Q&A Hero

Q: What is the objective of diversity training programs that focus on attitudes? A. To identify incidents that discourages employees from working up to their potential B. To teach employees to be effective at different tasks and roles C. To change organizational policies that inhibits employees personal growth and productivity D. To improve participants ability to interact effectively with people both up and down the organizations hierarchy E. To increase participants awareness of cultural, ethnic, personal, and physical differences in the workforce

Q: What is the difference between job enrichment and job enlargement?

Q: Organizations provide for orientation because: A. it is a legal requirement for all new employees. B. it relieves the shock and surprise experienced when starting a new job. C. most new employees do not do sufficient research on the employer before joining. D. a realistic job profile is provided during recruitment. E. it is less cost effective than organizational analysis.

Q: Give a brief description of the two types of disciplines.

Q: (p. MC. Training designed to prepare employees to perform their jobs effectively, learn about the organization, and establish work relationships is known as:) Training designed to prepare employees to perform their jobs effectively, learn about the organization, and establish work relationships is known as: A. orientation. B. benchmarking. C. sensitivity training. D. bumping. E. conditioning.

Q: What are the positive and negative uses of genetic testing?

Q: The simplest approach to evaluating training is to: A. use only a pretest. B. calculate the ROI. C. conduct pretests and posttests on all trainees. D. use only a posttest. E. compare pretest and posttest scores of the trained group with those of an untrained group.

Q: Regardless of the causes of alcoholism, an increasing number of firms recognize that they have a role to play in helping alcoholics control or break their habit. Why?

Q: The most accurate way to evaluate the training program is to: A. use only a pretest. B. conduct pretests and train only part of the employees. C. conduct pretests and posttests on all trainees. D. use only a posttest. E. check trainees performance, knowledge, and attitudes only after training.

Q: What are the forms of honesty testing?

Q: Information such as facts, techniques, and procedures that trainees can recall after the training, and skills that trainees can demonstrate in tests are examples of _____. A. training outcomes B. transfer of training C. return on investment on training D. training credits E. training improvements

Q: What is cybersurfing and why is it a concern?

Q: _____ requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned. A. Behavior modeling B. Transfer of training C. Simulation D. Virtual reality E. Action learning

Q: Explain briefly policy guidelines on privacy that organizations use.

Q: On-the-job use of knowledge, skills, and behaviors learned in training constitutes: A. coordination training. B. retraining. C. cross-training. D. action learning. E. transfer of training.

Q: _____, when present, makes a person have a strongly positive expectation that the other person will do the right thing and results in the formation of emotional bonds. A) Mutual trust B) Dues-paying C) Conscientiousness D) Civic virtue

Q: When should a training program be evaluated? A. Before the request for proposal is developed. B. When the organization ensures readiness. C. After the program has been developed. D. During the implementation of the program. E. When the program is being developed.

Q: Which of the following would be the strongest response to a wrongful act by the employer? A) Expressing concerns B) External whistle-blowing C) Sabotaging the implementation D) Internal whistle-blowing

Q: Which of the following methods helps increase readability of training material? A. Replace concrete words with abstract words B. Combine two or more sentences into one long sentence C. Combine two or more paragraphs into one long paragraph D. Add checklists and illustrations to clarify the text E. Substitute written material for video, hands-on learning or other nonwritten methods

Q: Which of the following statements is true of dues-paying? A) It implements a standard approach irrespective of the situation. B) It is a social phenomenon. C) It is judged by a single observer. D) It is based on the concept of idiosyncrasy credits.

Q: The difficulty level of written materials is known as: A. severability. B. scalability. C. modularity. D. interoperability. E. readability.

Q: Which of the following is NOT a key characteristic of dues-paying? A) It is a perceptual phenomenon. B) It is seldom paid for continuing membership in the group. C) It is judged by many different observers. D) It is situation-specific.

Q: Marcus heads a garbage disposal firm called The Cleanout Company. Recently, his firm was under scrutiny from environmental organizations. To counter any possible negative claims by these organizations against his company, Marcus assigned 5 of his junior managers to study the issue and propose plans or initiatives that can make the company look more environmental friendly. He also instructed senior managers to mentor their juniors as they devised new ideas. Which of the following type of team training method did Marcus employ here? A. Action learning B. Adventure learning C. Cross-training D. Internship E. Apprenticeship

Q: Giving teams or work groups an actual problem, having them work on solving it and commit to an action plan, and holding them accountable for carrying out the plan describes: A. virtual reality B. self-directed learning C. action learning D. business games. E. simulations.

Q: Dues-paying costs include all of the following EXCEPT: A) acting superior to others. B) showing proper respect to others. C) spending the appropriate amount of time at ones job. D) performing at an above-average level.

Q: Which of the following organizational citizenship categories consists of people who make efficient use of work time and exert extra effort? A) Sportsmanship B) Altruism C) Conscientiousness D) Civic virtue

Q: _____ is a team training method where teams are trained on how to share information and decisions to obtain the best team performance. A. Behavior modeling B. Experiential training C. Diversity training D. Coordination training E. Simulation

Q: Which of the following is an example of the cross-training method? A. Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. B. Stan and his work colleagues take part in a rafting course sponsored by the company. C. Jenna and 5 other managers are tasked to study a business problem and present recommendations. D. Jenson is asked to review videos of other employees exhibiting certain important behaviors related to the workplace. E. Katherine uses an online persona to make decisions in game simulations involving job-related situations.

Q: Which of the following is NOT an element covered by social information processing? A) Peers may suggest which of the job characteristics really count to them. B) Peers may offer their personal model regarding the relative weighting of each core dimension. C) Peers may provide clues about their own judgments of the dimensions. D) Peers may create expectations that enriched jobs will be more or less satisfying.

Q: Team training in which team members understand and practice each others skills so that they are prepared to step in and take another members place is referred to as: A. coordination training. B. experiential training. C. behavior modeling. D. cross-training. E. action learning.

Q: _____ is the job characteristic that gives employees some discretion and control over job-related decisions. A) Skill variety B) Task identity C) Task significance D) Autonomy

Q: One form of experiential training, called _____, is a teamwork and leadership training program based on the use of challenging, structured outdoor activities. A. behavior modeling B. coordination training C. adventure learning D. cross-training E. action learning

Q: _____ is a core job dimension that refers to the amount of impact, as perceived by the worker, the work has on other people. A) Skill variety B) Task identity C) Task significance D) Autonomy

Q: Which of the following is an example of an experiential training method? A. Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. B. Stan and his work colleagues take part in a rafting course sponsored by the company. C. Jenna and 5 other managers are tasked to study a business problem and present recommendations. D. Jenson is asked to review videos of other employees exhibiting certain important behaviors related to the workplace. E. Katherine uses an online persona to make decisions in game simulations involving job-related situations.

Q: _____ is a core job dimension, which allows employees to perform a complete piece of the work. A) Skill variety B) Task identity C) Task significance D) Autonomy

Q: Behavior modeling is especially useful for improving: A. quantitative skills. B. interpersonal skills. C. spatial skills. D. clerical skills. E. cognitive skills.

Q: _____ gives employees a greater sense of competence, because they can perform different kinds of work in different ways. A) Skill variety B) Task identity C) Task significance D) Autonomy

Q: _____ involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves. A. Random testing B. Benchmarking C. Behavior modeling D. Experiential training E. Classroom learning

Q: Which of the following core dimensions developed by Hackman and Oldham considers perceived knowledge of results as its direct psychological effect? A) Feedback B) Autonomy C) Task identity D) Skill variety

Q: Which of the following statements is true of case studies? A. Case studies stimulate learning by actively involving participants and mimicking the competitive nature of business. B. Cases practice trainees in weighing and acting on uncertain outcomes after evaluating a case. C. Trainees play a largely passive role while being trained with case studies. D. Case studies do not encourage trainees to take risks. E. Training with case studies does not require any interaction among trainees.

Q: Which of the following is NOT a benefit of job enrichment for an organization? A) Reduced absenteeism B) Decreased self-actualization C) Fewer grievances D) Increased performance

Q: Job enrichment tends to reduce _____. A) turnover B) grievances C) idle time D) all of the above

Q: A(n) _____ is a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills. A. restrictive covenant B. premium only plan C. case study D. pareto chart E. avatar

Q: _____ involves periodic assignment of an employee to completely different sets of job activities. A) Job enlargement B) Job rotation C) Job creation D) Job enrichment

Q: _____ is a computer-based technology that provides an interactive, three-dimensional learning experience. A. Electronic performance support system B. Instructional design C. Learning management system D. Benchmarking E. Virtual reality

Q: _____ is the number of different tasks an individual is directly responsible for. A) Job breadth B) Job rotation C) Job depth D) Job enrichment

Q: Using avatars for training purposes would be an example of _____. A. benchmarking B. action learning C. adventure learning D. simulation E. orientation

Q: Which of the following seeks to add depth to a job by giving workers more control, responsibility, and discretion over how their job is performed? A) Job enlargement B) Job rotation C) Job breadth D) Job enrichment

Q: Which of the following defines an avatar used in training by simulation? A. A computer-based technology that provides an interactive three-dimensional learning experience. B. A computer application that automates the administration and delivery of a training program. C. A computer depiction of employees that can be manipulated in an online role-play. D. A computer application that conducts needs assessments for an organization. E. A technology that provides access to skills training, information, and expert advice when a problem occurs on the job.

Q: Classical job design resulted in: A) workers becoming increasingly proud of their jobs. B) increased community of interest in the whole product. C) workers getting socially isolated from their co-workers. D) quality improvements and low absenteeism.

Q: Which of the following statements is true of simulators used in training? A. They must have elements identical to those found in the work environment. B. They cannot be used when the risks of a mistake on a job are great. C. They are used for on-the-job training. D. They are inexpensive to develop. E. They do not need constant updating.

Q: Many early quality of work life (QWL) efforts focused on _____. A) operational level workers B) job enrichment C) alcohol abuse remedies D) progressive discipline

Q: _____ is a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job. A. Apprenticeship B. Coordination training C. Experiential training D. Internship E. Simulation

Q: Most employers apply a policy of _____, which means that there are stronger penalties for repeated offenses. A) preventive discipline B) disciplinary probation C) progressive discipline D) none of the above

Q: Which of the following types of professions would typically have an internship? A. Electrician B. Doctor C. Carpenter D. Plumber E. Welder

Q: Which of the following is NOT an objective of disciplinary action in organizations? A) To reform the offender B) To maintain consistent, effective, group standards C) To deter others from similar actions D) To ensure that the offender is kept away from the society

Q: Which of the following types of professions would typically have an apprenticeship? A. Accountant B. Journalist C. Bricklayer D. Nurse E. Lawyer

Q: Which of the following is an on-the-job training program that is generally sponsored by an educational institution as a component of an academic program? A. Internship. B. Coordination training. C. Apprenticeship. D. Experiential training. E. Simulation training.

Q: According to Equal Employment Opportunity (EEO) laws, which of the following stands out as a contemporary problem related to privacy? A) Sexual harassment on the job B) Discrimination in pay based on color, gender, and race C) Transfer of susceptible employees to safer work locations D) None of the above

Q: Which of the following is NOT a positive way to use genetic testing information? A) Screening job applicants in order to minimize the firms health costs B) Transferring susceptible employees to safer work areas C) Developing protective measures D) Providing health warnings

Q: Which of the following is a difference between apprenticeship and internship? A. Apprenticeship is on-the-job training, whereas internship is a classroom-based training method. B. Apprenticeship is a unstructured training method, whereas internship is a structured training method. C. Apprenticeship is sponsored by employee unions, whereas internship is sponsored by educational institutions. D. Most apprenticeship programs are for professions like accountants and lawyers, whereas most internship programs are in blue-collar jobs. E. Apprenticeship does not provide an income, whereas internship provides an income while teaching a trade.

Q: A possible solution to the problems with drug testing lies in _____. A) genetic testing B) job rotation C) whistleblowing D) impairment testing

Q: Which of the following statements is true of apprenticeship? A. Apprenticeship is completely devoid of any presentation training methods. B. Apprentices can earn an income while learning a trade. C. Apprenticeship does not offer hands-on learning and practice. D. Apprenticeship cannot be sponsored by institutes or groups outside of the firm. E. Apprenticeship is mostly used for teaching management and interpersonal skills.

Q: Successful employer programs to treat alcoholism primarily include all of the following EXCEPT: A) treating alcoholism as an illness. B) transferring the employee to a different geographic unit. C) focusing on the job behavior caused by alcoholism. D) providing both medical and psychological support.

Q: Which of the following is an example of an on-the-job training method? A. Bumping B. Benchmarking C. Apprenticeship D. Adventure learning E. Action learning

Q: The direct consequences of alcoholism include all of the following EXCEPT: A) increased health care costs. B) lower absenteeism. C) poor work. D) lost productivity.

Q: Which of the following is a work-study training method that teaches job skills through a combination of on-the-job training and classroom training? A. Bumping B. Benchmarking C. Apprenticeship D. Co-employment E. Onboarding

Q: An honesty test that inquires about attitudes toward theft is known as a(n) _____. A) overt test B) performance-based test C) personality-based test D) IQ test

Q: Which of the following is true of electronic performance support systems? A. They provide expert advice when a problem occurs on the job. B. They automate the administration and delivery of a companys training programs. C. They determine the appropriateness of training by evaluating the characteristics of the organization. D. They determine individuals readiness for training. E. They identify the tasks that training should emphasize.

Q: In the context of organizational policy guidelines on privacy, _____ states that the employee should be able to examine records and challenge them if they appear to be incorrect. A) fiduciary duty B) due process C) confidentiality D) relevance

Q: You manage a car dealership. Given the increasing complexity and variety of todays automobiles, it is impossible to train your mechanics on the details of every potential repair problem. So you provide the mechanics a training program to familiarize them with the basics of engine, emission, and other types of repair, and in case of a particular problem, seek expert advice through an online computer application program. This learning approach is known as a(n): A. e-learning simulation B. electronic performance support system. C. experiential behavior modeling program. D. virtual reality-based simulation program. E. online help.

Q: In the context of organizational policy guidelines on privacy, _____ states that no personal data system unknown to an employee should be used. A) relevance B) notice C) fiduciary duty D) recency

Q: In the context of organizational policy guidelines on privacy, _____ states that the keeper of the information is responsible for its security. A) fiduciary duty B) due process C) confidentiality D) relevance

Q: Which of the following is true of computer-based training? A. It is generally more expensive than classroom instruction. B. It is difficult to customize for specific training needs. C. It is a not an interactive form of training. D. It gives a company the flexibility in scheduling training. E. It is now declining in popularity.

Q: Which of the following is true of audiovisual training? A. It is the best method to establish teams or work groups. B. It is an example of a hands-on method of training. C. It can be carried out only in a classroom. D. It does not allow users any control over the presentation. E. It is not affected by an individual trainers goals and skills.

Q: Being a good organizational citizen is essentially blind conformity.

Q: Dues-paying consists of the total costs that a persons group believes an individual should pay for the privileges of full acceptance and continuing membership.

Q: Which of the following training methods uses techniques like lectures, workbooks, video clips, podcasts, and Web sites? A. Group building methods B. Hands-on methods C. Presentation methods D. Object class methods E. Experiential programs

Q: In the context of employees responsibilities to the organization, employees who fail to act responsibly can expect the organization to respond by using tight controls to try to maintain a successful operating system.

Q: Compared to other training methods, the hands-on training methods is most effective for: A. Hands-on methods B. conveying facts. C. establishing teams or work groups. D. communicating acceptable performance standards. E. comparing alternatives.