Q&A Hero

Q: The supervisor at a local grocery store schedules individual monthly meetings with her four employees to let them know how they are doing in their respective areas. The supervisor is using a technique known as: a. social learning b. modeling c. feedback d. goal setting

Q: Three meta-analyses indicate that allowing an employee to participate in goal setting willresult in: a. an increase in performance b. a decrease in performance c. no effect on performance d. decreased job satisfaction

Q: Fred's parents tell him to try his best in college. Fred's first semester GPA is 1.8 and his parents are mad. What was wrong with the goal set for Fred? a. It was not specific b. It was not general enough c. It was too high d. Fred did not help set the goal

Q: Making goals _______ would not increase their effectiveness. a. specific b. general c. high but attainable d. concrete

Q: According to two-factor theory, ____ is an example of a hygiene factor. a. growth b. control c. responsibility d. pay

Q: Which need theory has three levels of needs and allows individuals to skip levels? a. Maslow's theory b. ERG theory c. Two-factor Theory d. McClelland's needs theory

Q: In general, research on Maslow's theory: a. has been very supportive b. has shown that there should be six levels c. has shown that people skip levels d. indicates the theory does not make intuitive sense

Q: ______ theory states that individuals have five major types of hierarchical needs is: a. Maslow's b. McClelland's c. FIRO d. ERG

Q: What are the five criteria used to evaluate training success?

Q: What three factors affect the effectiveness of incentives?

Q: For modeling to be effective, the observer must:

Q: What are the three learning principles used in programmed instruction?

Q: What are five training methods that involve sample job performance?

Q: What are five methods of person analysis?

Q: What are the three major methods for determining training needs?

Q: There is a _____ correlation between how well employees liked a training program and how much they learned. a. small (r = .02) b. moderate (r = .40) c. large (r = .80) d. almost perfect (r = .94)

Q: Giving employees a 100-item test after they complete a training program is an example of which of the following training evaluation criteria? a. Content validity b. Employee learning c. Application of training d. Employee reactions

Q: Having trainees evaluate how much they learned from and enjoyed a training program taps which of the following criteria? a. Employee reactions b. Content validity c. Employee learning d. Application of training

Q: A Solomon Four Groups Design attempts to do all of the following except: a. control for the effects of outside factors b. control for the effects of pretesting c. control for the effects related to time d. be more practical than other designs

Q: Including a(n) ____ in the research design allows a researcher to look more closely at the effects of ______. a. control group / outside factors b. experimental group / outside factors c. control group / training program d. experimental group / training program

Q: Nagy Enterprises had a 32% increase in sales after sending its employees to the Reilly School of Sales. However, without the use of a control group, it is difficult to determine if: a. the money was spent wisely b. the 32% increase was actually due to the training c. the increase was due to outside factors d. the trainees actually learned anything

Q: Supervisors who set goals, provide feedback, and encourage employees to use their training are trying to motivate employees to: a. come to training b. perform better in training c. pay attention during training d. transfer what is learned in training to the job

Q: Which of the following will NOT contribute to effective transfer of training? a. Overlearning b. Feedback c. Incentives d. Massed practice

Q: Practicing a task even after it has been successfully learned refers to: a. transfer of training b. massed practice c. overlearning d. distributed practice

Q: An organization requires its managers to "get away" for a few days and participate in a training program designed to increase their effectiveness as managers. Following the training program, managers often feel the training program was worthwhile; however, it is not uncommon for these managers to return to their operations and perform their old habits while ignoring the recently presented principles. This scenario is related to the issue of: a. transfer of training b. massed practice c. distributed practice d. feedback

Q: Overlearning: a. increases stress in training b. decreases trainee performance c. increases retention of material d. increases retention of material

Q: Overlearning helps increase: a. role applicability b. job satisfaction c. transfer of training d. boredom

Q: Feedback works best when it is given in _____ amounts and ______ feedback is provided. a. small / only positive b. moderate / only negative c. large / positive d. small / both positive and negative

Q: Employees who are paid for learning specialized skills are participants in a ____ skill plan. a. depth b. vertical c. basic d. horizontal

Q: Skill-based pay is primarily a(n) _______ method. a. goal setting b. incentive c. feedback d. modeling

Q: Discussing an employees' strengths and weaknesses on the job is characteristic of _______ to training. a. a performance appraisal approach b. a coaching approach c. a role playing approach d. none of these approaches

Q: A training program that has experienced workers temporarily assigned to the training department is called a(n) _______. a. pass-through programs b. apprenticeship programs c. job enlargement programs d. none of these is correct

Q: To reduce the loss of productivity associated with coaching, some organizations such as Pitney-Bowes have ______. a. decided not to use coaching b. adopted pass-through programs c. adopted total quality management d. adopted mentoring as a training method

Q: Though coaching has many strong points as a training method, it is not without its problems. Which of the following is a problem associated with using coaching as a training method? a. Coaching reduces the expert's productivity b. Good workers are not always good trainers c. Neither of the two are problems d. Both are problems

Q: Which training technique assigns a new employee with an experienced employee who is told to "show the kid the ropes?" a. Apprenticeship training b. Job rotation c. Coaching d. Person analysis

Q: Though ______ are/is a valuable method of training, it has been said that unions often use them to restrict entry into their trades. a. role plays b. behavioral modeling c. job rotation d. apprenticeships

Q: Which training method allows trainees to experience working in many or all of the jobs in an organization, allows for greater flexibility in replacing absent workers, and helps improve job satisfaction? a. Role playing b. Behavior modeling c. Job rotation d. Apprentice training

Q: Which of the following is NOT an advantage of job rotation? a. Allows for lateral transfer b. Allows for greater staffing flexibility c. Can increase job satisfaction d. Expands employees' levels of responsibility

Q: It is important to limit the number of behaviors being modeled so the employee can: a. pay attention b. retain the information c. reproduce the behavior d. model the behavior for others

Q: For an employee to model another's behavior, employees must: a. pay attention b. be able to retain the information c. be able to reproduce the behavior d. all three of these are required

Q: Modeling is a very useful training method. Which of the following is NOT a characteristic of someone we would model? a. Similarity b. Success c. Status d. Personality

Q: Programmed instruction is effective because it takes advantage of several important learning principles. Which of the following is NOT one of the learning principles? a. Learning is self-paced b. Trainees are actively involved in learning c. Information is presented in small units d. Information is presented in large units

Q: Which of the following is most true about the use of humor during training presentations? a. It should always be used b. As a trainer, don"t pick on yourself c. The humor should serve a purpose d. All three are true

Q: Which of the following is NOT a consideration in selecting an icebreaker for a training program? a. Goal of the icebreaker b. Length of the training session c. Nature of the audience d. All three should be considered

Q: During a training session, breaks should be given approximately every: a. 30 minutes b. 60 minutes c. 2 hours d. 4 hours

Q: Employees who perform well in training are generally: a. bright b. motivated c. goal oriented d. all of the above

Q: Waiting until the night before a test to read the chapters and review your notes may be referred to as: a. overlearning b. massed practice c. distributed practice d. social learning

Q: An advantage of holding a training session off-site is: a. the location can serve as a reward b. a reduction in training expenses c. that it is easier to organize the training d. all of the above are advantages

Q: If an organization provided the same training program twice a week, it would make sense for the training to be conducted by: a. a consultant b. an external trainer c. an internal trainer d. a large training company

Q: An organization that provides food during training and allows the employees to choose the training topics, is trying to motivate employees to: a. come to training b. perform better in training c. pay attention during training d. transfer what is learned in training to the job

Q: Which of the following training methods requires trainees to discuss appropriate and inappropriate employee behaviors, watch the appropriate behavior being performed and role play the appropriate behavior? a. Job rotation b. Apprentice training c. Behavior modeling d. Role playing

Q: Which of the following training methods is best for learning interpersonal skills? a. Role play b. Critical incidents c. Case study d. Modeling

Q: Whatever the method used, a simulation exercise can only be effective if it _______. a. simulates actual job conditions b. produces job related behaviors c. is designed by a trained professional d. has a high level of face validity

Q: For two days prior to "opening," employees in a Food and Beverage Department actually take orders, prepare food, serve meals, and compute check totals for other employees posing as tourists. These exercises allow the staff members to work in an environment that closely resembles the actual work environment. These exercises are referred to as: a. apprentice training b. simulations c. behavior modeling d. role playing

Q: _______ exercises allow the trainee to work with equipment and in an environment like that found in the actual job. a. Case study b. Simulation c. Programmed instruction d. Critical incident

Q: According to your text, _______ are a good training method for teaching analysis and synthesis skills. a. critical incidents b. case studies c. computer assisted instruction d. programmed instruction

Q: Lectures, use of videos, discussions, and question and answer periods are activities which belong to which of the following training methods? a. classroom training b. distance learning c. computer-assisted instruction d. on-the-job training

Q: With the critical incident methods of needs assessment, job dimensions with ______ should be targeted for future training. a. many good incidents b. many bad incidents c. few good incidents d. few bad incidents

Q: The type of person analysis that yields in-depth answers about training needs and more clearly reveals employee feelings and attitudes is the ________. a. survey b. skill and knowledge test c. performance appraisal score d. interview

Q: Which of the following types of person analysis methods eliminates the problems of performance rating errors and is based on the premise that employees know best their own strengths and weaknesses? a. Performance appraisal scores b. Surveys c. Skill tests d. Knowledge tests

Q: Using _______ are perhaps the easiest method of person analysis. a. performance appraisal scores b. surveys c. interviews d. skill and knowledge tests

Q: Which training needs assessment technique is concerned with an individual employee's training needs? a. Organizational analysis b. Job analysis c. Person analysis d. Operations analysis

Q: An organization decides to send cashiers who have a high incidence of shortages on the job to a retraining program in order to correct this problem. This practice demonstrates which type of needs analysis? a. Organizational analysis b. Person analysis c. Choice analysis d. Job analysis

Q: A task analysis conducted as part of a training needs assessment is made easier if: a. a person analysis is conducted first b. job descriptions are available c. training has previously been conducted d. training has previously been conducted

Q: According to your text, if the results of the organizational analysis indicate that a positive climate for training exists, the next step is to conduct a ____analysis. a. climate b. demographic c. task d. person

Q: Which of the following types of needs analysis has the purpose of determining factors that either facilitate or inhibit training effectiveness? a. Organizational b. Demographic c. Task d. Person

Q: Your text outlines three types of needs analysis. Which of the following is NOT referred to by your text as a needs analysis? a. Organizational b. Demographic c. Task d. Person

Q: Conducting a _______ analysis is the first step in developing an employee training system. a. organizational b. demographic c. task d. needs

Q: On average, organizations annually spend about _____ per employee on training. a. $200 b. $1,100 c. $5,600 d. $5,600

Q: _______ is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance. a. Training b. Motivation c. Job analysis d. Stress management

Q: If an employee is to be terminated for violation of a company rule, what are the five things the courts will consider?

Q: In a non-employment-at-will state, what are the three legal reasons for terminating an employee?

Q: What are the three main distribution errors in performance ratings?

Q: What are the common errors that occur with performance ratings?

Q: In recalling employee performance, what do we typically remember?

Q: What are three employee comparison methods?

Q: What are four behavior-focused appraisal systems?

Q: If an employee is to be terminated, when is the best time to inform the employee? a. Monday afternoon b. Friday morning c. Friday afternoon d. The day doesn't really matter

Q: A performance appraisal instrument would be most useful in terminating an employee due to: a. a violation of company rules b. a layoff c. an inability to perform d. employment-at-will

Q: Progressive discipline is especially important if a ______ employee violates a company rule. a. senior b. new c. private sector d. poor performing