CAREER COUNSELING AND LEADERSHIP

2 MARKS
MODULE I: Career options (8) 2
1. Define a career.
A career is an individual's journey through learning, work and other aspects of life.

2. What is career counseling?

Career counseling is counseling or mentoring/coaching on issues related to an
individual’s career. With more and more diverse career options and professional
opportunities emerging, career counseling helps individuals make the right choice about
their career paths, career development and career change.

3. What is a career path?

Career path refers to the growth of the employee in an organization. It refers to the
various positions an employee moves to as he grows in an organization. The employee
may move vertically most of the time but also move laterally or cross functionally to
move to a different type of job role.

4. Mention two career options in the banking sector.

 Auditors
 Managers
 Tellers

5. Mention two career options in the retail industry.

 Store Manager
 Retail Manager
 Marketing Executives
 Distributorship

6. Mention two career options in the media sector.

 News Anchor
 Script Writer
 PR Manager
 7. Mention two career options in the insurance sector.
 Agents
 Brokers
 Underwriter
 Actuary

8. Mention two career options in the Advertising and Public relation industry.
 Interactive manager
 Creative employee
 Media Manager

9. Mention two career options in the Hospitality sector.

 Tourism Management
 Event Management
 Hotel & Resort

MODULE II: Career anchor (15) 3

10. What do you understand by the career anchor pure challenge?
People discover that what they need is a sense of challenge or surmountable obstacles, or
powerful opponents against whom they can compete.
Here the strongest desire is overcoming obstacles; conquering, problem-solving;
competition; winning; constant self-testing; single-minded individuals.
Type of Work: careers where competition is primary.

11. What do you understand by the career anchor General managerial?

People want to manage other people, to integrate functions and to be responsible for an
entire unit or an organization. They measure their progress by climbing up the managerial
ladder, showing analytical skills, interpersonal and group skills, emotional capacity to
deal with high level of responsibility
 People view specialization as limiting; primarily want to manage or supervise people;
enjoy motivating, training and directing the work of others; enjoy authority and
responsibility, and when someone strips of control it is “demotivator;” thrive in three
areas of competence – analytical, interpersonal/intergroup, and emotional.
 Type of Work: high levels of responsibility, varied, integrative, leadership.

12. What do you understand by the career anchor entrepreneurial activity?

People need to be personally creative in building something larger than themselves. They
measure themselves by the success of this enterprise.
People like the challenge of starting new projects or businesses, have lots of interests and
energy, and often have multiple projects going at once; different from autonomy in that
the emphasis is on creating new business; often pursuing dreams at early age.

Type of Work: strong need to create something new; bored easily; inventions; restless;
constantly seeking new creative outlets.

13. What do you understand by the career anchor technical/ functional?

People define themselves by their competence in a certain knowledge base, skill or a
craft. They are the best engineers, mechanics, surgeons, salespersons and may fail when
they are pulled into managerial jobs.
People enjoy using core skills; skills don’t have to be technical in nature; can be a human
resources worker or a secretary and enjoy using the skills needed for those positions;
motivated by learning new skills and expanding current knowledge base.
 Type of Work: What turns these types on is the exercise of their talent; satisfaction with
knowing concepts. If it is not a challenge, technical/functional types feel bored and/or
demeaned. Content of actual work more important than the context of the work. In other
words, it is the actual work they are concerned with not the organization or the overall
mission of their work; teaching and mentoring offers opportunity to demonstrate
expertise.

14. What do you understand by the career anchor security/ stability?

People need long-range stability and security, after that they need to relax
For these people: safe, secure, predictable are buzz words; motivated by calmness and
consistency of work; don’t like to take chances, and are not risk-takers; stable companies
 are best bets; strive for predictability, safety, structure, and the knowledge that the task
has been completed properly; unused talents may be channeled outside work.
Type of Work: stability and predictability are key; emphasis on context of job rather than
content or work (in other words, pay, benefits, work environment most important).

15. What do you understand by the career anchor service/ dedication to a cause?
People define themselves by commitment to some deep value as teaching,
environmentalism, human resource management, medicine, defence of the country, etc.
People are motivated by core values rather than the work itself; strong desire to make the
world a better place.
Type of Work: high concentration of service-oriented professions, motivated by pursuit
of personal values and causes.

16. What do you understand by the career anchor Autonomy/ Independence?

People: need and want control over work and want to be recognized for achievements;
can’t tolerate other people’s rules or procedures; need to do things in their own way;
independent consulting and contract work would be a good fit for these people; want to
be left alone to do their work; just give them instructions on what you want, when you
want it and let them “go to it!”
• Type of work selected: seek autonomous professions such as free-lance consulting,
teaching, independent small-business people, contract or project work, or even temporary
work; part or full-time acceptable.

17. What do you understand by the career anchor Lifestyle?

This anchor is not specifically related to career but to integration of work and family
issues – the working career is organized around the career of a spouse or in terms of the
geographic area in which they want to live
 People have a high need to balance work and the rest of life; enjoy work, but realize that
work is just one of many parts of life that are important; subscribe to philosophy of “work
to live”, rather than “live to work.”
 Type of Work: careers must be integrated with the rest of life flexibility; desire to work
with organizations that accept and promote balance; some individuals unwilling to
relocate for reasons of life balance.

18. What is professionalism?

“Having an awareness of how your actions, body language, and words affect others
perception of you.”

19. Mention two important qualities of a professional.

 Reliability
 Competence
 Ethics
 Written Correspondence
 Accountability

20. Mention two qualities required for an advertising professional.

 Creativity
 Possesses Strong Customer/Client Service Skills:
 Ability to Design
 Problem Solving Skills:
 Understands Various Types of Media:

21. Mention two qualities required for banking professional.

 Intellect
 Resilience
 Global outlook

22. Mention two qualities required for a retailing professional.

 Experience
 Honest
  Professional
 Reliable

23. Mention two qualities required for an insurance professional.

 Puts the needs of the client first
 Good at Marketing
 Ability to convince
 Intelligence
 Persistence
 Honesty and integrity

24. Mention two qualities required for a media professional.

 Knowledge of major social platforms
 Visual Thinking
 Creativity
 Confidence

25. Mention any four occasions where you should be dressed professionally
 Interviews
 Job Fairs
 Conferences
 Professional meetings
 Whenever you are presenting

26. What is the meaning of internal career as per the definition given by Edgar Schein.
The internal career: this is our subjective idea about life and work and our role within it.
It is our drives, ambitions, hopes and aspirations.

27. What is the meaning of external career as per the definition given by Edgar Schein.
 The external career: this is more objective and represents the realistic possibilities
available to us.

MODULE III: Competency and assessment centre (30) 6

28. Define competency.
“Competency” is the tools that individuals use for successful or excellent performance.
It is the ability to do something successfully or efficiently.
A cluster of related abilities, commitments, knowledge, and skills that enable a person (or
an organization) to act effectively in a job or situation.

29. What are competencies? Give two examples.

Competencies are the measurable or observable knowledge, skills, abilities, and
behaviors (KSABs) critical to successful job performance. Choosing the right
competencies allows employers to:

 Plan how they will organize and develop their workforce.

 Determine which job classes best fit their business needs.
 Recruit and select the best employees.
 Manage and train employees effectively.
 Develop staff to fill future vacancies.

Motivation, commitment, creativity, leadership

30. What do you mean by a competent employee? Give an example.

A competent employee is an employee who is able to recognize hazards associated with a
particular task, and has the ability to mitigate those hazards.

31. Define skill and knowledge as components of competency.

Skills: The ability to perform a certain physical or mental task.
Knowledge: Information a person has in specific content areas.

32. Define self image and values as components of competency.

 Self-esteem/ self image is the way individuals think and feel about themselves and how
well they do things that are important to them.
Values are the principles or standards of behaviour.

33. Define traits and motives as components of competency.

Traits: Physical characteristics and consistent responses to situations or information.
Motives: Things about which a person consistently thinks about or wants and that which
causes action. Motives drive, direct or select behaviour towards certain actions or goals
or away from others.

34. Mention any two basic competencies.

Intellectual Competencies
Motivational Competencies
Emotional Competencies
Social Competencies

35. Mention any two professional competencies.

Generic Competencies
Managerial Competencies
Functional/Technical Competencies

36. What are intellectual competencies? Give an example.

Intellectual Competencies:
Those which determine the intellectual ability of a person.
Ex: A writer needs to have strong spelling and grammar skills.

37. What are motivational competencies? Give an example.

Motivational Competencies:
Those which determine the level of motivation in an individual.
Ex: Teamwork, Communication & Responsibility.

38. What are emotional competencies? Give an example.

 Emotional Competencies:
Those which determine an individual's emotional quotient.
Ex: Grief, Trauma, Nightmares

39. What are social competencies? Give an example.

Social Competencies:
Those that determine the level of social ability in a person.

40. What are generic competencies? Give an example.

Generic Competencies:
They are those which are considered essential for all staff, regardless of their function or
level, that is, communication, program execution, processing tools, linguistic, etc. These
competencies include broad success factors not tied to a specific work function or
industry. They usually focus on leadership or emotional intelligence behaviours.

41. What are managerial competencies? Give an example.

Managerial Competencies:
They are those which are considered essential for staff with managerial or supervisory
responsibility in any service or program. Some examples of managerial competencies are:
customer orientation, organizing skills, cross functional perspective, planning skills,
execution skills, analytical skills, decision making, delegation, leadership

42. What are technical/functional competencies? Give an example.

Functional/Technical Competencies:
These are specific competencies which are considered essential to perform any job in the
organization within a defined technical or functional area of work. Some examples of
functional/technical competencies are: business awareness, business skills, technical
skills.

43. What are threshold competencies? Give an example.

 They are the characteristics, which any job holder needs to have to do that job effectively
– but do not distinguish the average from superior performer.

44. What are core competencies? Give an example.

Core Competencies’ are the competencies that help exceed any single business event
within the organization.

It is important for organizations to identify, develop and manage organizational core

competencies that drive large enterprise critical projects.

This is so because some projects are so complex and massive that it is impossible for a
single individual to possess the competencies required to successfully complete a project.

45. What are work place competencies? Give an example.

‘Workplace Competencies’ focus on individuals instead of the organization.

Therefore, workplace competencies may vary by job positions.

The unit of measure is people rather than the business.

46. Mention any two differences between core and work place competencies.

Core Workplace

Scope Organization Individual

Purpose Strategic Tactical

Participant(s) Business Unit Worker

Tasks Processes Activities

Competencies Global Position

47. What is an assessment centre?
Assessment Centers are often described as the variety of testing techniques that allow the
candidates to demonstrate, under standardized conditions, the skills and abilities most
essential for success in a given job.

48. Mention any two main characteristics of an assessment centre.

 Multiple candidates/participants
 Combination of methods
 Team of assessors/observers

49. What is competency mapping?

Competency Mapping is a process of identifying key competencies for an organization
and/or a job and incorporating those competencies throughout the various processes (i.e.
job evaluation, training, recruitment) of the organization.

50. Mention the criteria that need to be met by an assessment centre.

 Teamwork
 Ledership
 Negotiation and assertiveness skills
 Interpersonal skills – Communication, Networking
 Problem-solving/logical reasoning

51. Mention any two exercises used in assessment centre method of identifying
competencies.
 Group Discussion:
 Presentation and Report Writing:
 Qualification Screens:
 Structured Interviews:
 Knowledge and Skills Tests:
 Talent Measures:
  Culture Fit and Values Inventories:
 Background Investigations:
 Physical-Abilities Tests:
 Management Games:

52. Mention the main pre assessment things that need to be done by the organization.
 Clear and Stated Objectives.
 Total Commitment on the part of the top management.
 Open Channels of Communication in the organisation.
 Employee trust and faith in the organisation.
 Management clarity about the objectives of the programme

53. What competencies does case study determine?

54. What competencies does In-tray determine?

55. What competencies does group exercise determine?

56. What competencies does presentation determine?

57. What competencies does a psychometric test determine?

MODULE IV: IQ and EQ (15) 3

58. Define emotional intelligence?
It is the capacity for recognizing our own feelings and those of others, for motivating
ourselves, and for managing emotions well in ourselves and in our relationships.

59. Explain the sentence” Let your emotions work for you , not against you”

60. What is emotional quotient? What does it measure?

 Knowing what feels good, what feels bad, and how to get from bad to good.

Knowing your emotions and knowing emotion of others.

It refers to emotional management skills which provide competency to balance emotions

and reason so as to maximize long term happiness.

61. What is self awareness?

Self Awareness – Understand own moods and emotions

62. What is self management/control?

Self Management – Control over emotions, think before act!

63. What is Social awareness?

Social Awareness – Develop a rapport with new people

64. What are social skills?

The process of learning these skills is called socialization.
Social skills are the skills we use to communicate and interact with each other, both
verbally and non-verbally, through gestures, body language and our personal appearance.

65. What is relationship management?

Relationship Management – Understand other’s emotions and treat them as they
wish to be treated

66. What is emotional competency?

Emotional competence refers to one's ability to express or release one's inner feelings
It implies an ease around others and determines one's ability to effectively and
successfully lead and express
Examples
a. Tackling Emotional Upsets
b. High Self-esteem
 c. Handling Egoism
d. Handling Inferiority Complex

67. What is emotional maturity?

Emotional maturity is defined as how well you are able to respond to situations, control
your emotions and behave in an adult manner when dealing with others
Examples
e. Self-Awareness
f. Developing Others
g. Delaying Gratification
h. Adaptability and Flexibility

68. What is emotional sensitivity?

The sensitivity or insensitivity of a human, often considered with regard to a particular
kind of stimulus, is the strength of the feeling it results in, in comparison with the
strength of the stimulus
Examples
i. Empathy
j. Improving Inter-personal Relations
k. Communicability of Emotions

69. Mention two differences between IQ and EQ.

Intelligent Quotient Emotional Quotient

Helps you get in the door Helps you succeed at job

Measure of ability to learn or Measure of ability to use your emotions

understand and logical skills

Trying to convince someone by facts Trying to convince someone by reasoning

 Being at the mercy of emotions Understanding and managing emotions
because you don’t understand them and using them for good reasons

Book Smart Heart Smart

Gets you through school Gets you through life

70. Mention two ways to improve EQ.

 Intrapersonal
 Interpersonal

71. Mention the two intrapersonal components of Emotional intelligence.

 Self-awareness
 Emotion Management
 Self-Motivation

72. Mention the two interpersonal components of Emotional intelligence.

 Relationship Management
 Emotional Coaching

MODULE V: Leadership (25) 6

73. What is trait theory of leadership?
The TRAIT THEORY seeks to identify personal characteristics that effective leaders
possess.
Leadership trait theory is the idea that people are born with certain character traits. This
is the style that is attributed to a leader who others see as “a born leader”. The innate
qualities and characteristics possessed by strong leaders.

74. Mention any two behavioral theories of leadership.

  Ohio State university
 University of Michigan

75. Mention any two contingency theories of leadership.

 Fiedler’s Contingency Model of Leadership
 Hersey and Blanchard’s Situational Leadership Theory
 Path-Goal Theory
 Leader-Member Exchange Theory

76. What is “consideration” in ohio studies?

Consideration – the extent to which a leader is likely to have job relationships
characterized by mutual trust, respects for subordinates ideas, and regard for their
feelings
CONSIDERATION Consideration is the extent to which a leader exhibits concern for the
welfare of the members of the group. This factor is oriented towards interpersonal
relationships, mutual trust and friendship. This leadership style is people-oriented.
Some of the statements used to measure this factor in the LBDQ(Leader Behavior
Description Questionnaire) are:
being friendly and approachable
treating all group members as his/her equal
looking out for the personal welfare of group members
making him/herself accessible to group members

77. What is “initiating structure” in ohio studies?

Initiating Structure – the extent to which a leader is likely to define and structure his or
her role and those of subordinates in the search for goal attainment
INITIATING STRUCTURE Initiating Structure is the extent to which a leader defines
leader and group member roles, initiates actions, organizes group activities and defines
how tasks are to be accomplished by the group. This leadership style is task-oriented.
Some of the statements used to measure this factor in the LBDQ are:
letting group members know what is expected of them
 maintaining definite standards of performance
scheduling the work to be done
asking that group members follow standard rules and regulations

78. What is team management in the managerial grid?

It refers to Work accomplishment from committed people, interdependence through a
“common stake” in organization purpose leads to relationship of trust and respect
This is the best managerial style. These leaders stress production needs and the
needs of the people equally highly.

79. What is impoverished management in the managerial grid?

Impoverished Management Exertion of minimum effort to get required work done is
appropriate to sustain organization membership
This leader is mostly ineffective. He/she has neither a high regard for creating systems
for getting the job done, nor for creating a work environment that is satisfying and
motivating. The result is disorganization, dissatisfaction and disharmony.

80. What is county club management in the managerial grid?

Country club management: A thoughtful attention need of people for satisfying
relationships leads to a comfortable, friendly organization atmosphere and work tempo
This style of leader is most concerned about the needs and feelings of members of his/her
team. These people operate under the assumption that as long as team members are happy
and secure then they will work hard. What tends to result is a work environment that is
very relaxed and fun but where production suffers due to lack of direction and control.

81. What is fielder’s contingency theory of leadership?

 Effective groups depend upon a proper match between a leader's style of interacting
with subordinates and the degree to which the situation gives control and influence to
the leader
 LPC measures task- or relationship-oriented leadership style
 o think of all the coworkers you have ever had and describe one person you least
enjoyed working with
Contingency theories in general state that the effectiveness of leadership depends upon
the situation, and there are numerous factors, such as the nature of the task, leader's
personality, and make-up of the group being led. For a more comprehensive discussion of
contingency theories in general, see Contingency Theories.

82. What is path goal theory of leadership?

 Premise
 Leader must help followers attain goals and reduce roadblocks to success
 Leaders must change behaviors to fit the situation (environmental contingencies and
subordinate contingencies)

83. What is charismatic leadership? Give an example.

Followers make attributions of heroic or extraordinary leadership abilities when they
observe certain behaviors.
Charismatic leaders:
 Have a vision.
 Are willing to take personal risks to achieve the vision.
 Are sensitive to follower needs.
 Exhibit behaviors that are out of the ordinary

84. What is transactional leadership?

Transactional Leaders: Leaders who guide or motivate their followers in the direction of
established goals by clarifying role and task requirements

85. What is transformational leadership? Give an example.

Transformational Leaders: Leaders who provide the four “I’s” (individualized
consideration, inspirational motivation, idealized influence, and intellectual stimulation)
The Transformational Leadership theory states that this process is by which a person
interacts with others and is able to create a solid relationship that results in a high
 percentage of trust, that will later result in an increase of motivation, both intrinsic and
extrinsic, in both leaders and followers.

86. Mention two differences between transactional and transformational leadership.

 Transactional leadership reacts to problems as they arise, whereas transformational
leadership is more likely to address issues before they become problematic.
 Transactional leaders work within existing an organizational culture, while
transformational leaders emphasize new ideas and thereby "transform" organizational
culture.
 Transactional leaders appeal to the self-interest of employees who seek out rewards
for themselves, in contrast to transformational leaders, who appeal to group interests
and notions of organizational success.

87. What is servant leadership?

A servant leader leads by serving others. In other words, servant leaders place the
interests and needs of their followers ahead of their own self-interests and needs.
Generally, they value the development of their followers, building their communities,
acting authentically, and sharing power.

88. What is the impact on the employee of a laissez faire leader?

 The manager-leader leaves decision making to the subordinates
 The leader completely gives up his/her leadership role
 Subordinates enjoy full freedom to decide as and what they like
 It creates chaos and mismanagement in decision making some times

89. What is the impact on the employee of an autocratic leader?

 Leader centralizes power and decision making in himself
 Commands complete control over the subordinates who are compelled to obey the
orders
 Subordinates have no opportunity to make suggestions or take part in decision-
making function
  Little concern for the well-being of employees

90. What is the impact on the employee of a human relations leader?

91. What is authentic leadership? Give an example.

Authentic leadership as a leadership style that is consistent with a leaders' personality and
core values, and that is honest, ethical and practical.

92. What do you mean by pluralism?

: A situation in which people of different social classes, religions, races, etc., are together
in a society but continue to have their different traditions and interests
: The belief that people of different social classes, religions, races, etc., should live
together in a society

93. What do you mean by Cultural Diversity?

The phrase 'Cultural Diversity' means a range of different societies or people of different
origins, religions and traditions all living and interacting together.

94. What do you mean by cross cultural training?

95. What do you mean by ethics?

Ethics is a system of moral principles. They affect how people make decisions and lead
their lives. Ethics is concerned with what is good for individuals and society and is also
described as moral philosophy.

96. Mention any two types of ethical leadership behaviors.

97. Who are whistle blowers?

A whistleblower (whistle-blower or whistle blower) is a person who exposes any kind of
information or activity that is deemed illegal, dishonest, or not correct within an
organization that is either private or public.
 5 MARKS
MODULE I: Career options (5) 1
1. Discuss the various career options available in the media sector.

5 Promising career options in Media industry

Indian media industry is growing rapidly and creating place for itself in international
markets too. It's different sections - film, television, advertising, music and radio industry
has witnessed a remarkable growth in last few years. From the era of black and white
movies now it has reached to a level of high definition movies and broadcasting. It has
been a long journey for media industry with lots of ups and downs. Presently, media
industry has reached a level where it has been creating jobs for many people. It is
considered as one of the most glamorous and lucrative career options. This field offers
challenges and opportunity to work in odd situations which attracts those who do not
want to make a career in conventional fields. Let's check out the top 5 promising career
options in media industry:

Career as News Anchor: Career as a news anchor is really lucrative and attractive. A
news anchor presents the news on television and has the respective glamour quotient
attached to it. Their job is to tell you the updates and stories on what is happening across
the globe and in our country. Their main work profile is to compile all news and present
it in a very simple manner. The main requirement of this job is that person should be
comfortable in front of the camera and at the same time be presentable. He/she should be
having skills that can draw conclusions and make some points on the spot if required.

Career as Radio Jockey: Radio Jockey is someone whose job is to play good music and
entertain people with his/her music and conversation. A radio jockey is supposed to
entertain people with his/her conversation and discuss various topics and at time
encourage people to give their opinion over a topic through phone-in programmes. All
radio shows are designed and developed with keeping a certain target audience in mind
and the selection of topic and songs has been done on that basis. A radio jockey is
supposed to be versatile and open to ideas. He/she should be creative enough to develop
some ideas and prepare a programme script on various topics by understanding the
concept of programmes. A radio jockey's voice, his style of programme presentation and
script of show are key elements behind the success of the show.

Career as Script Writer: We can't imagine any TV show, movie or other programme
without a good script. A script is the soul of any programme or movie. A script writer is
not even responsible to write script but also responsible to develop storyline, create
characters and write dialogues. To become a good script writer one has to be a good
observer and learner. The person should have ability to develop ideas from day-to-day
life and fulfill the requirement of the story. The success of any movie or TV show
depends upon how well the script is written. We can say that a real hero of a show or a
movie is the one who has developed the character and written the dialogues for them.
 Career as Photojournalist: Photojournalism is a good career option and is booming as a
preferred choice. It has become the part of main stream journalism. The work of
photojournalist is similar to a reporter. Besides he/she has to click such photographs
which are expressive. To become a successful photojournalist one has to remember the
basics of this field. He should be familiar with modern gadgets and software to develop
good photographs.

Career as Public Relation Manager: Public Relation managers are in demand in all
media houses, big companies and even in public and private sector. They are responsible
for brand building and effective communication. They are responsible for maintaining
healthy communications between various departments within the organisation and with
clients too. Many hotels, tour and travel agencies, and private consultancy firms hire PR
managers to build an image for their companies and too gauge more clients.

2. Discuss the various career options available in the banking sector.

The banking industry provides a wealth of opportunities for experienced professionals,
college graduates and entry-level workers. Many banking sector jobs are based around
generating revenue and people working in these roles are usually referred to as sales
employees. Other workers in the sector are primarily concerned with saving money and
mitigating risk.

Tellers
Tellers are the bank employees who have the most contact with customers. They accept
deposits, cash checks and handle uncomplicated customer service issues. Generally, teller
roles are entry-level positions.
You can transition from a teller job into a head teller or supervisory role. As a supervisor,
you must coach your team to follow industry rules as well as your employer's operating
procedures. You also play a role in risk management by ensuring that holds are placed on
large dollar transactions or suspicious checks. Some banks require branch managers to
have college degrees, but other banks allow experienced teller supervisors to transition
into these roles.

Loan Officers
Banks generate money by issuing loans, which means loan officers have a key role to
play in a bank's success. Junior loan officers can write automobile loans and originate
applications for unsecured products such as credit cards. You have to pass a background
check and register with the National Mortgage Licensing System before you can originate
home loans.
Banks employ salaried loan officers who are also responsible for opening transactional
accounts such as checking and savings accounts. Some loan officers focus solely on
business loans. Additionally, most major banking corporations employ mortgage lenders.
These individuals receive all of their pay in the form of commission. As a whole, loan
officers have an annual average salary of $56,490 according to the BLS. Some banks
prefer to employ college graduates in lender roles, but other banks allow experienced
tellers to transition into these jobs. A bank manager normally has some experience of
both teller operations and loan origination.

Investments
Technically, banks do not employ investment representatives. However, you do find
licensed brokers in banks because these individuals are employees of a division of the
holding corporation that owns the bank. You have to pass a series of federal licensing
exams before you can sell mutual funds, stocks and other securities. You receive your
pay in the form of commission and bank employees receive payments for providing you
with customer referrals. Aside from commission-only agents, many banks require
customer service employees and loan officers to become licensed. You continue to
receive you basic salary but you also receive commission for securities sales. You do not
need a college degree to become an investment representative, but many banks prefer to
hire finance or business majors to fill these roles. According to the BLS, the average
investment sales person earns an annual wage of $70,190.

Insurance
As with securities sales people, insurance representatives are employees of the bank
holding corporation rather than the bank. Nevertheless, branches have insurance sales
goals and employees make referrals to insurance agents who work on-site. Insurance
agents sell products such as annuities, life insurance and even health insurance policies.
Agents are paid in the form of commission and commissions are not generally capped,
which means your earning potential is unlimited. On an annual basis, the BLS reports that
 agents earn an average annual wage of $46,770.
You must pass a state licensing exam before you can sell insurance. Many banks require
branch managers and loan officers to obtain licences and annuity sales goals are often
included in branch goals.

Auditors
Banking centers are regularly visited by in-house auditors who are tasked with detecting
fraud, clerical errors and reducing the bank's operational losses. Banks employ low-level
auditors who have no accounting experience but have previously worked as tellers. These
individuals focus on monitoring branch operations. High-level auditors are certified
public accountants who audit whole banking divisions. Typically, CPAs have college
degrees in accounting or finance. Beyond actual banks, state and federal regulatory
agencies also recruit experienced CPAs to work as bank inspectors. These individuals
have the authority to shut down insolvent banks. Salaries for in-house auditors vary but
the BLS reports that accountants earn an average annual salary of $70,130.

Designations
Branch Manager Chartered Accountant Credit Manager Accounts Executive

Relationship Manager

3. Discuss the various career options available in the insurance sector.

4. Discuss the various career options available in the retail industry.

5. Discuss the various career options available in the advertising and PR industry.

Advertising Sales Agents

Advertising sales agents work for newspapers, magazines and other media outlets or for
advertising firms that specialize in billboard, direct mail or other forms of marketing.
They work to secure contracts from companies to advertise in their publications or other
venues. Advertising sales agents combine knowledge of media platforms and target
markets to persuade clients to purchase advertising space that will effectively reach
customers, ensure profits and meet the client's needs. Successful advertising agents use
 strong interpersonal communications skills to develop connections and maintain
professional relationships with customers.

The BLS expected advertising sales agents would see little to no job growth between
2012 and 2022. Advances in communications technology will open new avenues for
advertising, accounting for some of that growth. The median annual salary for advertising
sales agents was $47,890 in 2014, the BLS said.

Public Relations Specialists

Public relations specialists work for companies, organizations, individuals and

government agencies to create and promote positive public perceptions of practices or
policies. They write press releases in response to new developments or changes in policy
and arrange for press conferences, public appearances or other media relations events.
Public relations specialists take present perceptions into account, and then they try to
influence the opinions of community members, shareholders, constituents or other
concerned parties. Public relations specialists may focus on one are of expertise, such as
crisis management, investor relations or consumer relations. Those who work for
government agencies are called press secretaries or information officers.

The BLS projected job growth of 12% for public relations specialists in the decade from
2012 to 2022. Opportunities should be best for public relations specialists who can
function well in international business, such as those with global marketing, foreign
language and business expertise, the BLS said. As of May 2014, the BLS shows median
yearly wages for public relations specialists were $55,680, with the top ten percent of
earners in the field making $105,720 or more per year.

Advertising Managers

Advertising managers, such as account executives, creative directors and media directors,
oversee the work of staff at advertising agencies, media firms and companies with in-
house advertising. Managers oversee salespeople and media buyers, as well as work with
the graphic designers and copywriters who design ads and with the account services staff
that interacts with clients. An advertising manager is an essential member of the
collaborative team involved in market research, advertisement creation, promotion and
placement. Advertising managers monitor campaigns, set budgets, enforce deadlines and
ensure client satisfaction with cost-efficient and profitable advertising campaigns.

BLS wage estimates from 2014 indicated a wide variance in earnings for advertising and
promotions managers. The bottom 10% of employees in this field made $45,060 or less
per year, while the top 25% earned at least $148,300, according to the BLS. Average
wages for this field were $114,700 per year, the BLS said.

6. What are the Pros and cons of choosing a career in a Hospitality sector
 7. Discuss about the Indian media and entertainment (M&E) industry and various
government media units where one can seek jobs.

MODULE II: Career anchor (8) 1

8. What kind of jobs an individual with career anchors in Autonomy/Independence would
opt for? Why?
9. What kind of jobs an individual with career anchors in Service/Dedication to a cause
would opt for? Why?
10. What kind of jobs an individual with career anchors in Security/Stability would opt for?
Why?
11. What kind of jobs an individual with career anchors in Life style would opt for? Why?
12. What kind of jobs an individual with career anchors in Entrepreneurial activity would opt
for? Why?
13. What kind of jobs an individual with career anchors in pure challenge would opt for?
Why?
14. What kind of jobs an individual with career anchors in technical/functional would opt
for? Why?
15. What kind of jobs an individual with career anchors in general managerial would opt for?
Why?

MODULE III: Competency and assessment centre (13) 3

16. Explain the competency iceberg model.
17. Explain the various components of competency.
18. Explain the different types of basic competencies with examples.
19. Explain the different types of professional competencies with examples.
20. Explain the differences between core competencies and work place competencies.
21. What kind of questions you would ask in a competency based interview to identify team
work competency?
STAR- Situation Task Action Result
22. What kind of questions you would ask in a competency based interview to identify
decision making competency?
STAR- Situation Task Action Result

23. What kind of questions you would ask in a competency based interview to identify
service orientation competency?
STAR- Situation Task Action Result

24. What kind of questions you would ask in a competency based interview to identify
negotiation competency?
STAR- Situation Task Action Result

25. What kind of questions you would ask in a competency based interview to identify
attention to detail competency?
STAR- Situation Task Action Result

26. Explain the assessment centre method of identifying competencies.

27. What are the main characteristics of an assessment centre? Explain.
 Job analysis of relevant behaviors
 Measurement techniques selected based on job analysis
 Multiple measurement techniques used, including simulation exercises
 Assessors’ behavioral observations classified into meaningful and relevant categories
 Multiple observations made for each dimension
 Multiple assessors used for each candidate
 Assessors trained to a performance standard
 Systematic methods of recording behavior
 Assessors prepare behavior reports in preparation for integration
 Integration of behaviors through:
o Pooling of information from assessors and techniques; “consensus” discussion
o Statistical integration process

28. Explain the different exercises used in assessment centre.

 Group
 o Group Discussion/Chaired Discussion Group
o Case Studies/Business Games/Outdoor exercises
o Informal Discussion with Employees
 Individual
o Personality and Aptitude Tests
o In-tray Exercises/Written Exercises
o Presentation skills
o In-depth Interviews

MODULE IV: IQ and EQ (9) 2

29. What is emotional intelligence? What are its components? Explain.
30. Explain the differences between IQ (Intelligence Quotient) and EQ (Emotional Quotient).
31. Explain the intrapersonal constituents of EQ (Emotional Quotient).
32. Explain the interpersonal constituents of EQ (Emotional Quotient).
33. Explain emotional competency.
34. Explain emotional sensitivity. (5^)
35. Explain emotional maturity. (5^)
36. Explain the internal and external dimensions of Self awareness.
37. Explain Social awareness and Social skills components of EQ (Emotional Quotient).

MODULE V: Leadership (9) 3

38. Explain trait theory of leadership.
39. Explain fiedler’s contingency theory of leadership.
40. Explain Hersey and Blanchard’s theory of leadership.
41. Explain Leader – Member Exchange theory of leadership.
42. How much do commanding respect from all the stakeholders important for a leader?
Explain with examples.
43. What are different types of powers that can be exercised by a leader? Explain.
44. How to manage diversified man power in an organization? Explain.
 Seek out issues regarding diversity
 Strengthen top mgt commitment to diversity
  Choose solutions that balance diversity
 Set goals for diversity

45. Explain Robert Blake and Jane Mouton Managerial Grid theory of leadership.
46. The Leader can affect the performance, satisfaction and motivation of the people in the
organization .Explain path goal theory of leadership.