Deck 11: Employee Training

Question 1

It is marginally easier to measure the cost-versus-benefits results of education than it is to measure cost savings in most other areas of organizational activity.

Answer 1

False

Question 2

A department's better performers are more likely to remain with the organization if they see available training and development opportunities available to them.

Answer 2

True

Question 3

Overall, compared with overseeing out the work of the department, employee development is one of the least important aspects of a manager's role.

Answer 3

False

Question 4

The manager is positioned too closely to the department's operating problems and needs to be an effective teacher.

Question 5

One important reason for frequently cutting education from the budget is that there are no important external requirements for continuing staff education.

Question 6

A health care provider organization's new-employee orientation plans are mandated by accreditation and regulatory agencies.

Question 7

A department manager should continually compare observed performance with expectations in the ongoing assessment of training needs.

Question 8

Regardless of employee mix in any given department, there is always opportunity for the manager to cross-train a number of employees.

Question 9

Chronic customer complaints about a particular aspect of a department's service could indicate either a need for remedial training or application of disciplinary action.

Question 10

It is important for the manager or human resources to conduct all of a department's training sessions; it is inappropriate for non-managerial staff to teach other non-managerial staff.

Question 11

What is true of an effective mentoring relationship between a new employee and an experienced employee?

A) It usually seems to result when mentoring assignments are made at random or a senior employee is ordered to take on a mentoring role.
B) It requires the department manager to constantly monitor all activities of both mentor and new employee.
C) It requires the manager to remain sufficiently in touch with the process to be able to evaluate both the new employee and the mentor during and after the mentoring period.
D) It is one that relieves a busy manager of all consideration of the activities of the new employee and the mentor.

Question 12

Why are education and training expenses are often cut from the budget when the organization's finances are limited?

A) Most of upper-level managers are not inclined to support education, which makes it easier for them to do without it.
B) Education is often viewed as resources applied for no noticeable results.
C) They constitute a large budget item presenting significant room for cutting.
D) Education has been proven to play little or no part in retaining productive employees.

Question 13

What is true of the department manager's role as a teacher in continuing education activities?

A) It is usually significant because the manager is ordinarily well-versed in the department's tasks.
B) It is primarily one of training other employees to serve as teachers.
C) Itrequires the manager to be highly proficient in all of the topics that will be taught in the department.
D) It should be minimal.

Question 14

In addition to attending to continuing education requirements, for what is education critically important to the department manager?

A) Attending to the inevitable needs for cross-training that arise in every department
B) Instructing employees in their roles in participative budgeting
C) Conducting new-employee orientations for the department
D) Providing detailed instructions when delegating assignments

Question 15

What is true of a departmental new-employee orientation program?

A) It is not necessary for new employees who attend an organization-wide orientation.
B) It addresses such matters as the organization's structure and leadership, employee benefits, the performance appraisal process, the dress code, parking, security, infection control and universal precautions.
C) It should include an introduction to the people in the department and to the physical space, equipment, processes, and special department policies.
D) It is sufficiently unimportant that it is often recommended to bypass the orientation and place the employee directly in the job.

Question 16

What is the most important condition that must be satisfied for a group of employees to become cross-trained in each other's jobs?

Question 17

What is one significant reason for some managers' failure to conscientiously work to develop one or more up-and-coming subordinates as potential managers?

Question 18

Why should no mentor ever be unilaterally assigned or forced to serve in that capacity?

Question 19

What is the principal shortcoming of many on-the-job training arrangements?

Question 20

What are the keys to the development of a department manager's effectiveness as a teacher?