needs of the business. | career development |
| Occupations in which the people are fully responsible for the success or failure of the company | executive/entrepreneur occupations |
| The kinds of tasks that make up a job and the way workers perform these tasks in doing their jobs. | job design |
| Occupations which usually involve routine activities and require little training. | entry-level occupations |
| The likelihood of being employed by the same company in the future. | job security |
