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Q:
____Those in a power tolerance culture may choose not to follow their leader if they believe it is not in their best interest.
Q:
____Passive goal orientation is where behavior is focused on social relationships
Q:
____Working in teams results in employees doing more meaningful work
Q:
____ Sexual harassment training is only necessary for management as non-management employees are not able to sexually harass given their position in the organization.
Q:
____A survey revealed only 30 percent of organizations provides some sort of sexual harassment training.
Q:
____A hostile work environment is one type of sexual harassment
Q:
____ Top management should not be involved in diversity training.
Q:
____ Diversity training is costly but even though there are no financial benefits, other outcomes make it a necessity.
Q:
____Diversity training focuses on understanding the differences between people of different backgrounds.
Q:
____Diversity in the workforce creates tension
Q:
____ A TNA is not necessary in the development of an orientation
Q:
____To be of some value, an orientation should be at least two to three days long.
Q:
When training in other cultures
A) do not use ice breakers.
B) use exercises to get involvement.
C) have an orientation to the training that highlights the differences in North American training before using it in the training.
D) B & C.
E) All of the above.
Q:
Which of the following statements about training in different cultures is true?
A) Europeans look forward to North American style training with all its flash.
B) Russians in particular require training to be attention grabbing in order for them to be motivated to learn.
C) For Asians, training that relies on trainee involvement will fail miserably.
D) None of the above is true.
Q:
The MAIN obstacle to effective safety training is
A) it is often too complex to understand.
B) most companies see it as cost.
C) it is boring and trainees have difficulty paying attention.
D) too much is provided in too little time.
Q:
Providing the basic literacy skills training
A) is necessary before more complex training is provided but itself it has no financial impact.
B) has a positive influence on safety.
C) results in a large drop in absenteeism.
D) has no impact on error rates.
Q:
In developing literacy training, it is important to always
A) use a TNA.
B) ensure confidentiality.
C) use internal resources.
D) use the term "basic skills training."
E) Both A & B.
Q:
Which of the following statements about literacy is true?
A) About five percent of the North American workforce is functionally illiterate.
B) The main reason that employers need to upgrade new employees in literacy skills is that most new employees do not finish high school.
C) In the training of literacy skills, it is always best to use an outside consultant so employees will not feel embarrassed.
D) Graduates from high school often require remedial skills training.
Q:
Consider Mary, who is hearing impaired but able to speak and read lips. She applies for the job of accounting clerk. She has all the KSAs required for critical tasks. Although not a critical task, the job requires using the phone from time to time. Can the employer refuse to hire her on the basis of her inability to use a phone?
A) Yes, she needed to be able to hear clearly on the job.
B) Yes, if the employer can show that not answering the phone is a detriment to the business.
C) No, the company has a duty to accommodate her by buying a phone for the hearing impaired.
D) No, the company has a duty to accommodate her by providing an operation to improve her hearing.
E) None of the above.
Q:
If you have someone who was disabled and needs some special equipment to be effective in their job
A) You have a duty to accommodate, which means you need to provide this equipment.
B) If you can prove undue hardship because of the cost of the equipment and your limited resources, you do not need to provide the equipment.
C) You are not required to provide them with the equipment.
D) Both A & B.
Q:
Which of the following statements about the glass ceiling is true?
A) In 2004, only about two percent of the corporate offices of the Fortune 500 were filled by women.
B) Kraft Foods has about a quarter of its corporate positions filled by women.
C) Unions such as the Communication Workers have opposed any efforts to help females and insist the company operate on a strict seniority basis.
D) None of the above is true.
Q:
The rate of expatriate failure in Japan is only 5% as compared to the U.S., with a failure rate of _______.
A) more than 50%
B) 20%
C) 5-10%
D) None of the above
Q:
Regarding expatriates, which statement is true?
A) Although in the 1970's expatriates returning from their assignment early (failures) was around 20 percent, that has dropped significantly since 2002.
B) To deal with failure rates, organizations have started hiring foreign nationals for overseas positions.
C) In general both Japan and the USA have similar failure rates for their expatriates.
D) Virtual expatriates are expatriates that move to the overseas country, but tend to do much of their dealings using a computer.
Q:
Which of the following statements is true?A) In a culture with a passive orientation, employees are likely to value high salaries.B) In a power tolerance culture, employees do not question decisions made by upper management.C) Sweden and Norway have opposite goal orientations.D) There are five dimensions along which individuals from different cultures seem to differ.E) B & D
Q:
Which of the following cultures is noted for its short-term orientation?
A) Japan
B) South Korea
C) India
D) Pakistan
Q:
Which of the following cultures is noted as Individualistic?
A) Greece
B) Mexico
C) Netherlands
D) Singapore
Q:
Which of the following is NOT a dimension of culture?
A) Time orientation
B) Individualism
C) Teamwork
D) Goal orientation
Q:
In team training, who should be involved in the design of the evaluation phase?
A) The trainer
B) The supervisors
C) The team members
D) Both A & C
Q:
The typical type of training for any type of team is
A) strategic.
B) procedural.
C) declarative.
D) B & C.
E) All of the above.
Q:
The text lists ____ major types of teams.
A) three
B) five
C) nine
D) twelve
Q:
According to the text, in the early years many team efforts failed because
A) there was no real interest in having them work.
B) orientation training was never done.
C) teams were expected to do too much.
D) there was a lack of refresher training.
E) All of the above are true.
Q:
Advantages of teamwork include
A) Increased productivity.
B) Improved job satisfaction.
C) Lower absenteeism.
D) Both A & B.
E) All of the above.
Q:
A survey of Fortune 1000 organizations in North America indicated that about ______ percent use teams.
A) 10
B) 30
C) 70
D) 99.9
Q:
Which of the following statements about sexual harassment training is NOT true?
A) The first thing you do before development of any training is to put a sexual harassment policy and procedure into place.
B) Training needs to be only for supervisors as they are the ones that are likely to offend, and also the ones who need to be aware of how to investigate complaints.
C) Refresher training once a year is suggested to remind everyone of the importance of the issue.
D) You should have a written exam at the end of training to measure learning.
Q:
In regards to sexual harassment training, which of the following is true?
A) There needs to be support from upper management.
B) Upper management does not need to be trained.
C) Non-management does not need to be trained.
D) A & B are true.
Q:
A survey indicated that about ____ percent of organizations offer some type of sexual harassment training.
A) 40
B) 50
C) 60
D) 80
Q:
There is some evidence that sexual harassment charges can influence the value of a company's stock by
A) about half a percent.
B) between one and two percent.
C) between 5 and 30 percent.
D) there is no such evidence of an impact on stock price.
Q:
Which of the following statements regarding sexual harassment is true?
A) Most of the Fortune 500 companies must be doing something right as they have not had sexual harassment complaints.
B) A U.S. survey on sexual harassment reported that 15 percent of males said they were sexually harassed on the job.
C) A U.S. survey on sexual harassment reported that 85 percent of females said they were sexually harassed on the job.
D) Sexual harassment claims remain high because companies are not doing much to stop it since evidence from court cases shows it is not expensive, even when you lose.
Q:
The "quid pro quo" type of sexual harassment involves
A) using profanity in front of the opposite sex.
B) unwanted touching by another employee.
C) an offer of some job perks by a supervisor in exchange for sexual favors.
D) Both A & B.
E) All of the above.
Q:
Which of the following is NOT an advantage of having an effective diverse workforce?
A) Larger applicant pool
B) Lower costs
C) Access to more markets
D) Creative problem solving
E) They are all advantages
Q:
Which of the following statements is true?
A) The turnover of women in salaried jobs is about four times that of men.
B) The turnover of women is double that of men.
C) In the SBI case, it was clear to George Schaffer that Ms. Conner was not one of the best of the new hires.
D) Openness to dissimilarity is a concept that suggests we are all highly likely to rate those who are dissimilar to us lower than those who are not.
Q:
The optimum length of an orientation
A) is two to three days.
B) is one day.
C) is one day with follow-up meetings.
D) depends on the objectives of the orientation.
Q:
Some of the issues an orientation should cover are
A) the employee's career path for the first 10 years.
B) production expectations after one year in the job.
C) policies and procedures the department has in place.
D) Both A & B.
E) All of the above.
Q:
Which of the following statements about orientation is true?
A) An orientation is one type of training where a TNA makes no sense as the attendees are not even with the company yet.
B) To be effective, orientations need to span at least two days to have any impact.
C) Orientations need to focus on the skill training necessary for the job in question.
D) None of the above is true.
Q:
Research demonstrates that attendance at an orientation
A) leads to higher likelihood of adopting organizational goals and values.
B) does not have any impact on job satisfaction.
C) reduces role ambiguity but not anxiety.
D) Both A & B.
E) All of the above.
Q:
Effective orientations are successful in
A) reducing turnover.
B) improving job performance.
C) providing job skills training.
D) Both A & B.
E) All of the above.
Q:
Onboarding is a term that
A) refers to longer, more in-depth orientations.
B) refers to orientations focused on managers.
C) is used interchangeably with orientation.
D) All of the above.
Q:
Onboarding is a term that means
A) taking on more responsibility.
B) buying into the corporate culture of an organization.
C) you have been selected for the job.
D) None of the above.
Q:
The SBI case at the beginning of Chapter 10, where the women were treated so differently than the men, took place in the
A) 1950's.
B) 1960's.
C) 1990's.
D) It did not take place; it was made up to make a point.
Q:
A company has 12,000 employees and is highly successful. Describe a step-by-step process for setting up an orientation which two supervisors per month will attend.
The response to this question should go back to the model for developing training and address the TNA, design, development, implementation, and evaluation phases for an orientation.
Q:
Define internal and external validity and explain five threats to internal validity and two threats to external validity.
Q:
Describe the cost benefit evaluation and cost effectiveness evaluation methods of evaluating whether training was "worth it."
Q:
Describe the three kinds of knowledge that can be evaluated in training and how they can be measured.
Q:
Explain the four types of evaluation outcomes identified in the text.
(a) Reaction outcomes come first and will influence how much can be learned. Reaction outcomes measure the trainee's perceptions, emotions, and subjective evaluations of the training experience.
(b) Learning outcomes influence how much behavior can change once the trainee is back on the job. Reaction outcomes are measured by the requisite learning objectives and the overall training objective.
(c) Behavior outcomes are the changes of behavior on the job that will influence organizational results. Behavior outcomes are measured based on the original TNA.
(d) Organizational results are the changes in the bottom line related to the reason the training took place in the first place. Organizational results are a measure of the performance deficiency identified in the TNA.
Q:
Briefly discuss the reasons and counter"‘reasons for not evaluating training programs.
Q:
_____In organizations, random assignment is the method to use when placing individuals in the control group and trainee group
Q:
____You must always have a pretest to compare your posttest to in a well-designed evaluation.
Q:
____Maturation refers to the events other than training that take place concurrently with the training program.
Q:
_____ It is always best to evaluate training using all three levels of evaluation.
Q:
______ A cost/ benefit evaluation compares the monetary cost of training with the non-monetary benefits.
Q:
_______The ultimate reason for training is organizational results.
Q:
____For organizational results measures, you can often use the data obtained in the original TNA as the pre measure.
Q:
____The best time to determine if the training transferred to the job is 2 months after training
Q:
______To assess a change in attitude toward teamwork after training, simply ask trainees if they feel more positive toward teamwork.
Q:
_______An inexpensive but effective way to determine if training transferred to the job is to ask trainees in a reaction questionnaire.
Q:
____To be of any value, the reaction questionnaire must be administered right after training.
Q:
____The trainees are very interested in obtaining the process evaluation data.
Q:
Utility analysis is aA) Measure of learning.B) Method of estimating overall value of training based on the trainee's change in behavior.C) Simplified method of cost/benefit analysis.D) A cost-savings analysis.
Q:
When the number of employees being trained is small, Blanchard & Thacker recommend which of the following evaluation designs?A) Do not evaluate; it is not cost effectiveB) Posttest onlyC) Single case designsD) Multiple"‘case designs
Q:
Name the design that fits the following description " Multiple measures of performance are taken and each group receives training, but at different points in time.
A) Multiple baseline design
B) Solomon's time series design
C) Group 4-time series design
D) Solomon's multiple baseline series design
Q:
The authors suggest that when assigning trainees to a control group or trained group, the best method to use is
A) Sampling.
B) Representative sampling.
C) Random assignment.
D) Random selection.
Q:
A group of similar employees who do not receive the training is called the
A) Random assignment group.
B) Factor analysis assignment.
C) Neutral group.
D) Control group.
Q:
Each of the following statements states a weakness with the evaluation techniques presented in the text; which of the statements is NOT true?
A) Posttest only " there could be a number of other competing causes for any change.
B) Pretest/posttest " it is difficult to determine the impact of training on any changes that occur.
C) Posttest only with control group " results may not generalize to other groups
D) Pretest/posttest with control group " threats to external validity are still a concern.
E) All of the above are true.
Q:
The confidence that evaluation findings will generalize to others who undergo the training is known as
A) History.
B) Maturation.
C) Internal validity.
D) External validity.
E) Testing.
Q:
Which of the following is NOT listed as a threat to internal validity?
A) Maturation
B) Testing
C) Instrumentation
D) Statistical regression
E) Reaction to evaluation
Q:
The confidence you have that the results of the evaluation are in fact correct is called
A) Validity.
B) External validity.
C) Internal validity.
D) General validity.
E) History validity.
Q:
Which of these statements is true regarding small business?A) It might not be necessary to evaluate training.B) If the training costs were significant, evaluation can be of value.C) Much of the training in a small business is OTJ.D) All of the above are true.
Q:
When is the best time to evaluate training?
A) Immediately after training
B) A few days after training
C) 3-6 months after training
D) It depends on each organization
Q:
The training manager is likely interested in which of the evaluation outcomes?
A) Reaction, learning, and behavior
B) Reaction, learning, behavior, and results
C) Learning and behavior
D) Behavior and results
E) None of the above
Q:
Upper management's interest in "outcome evaluation" data is focused on
A) Learning behavior and results.
B) Behavior and results.
C) Perhaps an interest in behavior and a definite interest in results.
D) No interest in any level.