Q&A Hero

Q: Technology hampers efforts at orienting employees.

Q: Overcoming resistance is perhaps the hardest part of leading a change.

Q: In a controlled experiment, the researchers totally influence what is going to happen.

Q: Managerial development is a special approach to organizational change in which the employees themselves formulate the change that is required and implement it.

Q: Lewin's change process consists of unfreezing, moving, and refreezing.

Q: Estimates are that only about 20% of what employees learn on the job is learned through informal means while the rest is learned through formal training programs.

Q: A disadvantage of on-the-job training is its expense.

Q: Performance analysis is a detailed study of a job to determine what specific skills the job requires.

Q: The main task in analyzing current employees' training needs is to determine what the job entails, break the job down into subtasks, and then teach each subtask to the employee.

Q: Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs.

Q: About _____ percent of firms collecting end-of-class evaluation data use paper-and-pencil surveys. A) 90 B) 80 C) 60 D) 50

Q: ________ focus on whether training had an effect on the organization's objectives. A) Reaction B) Learning C) Behavior D) Results

Q: ________ focuses on whether on the job actions have changed. A) Reaction B) Learning C) Behavior D) Results

Q: ________ tests the trainees to determine whether they learned principles, skills, and facts. A) Reaction B) Learning C) Behavior D) Results

Q: ________ evaluates trainees as to whether they thought the training was worthwhile. A) Reaction B) Learning C) Behavior D) Results

Q: All of the following are training outcomes categories that can be measured except: A) reaction. B) learning. C) results. D) likability.

Q: Which of the following is not measured to evaluate a training program? A) organizational productivity B) participants' reactions to the program C) what trainees learned from the program D) results achieved

Q: Which of the following is not one of Lewin's processes for overcoming resistance? A) unfreezing B) refreezing C) moving D) disjointing

Q: According to Kurt Lewin, in order for a change to occur, which stage must first take place? A) unfreezing B) moving C) refreezing D) shifting

Q: The basic aim of ________ is to increase the participant's insight into his or her own behavior and the behavior of others by encouraging an open expression of feelings in a trainer-guided group. A) sensitivity training B) action research C) group therapy D) coaching

Q: ________ is a special approach to organizational change in which the employees diagnose and formulate the change that's required and implement it. A) Managerial development B) Action research C) Succession planning D) Organizational development

Q: In ________, trainees learn by making realistic decisions in simulated situations. A) improvisation B) management games C) case studies D) action learning

Q: In a case study training exercise, the discussion should involve ________. A) the discussion leader subtly guiding the trainees B) an analysis of the case C) the trainees presenting their conclusions D) All of the above.

Q: ________ is a training technique by which management trainees are allowed to work full time analyzing and solving problems in other departments. A) Action learning B) Off the job training C) Assessment centers D) None of the above.

Q: An outside consultant who questions an executive's boss, peers, subordinates, and family in order to determine weaknesses and strengths is a(n) ________. A) executive coach B) full time coach C) a personality modifier D) None of the above.

Q: Gathering data about the organization and its operations and attitudes, with an eye toward solving a particular problem is ________ research. A) action B) progressive C) proactive D) team-building

Q: Which of the following is nota motivational guideline? A) make the learning meaningful B) make skills transfer easy C) reinforce the learning D) All of the above.

Q: Which on-the-job training method is used for managerial positions? A) job rotation B) coaching C) outside seminars D) All of the above.

Q: Which of the following is meant to counteract potential problems associated with a diverse workforce? A) improve interpersonal skills B) improving math skills C) understanding/valuing cultural differences D) All of the above.

Q: The ________ process includes improving the firm's future performance and make sense in terms of the firm's strategy and goals. A) management development B) management skills inventory C) action planning D) performance support

Q: ________ is the inability to handle basic reading, writing, and arithmetic. A) Functional illiteracy B) Illiteracy C) Handicapped literacy D) Redundant literacy

Q: Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called ________. A) diversity training B) on-the-job training C) performance improvement programs D) management development E) coaching

Q: Delivering learning content on demand via electronic devices when needed is termed ________ learning. A) mobile B) cell-based C) demand driven D) All of the above.

Q: ________ is a section of an employer's Web site that offers employees online access to many or all of the training courses employees need to succeed at their jobs. A) Videospace B) A learning portal C) A training portal D) None of the above.

Q: ________ allows trainees to use a computer-based system to increase their knowledge and skills interactively. A) Computer-based training B) Point-to-point training C) Videoconferencing D) Telelearning

Q: ________ allows people in one location to communicate live with people in another location. A) Videoconferencing B) Televising C) Internet D) Internet televising

Q: Which of the following is not a step in behavioral modeling? A) modeling B) role playing C) social reinforcement D) All of the above.

Q: Bobby demonstrates the correct way to do a job. He is using which training technique? A) behavior modeling B) demonstrational prowess C) instruction by example D) None of the above.

Q: Pilots train on flight simulators for safety, learning efficiency, and cost savings. This is an example of ________. A) apprenticeship training B) on-the-job training C) simulated training D) programmed learning

Q: ________ training is a method in which trainees learn on actual or simulated equipment but are trained away from the job. A) Vestibule B) Apprenticeship C) Cubicle D) Job instruction

Q: Another term for vestibule training is ________ training. A) apprenticeship B) computer-based C) cubicle D) simulated

Q: Which of the following goals is the focus of diversity training? A) to create cross-cultural sensitivity B) to foster harmonious working relationships C) to improve interpersonal skills D) All of the above.

Q: Which form of on-the-job training usually involves having a learner study under the tutelage of a master craftsperson? A) job instruction training B) understudy training C) programmed learning D) apprenticeship training

Q: What percentage of learning on the job comes from informal learning? A) 80 B) 75 C) 90 D) 45

Q: A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________. A) job instruction training B) understudy training C) programmed learning D) apprenticeship training

Q: Jack hopes to be promoted to head of his department next year. In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an example of the ________ form of training. A) job rotation B) job instruction C) coaching D) informal learning

Q: Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training. A) job rotation B) understudy C) coaching D) special assignments

Q: In the ________ method, a manager is presented with a written description of an organizational problem to diagnose and solve. A) case study B) diagnose and learn C) action learning D) job rotation

Q: ________ is a form of management training in which trainees to learn by making realistic decisions in simulated situations A) Developmental solutions B) Improvisation C) Spontaneity D) Quick time

Q: All of the following about teamwork or team training is true except: A) teamwork always comes naturally. B) team training may be used to support a new organization. C) team training focuses on technical, interpersonal, and team management issues. D) All of the above.

Q: On-the-job training can be accomplished through the use of all of the following techniques except: A) coaching. B) programmed learning. C) understudy. D) job rotation.

Q: Which of the following training methods is the most familiar? A) on-the-job training B) apprenticeship training C) informal learning D) lectures

Q: ________ means having a person learn a job by actually doing it. A) Practice B) On-the-job training C) Social learning D) Modeling

Q: Performance analysis means: A) verifying that there is a performance deficiency. B) determining whether a deficiency should be rectified through training or some other means. C) conducting a detailed study of the job to determine what specific skills are required. D) Only A and B.

Q: All of the following are sources of identifying training needs except: A) skills gapping. B) assessment centers. C) tests of things like job knowledge, skills, and attendance. D) All of the above.

Q: Which of the following is not a source of identifying performance deficiencies? A) supervisor, peer, self-, and 360-degree performance reviews B) observation by supervisors or other specialists C) individual employee daily diaries D) All of the above.

Q: The process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means is called ________. A) needs analysis B) task analysis C) performance analysis D) development planning

Q: ________ is a detailed study of the job to determine what specific skills the job requires. A) Needs analysis B) Task analysis C) Performance analysis D) Training strategy

Q: James is currently identifying the specific job performance skills needed, analyzing the skills of prospective trainees, and developing knowledge and performance objectives based on the deficiencies he finds. James is working on the ________ step in the training and development process. A) first B) second C) third D) fifth

Q: Which of the following characterizes training today? A) training is increasingly more strategic B) training is more prevalent in the higher levels of an organization C) training is developing a great reputation for getting results D) training is being evaluated extensively

Q: What is the final step in the training process? A) evaluate the program's successes or failures B) present the program to a small test audience C) conduct a needs analysis D) train the targeted group of employees

Q: The fourth step in the training process is to ________. A) assess the program's successes or failures B) present the program to a small test audience C) conduct a needs analysis D) implement the program or course

Q: The third step in the training process is to ________. A) develop the program or course B) design the program content C) conduct a needs analysis D) train the targeted group of employees

Q: What is the second step in the training process? A) assess the program's successes or failures B) present the program to a small test audience C) design the training program D) conduct a needs analysis

Q: The first step in creating a training program is to ________. A) assess the program's successes or failures B) design the program content C) analyze employees' training needs D) train the targeted group of employees

Q: The methods used to give new or present employees the skills they need to perform their jobs are called ________. A) orientation B) training C) development D) appraisal

Q: A successful orientation should achieve which of the following? A) The new employee should feel welcome. B) The new employee should understand the organization in a broad sense. C) The new employee should have clear understanding of what is expected. D) The new employee should begin the process of socialization.

Q: ________ is the continuing process of instilling in all employees the attitudes, standards, and values that the organization expects. A) Socialization B) Training C) Development D) Orientation

Q: Orientation typically includes information on ________. A) employee benefits B) daily routine C) safety measures D) All of the above.

Q: Who performs the initial orientation? A) an HR specialist B) the supervisor C) Neither A nor B D) Both A and B

Q: To improve the orientation process some firms provide their incoming managers with ________. A) preloaded personal digital assistants B) disks containing discussions of corporate culture C) a free breakfast D) A and B only

Q: Employee ________ provides new employees with the basic background information required to perform their jobs satisfactorily. A) recruitment B) selection C) orientation D) development

Q: List five main managerial development techniques.

Q: Changing employee attitudes, skills, and behaviors can be difficult. Explain how Lewin's Change Process proposes how change should be implemented.

Q: There are several types of on-the-job training. Identify and describe three types. Which one is used most often? Why?

Q: Trainers often try to solve employee performance deficiencies with training, but some deficiencies can't be overcome with training. What other causes might exist for performance deficiency from an employee?

Q: There are several sources of information an employer can use to identify a current employee's training needs. List five of these sources of information.

Q: What four things should a successful orientation program accomplish?

Q: The four categories of training outcomes are reactions, learning, behavior, and results.

Q: When a training program is evaluated by measuring the outcomes of a group who receives the training and another group that receives no training, it is called a time-series design.