Q&A Hero

Q: Job enrichment applies more easily to operational level jobs, which are more likely to be dictated by the technological process.

Q: Which of the following training methods is used for conveying facts or comparing alternatives? A. Hands-on methods B. Presentation methods C. Group-building methods D. On-the-job training programs E. Object class methods

Q: The degree to which the five core dimensions are present in jobs needs to be evaluated before job enrichment can take place.

Q: Whether the training is done in-house or contracted out, the responsibility for coordinating the overall training program is called _____. A. behavior modeling B. training administration C. simulation D. orientation E. training zone

Q: When using an outside expert, a complete _____ should indicate funding for the project and the process by which the organization will determine its level of satisfaction. A. cohabitation agreement B. letter of intent C. certificate of occupancy D. articles of incorporation E. request for proposal

Q: The core dimensions of job enrichment affect an employees psychological state, which tends to improve performance, satisfaction, and quality of work, and reduces turnover and absenteeism.

Q: Which of the following documents outlines the type of service needed, the type and number of references needed, and the number of employees to be trained? A. Request for proposal B. Articles of incorporation C. Instructional design D. Needs assessment form E. Organization analysis report

Q: If maintenance factors are allowed to decline during an enrichment program, employees are likely to be more responsive to the enrichment program.

Q: _____ refers to the ways an organizations people encourage training. A. Situational constraint B. Employee orientation C. Benchmarking D. Social support E. Experiential programing

Q: Job enrichment seeks to add variety to a job by giving workers a wider variety of duties in order to reduce their monotony.

Q: _____ is the limit on trainings effectiveness that arises from the conditions within the organization. A. Simulation B. Social support C. Situational constraint D. Psychological mindedness E. Experiential conflict

Q: Classical job design satisfies higher-order needs, such as social needs and growth.

Q: Readiness for training depends on two broad characteristics of the work environment: situational constraints and _____. A. employee ability B. employees incentive package C. training curriculum D. social support E. employee attitude

Q: Correction is best done by making company standards known and understood in advance.

Q: Employee readiness characteristics for training include basic learning skills, especially _____, which includes being able to use written and spoken language, solve math problems, and use logic to solve problems. A. emotional intelligence B. psychological mindedness C. spatial ability D. psychomotor skills E. cognitive ability

Q: Corrective discipline seeks to discourage further rule infractions so future acts will be in compliance with standards.

Q: _____ is a combination of employee characteristics and positive work environment that permit training. A. Organization analysis B. Benchmarking C. Learning management system D. Orientation E. Readiness for training

Q: Which of the following is a characteristic of task analysis? A. It does not require knowledge of the work environment. B. It is independent of time constraints or deadlines. C. It results in an assessment of employees readiness for training. D. It is usually conducted along with person analysis. E. It helps in determining individuals needs for training.

Q: In the absence of preventive programs and timely intervention in known situations, employers may be responsible for the harassment actions of their supervisors and employees.

Q: Some employees object to drug testing because it may reveal other medical conditions that they may prefer to keep private.

Q: Which of the following processes identifies the knowledge, skills, and behaviors that training should emphasize? A. Person analysis B. Task analysis C. Transactional analysis D. Trend analysis E. Regression analysis

Q: The Drug-Free Workplace Act states that employers with federal contracts over $25,000 and others obtaining financial assistance grants must create and distribute to their employees policies prohibiting drug abuse at work.

Q: Which of the following primary variables in a person analysis can be affected by training? A. The Organization's input B. Performance feedback C. The employee's ability and skills D. Positive consequences to motivate good performance E. The employees motivation and attitudes

Q: Alcoholics are found exclusively in operational level jobs.

Q: Which of the following help a manager identify which employees need training? A. Person analysis B. Organization analysis C. Task analysis D. Trend analysis E. Regression analysis

Q: Secret organizational monitoring on employees can lead to higher levels of physiological and emotional distress.

Q: Which of the following considers an organizations strategy and the resources available for training important before starting any training program? A. Task analysis B. Person analysis C. Organization analysis D. Employee readiness analysis E. Skills analysis

Q: In the context of organizational policy guidelines related to privacy, fiduciary duty states that the collector of employee information is ultimately responsible for its security.

Q: Organizational analysis looks at training needs with respect to the: A. readiness of employees for training. B. employees strategy toward achieving organizational goals. C. managements support for training activities. D. monetary incentives the management has promised its employees. E. severance package deal for a particular batch of employees.

Q: The more job-related ones conduct is when off the job, the more support there is for organizational influence on the employee.

Q: Needs assessment usually begins with _____. A. task analysis B. organization analysis C. person analysis D. competitor analysis E. market analysis

Q: Legitimacy tends to become more accepted as an acts connection when the job becomes more hazy.

Q: Which of the following defines needs assessment in the context of training? A. It is the process of evaluating the organization, individual employees, and employees tasks to determine what kinds of training are necessary. B. It is a combination of employee characteristics and positive work environment that permit training. C. It is a process that evaluates the monetary needs of employees that can motivate them to undertake a training program. D. It is an application that automates the administration and delivery of a companys training program. E. It is the process to determine employees characteristics to ensure their readiness for training.

Q: If employees believe it is legitimate for managers to control the personal e-mails they send at work, they are unlikely to develop serious conflict with management about it.

Q: What is a learning management system? A. A team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization. B. The process of evaluating the organization, individual employees, and employees tasks to determine what kinds of training, if any, are necessary. C. A software application that automates the administration, development, and delivery of training programs. D. A process for determining the appropriateness of training by evaluating the characteristics of the organization. E. The process of determining individuals needs and readiness for training.

Q: Chapter 10 Issues between Organizations and Individuals True/False Questions

Q: The first step in the instructional design process is: A. implementing a training program. B. conducting a needs assessment. C. selecting training methods. D. ensuring employees readiness for training. E. planning a training program.

Q: People who are optimistic, upbeat, cheerful, and courteous are said to have _____ affectivity. A) vertical B) positive C) horizontal D) neutral

Q: _____ refers to a process of systematically developing training to meet specified needs. A. Fair representation B. Orientation C. Bumping D. Instructional design E. Organization analysis

Q: Managers are vitally interested in the attitudes that employees have toward all of the following EXCEPT _____. A) spirituality B) careers C) jobs D) the organization

Q: An organizations planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors is known as:_____ A. attrition. B. benchmarking. C. training. D. compensation. E. electromation.

Q: Attitudes influence behavior, but behavior has no effect on attitudes.

Q: Interaction with persons from different cultures is known as cultural immersion.

Q: Showing appreciation for citizenship behavior can push employee attitudes in a more favorable direction.

Q: A risk of diversity training programs is that they may alienate minorities.

Q: A manager should be sure that any instrument used to measure job satisfaction is either valid or reliable.

Q: Orientation training is designed to prepare employees to perform their job effectively, learn about the organization, and establish work relationships.

Q: A valid instrument will produce consistent results, regardless of who administers it.

Q: The most accurate way to assess training effectiveness is to conduct pretests and posttests and then train all the employees.

Q: Employee records provide quantifiable data and are a good measure of trends over time.

Q: The best stage to prepare for evaluating a training program is after the program has been implemented.

Q: A pattern of frequent tardiness is often a symptom of negative attitudes requiring managerial attention.

Q: If a concept involves more than five items, the training program should deliver information in shorter sessions or chunks.

Q: Dissatisfied employees do not necessarily plan to be absent, but they seem to find it easier to respond to the opportunities to do so on a spontaneous basis.

Q: Higher job satisfaction is associated with higher employee turnover.

Q: Along with physical elements, the training context should include emotional elements.

Q: The level of satisfaction leads to either greater or lesser commitment, which then affects effort and eventually affects performance.

Q: Action learning uses challenging, structured outdoor activities, which include difficult sports.

Q: Extended breaks are an example of psychological withdrawal.

Q: Coordination training trains the team in understanding and practicing each others skills so that they are prepared to step in and take another members place.

Q: Experiential programs are an example of presentation methods.

Q: High satisfaction always leads to high employee performance.

Q: Once established, an employees feelings about the job are static; they seldom change.

Q: Training programs use case studies to develop employees management skills.

Q: Affective commitment is a negative emotional state in which employees fail to exert effort and choose to leave the organization.

Q: For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

Q: Analysis of group relationships allows managers to predict which groups are more likely to exhibit the problem behaviors associated with dissatisfaction.

Q: Apprenticeship programs can only be sponsored by the government.

Q: Attending classes is a faster and more efficient method of learning new skills as compared to EPSSs.

Q: People with higher-level occupations tend to be less satisfied with their jobs than those with lower-level occupations.

Q: As workers grow older, they set their job expectations higher.

Q: The training technique most widely used in the workplace is behavior modeling.

Q: Presentation methods are preferred over hands-on training methods in helping trainees to handle interpersonal issues.

Q: The nature of a workers environment off the job does not influence his or her feelings on the job.

Q: Putting together a request for proposal is a quick process.

Q: Group morale is of least significance when describing overall group satisfaction.

Q: Effective training objectives include performance standards that are measurable.

Q: Job satisfaction is an affective attitudea feeling of relative like or dislike toward something.

Q: Social support refers to the ways the organizations people encourage training.

Q: The organizational costs associated with poor employee attitudes may severely reduce an organizations competitiveness.