Question 1

People learn and retain skills longer when they:

Accepted Answer

Active participation in the learning process helps to reinforce skills and knowledge, leading to better retention. Passive approaches, such as listening or reading, are less effective. Feedback to instructors can be beneficial, but alone it is not as effective as active participation. While theory is important, practical knowledge is also necessary for skill retention.

Question 2

Table 3.1
Joe and Mary Jane are observing the new class of management trainees as they enter the training room for their initial orientation. As they watch each person enter, they observe how they are dressed, how they carry themselves when they walk, if they talk to the persons next to them when they sit down, and so forth. Joe notices one man who is casually dressed, who walks with a relaxed stride, and who talks to everyone within reach of his seat. Joe believes this man will be a good 'volunteer' for role plays because he is obviously very outgoing. Joe has watched hundreds of trainees before and everyone who acted this way turned out to be good up in front of everyone else. Mary Jane sees a young woman she interviewed. In the interview she was outgoing, smiled a great deal, and was very expressive. Mary Jane sees her now sitting by herself, having taken a seat away from everyone, arms folded across her chest, with a scowl on her face. Mary Jane thinks that this woman obviously does better in one-on-one settings than she does in large groups.
-Refer to Table 3.1. Joe's belief about the man he noticed is an example of:

Accepted Answer

Joe is making a correspondent inference by observing the man's behavior and assuming he will be good at a certain task based on his outgoing demeanor.

Question 3

Which one of the following is not one of the five principles of learning?

Accepted Answer

Passive learning is not one of the five principles of learning. The five principles of learning are: promoting participation, encouraging repetition, capitalizing on transfer of training, considering individual differences, and promoting active learning.

Question 4

________ is the degree to which training generalizes to actual work experiences.

Accepted Answer

Transfer of training is the degree to which what is learned during the training is actually applied to the job in a real-world setting. If the training is effective, it should facilitate transfer of training, meaning that employees should be able to use the knowledge and skills that they learned during the training in their actual work experiences. Repetition, participation, and feedback can all be important components of effective training, but they do not directly measure the extent to which the training has any practical value or can be successfully applied in a real-world setting.

Question 5

Suppose you see your co-worker getting chewed out by your boss because he took too long a coffee break. Now, you refrain from taking coffee breaks that are too long yourself. This is an example of which of what type of learning?

Accepted Answer

This is an example of observational learning, as the individual observed their co-worker receiving negative consequences for a behavior and adjusted their own behavior accordingly. Classical conditioning involves pairing a neutral stimulus with a reflex response, instrumental conditioning involves learning through consequences, and feedback training involves receiving feedback on performance in order to improve.

Question 6

When discipline is imposed on an employee through a series of steps designed to match the frequency and severity of the infraction, the organization is using:

Accepted Answer

Progressive discipline is a structured process that involves a series of corrective actions starting with mild measures and moving to more severe ones if the employee fails to improve. This approach aims to help employees understand the consequences of their behavior and provide them with an opportunity to correct their conduct before facing severe consequences.

Question 7

Organizational Behavior Modification (OBMod) is/are:

Accepted Answer

Organizational Behavior Modification (OBMod) is a systematic application of positive reinforcement principles in an organizational setting to increase the occurrence of desirable behaviors while decreasing undesirable behaviors. It focuses on reinforcing employee behaviors that contribute to organizational goals and objectives. Therefore, choice A is the best option.

Question 8

The benefits of repetition in learning are enhanced when practice is:

Accepted Answer

Spreading out the practice over time, also known as distributed practice, helps enhance the benefits of repetition in learning as it allows for better retention and transfer of knowledge to long-term memory. Modeling by others, condensing practice time, and supervision may also have some benefits, but they are not as effective as distributing practice over time.

Question 9

Observational learning occurs when one person acquires new information or behaviors:

Accepted Answer

Observational learning occurs when one person acquires new information or behaviors by watching the actions and consequences experienced by another individual. This can include modeling, imitation, and vicarious reinforcement, where a person learns from the positive or negative outcomes of another person's actions. It does not necessarily require a specified time period or practice of the task, nor does it require direct rewards or punishments for correct or incorrect behavior.

Question 10

Managers consider ________ the most severe type of discipline they can impose before firing an employee.

Accepted Answer

Suspension without pay is often considered the most severe form of discipline a manager can impose on an employee before proceeding to termination. This action serves as a final warning and a clear indication of the seriousness of the employee's misconduct or performance issues, emphasizing the need for immediate improvement.

Question 11

The clearest application of the principles of learning in organizations is the area of:

Accepted Answer

Training is the clearest application of the principles of learning in organizations as it involves creating a learning environment to help employees acquire new skills and knowledge, modify behaviors, and improve performance. Learning principles such as reinforcement, feedback, observation, and practice are used to design effective training programs that facilitate learning and transfer of learning to the workplace.

Question 12

A feedback process that uses multiple sources from around the organization to evaluate one person is:

Accepted Answer

360-degree feedback involves collecting feedback from multiple sources, such as the person's supervisor, peers, subordinates, and even customers or clients. This provides a more comprehensive evaluation of the individual's performance and can be used to identify areas for improvement and development. Multiple regression refers to a statistical analysis technique, team feedback may not involve feedback from all relevant sources, and a baseline audit is a different type of assessment focused on establishing a starting point for improvement.

Question 13

To be effective, organizational discipline should:

Accepted Answer

Using moderate levels of punishment helps to maintain a sense of fairness and avoid excessive harshness or perceived favoritism. It also allows for a more gradual increase in consequences if the behavior continues, rather than starting with an extreme punishment that may not leave room for escalation if needed. Delivery timing and personal direction may depend on the situation but are not necessarily key factors in effective discipline.

Question 14

The form of training that combines classroom training with on-the-job training is:

Accepted Answer

Apprenticeship programs are designed to provide a combination of classroom instruction with on-the-job training. Apprenticeships are typically offered in trades, such as plumbing, electrician, carpentry, and other skilled labor positions. The goal of apprenticeship programs is for workers to gain practical, real-world experience while also learning the theoretical and academic aspects of their trade. This format of training is unique because it allows workers to immediately apply the information they learn in a real-world setting.

Question 15

When companies are so serious about training that they form their own centers to handle the company's training full-time, they are pursuing:

Accepted Answer

When companies form their own centers to handle their training full-time, it is known as a corporate university. It is a dedicated facility that is solely responsible for providing training and development programs to the company's employees. These universities offer a wide range of courses that cover various aspects of the business, including leadership training, executive training, and apprenticeship programs. The ultimate goal of a corporate university is to enhance the skills and knowledge of the employees and help them contribute effectively to the company's success.

Question 16

John is caught stealing product from his company's warehouse, over $15,000 worth. His company has a progressive discipline process. The company's most likely action would be to:

Accepted Answer

Stealing from the company is a serious offense that goes against the company's trust and values. In this case, termination is the most likely course of action, as stealing over $15,000 worth of product is a severe breach of the company's policy. The progressive discipline process may not apply in this situation, as the severity of the employee's actions warrants immediate termination.

Question 17

You are working in a machine shop where you are learning to operate a lathe. Your supervisor tells you what you are doing correctly, and what needs to be improved. This is an example of the principle of:

Accepted Answer

The principle being demonstrated in this scenario is feedback. Feedback is crucial for learning and improving skills, as it provides information on what is being done correctly and what needs to be improved. In this case, the supervisor is giving feedback to the learner on their performance operating the lathe.

Question 18

The use of discipline in organizations to eliminate undesirable behavior is:

Accepted Answer

Discipline is a relatively common practice in organizations to eliminate undesirable behavior. While there may be variations in the specific disciplinary actions taken, most organizations have some form of disciplinary policy in place to address employee behavior that is deemed unacceptable.

Question 19

Suppose that as a supervisor, you find it necessary to discipline one of your employees for consistently showing up for work late. Which one of the following actions would be correct to perform?

Accepted Answer

The best choice is to clearly communicate the reasons for the disciplinary action. This will help the employee understand why the discipline is being implemented and what he or she needs to do to improve. It is important to do this in a constructive way, focusing on the impact of the behavior rather than on the individual's character. Punishing the individual, making an example out of him or her, or giving the person the rest of the day off without addressing the problem will not address the root of the problem and may lead to further disciplinary issues.

Question 20

Effective organizational discipline:

Accepted Answer

Effective organizational discipline requires consistent punishment across occasions to establish a clear standard of behavior and ensure that employees understand the consequences of violating policies. A lack of consistency in punishment can create confusion and resentment among employees. It is important to ensure that the punishment is proportionate to the offense and takes extenuating circumstances into consideration, but consistently applying the punishment is crucial to maintain order and compliance. Offering noncontingent rewards following punishment may be a positive gesture, but it is not essential to effective organizational discipline. Beginning the discipline interview with a statement of the probable punishment may create defensiveness and reduce the employee's willingness to take responsibility for their actions.

Quiz 3: Perception and Learning: Understanding and Adapting to the Work Environment