Deck 8: Workplace Training

Question 1

Feedback affects individual,but not group performance.

Answer 1

False

Question 2

Behavior modeling tends to increase when the model is rewarded for behavior and when the rewards are things the model would like to have.

Answer 2

False

Question 3

Organizations sometimes place too much emphasis on the techniques and methods of training and not enough on first defining what the employee should learn in relation to desired job behaviors.

Answer 3

True

Question 4

Transfer of training refers to the extent to which competencies learned in training can be applied on the job.

Question 5

If team members have opposite or conflicting goals,the efficiency of the total unit is likely to be energized.

Question 6

Retraining current workers for new jobs is more cost effective than firing them and hiring new ones.

Question 7

Goal theory is founded on the premise that an individual's conscious goals or intentions regulate her or his behavior.

Question 8

At the level of the organization,training is a key enabler of e-commerce.

Question 9

Member companies of a PET contribute time,money,and expertise to designing training,and they also contribute employees to teach courses.

Question 10

The most effective way to raise a trainee's motivation is by providing an interesting training environment.

Question 11

If training is ill-conceived,poorly planned,or inadequately executed,then it is likely to be ineffective and a waste of precious resources.

Question 12

Organizations that provide online training have a distinct advantage when competing for talented employees.

Question 13

To maximize trainee's identification with a model,the model should be similar to the trainee in gender and race,and ideally older.

Question 14

During the early stages of learning,the trainer should be available to oversee the trainee's practice directly.

Question 15

Hypothesis testing has demonstrated repeatedly that training has an overall positive effect on job-related behaviors or performance.

Question 16

To be most effective,skill learning should include four essential ingredients:
(1)planning, (2)implementation, (3)monitoring,and (4)feedback.

Question 17

Training consists of planned programs designed to improve performance at the individual,group,and/or organizational levels.

Question 18

Evidence indicates that for the same amount of practice,learning is better when practice is repetitive rather than massed.

Question 19

It is easier to learn and remember factual material when it is meaningful to the trainee.

Question 20

Fewer than half of all organizations even try to measure the value of training,and fewer still calculate the return in monetary terms.

Question 21

Major challenges that companies and institutions face with regard to training include which of the following

A)hyper-competition
B)a power shift to the consumer
C)collaboration across organizational and geographic boundaries
D)All of the above

Question 22

One of the characteristics of the most effective training practices is:

A)training starts at the bottom of the organization.
B)training is part of the corporate culture.
C)training is evaluated by checking participant reactions.
D)little time is spent assessing training needs.

Question 23

Increasing an individual's employability outside the company simultaneously increases his/her job security and desire to stay with the current employer is known as the:

A)training paradox.
B)Pygmalion effect.
C)distributed practice.
D)massed practice.

Question 24

To evaluate training,you must systematically document the outcomes of the training in terms of how trainees actually behave back on their jobs and the relevance of that behavior to the objectives of the organization.

Question 25

To improve orientation,you need candid,comprehensive feedback from everyone involved in the program.

Question 26

The level of training needs analysis that focuses on identifying whether training supports the company's strategic direction is called _____ analysis.

A)individual
B)environmental
C)operations
D)organization

Question 27

Individual skills are a necessary,but not a sufficient,condition for effective team performance.

Question 28

Managers of effective work groups tend to monitor the performance of their team members regularly,and they provide frequent feedback to them.

Question 29

The presentation of text,graphics,video,audio,or animation in digitized form for the purpose of building job-relevant knowledge and skill is:

A)TDI.
B)PET.
C)IDP.
D)FPO.

Question 30

To choose the training method that best fits a given situation,first define carefully the resources you have available.

Question 31

What is the purpose of the assessment phase of training?

A)To design the environment in which to achieve the objectives of the training program.
B)To define what it is the employee should learn in relation to desired job behaviors.
C)To choose methods and techniques carefully and deliver them systematically.
D)To establish indicators of success training,as well as on the job.

Question 32

At the _______ level,we may choose to examine issues such as what types of training yield positive outcomes for organizations and trainees (i.e.what works).

A)resource level
B)structure level
C)macro level
D)micro level

Question 33

Orientation is often just a superficial indoctrination into company philosophy,policies,and rules;sometimes it includes the presentation of an employee handbook and a quick tour of the office or plant.

Question 34

The post-training appraisal of performance should not be done sooner than one year following the training so that the trainees have an opportunity to put into practice what they have learned.

Question 35

The three phases of the training process include all of the following EXCEPT:

A)evaluation phase.
B)assessment phase.
C)generalization phase.
D)training and development phase.

Question 36

_____ are behaviors acquired through informal learning that are useful for effective performance.

A)Tacit skills
B)Technical skills
C)Interpersonal skills
D)Analytical skills

Question 37

Trainees learn more when simulation games convey course material actively rather than passively.

Question 38

The careful matching of company and employee expectations during the first year can result in positive job attitudes and high standards,which then can be reinforced in new and more demanding jobs.

Question 39

The time and money expended for training will increase in the future for all of the following reasons EXCEPT:

A)undereducated youth will be needed for entry-level jobs.
B)a power shift away from the customer
C)transfer of mission-critical knowledge to those who remain will become a top priority.
D)underutilized minorities will be entering the workforce.

Question 40

The worst mistake a company can make is to layoff the new employee after orientation.

Question 41

Which theory is founded on the premise that an individual's intentions regulate his/her behavior?

A)Attribution theory
B)Grounded theory
C)Correspondent inference theory
D)Goal theory

Question 42

When skill learning is compared to learning facts,they contain all of the following same ingredients EXCEPT:

A)goal setting.
B)behavior modeling.
C)practice.
D)feedback.

Question 43

_____ focuses on teamwork skills that facilitate information exchange,cooperation,and coordination of job-related behaviors.

A)Cross-training
B)Team-coordination training
C)Demographic analysis
D)Guided team self-correction

Question 44

Which of the following is an example of the simulation method of training?

A)Job rotation
B)Orientation
C)Correspondence courses
D)In-basket

Question 45

The phenomenon of the self-fulfilling prophecy is known as the _____ effect.

A)butterfly
B)Hawthorne
C)Pygmalion
D)goal-setting

Question 46

Which of the following is an example of an on-the-job training method?

A)Intelligent tutoring
B)Role playing
C)Understudy assignments
D)Case method

Question 47

Regardless of which specific training method is chosen,it should attempt to all of the following EXCEPT:

A)motivate the employee to evaluate the effectiveness of the training.
B)provide opportunities for practice.
C)structure material from simple to complex.
D)provide feedback and reinforcement.

Question 48

Which of the following is NOT provided to team members by guided-team correction?

A)Reviewing team events
B)Identifying errors and exchanging feedback
C)Developing plans for the future
D)Analyzing master coordination of team tasks

Question 49

Most of the research evidence on the length of a practice session indicates that for the same amount of practice,learning is better when practice is:

A)accumulated.
B)massed.
C)aggregated.
D)distributeD.

Question 50

_____ provides exposure to and practice with other teammates' tasks,roles,and responsibilities in an effort to increase shared understanding and knowledge among team members.

A)Team-coordination training
B)Evaluation training
C)Cross-training
D)Guided-team correction

Question 51

_____ analysis is helpful in determining the special needs of a particular group,such as older workers,women,or managers at different levels.

A)Individual
B)Operations
C)Demographic
D)Organization

Question 52

Training that results in ______ is costly because of the cost of training (which proved to be useless)and the cost of hampered performance.

A)applicability of training.
B)simulation of training.
C)negative transfer of training
D)reinforcement of training.

Question 53

A systematic approach to team training should include:

A)conducting a team training analysis.
B)developing objectives that address task and team work skills
C)design excercises and events based on objectives
D)All of the above

Question 54

In the context of training,research suggests that we do all of the following in attempting to maximize trainees' identification with a model EXCEPT:

A)the model should be similar to the observer in age,gender,and race.
B)rank the behaviors to be modeled in a sequence from most to least difficult.
C)portray the behaviors to be modeled clearly and in detail.
D)have several models portray the behaviors,not just one.

Question 55

The level of training needs analysis that attempts to identify the content of the training is _____ analysis.

A)operations
B)individual
C)environmental
D)organizational

Question 56

When trainees are given the opportunity to practice far beyond the point where they have performed a task correctly several times,the task becomes "second nature" and is:

A)repetitive.
B)overlearned.
C)boring.
D)irrelevant.

Question 57

_____ refers to the material that is rich in association for the trainees and is therefore easily understood by them.

A)Meaningfulness
B)Pygmalion effect
C)Orientation
D)Training paradox

Question 58

An employee must have an opportunity to practice what he/she is learning when developing a(n):

A)new skill.
B)organizational program.
C)job analysis.
D)training objective.

Question 59

In evaluating training programs,it is important to distinguish _____ from data-collection methods.

A)targets of evaluation
B)organizational payoffs
C)cost-benefit analysis
D)individual participation

Question 60

Training can be classified in which of the following ways?

A)Information presentation
B)Simulation methods
C)On-the-job training methods
D)All of the above

Question 61

Why is it important to provide trainees with an overview of the material to be presented during the training?

Question 62

When a new employee's first tasks are insignificant duties,supposedly intended to teach the job "from the ground up," it is termed:

A)suffocation.
B)a Mickey Mouse assignment.
C)the Pygmalion effect.
D)the training paradox.

Question 63

What are the factors that determine effective training?

Question 64

At the individual level,what two personality characteristics are important determinants of motivation to learn?

Question 65

The impact of training on _____ is the most significant,but most difficult,effect to demonstrate.

A)trainee self-esteem
B)organizational results
C)demographics
D)action learning

Question 66

Employee orientation programs should avoid all but which of the following?

A)Mickey Mouse assignments
B)Emphasis on paperwork
C)Detailed outline of emergency procedures
D)Suffocation

Question 67

What are the minimal conditions needed for effective learning to take place?

Question 68

Describe the training paradox?

Question 69

What are the four characteristics that distinguish companies with the most effective training practices?

Question 70

Familiarization with and adaptation to a situation or an environment is:

A)distributed practice.
B)massed practice.
C)orientation.
D)action learning.

Question 71

What are the drawbacks of using gaming approaches in orientation programs?

Question 72

Write a short note on feedback.

Question 73

Describe some of the major challenges that companies and institutions will face in training.

Question 74

"Over time,people become uneducated,and therefore incompetent,to perform at a level they once performed at adequately." This is referred to as the:

A)PET.
B)training paradox.
C)Paul principle.
D)Pygmalion effect.

Question 75

Learning to function as a contributing member of the corporate "family" is termed:

A)socialization.
B)orientation.
C)action learning.
D)distributed practice.

Question 76

A well-designed new-employee orientation will facilitate:

A)interdepartmental commerce.
B)the training paradox.
C)socialization.
D)organizational analysis.

Question 77

_____ are often used to help talented executives who are in trouble because of behavioral style deficiencies,or to help them lead critical transitions,such as having to lead a major change effort.

A)Psychologists
B)External coaches
C)Hypnotists
D)Administrative consultants

Question 78

At least once a year,review the orientation program to determine if it is _____ and to identify future improvements.

A)interesting to participants
B)cost effective
C)in compliance with state laws
D)meeting its objectives

Question 79

In terms of the approaches to orientation,which of the following best describes "suffocation?"

A)Giving too much information too fast.
B)The new employee's first tasks are insignificant duties.
C)A quick,superficial orientation,and the new employee is immediately put to work.
D)After completing forms,the new employee is directed to his/her immediate supervisor.