Question 1

Post-training performance methods evaluate training programs based on how well employees can perform their jobs after training.

Accepted Answer

A) True 
 B)False

Question 2

MATCHING KEY TERMS AND DEFINITIONS
-Individual responsible for fostering the change effort and assisting employees in adapting to changes.

Accepted Answer

A) Orientation 
B) Employee training 
C) Change agent 
D) Simulation 
E) Organizational culture
F)Encounter stage
G)Intergroup development
H)Pre-post-training performance with control group method
I)Survey feedback
J)Pre-post-training performance method
K)Vestibule training
L)Job rotation
M)Employee hand book
N)Kirkpatrick's model
O)Onboarding 
A) Orientation 
B) Employee training 
C) Change agent 
D) Simulation 
E) Organizational culture
F)Encounter stage
G)Intergroup development
H)Pre-post-training performance with control group method
I)Survey feedback
J)Pre-post-training performance method
K)Vestibule training
L)Job rotation
M)Employee hand book
N)Kirkpatrick's model
O)Onboarding

Question 3

John is putting together an employee handbook. One thing John should NOT include in the handbook is

Accepted Answer

A)  a paragraph that tell employees that as long as performance is satisfactory, they will be retained. 
B)  a chapter on the history of the company. 
C)  the work rules of the company. 
D)  the appeals process for a disciplinary infraction. 
E)  how to accrue vacation time. 
A)  a paragraph that tell employees that as long as performance is satisfactory, they will be retained. 
B)  a chapter on the history of the company. 
C)  the work rules of the company. 
D)  the appeals process for a disciplinary infraction. 
E)  how to accrue vacation time.

Question 4

New-employee orientation is the system of sharing meaning within the company that determines how employees act.

Accepted Answer

A) True 
 B)False

Question 5

Although reactions of participants and managers are the easiest training evaluations to gather, they are the least_________.

Accepted Answer

The answer of Although reactions of participants and managers are...

Question 6

Organizations typically ensure full EEO compliance for training programs with all of these activities EXCEPT

Accepted Answer

A)  providing equal training opportunities for all employees. 
B)  removing training programs from the requirements for salary increases. 
C)  monitoring training completion rates for protected groups compared to the majority group. 
D)  advertising training schedules for all employees. 
E)  ensuring that training selection criteria are related to the job. 
A)  providing equal training opportunities for all employees. 
B)  removing training programs from the requirements for salary increases. 
C)  monitoring training completion rates for protected groups compared to the majority group. 
D)  advertising training schedules for all employees. 
E)  ensuring that training selection criteria are related to the job.

Question 7

Which of the following is NOT true regarding employee training?

Accepted Answer

A)  Employee training may help improve job performance. 
B)  Employee training should be judged by its contribution to performance. 
C)  Employee training is not very costly for organizations. 
D)  Employee training should not be viewed as a cure-all for what ails the company. 
E)  Employee training may be required due to a technological breakthrough. 
A)  Employee training may help improve job performance. 
B)  Employee training should be judged by its contribution to performance. 
C)  Employee training is not very costly for organizations. 
D)  Employee training should not be viewed as a cure-all for what ails the company. 
E)  Employee training may be required due to a technological breakthrough.

Question 8

Kurt Lewin's change process model is best suited for which of the following organizational image metaphors?

Accepted Answer

A)  Calm waters 
B)  White-water rapids 
C)  Planting corn on concrete 
D)  Chicken and egg 
E)  Groupthink 
A)  Calm waters 
B)  White-water rapids 
C)  Planting corn on concrete 
D)  Chicken and egg 
E)  Groupthink

Question 9

Involving the CEO in the orientation process provides all of these benefits EXCEPT

Accepted Answer

A)  it assures a systematic, thorough orientation process. 
B)  CEO visioning and visibility contributes to organizational success. 
C)  the CEO reaffirms that the new employee has made an excellent choice. 
D)  a CEO welcome can encourage newcomers, like a pep rally. 
E)  it reinforces a message that the company cares about its employees. 
A)  it assures a systematic, thorough orientation process. 
B)  CEO visioning and visibility contributes to organizational success. 
C)  the CEO reaffirms that the new employee has made an excellent choice. 
D)  a CEO welcome can encourage newcomers, like a pep rally. 
E)  it reinforces a message that the company cares about its employees.

Question 10

Organizational socialization is described in three stages: ________, encounter, and metamorphosis.

Accepted Answer

The answer of Organizational socialization is described in three stages:...

Question 11

The bulk of cross-cultural training is language training.

Accepted Answer

A) True 
 B)False

Question 12

MATCHING KEY TERMS AND DEFINITIONS
-Evaluating training programs based on the difference in before and after training job performance.

Accepted Answer

A) Orientation 
B) Employee training 
C) Change agent 
D) Simulation 
E) Organizational culture
F)Encounter stage
G)Intergroup development
H)Pre-post-training performance with control group method
I)Survey feedback
J)Pre-post-training performance method
K)Vestibule training
L)Job rotation
M)Employee hand book
N)Kirkpatrick's model
O)Onboarding 
A) Orientation 
B) Employee training 
C) Change agent 
D) Simulation 
E) Organizational culture
F)Encounter stage
G)Intergroup development
H)Pre-post-training performance with control group method
I)Survey feedback
J)Pre-post-training performance method
K)Vestibule training
L)Job rotation
M)Employee hand book
N)Kirkpatrick's model
O)Onboarding

Question 13

Which of the following is NOT true regarding organization development (OD) interventions?

Accepted Answer

A)  OD interventions often produce positive change results. 
B)  OD interventions that rely on participation of organizational members can often create mistrust among employees. 
C)  OD interventions that rely on participation of organizational members can create openness among employees. 
D)  OD interventions can help employees understand that the organization wants to promote risk taking. 
E)  OD interventions can help employees understand that the organization wants to promote empowerment. 
A)  OD interventions often produce positive change results. 
B)  OD interventions that rely on participation of organizational members can often create mistrust among employees. 
C)  OD interventions that rely on participation of organizational members can create openness among employees. 
D)  OD interventions can help employees understand that the organization wants to promote risk taking. 
E)  OD interventions can help employees understand that the organization wants to promote empowerment.

Question 14

Valerie, the OD consultant for your company, spends most of her time in process consultation. What has she diagnosed as an organizational problem?

Accepted Answer

A)  Resistance to change 
B)  Low skill levels in production areas 
C)  Lack of trust and openness 
D)  Bottlenecks and stoppages in workflow 
E)  Learning reluctance 
A)  Resistance to change 
B)  Low skill levels in production areas 
C)  Lack of trust and openness 
D)  Bottlenecks and stoppages in workflow 
E)  Learning reluctance

Question 15

MATCHING KEY TERMS AND DEFINITIONS
-Helping members of various groups become a cohesive team.

Accepted Answer

A) Orientation 
B) Employee training 
C) Change agent 
D) Simulation 
E) Organizational culture
F)Encounter stage
G)Intergroup development
H)Pre-post-training performance with control group method
I)Survey feedback
J)Pre-post-training performance method
K)Vestibule training
L)Job rotation
M)Employee hand book
N)Kirkpatrick's model
O)Onboarding 
A) Orientation 
B) Employee training 
C) Change agent 
D) Simulation 
E) Organizational culture
F)Encounter stage
G)Intergroup development
H)Pre-post-training performance with control group method
I)Survey feedback
J)Pre-post-training performance method
K)Vestibule training
L)Job rotation
M)Employee hand book
N)Kirkpatrick's model
O)Onboarding

Question 16

Comparing employee development to employee training,

Accepted Answer

A)  training focuses on existing work groups. Development focuses on work group formation. 
B)  development is used for indoctrination. Training is required for metamorphosis. 
C)  training focuses on current job skills. Development focuses on personal growth. 
D)  training is Intranet-based. Development uses Internet technology. 
E)  training is more complex than development. 
A)  training focuses on existing work groups. Development focuses on work group formation. 
B)  development is used for indoctrination. Training is required for metamorphosis. 
C)  training focuses on current job skills. Development focuses on personal growth. 
D)  training is Intranet-based. Development uses Internet technology. 
E)  training is more complex than development.

Question 17

All of the following are assumptions about the process of socialization EXCEPT:

Accepted Answer

A)  new employees have low anxiety levels. 
B)  socialization strongly influences employee performance and organizational stability. 
C)  socialization does not occur in a vacuum. 
D)  individuals adjust to new situations in similar ways. 
E)  none of the above. 
A)  new employees have low anxiety levels. 
B)  socialization strongly influences employee performance and organizational stability. 
C)  socialization does not occur in a vacuum. 
D)  individuals adjust to new situations in similar ways. 
E)  none of the above.

Question 18

The socialization process refers to all of the following EXCEPT

Accepted Answer

A)  helping employees adapt to their new organizations. 
B)  learning the ropes. 
C)  retraining workers with obsolete skills. 
D)  making new employees fully productive as soon as possible. 
E)  helping new employees adapt to work responsibilities. 
A)  helping employees adapt to their new organizations. 
B)  learning the ropes. 
C)  retraining workers with obsolete skills. 
D)  making new employees fully productive as soon as possible. 
E)  helping new employees adapt to work responsibilities.

Question 19

Which of the following is true regarding cross-cultural training?

Accepted Answer

A)  Cross-cultural training is necessary only for expatriate managers, not their families. 
B)  Cross-cultural training is necessary only before foreign assignments. 
C)  Cross-cultural training is necessary only during foreign assignments. 
D)  Cross-cultural training is necessary before, during, and after foreign assignments. 
E)  Cross-cultural training is necessary only after foreign assignments. 
A)  Cross-cultural training is necessary only for expatriate managers, not their families. 
B)  Cross-cultural training is necessary only before foreign assignments. 
C)  Cross-cultural training is necessary only during foreign assignments. 
D)  Cross-cultural training is necessary before, during, and after foreign assignments. 
E)  Cross-cultural training is necessary only after foreign assignments.

Question 20

Socialization can be conceptualized as a process made up of:

Accepted Answer

A)  two stages: encounter and metamorphosis. 
B)  two stages: prearrival and metamorphosis. 
C)  two stages: prearrival and encounter. 
D)  three stages: prearrival, encounter, and metamorphosis. 
E)  three stages: prearrival, encounter, and postarrival. 
A)  two stages: encounter and metamorphosis. 
B)  two stages: prearrival and metamorphosis. 
C)  two stages: prearrival and encounter. 
D)  three stages: prearrival, encounter, and metamorphosis. 
E)  three stages: prearrival, encounter, and postarrival.

Post-training performance methods evaluate training programs based on how well employees can perform their jobs after training.

MATCHING KEY TERMS AND DEFINITIONS -Individual responsible for fostering the change effort and assisting employees in adapting to changes.

John is putting together an employee handbook. One thing John should NOT include in the handbook is

New-employee orientation is the system of sharing meaning within the company that determines how employees act.

Although reactions of participants and managers are the easiest training evaluations to gather, they are the least_________.

Organizations typically ensure full EEO compliance for training programs with all of these activities EXCEPT

Which of the following is NOT true regarding employee training?

Kurt Lewin's change process model is best suited for which of the following organizational image metaphors?

Involving the CEO in the orientation process provides all of these benefits EXCEPT

Organizational socialization is described in three stages: ________, encounter, and metamorphosis.

The bulk of cross-cultural training is language training.

MATCHING KEY TERMS AND DEFINITIONS -Evaluating training programs based on the difference in before and after training job performance.

Which of the following is NOT true regarding organization development (OD) interventions?

Valerie, the OD consultant for your company, spends most of her time in process consultation. What has she diagnosed as an organizational problem?

MATCHING KEY TERMS AND DEFINITIONS -Helping members of various groups become a cohesive team.

Comparing employee development to employee training,

All of the following are assumptions about the process of socialization EXCEPT:

The socialization process refers to all of the following EXCEPT

Which of the following is true regarding cross-cultural training?

Socialization can be conceptualized as a process made up of:

Hrm in a Changing Environment

Introduction to HR Functions

Employment Laws

Employer and Employee Rights

Effective Job Analysis

Employee Recruitment

Selecting Employees

Career Development

Performance Management

Compensation

Employee Benefits

Health and Safety

Labor Relations and Collective Bargaining

Filters

Exam 8: Training and Developing Employees

Post-training performance methods evaluate training programs based on how well employees can perform their jobs after training.

MATCHING KEY TERMS AND DEFINITIONS -Individual responsible for fostering the change effort and assisting employees in adapting to changes.

John is putting together an employee handbook. One thing John should NOT include in the handbook is

New-employee orientation is the system of sharing meaning within the company that determines how employees act.

Although reactions of participants and managers are the easiest training evaluations to gather, they are the least_________.

Organizations typically ensure full EEO compliance for training programs with all of these activities EXCEPT

Which of the following is NOT true regarding employee training?

Kurt Lewin's change process model is best suited for which of the following organizational image metaphors?

Involving the CEO in the orientation process provides all of these benefits EXCEPT

Organizational socialization is described in three stages: ________, encounter, and metamorphosis.

The bulk of cross-cultural training is language training.

MATCHING KEY TERMS AND DEFINITIONS -Evaluating training programs based on the difference in before and after training job performance.

Which of the following is NOT true regarding organization development (OD) interventions?

Valerie, the OD consultant for your company, spends most of her time in process consultation. What has she diagnosed as an organizational problem?

MATCHING KEY TERMS AND DEFINITIONS -Helping members of various groups become a cohesive team.

Comparing employee development to employee training,

All of the following are assumptions about the process of socialization EXCEPT:

The socialization process refers to all of the following EXCEPT

Which of the following is true regarding cross-cultural training?

Socialization can be conceptualized as a process made up of:

Hrm in a Changing Environment

Introduction to HR Functions

Employment Laws

Employer and Employee Rights

Effective Job Analysis

Employee Recruitment

Selecting Employees

Career Development

Performance Management

Compensation

Employee Benefits

Health and Safety

Labor Relations and Collective Bargaining

Filters