Q&A Hero

Q: Faulkner and White Company, a firm that builds enterprise resource planning products for customers, wants to implement training programs for its employees as an HR initiative. Senior management proposes the use of an instructional design process. Which of the following should ideally be Faulkner and White's next step? A. Task analysis B. Organization analysis C. Person analysis D. Competitor analysis E. Market analysis

Q: _____ power is based on the user's personal power; a person using this power base relies on personality and the relationship to gain compliance. A. Referent B. Connection C. Legitimate D. Coercive

Q: Most day-to-day business interactions are based on _____ power. A. coercive B. connection C. referent D. legitimate

Q: Which of the following best describes needs assessment? 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 company's training program. E. It is the process to determine employees' characteristics to ensure their readiness for training.

Q: Brown Industries, a consumer electronics manufacturer, has six-week on-the-job training programs for employees who move laterally between departments. The aim of the training programs is to educate employees about their new job roles and departments. Brown Industries uses instructional design programs aided by a learning management system to train its employees. Which of the following accurately describes the learning management system utilized at the company? A. Performa, an application used by the HR department to evaluate job performance B. Recruit Plus, an application used by the HR department to administer tests to candidates attending interviews at Max and Brown C. Crimson, an application that automates the process of administering and delivering training to Max and Brown's employees D. K-Rating, a metric used to evaluate the effectiveness of training programs E. E-Valuate, a psychometric assessment that evaluates the readiness of employees to learn new skills

Q: Which of the following bases of power would be most appropriate for asking people to do something that is within the scope of their jobs? A. Connection B. Reward C. Legitimate D. Coercive

Q: "Mr. Hyde has assigned the Berkshire project to my team." Which of the following power bases has Mr. Hyde used in this situation? A. Coercive power B. Connection power C. Reward power D. Legitimate power

Q: Which of the following best describes 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: "Julia has performed very well this month and her work is constantly improving." Which of the following power bases would be most appropriate in this situation? A. Reward B. Connection C. Referent D. Coercive

Q: The HR department at Trevor Communications oversees the recruitment and training of employees at the firm. As the firm grows and recruits more employees, overseeing individual training programs has been come too much for HR staff to handle. Which of the following applications should the HR department use to help with employee training? A. A customer relationship management system B. A management information system C. A learning management system D. A decision support system E. An executive decision-making system

Q: "Hanna always makes the same mistake despite several warnings." Which of the following power bases would be most appropriate to use in this situation? A. Expert B. Connection C. Referent D. Coercive

Q: Which step of the instructional design process is an organization in control of the least? A. Assessing needs for training B. Ensuring readiness for training C. Planning a training program D. Implementing a training program E. Evaluating the results of training

Q: Kyle, an employee at Hercules Corp., has shown great determination and strength under extremely challenging circumstances. His manager decides to send him and his family on a vacation on company expense to keep him going. Which of the following is being used by Kyle's manager as a way to influence Kyle? A. Coercive power B. Connection power C. Reward power D. Legitimate power

Q: KYG Instruments, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by KYG. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to: A. ensure that sales representatives do not feel undervalued. B. identify that the sales representatives need technical training. C. identify senior product engineers to train the sales representatives. D. chart the methods that should be used to train the sales representatives. E. announce the objectives of the training program.

Q: _____ refers to a process of systematically developing training to meet specified needs. A. Role-play B. Recruitment C. Simulation D. Instructional design E. Organization analysis

Q: "Kenneth has joined a club where he hopes to get acquainted with many top executives from various companies." Which of the following bases of power is Kenneth trying to improve? A. Coercive power B. Connection power C. Reward power D. Legitimate power

Q: Which of the following consists of an organization's planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors? A. Attrition B. Benchmarking C. Training D. Compensation E. Recruitment

Q: "One of the employees has reported to work drunk." Which of the following bases of power is most appropriate for the manager to use in this situation? A. Coercive power B. Connection power C. Reward power D. Legitimate power

Q: _____ power is based on the user's ability to influence others with something of value to them. A. Connection B. Reward C. Referent D. Coercive

Q: The process of sending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities is known as cultural immersion.

Q: _____ power is based on the user's relationship with influential people. A. Connection B. Referent C. Legitimate D. Coercive

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

Q: The use of _____ power is appropriate when trying to maintain discipline or enforce rules. A. reward B. connection C. referent D. coercive

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

Q: The use of _____ involves threats and/or punishment to influence compliance. A. connection power B. referent power C. coercive power D. legitimate power

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

Q: _____ is a person's ability to influence others to do something they would not otherwise do. A. Politics B. Power C. Distinction D. Acumen

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

Q: "Brandon works out at the gym with his boss and takes on the same interests as those in power." Which of the following types of politics does the statement represent? A. Administrative B. Ethical C. Comparative D. Unethical

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

Q: Which of the following helps employees know the difference between ethical and unethical behavior in an organization? A. Codes of conduct B. Value added services C. Moral police D. Citizen's charter

Q: Although the same human relations skills apply to both employees and customers, dealing with customers is different than dealing with employees.

Q: Presentations today commonly use PowerPoint or Mac Keynote slides and are carried out by simply reading the slides to them.

Q: In coordination training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place.

Q: Being the first one to bring up salary and benefits is job interview etiquette.

Q: An experiential program is an example of a presentation method.

Q: An open-door policy is working from off the business premises, usually at home and on the road.

Q: Hoteling is the sharing of workspace and equipment.

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

Q: Introducing people using proper etiquette includes presenting the lower-ranking person to the higher-ranking person, stating the higher-ranking person's name first.

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

Q: When one first meets people, one should address them by their first names.

Q: Attending classes is a faster and more efficient method of learning new skills as compared to electronic performance support systems (EPSSs).

Q: Horizontal politics are your relations with your managers and with other senior members of the organization.

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

Q: The open-door policy is the practice of sharing workspace and equipment.

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

Q: The relationship between a manager and an employee cannot be one of real friendship.

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

Q: Reciprocity is primarily used to achieve a specific objective, whereas coalitions are developed for achieving ongoing objectives.

Q: Reciprocity involves creating obligations and debts, developing alliances, and using them to accomplish objectives.

Q: Social support refers to the ways an organization's people encourage training.

Q: With the personal appeal tactic of influencing, you are friendly and give praise to get the person in a good mood before making your request.

Q: Readiness for training is a combination of employee characteristics and positive work environment that permit training.

Q: Staying away from routine tasks in favor of more complex, hard-to-evaluate tasks is a way of increasing expert power.

Q: Task analysis determines whether employees are ready to undergo training.

Q: Expert power is essential to people who have to work with people from other departments and organizations.

Q: According to the person analysis method, performance feedback is the only variable that can be affected by training.

Q: A person using connection power relies on personality and the relationship to gain compliance.

Q: Referent power is based on the user's ability to influence others with something of value to them.

Q: The last step in the instructional design process involves choosing a training method.

Q: It is advisable to maximize the use of coercive power because it increases productivity.

Q: Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees.

Q: One does not have to take power away from others to increase one's power base.

Q: Discuss the different approaches to diversity training.

Q: Power is a person's ability to influence others to do something they would not otherwise do.

Q: Extinction is used to provide an undesirable consequence for undesirable behavior.

Q: Explain the different approaches of evaluating training.

Q: The equity theory is primarily Adams's motivation theory, which is based on the comparison of perceived inputs and outputs.

Q: The expectancy theory, which is Vroom's formula, states that Performance = Expectancy Valence.

Q: Define apprenticeship. Explain the merits of apprenticeship.

Q: The needs hierarchy theory of motivation is primarily McClelland's classification of needs as achievement, power, and affiliation.

Q: In the context of training, what is e-learning?

Q: To motivate, Herzberg says that you must first ensure that hygiene factors are adequate.

Q: Clayton Alderfer reorganized Maslow's needs hierarchy into three levels of needs: existence, relatedness, and growth.

Q: According to the needs hierarchy theory, self-actualization is the most powerful need.

Q: One of the assumptions of the needs hierarchy theory is that people will be motivated to satisfy a higher-level need and a lower-level need simultaneously.

Q: One of the assumptions of the needs hierarchy theory is that people's needs are arranged in order of importance, going from basic needs to more complex needs.

Q: The manifest needs theory is Maslow's theory of motivation, which is based on five needs.

Q: Trainees are likely to respond more positively to which of the following approaches of diversity training? A. Increasing participants' awareness of cultural and ethnic differences, as well as differences in personal and physical characteristics, such as disabilities B. Teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that arise when different people try to work together C. A program that sends participants directly into communities where they interact with persons from different cultures, races, and nationalities D. A program that clearly demonstrates that it values diversity and minorities over the average white male employee E. Making people aware of cultural differences and their stereotypes about those differences to avoid letting stereotypes influence their interactions with people