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Human Resource
Q:
Motivation = Ability Performance Resources.
Q:
Windel Auto, an automobile manufacturer based in the United States, partners with a Japanese manufacturer, Telspar, to supply automobile parts. To ensure that its employees do not miscommunicate with its Japanese partner, Windel implements a training program to expose its employees to Japanese customs, language traits, and interpersonal traits. It secures the services of Andrea, a Japanese interpreter, to conduct the training program. Which of the following forms of training has Windel Auto used in this scenario?
A. Community service
B. Acculturation
C. Cultural immersion
D. Virtual reality
E. Adventure learning
Q:
Motivated employees generally have higher levels of performance.
Q:
Identify the type of diversity training provided by some organizations that involves sending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities.
A. Community service
B. Acculturation
C. Cultural immersion
D. Cultural health
E. Ethnology
Q:
Motivation is the internal process leading to behavior to satisfy needs.
Q:
Which of the following is the main objective of diversity training programs that focus on behavior?
A. To increase participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities
B. To teach employees to be effective at different tasks and roles
C. To send participants directly into communities where they interact with persons from different cultures, races, and nationalities
D. To change organizational policies and individual conduct that inhibit employees' personal growth and productivity
E. To make people aware of cultural differences and stereotypes
Q:
_____ is the process of eliminating, combining, and/or changing the work sequence to increase performance.
Q:
Identify the purpose of implementing diversity training programs that focus on attitudes.
A. To identify incidents that discourage 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 organization's hierarchy
E. To increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce
Q:
_____ is the process in which managers and their employees jointly set objectives for the employees, periodically evaluate the performance, and reward according to the results.
Q:
Organizations provide orientation to their new employees 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. a new employees does not perform 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:
The _____ state what is to be accomplished within a given period of time.
Q:
Level On, a firm that creates games for mobile devices and PCs, has a unique training program for all its new employees. The program lasts for five days and does not involve doing any work. During this period, the trainees are helped to settle in and understand the work culture at Level On. Among other things, the trainees learn about the company, its work culture, various department functions, their own job roles, and the roles of other employees. The form of training method used for new employees at Level On is known as _____.
A. orientation
B. benchmarking
C. sensitivity training
D. bumping
E. conditioning
Q:
Which of the following forms of training prepares employees to perform their jobs effectively, learn about the organization, and establish work relationships?
A. Orientation
B. Benchmarking
C. Sensitivity training
D. Bumping
E. Conditioning
Q:
_____ is also called negative reinforcement.
Q:
Stronx Consulting implements a training program for its employees. The pretest and posttest do not show any significant variation in the competency, skill, or knowledge of the employees. The management concludes that the training program was futile. Which of the following, if true, would weaken the management's conclusion?
A. The actual impact of the training can only be evaluated by comparing the performance of employees who underwent training and those who did not.
B. The posttest evaluated employees for similar levels of knowledge, skill, and competency as the pretest.
C. Posttests and pretests are very complex, and Stronx Consulting should have used a simpler form of evaluation.
D. The duration of the training was three months, which is comparatively short when compared to the duration of many other training programs.
E. The posttest was conducted immediately after the completion of the training program.
Q:
_____ refers to the value a person places on the outcome or reward.
Q:
The simplest approach to evaluating training is to:
A. use only a pretest.
B. calculate the return on investment.
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:
Hygienes are also called _____ because attempts to motivate come from outside the job itself.
Q:
Which of the following is the most accurate way to evaluate a training program?
A. Using only a pretest
B. Conducting pretests and then training only part of the employees
C. Conducting pretests and posttests on all trainees
D. Using only a posttest
E. Checking trainees' performance, knowledge, and attitudes only after training
Q:
The two-factor theory is Herzberg's classification of needs as _____ and motivators.
Q:
Information such as facts, techniques, and procedures that trainees can recall after 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:
The _____ theories focus on identifying people's needs in order to understand what motivates them.
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:
Performance = _____ Motivation Resources.
Q:
Which of the following includes on-the-job use of knowledge, skills, and behaviors learned in training?
A. Coordination training
B. Retraining
C. Cross-training
D. Action learning
E. Transfer of training
Q:
_____ is the internal process leading to behavior to satisfy needs.
Q:
The stage to prepare for evaluating a training program is:
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:
Identify a guideline that will help increase readability of training materials.
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:
What is management by objectives? Mention its three steps.
Q:
List the criteria for setting objectives.
Q:
Matt, the training coordinator at Joaquim Solutions, inspected the training material for a new training program and concluded that the material was not very readable. Which of the following most likely caused Matt to arrive at this conclusion?
A. The training material contained many checklists.
B. Most sentences in the training material were short and contained simple words.
C. The training material was devoid of technical jargon.
D. Many sentences in the reading material began with the word "the."
E. The training material was composed of too many long paragraphs.
Q:
List the four steps in the model for giving praise.
Q:
In the context of principles of learning, which of the following is defined as the difficulty level of written materials?
A. Virtual reality
B. Simulation
C. Modularity
D. Action learning
E. Readability
Q:
State the reinforcement theory and name the various types and schedules of reinforcements.
Q:
Thomas heads a waste management firm. Recently, his firm was under scrutiny from environmental organizations. To counter any possible negative claims by these organizations against his company, Thomas assigned five of his junior managers to study the issue and propose plans or initiatives that could make the company look more environmental friendly. He also instructed senior managers to mentor their subordinates as they devised new ideas. Which of the following form of team training was applied by Thomas?
A. Action learning
B. Adventure learning
C. Cross-training
D. Internship
E. Apprenticeship
Q:
Explain the expectancy theory.
Q:
Which of the following forms of group building gives teams or work groups an actual problem, have them work on solving it and commit to an action plan, and holds them accountable for carrying out the plan?
A. Virtual reality
B. Self-directed learning
C. Action learning
D. Business games
E. Simulations
Q:
_____ is a team training method that trains a team on how to share information and decisions to obtain the best team performance.
A. Behavior modeling
B. Experiential program
C. Diversity training
D. Coordination training
E. Simulation
Q:
Describe the characteristics of people with high needs for achievement, power, and affiliation.
Q:
Which of the following is an example of the cross-training method?
A. Olivia, a cashier, is being trained to stock shelves in case there is a shortage of employees.
B. Stan, along with his colleagues, participates in a 5K run sponsored by the company.
C. Kylie and five other managers analyze a business problem to suggest changes.
D. Patrick is reviewing videos of other employees exhibiting certain important behaviors related to the workplace.
E. Ira has team members visualize that they have to do to release a new product.
Q:
Explain Herzberg's two-factor theory.
Q:
Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place is referred to as:
A. coordination training.
B. experiential training.
C. behavior modeling.
D. cross-training.
E. action learning.
Q:
Explain the needs hierarchy theory.
Q:
Will you actually use Model 8.3 to motivate yourself?
Q:
Which of the following work settings is most likely to benefit from team training?
A. A technical support call center
B. A stock brokerage firm
C. A military brigade
D. A research laboratory
E. A group of school teachers
Q:
What are the advantages and disadvantages of an MBO program?
Q:
_____ is a training method that coordinates the performance of individuals who work together to achieve a common goal.
A. Simulation
B. Internship
C. Team training
D. Virtual reality
E. Apprenticeship
Q:
Some managers say that what gets measured gets done. Do you agree? What does this have to do with setting objectives?
Q:
Which of the following forms of experiential training is a teamwork and leadership training program that uses challenging, structured outdoor activities?
A. Behavior modeling
B. Coordination training
C. Adventure learning
D. Cross-training
E. Action learning
Q:
Does giving praise really motivate employees, or do they view it as a means of getting them to do more work?
Q:
Tom, the marketing director of an automobile manufacturing company, enrolled a new group of trainees in experiential programs based on the responses evoked during a training session. Which of the following responses by the trainees could have resulted in their enrollment in experiential programs?
A. The trainees expressed a desire to involve themselves in virtual realities that provided an interactive and three-dimensional learning experience.
B. The trainees expressed a desire to partake in training sessions that involved observing the behavior of others and practicing it themselves.
C. The trainees expressed a desire to create computer depictions of themselves, which could be manipulated onscreen to play roles as workers in various situations.
D. The trainees expressed a desire to evaluate themselves and see the impact of their decisions in a risk-free environment.
E. The trainees expressed a desire to be challenged and get out outside of their comfort zone but within limits that kept their motivation strong.
Q:
Some people say that reinforcement theory is a means of manipulating employees to do what the company wants them to do. Do you agree? Is the use of reinforcement theory ethical?
Q:
The difference between adventure learning and cross-training is that:
A. adventure learning is a team activity, while cross-training is an organization-wide activity.
B. adventure learning helps team members understand themselves and each other, while cross-training helps team members learn each other's job roles.
C. adventure learning focuses on improving job-related skills of employees, while cross-training is focused on a person's behavior.
D. adventure learning is easier but more expensive to conduct than cross-training.
E. adventure learning is a team program, while cross-training is an experiential program.
Q:
Herzberg says that pay is a hygiene factor, whereas others say it is a motivator. What do you say?
Q:
A(n) _____ is a training method in which participants learn concepts and then apply them by simulating the behaviors involved and analyzing the activity, connecting it with real-life situations.
A. apprenticeship
B. experiential program
C. internship
D. case study
E. audiovisual training program
Q:
Give examples of how all five of your needs in Maslow's hierarchy of needs have been or are being met.
Q:
Which of the following is an example of an experiential training method?
A. Jane, who is a cashier, is being trained to stock shelves in case there is a shortage of employees.
B. Jeffery and his colleagues take part in a rafting course sponsored by their company.
C. Erin and five other managers are tasked to study a business problem and present recommendations.
D. Hugh 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:
Some people have stated that the performance formula is oversimplified. Do you agree? Can it really be used to increase performance?
Q:
Behavior modeling is especially useful for improving:
A. technical skills.
B. interpersonal skills.
C. spatial skills.
D. clerical skills.
E. cognitive skills.
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:
What is your motivation theory? What are the major methods, techniques, and so on you plan to use on the job as a manager to increase motivation and performance?
Q:
Identify the correct statement regarding case studies.
A. Case studies stimulate learning by actively involving participants and the competitive nature of business.
B. Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case.
C. Trainees play a 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 motivation theory is the best? Explain why.
Q:
Which of the following is described as a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills?
A. Restrictive covenant
B. Electronic performance support system
C. Case study
D. Request for proposal
E. Avatar
Q:
Describe how to simplify a present or past job of yours. Does an elimination, combination, or change in sequence help simplify the job?
Q:
Which of the following 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:
Describe how to enrich a present or past job of yours.
Q:
What reinforcement type(s) and schedule(s) does/did your present/past supervisor use to motivate you? Explain each. How can you use reinforcement to motivate employees?
Q:
Using avatars for training purposes would be an example of _____.
A. benchmarking
B. action learning
C. simulation
D. adventure learning
E. orientation
Q:
Give an example of how equity theory has affected your motivation. How can you use equity theory to motivate employees?
Q:
Identify the statement that accurately describes 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 computer-based technology that provides access to skills training, information, and expert advice when a problem occurs on the job
Q:
Give an example of how expectancy theory has affected your motivation. How can you use expectancy theory to motivate employees?
Q:
Ionia Inc. uses simulations during training and as a method of evaluation, post training. When Christine does not pass the simulation at the end of her internship, she is not extended a job offer. Christine poses an argument that causes Ionia to reconsider her results and extend her a job offer. Which of the following was most likely the basis of Christine's argument?
A. The simulation contained elements that were unlike those found in a work environment.
B. Simulations are neither a reliable method of training nor a reliable method of evaluation.
C. No other intern failed the simulation; hence the simulation was rigged for her test.
D. The simulation was developed by an internal team of developers; hence subject to bias.
E. Christine did not face the same scenario in training simulations.
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:
Explain how your personal n-Ach, n-Pow, and n-Aff affect your motivation, behavior, and performance. How can you use manifest needs theory to motivate employees?
Q:
In Self-Assessment Exercise 8-1, did you select motivators or hygienes as being important to you? Explain.
Q:
Fernando is hired as a seasonal firefighter by the California Department of Forestry and Fire Protection. The training used to prepare Fernando for his firefighting job involves an online training module. In this game-like module, Fernando is virtually placed in a real-life scenario such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many lives as possible. This form of training is referred to as a(n) _____.
A. apprenticeship
B. cross-training
C. action learning
D. internship
E. simulation
Q:
Give an example of how you have gone through the motivation process. Identify the need, motive, behavior, and satisfaction or dissatisfaction.
Q:
Which of the following is the final step of the self-motivation model?
A. Set objectives
B. Reinforce results
C. Measure results
D. Develop plans
Q:
Which of the following training methods represents a real-life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job?
A. Apprenticeship
B. Cross-training
C. Action learning
D. Internship
E. Simulation