Deck 7: Employee Training and Development

Question 1

Evidence indicates that job training should continue

A) only through the first few weeks of employment.
B) throughout an employee's career.
C) until job skills can be repeated.
D) until employee's report that they have learned.

Answer 1

only through the first few weeks of employment.

Question 2

Job incumbents' assessments of training needs serve as information sources in

A) person analysis.
B) task analysis.
C) organizational analysis.
D) demographic analysis.

Answer 2

person analysis.

Question 3

Evidence indicates that training is more effective when practice is

A) massed.
B) avoided.
C) spaced.
D) brief.

Answer 3

spaced.

Question 4

Cognitive theories of learning characterize human beings as

A) responding only to complex stimuli.
B) influenced solely by monetary incentives.
C) information processors.
D) All of the above

Question 5

One of the oldest and most widely used training methods is

A) job rotation.
B) simulation training.
C) on-the-job training.
D) vestibule training.

Question 6

Cognitive theories of learning are particularly important in understanding

A) how workers respond to environmental stimuli.
B) how workers make decisions and solve problems.
C) how workers perform simple repetitive actions.
D) All of the above

Question 7

Research on employee orientation and early training indicates that

A) orientation programs are very costly to organizations.
B) orientation programs are most important for laying out the physical structure of the organization for the new worker.
C) there are very few benefits of employee orientation.
D) organizations are likely to benefit from extensive orientation and early training programs.

Question 8

Continuing education refers to

A) orientation programs for new employees.
B) "refresher courses" and training for newly developed technology.
C) training on the elements of an entire process rather than learning components.
D) academic courses provided in the work place.

Question 9

Working in another culture

A) is easily accomplished by most workers.
B) requires training in foreign organizational structures.
C) requires training in foreign language, the general culture of the country, and the business rules and practices of the foreign country.
D) is becoming less necessary in modern jobs.

Question 10

Apprenticeships typically involve a combination of

A) on-the-job training and classroom instruction.
B) on-the-job training and simulation training.
C) job rotation and classroom instruction.
D) none of the above

Question 11

If you observe a recently-trained employee performing a newly-learned behavior, this is evidence of

A) trainee readiness.
B) modeling.
C) cognitive learning.
D) transfer of training.

Question 12

Organizational training needs analysis

A) focuses on the training needs of one specific work group.
B) does not consider long- and short-term goals of the training.
C) considers the cost-effectiveness of training programs.
D) All of the above

Question 13

On-site methods of job training include

A) on-the-job training, job rotation, and simulation techniques.
B) job rotation, vestibule training, and apprenticeship.
C) on-the-job training, job rotation, and seminars.
D) job rotation, seminars, and programmed instruction.

Question 14

Which of the following professions is most likely to use true apprenticeship as a training method?

A) Teaching
B) Printing
C) Dancing
D) Nursing

Question 15

A job description is the starting point for which level of training needs analysis?

A) Organizational analysis
B) Task analysis
C) Person analysis
D) Demographic analysis

Question 16

Before designing a training program, which of the following must be considered?

A) The needs of trainees.
B) The goals of the training program.
C) The materials to be used in the training program.
D) The form of feedback on learning accomplishments provided to trainees.
E) All of the above

Question 17

Research shows that helping workers to plan their careers leads to

A) a more productive work force.
B) a more loyal work force.
C) a more satisfied work force.
D) All of the above

Question 18

Determining the training needs of female managers is an example of

A) organizational analysis.
B) task analysis.
C) person analysis.
D) demographic analysis.

Question 19

One disadvantage of on-the-job training is

A) it is very expensive to the organization.
B) employees are not able to work while they learn.
C) trainers may not be motivated to train the new worker.
D) trainers always follow established procedures.
E) All of the above

Question 20

Which of the following is NOT a component of a team training program?

A) Gaining knowledge of group members' skills.
B) Developing shared goals and procedures.
C) Learning to model supervisors' behavior.
D) Training in teamwork skills.

Question 21

Simulation training is most likely to be used in training

A) construction workers.
B) teachers.
C) nuclear power plant operators.
D) business executives.

Question 22

Training that uses a separate area adjacent to the work area is called

A) job rotation.
B) apprenticeship.
C) simulation training.
D) vestibule training.

Question 23

Which of the following are management training methods?

A) Role playing
B) Problem-solving case study
C) Mentoring
D) Management games
E) All of the above

Question 24

The basic goal of conferences is to

A) teach practicing managers effective management techniques that have been used by other managers.
B) teach managers to discuss work situations.
C) develop the speaking skills of managers.
D) facilitate networking among managers.
E) All of the above

Question 25

Action learning involves

A) the use of 360º feedback.
B) computer assisted instruction.
C) simulation training.
D) teams learning by solving real company problems.

Question 26

The most modern, technologically advanced form of programmed instruction involves

A) vestibule training.
B) audiovisual instruction.
C) interactive computer-video programs.
D) computer assisted instruction.

Question 27

Behavior modeling training involves

A) exposing trainees to role models performing appropriate and inappropriate work behaviors and their outcomes.
B) replicating job conditions.
C) the use of separate areas adjacent to the work setting.
D) a combination of all of the above.

Question 28

Seminars could best be used for training

A) technicians in the use of complex equipment and tools.
B) interviewers in conducting effective hiring interviews.
C) accountants on changes in the tax laws.
D) bricklayers on how to form solid corners.

Question 29

Which of the following is least likely to be involved in mentoring programs?

A) Men as mentors.
B) Men as protegés.
C) Women as mentors.
D) Women as protegés.

Question 30

Audiovisual instruction for a large group of trainees is often more effective than seminars because

A) trainees may pay more attention.
B) it can cover more content and more complex material.
C) it is cheaper to develop.
D) it can present more verbal information.
E) All of the above

Question 31

Role playing teaches specific managerial skills and also helps managers to develop

A) positive attitudes about work.
B) ways to get along with lower-level workers.
C) communication and presentation skills.
D) ways to manipulate others.

Question 32

A one-on-one relationship where a consultant helps an executive improve performance is called

A) mentoring.
B) role-playing.
C) action mentoring.
D) coaching.

Question 33

Job rotation benefits the organization most directly by

A) increasing the job satisfaction of workers.
B) "cross-training" workers.
C) reducing absenteeism.
D) increasing worker productivity.

Question 34

Most training resources go into the training and development of managers because

A) there are more managers than any other kind of worker.
B) managerial skills are abstract and difficult to learn.
C) managers' work is more important than any other type of work.
D) training serves as an organizational reward to managers.

Question 35

A cost-benefit analysis may be conducted to evaluate a training program in relation to which kind of evaluation criteria?

A) Reaction criteria
B) Learning criteria
C) Behavioral criteria
D) Results criteria

Question 36

Observing new trainees on the job to see how often they use new skills is an example of using what kind of evaluation criteria?

A) Reaction criteria
B) Learning criteria
C) Behavioral criteria
D) Results criteria

Question 37

Management games may be ineffective in training managers because

A) managers are too competitive.
B) participants cannot play in groups.
C) learning may not generalize to the actual work situation.
D) no real management principles are taught in these games.

Question 38

Trainees' assessments of a training program's value is a measure of

A) reaction criteria.
B) learning criteria.
C) behavioral criteria.
D) results criteria.

Question 39

An advantage to vestibule training is that

A) there is no disruption of production.
B) employees are producing goods as they are trained.
C) it is very inexpensive.
D) trainees learn faster.

Question 40

The most important evaluation of a training program's effectiveness is typically

A) reaction criteria.
B) learning criteria.
C) behavioral criteria.
D) results criteria.

Question 41

Asking trainees to pretend that they are supervisors who are conducting performance
appraisals is an example of simulation training.

Question 42

Describe the criteria for evaluating a training program's effectiveness.

Question 43

Describe three key issues in the success of training programs.

Question 44

Compare and contrast on-site and off-site training methods, including examples of each.

Question 45

The major drawback to vestibule training is the cost of trainers, space, and equipment.

Question 46

Quasi-experimental designs for the evaluation of training programs incorporate nonequivalent control groups.

Question 47

Simulation techniques are highly effective in training air traffic controllers and pilots.

Question 48

Briefly discuss some of the key issues and problems that should be considered in implementing a good employee training program.

Question 49

Performance appraisal data can be used in determining the training needs of an organization.

Question 50

Employee training and education programs do not necessarily have to be predictive of
success in a certain job.

Question 51

Describe the equal opportunity issues related to employee training.
CHAPTER 8 : Motivation

Question 52

Describe the different levels of analysis involved in assessing training needs.

Question 53

Describe management training methods and how they differ from other training methods.

Question 54

Describe several specific focuses of employee training and development programs.

Question 55

Organizations consistently use adequate experimental methods to evaluate the effectiveness of training programs.

Question 56

The Solomon four-group design involves

A) two trained groups measured before and after a training program.
B) two control groups measured after a training program, and two trained groups measured before and after training.
C) a training group and a control group measured before and after training, and a training and control group measured after training.
D) None of the above

Question 57

The methods used in training programs may lead to employment discrimination.