Chapter 5 Training and Developing Employees | Test Bank – 6e

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A Framework for Human Resource Management, 6e (Dessler)

Chapter 5 Training and Developing Employees

1) ________ provides new employees with the basic background information required to perform their jobs satisfactorily.

A) Employee recruitment

B) Employee selection

C) Employee orientation

D) Employee development

Diff: 1 Page Ref: 142

Objective: Chapter objective 1

2) To improve the orientation process some firms provide their incoming managers with ________.

A) preloaded personal digital assistants

B) disks containing discussions of corporate culture

C) a free breakfast

D) A and B only

Diff: 1 Page Ref: 142

Objective: Chapter objective 1

3) Who performs the initial orientation?

A) an HR specialist

B) the supervisor

C) the management head

D) none of these

Diff: 1 Page Ref: 143

Objective: Chapter objective 1

4) Orientation typically includes information on ________.

A) employee benefits

B) daily routine

C) safety measures

D) all of the above

Diff: 1 Page Ref: 142

Objective: Chapter objective 1

5) ________ is the continuing process of instilling in all employees the attitudes, standards and values that the organization expects.

A) Socialization

B) Training

C) Development

D) Orientation

Diff: 1 Page Ref: 142

Objective: Chapter objective 1

6) A successful orientation should achieve which of the following?

A) The new employee should feel welcome.

B) The new employee should understand the organization in a broad sense.

C) The new employee should have clear understanding of what is expected.

D) The employee should begin the process of socialization.

Diff: 2 Page Ref: 142

Objective: Chapter objective 1

7) The methods used to give new or present employees the skills they need to perform their jobs are called ________.

A) orientation

B) training

C) development

D) appraisal

Diff: 1 Page Ref: 143

Objective: Chapter objective 1

8) The first step in a training program is to ________.

A) assess the program's successes or failures

B) design the program content

C) conduct a needs analysis

D) train the targeted group of employees

Diff: 1 Page Ref: 143

Objective: Chapter objective 1

9) What is the second step in the training process?

A) assess the program's successes or failures

B) present the program to a small test audience

C) design the instructional content

D) conduct a needs analysis

Diff: 2 Page Ref: 143

Objective: Chapter objective 1

10) The third step in the training process is to ________.

A) present the program to a small test audience

B) design the program content

C) conduct a needs analysis

D) train the targeted group of employees

Diff: 2 Page Ref: 144

Objective: Chapter objective 1

11) The fourth step in the training process is to ________.

A) assess the program's successes or failures

B) present the program to a small test audience

C) conduct a needs analysis

D) train the targeted group of employees

Diff: 2 Page Ref: 144

Objective: Chapter objective 1

12) What is the final step in the training process?

A) evaluate the program's successes or failures

B) present the program to a small test audience

C) conduct a needs analysis

D) train the targeted group of employees

Diff: 2 Page Ref: 144

Objective: Chapter objective 1

13) Which of the following characterizes training today?

A) training is increasingly more strategic

B) training is more prevalent in the higher levels of an organization

C) training is developing a great reputation for getting results

D) training is being evaluated extensively

Diff: 2 Page Ref: 143

Objective: Chapter objective 1

14) James is currently identifying the specific job performance skills needed, analyzing the skills of prospective trainees, and developing knowledge and performance objectives based on the deficiencies he finds. James is working on the ________ step in the training and development process.

A) first

B) second

C) third

D) fifth

Diff: 2 Page Ref: 143

Skill: AACSB: Analytical Skills

Objective: Chapter objective 1

15) ________ is a detailed study of the job to determine what specific skills the job requires.

A) Needs analysis

B) Task analysis

C) Performance analysis

D) Training strategy

Diff: 1 Page Ref: 144

Objective: Chapter objective 2

16) The process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means is called ________.

A) needs analysis

B) task analysis

C) performance analysis

D) development planning

Diff: 2 Page Ref: 144

Objective: Chapter objective 2

17) Which of the following is not a source of identifying performance deficiencies?

A) supervisor, peer, self-, and 360-degree performance reviews

B) attitude surveys

C) individual employee daily diaries

D) all of the above

Diff: 2 Page Ref: 144

Objective: Chapter objective 1

18) All of the following are sources of identifying training needs except

A) attitude surveys

B) assessment centers

C) management-by-objective evaluations

D) all of the above

Diff: 2 Page Ref: 144

Objective: Chapter objective 2

19) ________ specify the employee and organizational outcomes that should be achieved as a result of training.

A) Training objectives

B) Specific objectives

C) Inculcative objectives

D) none of the above

Diff: 2 Page Ref: 146

Objective: Chapter objective 2

20) ________ means having a person learn a job by actually doing it.

A) Practice

B) On-the-job training

C) Social learning

D) Modeling

Diff: 1 Page Ref: 148

Objective: Chapter objective 3

21) Which of the following training methods is the most popular?

A) on-the-job training

B) apprenticeship training

C) informal learning

D) lectures

Diff: 2 Page Ref: 148

Objective: Chapter objective 3

22) On-the-job training can be accomplished through the use of all of the following techniques except

A) coaching

B) programmed learning

C) understudy

D) job rotation

Diff: 3 Page Ref: 148

Objective: Chapter objective 3

23) Where is teamwork training for managers most likely to take place?

A) in nearby parks

B) in rugged mountainous terrain

C) at corporate headquarters

D) none of the above

Diff: 3 Page Ref: 154

Objective: Chapter objective 3

24) ________ is a form of management training in which trainees learn skills such as openness and creativity by playing games that require them to spontaneously provide answers and solutions.

A) Developmental solutions

B) Improvisation

C) Spontaneity

D) Quick time

Diff: 2 Page Ref: 156

Objective: Chapter objective 5

25) In the ________ method a manager is presented with a written description of an organizational problem to diagnose and solve.

A) case study

B) diagnose and learn

C) action learning

D) job rotation

Diff: 2 Page Ref: 156

Objective: Chapter objective 5

26) Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training.

A) job rotation

B) understudy

C) coaching

D) special assignments

Diff: 3 Page Ref: 156

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 3

27) Jack hopes to be promoted to head of his department next year. In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an example of the ________ form of training.

A) job rotation

B) job instruction

C) coaching

D) informal learning

Diff: 2 Page Ref: 158

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 3

28) A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________.

A) job instruction training

B) understudy training

C) programmed learning

D) apprenticeship training

Diff: 1 Page Ref: 148

Objective: Chapter objective 3

29) What percentage of learning on the job comes from informal learning?

A) 80

B) 75

C) 90

D) 45

Diff: 1 Page Ref: 148

Objective: Chapter objective 3

30) Which form of on-the-job training usually involves having a learner study under the tutelage of a master craftsperson?

A) job instruction training

B) understudy training

C) programmed learning

D) apprenticeship training

Diff: 1 Page Ref: 148

Objective: Chapter objective 3

31) Which of the following goals is the focus of diversity training?

A) to create cross-cultural sensitivity

B) to foster harmonious working relationships

C) to improve interpersonal skills

D) all of the above

Diff: 2 Page Ref: 154

Skill: AACSB: Multicultural and Diversity

Objective: Chapter objective 3

32) Another term for vestibule training is ________.

A) apprenticeship training

B) computer-based training

C) cubicle training

D) simulated training

Diff: 2 Page Ref: 150

Objective: Chapter objective 3

33) ________ is a method in which trainees learn on actual or simulated equipment but are trained away from the job.

A) Vestibule training

B) Apprenticeship training

C) Cubicle training

D) Job instruction training

Diff: 2 Page Ref: 150

Objective: Chapter objective 3

34) Pilots train on flight simulators for safety, learning efficiency, and cost savings. This is an example of ________.

A) apprenticeship training

B) on-the-job training

C) simulated training

D) programmed learning

Diff: 1 Page Ref: 151

Objective: Chapter objective 3

35) Bobby demonstrates the correct way to do a job. He is using which training technique?

A) behavior modeling

B) demonstrational prowess

C) instruction by example

D) none of the above

Diff: 1 Page Ref: 150

Skill: AACSB: Analytical Skills

Objective: Chapter objective 3

36) Which of the following is not a step in behavioral modeling?

A) modeling

B) role playing

C) social reinforcement

D) all of the above

Diff: 1 Page Ref: 150

Objective: Chapter objective 3

37) ________ allows people in one location to communicate live with people in another location.

A) Videoconferencing

B) Televising

C) Internet

D) Internet televising

Diff: 1 Page Ref: 150

Objective: Chapter objective 3

38) ________ allows trainees to use a computer-based system to interactively increase their knowledge and skills.

A) Computer-based training

B) Point to point training

C) Videoconferencing

D) Telelearning

Diff: 1 Page Ref: 151

Objective: Chapter objective 3

39) ________ is a section of an employer's website that offers employees online access to many or all of the training courses they ned to succeed at their jobs.

A) Videospace

B) A learning portal

C) A training portal

D) none of the above

Diff: 1 Page Ref: 152

Objective: Chapter objective 3

40) Delivering learning content via mobile devices when needed is termed ________.

A) mobile learning

B) cell-based learning

C) demand driven learning

D) all of the above

Diff: 1 Page Ref: 152

Objective: Chapter objective 3

41) Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called ________.

A) diversity training

B) on-the-job training

C) performance improvement programs

D) management development

E) coaching

Diff: 1 Page Ref: 155

Objective: Chapter objective 4

42) ________ is the inability to handle basic reading, writing, and arithmetic.

A) Functional illiteracy

B) Illiteracy

C) Handicapped literacy

D) Redundant literacy

Diff: 1 Page Ref: 153

Objective: Chapter objective 3

43) The ________ process consists of 1) assessing the company's strategic needs, 2) appraising the current performance of managers, and 3) developing the managers.

A) management development

B) management skills inventory

C) action planning

D) performance support

Diff: 2 Page Ref: 155

Objective: Chapter objective 4

44) Which of the following is meant to counteract potential problems associated with a diverse workforce?

A) improve interpersonal skills

B) improving technical skills

C) understanding/valuing cultural differences

D) all of the above

Diff: 2 Page Ref: 154

Skill: AACSB: Multicultural and Diversity

Objective: Chapter objective 3

45) Which on-the-job training method is used for managerial positions?

A) job rotation

B) coaching

C) outside seminars

D) all of the above

Diff: 1 Page Ref: 150

Objective: Chapter objective 1

46) Which of the following is a management and leadership guideline?

A) design the program so that it makes sense in terms of the strategy of the company

B) aim for practicality rather than just theory

C) aim for short high involvement programs

D) all of the above

Diff: 1 Page Ref: 155

Objective: Chapter objective 4

47) Gathering data about the organization and its operations, attitudes, with an eye toward solving a particular problem is ________.

A) action research

B) progressive research

C) proactive research

D) team building research

Diff: 1 Page Ref: 159

Objective: Chapter objective 5

48) An outside consultant who questions an executive's boss, peers, subordinates and family in order to determine weaknesses and strengths is a(n) ________.

A) executive coach

B) full time coach

C) a personality modifier

D) none of the above

Diff: 1 Page Ref: 158

Objective: Chapter objective 5

49) ________ is a training techniques by which management trainees are allowed to work full time analyzing and solving problems in other departments.

A) Action learning

B) Off the job training

C) Assessment centers

D) none of these

Diff: 1 Page Ref: 156

Objective: Chapter objective 5

50) In a case study training exercise the trainer should ________.

A) guide the trainees

B) avoid stating his or her opinions

C) make sure to facilitate group discussion

D) all of the above

Diff: 1 Page Ref: 156

Objective: Chapter objective 3

51) In ________ trainees are split into companies that compete with others in a simulated marketplace.

A) improvisation

B) management games

C) case study

D) action learning

Diff: 1 Page Ref: 156

Objective: Chapter objective 5

52) ________ is a special approach to organizational change in which the employees formulate the change that's required and implement it.

A) Managerial development

B) Action research

C) Succession planning

D) Organizational development

Diff: 2 Page Ref: 159

Objective: Chapter objective 4

53) The basic aim of ________ is to increase the participant's insight into his or her own behavior and the behavior of others by encouraging an open expression of feelings in a trainer-guided group.

A) sensitivity training

B) action research

C) group therapy

D) coaching

Diff: 2 Page Ref: 161

Skill: AACSB: Multicultural and Diversity

Objective: Chapter objective 5

54) According to Kurt Lewin, in order for a change to occur, which stage must first take place?

A) unfreezing

B) moving

C) refreezing

D) shifting

Diff: 1 Page Ref: 159

Objective: Chapter objective 5

55) Which of the following is not one of Lewin's process for overcoming resistance?

A) unfreezing

B) refreezing

C) moving

D) disjointing

Diff: 1 Page Ref: 159

Objective: Chapter objective 5

56) Which of the following is not measured to evaluate a training program?

A) organizational productivity

B) participants' reactions to the program

C) what trainees learned from the program

D) training objectives achieved

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

57) All of the following are training outcomes categories that can be measured except

A) reaction

B) learning

C) results

D) likability

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

58) ________ evaluates trains as to whether they thought the training was worthwhile.

A) Reaction

B) Learning

C) Behavior

D) Results

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

59) ________ tests the trainees to determine whether they learned.

A) Reaction

B) Learning

C) Behavior

D) Results

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

60) ________ focuses on whether on the job actions have changed.

A) Reaction

B) Learning

C) Behavior

D) Results

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

61) ________ focuses on whether training had an effect on the organization's objectives.

A) Reaction

B) Learning

C) Behavior

D) Results

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

62) Only ________ percent of trainees are transferring what they learned on the jobs a year after training.

A) 10-35

B) 15-25

C) 35-45

D) 50

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

63) Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs.

Diff: 1 Page Ref: 142

Objective: Chapter objective 1

64) The main task in analyzing current employees' training needs is to determine what the job entails, break the job down into subtasks, and then teach each subtask to the employee.

Diff: 2 Page Ref: 144

Objective: Chapter objective 2

65) Performance analysis is a detailed study of a job to determine what specific skills the job requires.

Diff: 1 Page Ref: 144

Objective: Chapter objective 1

66) A disadvantage of on-the-job training is its expense.

Diff: 1 Page Ref: 148

Objective: Chapter objective 3

67) Estimates are that only about 20% of what employees learn on the job is learned through informal means while the rest is learned through formal training programs.

Diff: 2 Page Ref: 16348

Objective: Chapter objective 3

68) Lewin's change process consists of unfreezing, moving, and refreezing.

Diff: 1 Page Ref: 159

Objective: Chapter objective 4

69) Management development is a special approach to organizational change in which the employees themselves formulate the change that is required and implement it.

Diff: 2 Page Ref: 155

Objective: Chapter objective 4

70) In a controlled experiment the researchers totally influence what is going to happen.

Diff: 2 Page Ref: 162

Objective: Chapter objective 5

71) Overcoming resistance is perhaps the hardest part of leading a change.

Diff: 2 Page Ref: 159

Objective: Chapter objective 4

72) Technology hampers efforts at orienting employees.

Diff: 1 Page Ref: 142

Objective: Chapter objective 1

73) Technology is being phased out of training in favor of the personal touch.

Diff: 2 Page Ref: 143

Objective: Chapter objective 1

74) Tests of job knowledge is a valid source of identifying performance deficiencies and training needs.

Diff: 2 Page Ref: 144

Objective: Chapter objective 2

75) Once you have a properly designed training program motivation is not an issue.

Diff: 2 Page Ref: 146

Objective: Chapter objective 2

76) Formal learning provides the bulk of on the job learning.

Diff: 1 Page Ref: 148

Objective: Chapter objective 3

77) University-based executive education is becoming more realistic, relying more on active learning, business simulations and experiential learning.

Diff: 1 Page Ref: 157

Objective: Chapter objective 5

78) Vestibule training's attractiveness is because of its lower costs or increased safety.

Diff: 2 Page Ref: 150

Objective: Chapter objective 3

79) Behavior modeling actual effect on actual job behavior is unclear.

Diff: 1 Page Ref: 150

Objective: Chapter objective 3

80) Simulated training means different things to different people.

Diff: 1 Page Ref: 151

Objective: Chapter objective 3

81) Lifelong learning refers to the need for employees to learn things that they will use for their entire lifetime.

Diff: 1 Page Ref: 154

Objective: Chapter objective 3

82) Mobile learning lends itself particularly well to training that needs a lot of graphics.

Diff: 1 Page Ref: 152

Objective: Chapter objective 3

83) Once an employee has completed high school this means that he or she will be able to handle basic reading, writing, and arithmetic.

Diff: 2 Page Ref: 153

Objective: Chapter objective 3

84) Teamwork at work comes naturally.

Diff: 2 Page Ref: 154

Objective: Chapter objective 4

85) Outdoor training usually involves taking a firm's management team into a neighboring park for light physical activity.

Diff: 1 Page Ref: 157

Objective: Chapter objective 3

86) Trainee assessment usually precedes managerial development programs.

Diff: 1 Page Ref: 155

Objective: Chapter objective 4

87) The usefulness of the case study method is dependent on the professor's case analysis skills.

Diff: 1 Page Ref: 156

Objective: Chapter objective 5

88) Employee orientation programs range from brief, informal introductions to lengthy, formal courses.

Diff: 1 Page Ref: 142

Objective: Chapter objective 1

89) Organizational development usually involves action research.

Diff: 2 Page Ref: 159

Objective: Chapter objective 4

90) Sensitivity training seeks to increase participants' insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group.

Diff: 2 Page Ref: 161

Objective: Chapter objective 5

91) Survey research is a convenient way to unfreeze a company's management and employees by providing comparative, graphic illustration of the fact that the organization does have problems to solve.

Diff: 1 Page Ref: 160

Objective: Chapter objective 5

92) When a training program is evaluated by measuring the outcomes of a group who receives the training and another group that receives no training, it is called a time series design.

Diff: 3 Page Ref: 162

Skill: AACSB: Analytical Skills

Objective: Chapter objective 5

93) The four categories of training outcomes are reactions, learning, behavior, and results.

Diff: 1 Page Ref: 162

Objective: Chapter objective 2

94) What four things should a successful orientation program accomplish?

Diff: 2 Page Ref: 142

Skill: AACSB: Communication

Objective: Chapter objective 1

95) There are several sources of information an employer can use to identify a current employee's training needs. List five of these sources of information.

Diff: 2 Page Ref: 144

Skill: AACSB: Communication

Objective: Chapter objective 2

96) Trainers often try to solve employee performance deficiencies with training, but some deficiencies can't be overcome with training. What other causes might exist for performance deficiency from an employee?

Diff: 2 Page Ref: 144

Objective: Chapter objective 3

97) There are several types of on-the-job training. Identify and describe three types. Which one is used most often? Why?

Diff: 2 Page Ref: 148

Skill: AACSB: Communication

Objective: Chapter objective 3

98) Changing employee attitudes, skills, and behaviors can be difficult. Explain how Lewin's Change Process proposes how change should be implemented.

Diff: 2 Page Ref: 159

Objective: Chapter objective 5

99) List 5 main development techniques.

Diff: 2 Page Ref: 156-157

Objective: Chapter objective 5