Deck 26: Continuing Education: Your Employees and You

Question 1

Continuing education is needed because the rate of technological change is equally impacting all skills and all professions.

Answer 1

False

Question 2

One major function of continuing education is to increase individual capabilities and thus improve the potential effectiveness of all members of a work group..

Answer 2

True

Question 3

Decreasing regulatory requirements of various governmental bodies are providing some relief from excess mandated continuing education.

Answer 3

False

Question 4

The principal avenues of commitment for basic continuing education within a department are time and effort.

Question 5

All supervisory development activities fall under the general heading of skill programs.

Question 6

It is your superior's personal commitment to continuing education that will most influence how you and your employees develop educationally.

Question 7

It is reasonable to use every performance appraisal conference and every employee counseling session as an opportunity to reinforce employees' knowledge and skills.

Question 8

One of the most practical and economical approaches to continuing education is to regularly send selected employees to outside programs.

Question 9

Formal continuing education programs for the supervisor often deal with matters of supervisory skill or management practice, usually all concept programs.

Question 10

A program of cross-training is an approach to employee education that can be of value to every department in the organization.

Question 11

In addition to providing a means of keeping up with new developments, continuing education also:

A) Serves as an inducement for an increase in the department's budget.
B) Guarantees a more capable work force.
C) Provides reinforcement through refresher education.
D) Forces transfers and other personnel movement among departments.

Question 12

In practice, education in the work organization sometimes:

A) Produces little or no behavioral change.
B) Does not occur because of perceived time constraints.
C) Is ineffective owing to lack of management support.
D) All of the above.

Question 13

A supervisory development program focusing on addressing employee disciplinary actions is:

A) A concept program.
B) A skill program.
C) An informational program.
D) None of the foregoing.

Question 14

In working to impart skill or knowledge to nonsupervisory employees, the supervisor should be:

A) Drawing on the services of other supervisors to serve as the primary instructors.
B) Appointing capable senior employees to do the teaching.
C) Sending the employees to outside programs.
D) Attempting to reach employees with reasons why they should want to learn.

Question 15

Of the following, probably the most valuable result of continuing education for some employees is:

A) It ensures compliance with certain state and accreditation mandates.
B) It serves as preparation for those who wish to work for advancement.
C) It makes the department look good in the eyes of management.
D) It enhances individual performance appraisal scores.

Question 16

Knowledge that lies unused or infrequently used can get rusty from lack of ______________.

Question 17

Continuing education affords a significant means of bringing ________ under control.

Question 18

Failure to reach everyone is not necessarily an indication of a teacher's shortcomings, but failure to ________ is such an indication.

Question 19

If there is no __________ mandate for your employees' continuing education, you may be on your own to do what you can without an education budget.

Question 20

Whether you do all or none of the teaching, your department's continuing education program will remain your total ____________.