Question 1

Which of the following rights is not granted to copyright holders by the Copyright Act of 1976?
A)The right to duplication/reproduce/copy the work.
B)The right to exclude others from making, using, offering for sale, or selling the invention in the United States.
C)The right to display the work publicly.
D)The right to sell, lease, rent, or otherwise duplicate copies of the work in public.

Accepted Answer

The right to exclude others from making, using, offering for sale, or selling the invention in the United States is granted to patent holders under the U.S. Patent Act.
Key Takeaway: The Copyright Act of 1976 does grant copyright holders the right to duplicate/reproduce/copy the work and does grant copyright holders the right to display the work publically. In addition, it grants copyright holders the right to sell, lease, rent, or otherwise distribute copies of the work to the public.

Question 2

All of the following are reasons for conducting needs analysis/assessment except
A)To identify performance related problems within the organization.
B)To increase the likelihood of identifying a solution that will truly bridge the performance gap.
C)To begin the initial creation of the HRD/training program before meeting with any organizational resistance that could slow progress.
D)To ensure that a legitimate cost-benefit analysis is conducted before a commitment is made to any particular HRD/training solution.

Accepted Answer

The HRD/training initiative should not be created/developed until the needs analysis/assessment and design phases have been completed (and agreed to in writing).
Key Takeaway: All of the other options are not the best response, since each one articulates a legitimate reason for conducting a needs analysis/assessment.

Question 3

Which of the following statements about using reading as a training methodology is true?
A)It should be included at least once, whenever possible, in every training program, since ideally all training methodologies should be included in every training program.
B)It should be avoided in training programs unless truly necessary, since participants generally do not find it engaging or stimulating.
C)It represents a particularly effective methodology for auditory learners.
D)It should be included in training programs when participants would benefit from time to absorb and process detailed materials.

Accepted Answer

Although reading is not always valued as a learning methodology, it does serve a number of valuable purposes, one of which is allowing participants the opportunity to absorb and process detailed information.
Key Takeaway: Although it is important to use a variety of training methodologies, it is not necessary - and would not always be appropriate- to include all training methodologies in all training programs. Option B is not the best response, since reading can serve a variety of valuable purposes in training programs. Option C is not the best response, since reading can be a particularly effective methodology for visual learners, more so than for auditory learners.

Question 4

Which of the following statements does not reflect a statement by which the presentation effectiveness of instructors/potential instructors could be assessed/evaluated?
A)Summarizes major points throughout and at the conclusion of the workshop.
B)Refers to and utilizes training materials throughout the program.
C)Allows ample time for participants to develop concepts.
D)Scores consistently well on post-training evaluation forms.

Accepted Answer

Scoring consistently well on post-training evaluation forms is not necessarily a valid measure of training effectiveness.
Key Takeaway: That evaluation technique provides more insight into how well participants liked the trainer than how effective the trainer was at ensuring that participants leave the program with the skills and knowledge they will need to bridge the performance gap. Option A is not the best response, since summarizing major points throughout and at the conclusion of the workshop is one valid measure of presentation effectiveness. Option B is not the best response, since referring to and utilizing training materials throughout the program is one valid measure of presentation effectiveness. Option C is the not the best response, since allowing ample time for participants to develop concepts is one valid measure of presentation effectiveness.

Question 5

Taking a "summative" approach to evaluation means that
A)The designer/instructor/HRD professional collects, summarizes, and incorporates feedback throughout the program development and implementation phases.
B)The designer/instructor/HRD professional collects, summarizes, and incorporates feedback at the conclusion of the program design and development phases.
C)The designer/instructor/HRD professional collects, summarizes, and incorporates feedback after implementing the HRD/training program.
D)The designer/instructor/HRD professional does not collect, summarize, and or incorporate feedback until summary data from a representative number of participants has been collected and analyzed.

Accepted Answer

"Summative evaluation" takes place at the end of the implementation phase.
Key Takeaway: Option A describes the "formative evaluation" technique. Option B and D are not the best response, since both describe evaluation techniques that are not espoused by recognized ISD or HRD experts.

Question 6

All of the following statements about Kirkpatrick's behavior level evaluation are true except
A)It measures "transfer of training" - the degree to which participants apply the skills and knowledge covered in the training sessions in the workplace.
B)It measures whether and to what degree participants have mastered the skills or acquired the knowledge explored through the learning objectives.
C)It measures changes in behavior that might be the result of factors unrelated to the HRD/training initiative.
D)It measures whether participants' on-the-job behaviors have changed in a manner consistent with training objectives.

Accepted Answer

The degree to which participants have mastered the skills or acquired the knowledge explored through the learning objectives is a function of Kirkpatrick's learning-level of evaluation.
Key Takeaway: Behavior level evaluation does measure "transfer of training"-the degree to which participants apply the skills and knowledge covered in the training sessions in the workplace. Behavior level evaluation could potentially measure changes in behavioral that might be the result of factors unrelated to the HRD/training initiative. Behavior level evaluation does also measure whether participants'' on-the-job behaviors have change din a manner consistent with training objectives.

Question 7

Which of the following would not be considered to be a major purpose of OD?
A)Identifying and implementing more cost effective ways of increasing employee retention
B)Enhancing the overall effectiveness of organizations
C)Promoting openness towards differences
D)Aligning employee goals with unit and organizational goals

Accepted Answer

Although effective OD interventions might help align employee goals with unit and organizational goals, that would not constitute a major purpose of OD.
Key Takeaway: Identifying and implementing more cost effective ways of increasing employee retention is a major purpose of OD. Promoting openness toward differences is also a major purpose of OD, and aligning employee goals with unit and organizational goals is a major purpose of OD.

Question 8

"Unfreezing" refers to
A)The process by which an instructor establishes rapport with a reticent group of participants.
B)The process by which resistance to change is addressed and "worked through."
C)The process by which managers are convinced to provide their employees with career development opportunities that could result in them leaving their current positions.
D)The process by which budgetary funds are released for allocation to HRD/training initiatives.

Accepted Answer

"Unfreezing" refers to the process by which everyone who is involved with and impacted by the change is brought to the point where they can understand and accept that a particular change will happen.
Key Takeaway: Kurt Lewin described the change process as one that involves three stages: unfreezing, moving and refreezing. The moving phase represents the process through which people are brought to the point where they actually experience the "new state" that the change was designed to bring about. The refreezing phase is what once represented a change has now become the norm.

Question 9

The Pareto principle says that
A)An organization's commitment to customer service must extend even beyond the point of purchase.
B)Quality is achieved by prevention, not appraisal.
C)In organizations, individuals tend to be promoted up to their "level of incompetence."
D)80% of consequences can be attributed to 20% of the causes.

Accepted Answer

The Pareto principle does assert that 80% of the consequences can be attributed to 20% of causes. It is also referred as the 80/20 rule.
Key Takeaway: Option A refers to Kaoru Ishikawa's TQM philosophy and is unrelated to cause and effects. Option B is the not the best response, since the statement that quality is achieved by prevention, not appraisal is one of Philip B. Crosby's four absolutes of quality management. Option C describes the "Peter Principle," the belief that individuals tend to be promoted up to their "level of incompetence" within organizations.

Question 10

Of the following learning methodologies, which is likely to yield the highest level of participant retention?
A)Discussion
B)Demonstration
C)Application
D)Association

Accepted Answer

Application is likely to result in a 70% retention level and yields the highest level of participant retention.
Key Takeaway: Discussion is likely to result in only a 50% retention level, while demonstrations only likely to result in a 30% retention level. Association is not a recognized instructional methodology so is not the best answer.

Question 11

________________________ is one of several learning organization characteristics.
A)An assessment center
B)Massed practice
C)Systems thinking
D)Programmed instruction

Accepted Answer

Systems thinking refers to the characteristic of a learning organization that uses a variety of information-gathering techniques to acquire knowledge of new technology, determine its value, and convert this knowledge into new and improved practices and procedures.
Key Takeaway: Assessment centers are used to determine what kind of training an individual needs. Massed practice is a form of practicing job tasks during training in which all tasks are practiced at the same time. Programmed instruction is a type of self-instruction that requires trainees to complete each step in the training before moving on to the next step.

Question 12

Which of the following should be included in a supervisory training program?
A)Conflict resolution skills
B)Budgeting
C)Rotation through various divisions
D)Internal controls

Accepted Answer

Supervisory training programs concentrate on topics related to interactions with employees, such as conflict resolution skills.
Key Takeaway: Budgeting skills and internal control training are included in management development programs. Rotation through various divisions is part of a leadership development program.

Question 13

In the evaluation phase, the ______________ evaluation method focuses on how well the training resulted in learning new skills and competencies.
A)Reaction
B)Learning
C)Behavior
D)Results

Accepted Answer

The learning evaluation method focuses on how well the training resulted in learning new skills.
Key Takeaway: The reaction evaluation method focuses on participant reactions. The behavior evaluation method measure on-the-job behavior changes as a result of training, and the results evaluation method measures organizational results. Of the four methods, the results evaluation method is considered the most valuable for the organization.

Question 14

Which of the following factors can adversely affect transfer of training?
A)The trainer's expertise
B)A lack of job reinforcement
C)The subject of the training
D)The supervisor

Accepted Answer

A lack of job reinforcement can adversely affect transfer of training.
Key Takeaway: Other adverse impacts are the result of interference from the immediate work environment and a non-supportive organizational climate. The trainer's expertise could affect how well trainees learn information but does not specifically affect transfer of training. The subject of the training affects how receptive trainees are to the information but not necessarily how the information transfers to the job.

Question 15

A _______________________ learning curve begins slowly with smaller learning increments, but increases in pace and with large increments as learning continues.
A)Positively accelerating
B)Negatively accelerating
C)S-shaped
D)Plateau

Accepted Answer

The positively accelerating learning curve begins with smaller increments but increases in pace and size as learning continues.
Key Takeaway: The negatively accelerating curve begins with larger increments that decrease as learning continues. The S-shaped learning curve is a combination of the positively and negatively accelerating learning curves, while a plateau occurs when no learning seems to take place.

Question 16

The most common reason for the failure of organizational change initiatives is which of the following?
A)The strategic plan was not communicated to employees.
B)Organization leaders did not support the change.
C)There was no training system in place.
D)Employees were not prepared for the change.

Accepted Answer

The most common reason for the failure of change initiatives is that people were not prepared for the change and given time to assimilate the reasons for the change.
Key Takeaway: Failing to communicate a change in strategic direction as the basis for organization changes in and of itself will not lead to failure of a change initiative. Leaders who do not support change do have an influence on employees, but that factor alone is not the most common reason for failure. The absence of a training system may negatively impact the change process, but it is not the most common reason for failure.

Question 17

Which performance appraisal method would be used most effectively in a large, geographically dispersed organization with many similar jobs?
A)Critical incident
B)Forced ranking
C)Behaviorally anchored rating system
D)Field review

Accepted Answer

The BARS (behaviorally anchored rating system) is used most effectively in organizations when a number of jobs have similar duties.
Key Takeaway: Since BARS is expensive and time-consuming to implement, an organization must have enough resources available to develop the program. Critical incident appraisal tools are most effectively used by managers who have daily interaction with subordinates. Forced ranking is best for use in organizations with fewer than 100 employees because it becomes unwieldy for large groups. Field reviews are conducted by someone other than a director supervisor.

Question 18

Mentoring involves which of the following?
A)Someone who monitors an employee's performance in doing their job
B)Someone whose goal is to develop an employee in a particular area
C)Someone who takes a personal interest in an individual's career and who guides and sponsors the individual
D)Someone who provides training in areas of interest to an employee

Accepted Answer

A mentor is someone who takes a personal interest in an employee's career and who guides and sponsors them.
Key Takeaway: Mentors are usually outside the individual's chain of command and may even be someone outside the organization. Options A, B, and D are not generally performed by mentors, but rather either a supervisor or manager.

Question 19

All of the following statements about OD are true except
A)OD refers to the process through which the overall performance, growth, and effectiveness of an organization is enhanced through strategic, deliberate, and integrated initiatives.
B)OD incorporates the following four academic disciplines: psychology, sociology, anthropology, and management.
C)OD helps maintain the organization's focus on the belief that the systems that have been enacted within organizations are ultimately responsible for whether the work of the organization is accomplished.
D)OD interventions are intended to identify an organization's competitive advantages and to ensure the organization's success.

Accepted Answer

OD helps maintain the organization's focus on the belief that it is the people within organizations (not the systems within organizations) who perform and accomplish the work of the organization.
Key Takeaway: OD does refer to the process through which the overall performance, growth and effectiveness of the organization is enhanced through strategic, deliberate, and integrated initiatives. OD does incorporate psychology, sociology, anthropology, and management. OD interventions are designed to identify an organization's competitive advantages.

Question 20

Copyrights are granted for what period of time?
A)The lifetime of the author
B)The lifetime of the author, unless there are heirs to whom the copyright has been deeded
C)The lifetime of the author plus 70 years
D)The lifetime of the author plus 95 years

Accepted Answer

Copyrights are granted for the lifetime of the author, plus 70 years (assuming that the work was not created anonymously).
Key Takeaway: The copyright does not end when the author dies and cannot be deeded to heirs. Option D alludes to copyrights for anonymous works and works that were created under work-for-hire agreements that enter the public domain 95 years after the first year of publication or 120 years after the year in which it was created, whichever comes first.

Quiz 1: Development

Which of the following rights is not granted to copyright holders by the Copyright Act of 1976?

All of the following are reasons for conducting needs analysis/assessment except

Which of the following statements about using reading as a training methodology is true?

Which of the following statements does not reflect a statement by which the presentation effectiveness of instructors/potential instructors could be assessed/evaluated?

Taking a "summative" approach to evaluation means that

All of the following statements about Kirkpatrick's behavior level evaluation are true except

Which of the following would not be considered to be a major purpose of OD?

"Unfreezing" refers to

The Pareto principle says that

Of the following learning methodologies, which is likely to yield the highest level of participant retention?

________________________ is one of several learning organization characteristics.

Which of the following should be included in a supervisory training program?

In the evaluation phase, the ______________ evaluation method focuses on how well the training resulted in learning new skills and competencies.

Which of the following factors can adversely affect transfer of training?

A _______________________ learning curve begins slowly with smaller learning increments, but increases in pace and with large increments as learning continues.

The most common reason for the failure of organizational change initiatives is which of the following?

Which performance appraisal method would be used most effectively in a large, geographically dispersed organization with many similar jobs?

Mentoring involves which of the following?

All of the following statements about OD are true except

Copyrights are granted for what period of time?