Test Bank Chapter 8 Onboarding Training And Development - Test Bank | HR Management Fundamentals 14e by Susan L. Verhulst, David A. DeCenzo. DOCX document preview.
File: Ch08, Chapter 8, Onboarding, Training and Development
TRUE-FALSE
Effective onboarding can reduce turnover, and increase new employee productivity, engagement, and success.
Difficulty: Easy
Learning Objective 1: Explain the concept of onboarding and socialization.
Half of all hourly workers leave new jobs within 120 days.
Difficulty: Easy
Learning Objective 1: Explain the concept of onboarding and socialization.
Onboarding begins with the first day on the job and ends with new employee orientation.
Difficulty: Easy
Learning Objective 1: Explain the concept of onboarding and socialization.
The terms onboarding and orientation are correctly used interchangeably.
Difficulty: Easy
Learning Objective 1: Explain the concept of onboarding and socialization.
Socialization can be conceptualized as a process made of two phases: encounter and metamorphosis.
Difficulty: Medium
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
Metamorphosis is complete when the new employee becomes comfortable with the organization and their work teams.
Difficulty: Easy
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
New-employee orientation is the system of sharing meaning within the company that determines how employees act.
Difficulty: Easy
Learning Objective 3: Identify the purpose and key personnel involved in new employee orientation.
Orientation does not include paperwork such as W-4 and I-9 forms.
Difficulty: Easy
Learning Objective 3: Identify the purpose and key personnel involved in new employee orientation.
A well-designed employee handbook will only include the company policies and an explanation of employee benefits.
Difficulty: Easy
Learning Objective 4: Describe the purpose and essential contents of the employee handbook.
Employee handbooks often include statements that the employee is not guaranteed employment for any specific duration.
Difficulty: Easy
Learning Objective 4: Describe the purpose and essential contents of the employee handbook.
Decreased production and quality problems are indicators that training may be necessary.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Employee training focuses on an employee’s future personal growth.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Safety training in a manufacturing setting may require different methods than sexual harassment training.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
One type of training that facilitates learning by using the same equipment that one actually will use on the job but in a simulated work environment is vestibule training.
Difficulty: Medium
Learning Objective 6: Outline a variety of employee training methods.
Job rotation moves employees horizontally or vertically to expand their skills, knowledge, or abilities.
Difficulty: Easy
Learning Objective 6: Outline a variety of employee training methods.
ROI on training cannot be calculated by comparing employee gains with the cost of the training.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Simulation training typically involves some major emotional and physical challenge, such as, white-water rafting or mountain climbing.
Difficulty: Medium
Learning Objective 6: Outline a variety of employee training methods.
Small organizations rarely use on-the-job training as a primary training method.
Difficulty: Medium
Learning Objective 6: Outline a variety of employee training methods.
Post-training performance methods evaluate training programs based on how well employees can perform their jobs after training.
Difficulty: Easy
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
It is easy to evaluate a training program that teaches managers better communication skills.
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Employee development is focused on an employee’s personal growth.
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
Tuition reimbursement is used as an incentive for employees to return to school, which ultimately helps the employer.
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
Committee assignments are often used to discipline employees.
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
Organization development facilitates system-wide change in an organization.
Difficulty: Medium
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Leadership plays a minor role as an organization moves to become a learning organization.
Difficulty: Medium
Learning Objective 10: Explain the term learning organization.
The bulk of cross-cultural training is language training.
Difficulty: Medium
Learning Objective 11: Explain issues critical to international training and development.
MATCHING KEY TERMS AND DEFINITIONS
a) Orientation
b) Employee training
c) Change agent
d) Simulation
e) Organizational culture
f) Encounter stage
g) Intergroup development
h) Pre-post-training performance with control group method
i) Survey feedback
j) Pre-post-training performance method
k) ADDIE Model
l) Job rotation
m) Employee handbook
n) Kirkpatrick’s model
o) Onboarding
Takes place as individuals attempt to learn the values and norms of work roles.
Difficulty: Medium
Learning Objective 1: Explain the concept of onboarding and socialization.
The activities involved in introducing new employees to the organization and their work unit.
Difficulty: Easy
Learning Objective 1: Explain the concept of onboarding and socialization.
The socialization stage where individuals confront the possible dichotomy between their organizational expectations and reality.
Difficulty: Medium
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
The system of sharing meaning within the organization that determines how employees act.
Difficulty: Medium
Learning Objective 4: Explain the purpose and essential contents of an employee handbook.
Document describing important aspects of employment an employee needs to know.
Difficulty: Easy
Learning Objective 4: Explain the purpose and essential contents of an employee handbook.
An activity that enhances employees’ specific skills and abilities so that they can immediately perform their jobs.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Any artificial environment that attempts to closely mirror an actual condition.
Difficulty: Easy
Learning Objective 6: Outline a variety of employee training methods.
Focuses training on organizational strategy.
Difficulty: Easy
Learning Objective 6: Outline a variety of employee training methods.
Provides different perspectives from which the outcomes of training may be evaluated.
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Evaluating training programs based on the difference in before and after training job performance.
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Evaluating training by comparing pre- and post-training test results with individuals who have not had the training.
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Lateral transfers that allow employees to work at different jobs.
Difficulty: Easy
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Individual responsible for fostering the change effort and assisting employees in adapting to changes.
Difficulty: Easy
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Assessment of employees’ perceptions and attitudes regarding their jobs and organization.
Difficulty: Medium
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Helping members of various groups become a cohesive team.
Difficulty: Medium
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
FILL-IN THE BLANKS
______________ is the part of the onboarding process that helps new employees learn the organizational culture.
Difficulty: Easy
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
In the ____________________ stage, new employees arrive with certain expectations about the culture of the organization and how it will feel to work there.
Difficulty: Medium
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
The _________ is a stage of the socialization process during which the new employee confronts the possible contrast between their expectations about jobs, co-workers, supervisors, and the organization in general and reality.
Difficulty: Medium
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
The ________________________ is a document that communicates policies and procedures to all employees.
Difficulty: Medium
Learning Objective 4: Explain the purpose and essential contents of an employee handbook.
________ may include case analyses, experiential exercises, role playing, and group interaction.
Difficulty: Medium
Learning Objective 6: Outline a variety of employee training methods.
_________ are on-the-job training methods that use a combination of classroom instruction in combination with working alongside a seasoned, veteran, coach, or mentor.
Difficulty: Medium
Learning Objective 6: Outline a variety of employee training methods.
Although reactions of participants and managers are the easiest training evaluations to gather, they are the least_________.
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
_________ is a type of training that typically involves some major emotional and physical challenge to teach trainees the importance of working together, or coming together as a team.
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
A ____________organization has the capacity to continuously adapt and change because all members take an active role in identifying and resolving work-related issues.
Difficulty: Medium
Learning Objective 10: Explain the term learning organization.
For overseas assignments, __________ training includes details of a country’s history, religion, and economy, as well as language.
Difficulty: Medium
Learning Objective 11: Explain issues critical to international training and development.
MULTIPLE-CHOICE
Which of the following is NOT an element of effective onboarding design?
a) Explain organizational culture and mission.
b) ADDIE model.
c) Formal orientation program.
d) Monitor for results.
e) Regular check-ins at 30 day intervals.
Difficulty: Medium
Learning Objective 1: Explain the concept of onboarding and socialization.
The onboarding process refers to all of the following EXCEPT
a) Helping employees adapt to their new organizations.
b) New employee orientation.
c) Retraining workers with obsolete skills.
d) Reducing turnover by helping new hires adjust to organizational culture.
e) Setting up direct deposit for pay and competing insurance forms.
Difficulty: Easy
Learning Objective 1: Explain the concept of onboarding and socialization.
Rodríguez, a production manager, wants to eliminate the socialization process for college students with business degrees. He says they know what to do. They should hit the ground running. Which of these statements would defend the socialization program?
a) New organizational members suffer from anxiety unless they have been screened.
b) Individuals adjust to situations in an increasingly diverse set of ways.
c) Organizational stability is diminished through socialization.
d) Proper socialization increases organizational stability over time.
e) Proper socialization is not needed for manufacturing sector jobs.
Difficulty: Hard
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
Socialization can be conceptualized as a process made up of:
a) Two stages: encounter and metamorphosis.
- Two stages: prearrival and metamorphosis.
- Two stages: prearrival and encounter.
- Three stages: prearrival, encounter, and metamorphosis.
- Three stages: prearrival, encounter, and postarrival.
Difficulty: Medium
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
Raymond, a new employee at XYZ, Inc., has become comfortable with the values and norms of his organization. Raymond is in what stage of the socialization process?
a) Postarrival stage
b) Maturity stage
c) Encounter stage
d) Metamorphosis stage.
e) Insider stage
Difficulty: Easy
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
Which of these activities would probably NOT be an employer activity during the prearrival stage?
a) Send out lunch bags with company logo.
b) Invite new employee to lunch to meet supervisor prior to their first day on the job.
c) Assign a mentor to new employees.
d) Schedule organizational tours.
e) Job shadow current employees.
Difficulty: Medium
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
Jacob manages editors for specialty books, such as gifts, children, poetry, in a religious publishing house. The turnover rate for the industry is 20% during the first year. Jacob’s director has just informed him that his turnover rate for new employees is 60%. The rest of the house is just under 20% for similar employees. What comments should Jacob make at this time?
a) It appears that during the encounter process my employees become totally disillusioned with the realities of the job, and resign.
b) We should begin to recruit from different universities.
c) Thank you for this excellent performance evaluation. I will try to continue my good work.
d) Most of my employees take longer to internalize organizational goals and norms than other workers.
e) My employees are well aware of the performance criteria I use for productivity evaluation.
Difficulty: Hard
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
Which of the following is NOT a characteristic of the metamorphosis stage?
a) New employees are comfortable with the organization and their work teams.
b) New employees are learning how their performance will be evaluated.
c) New employees internalize coworker and organization norms.
d) New employees understand the organizational system.
e) New employees will feel accepted by their peers as trusted and valued individuals.
Difficulty: Easy
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
Juliana is a new employee at Toy Stores. She feels that her co-workers do not trust her and do not value her performance. She does not feel competent to complete her job successfully. In Juliana’s situation, what is a likely scenario?
a) Her productivity is high.
b) Her commitment to Toy Stores is strong.
c) Her job satisfaction is high.
d) She will get fired.
e) She will quit.
Difficulty: Hard
Learning Objective 2: Identify the three stages employees progress through as they learn organizational culture.
All of the following are part of new employee orientation EXCEPT:
a) Learning the organization’s history.
b) Communicating with applicants following the interview to maintain interest in the organization.
c) Tours of the organization.
d) Reduce anxiety that new hires feel.
e) Communicate HR policies.
Difficulty: Medium
Learning Objective 3: Identify the purpose and key personnel involved in new employee orientation.
Which of the following is NOT a purpose of a new employee orientation program?
a) Familiarize the new member with the firm’s objectives, history, philosophy, and procedures.
b) Communicate relevant HRM policies such as work hours, pay procedures, and employee benefits.
c) Determine the training needs of the new member.
d) Review the specific duties and responsibilities of the new member’s job.
e) Introduce the employee to his or her manager and co-workers.
Difficulty: Medium
Learning Objective 3: Explain the purpose of new employee orientation and identify the key personnel involved in orientation.
Jim, the vice-president of human resources, is reading the evaluations from the new round of orientation programs. New employees report being excited about work, strongly identifying with the CEO’s speech. Many of them expressed frustration with awareness of physical facilities, grievance procedures, and benefits options. The major change has been that now orientation is managed by each employing division, rather than HRM. What should Jim do?
a) Hire new trainers to deliver the orientation material.
b) Stress the new buildings on the pre-interview tours.
c) Remove the CEO speech.
d) Let HRM coordinate the overall orientation program again.
e) Change the recruiting practices to attract more detail-oriented people to the firm.
Difficulty: Medium
Learning Objective 3: Explain the purpose of new employee orientation and identify the key personnel involved in orientation.
Involving the CEO in the orientation process provides all of these benefits EXCEPT
a) It assures a systematic, thorough orientation process.
b) CEO visioning and visibility contributes to organizational success.
c) The CEO reaffirms that the new employee has made an excellent choice.
d) A CEO welcome can encourage newcomers, like a pep rally.
e) It reinforces a message that the company cares about its employees.
Difficulty: Medium
Learning Objective 3: Explain the purpose of new employee orientation and identify the key personnel involved in orientation.
Which of the following is NOT true regarding the role of HRM in new employee orientation?
a) HRM plays a major coordinating role in new-employee orientation.
b) HRM should not be involved as a participant in the orientation program. The new employee orientation should be done by the new employee’s supervisor.
c) Once a job offer is accepted, HRM should instruct the new employee when to report to work.
d) HRM should spend some orientation time addressing what assistance it can offer to employees in the future.
e) HRM must be prepared to answer questions that the new employees may have about company benefits.
Difficulty: Medium
Learning Objective 3: Explain the purpose of new employee orientation and identify the key personnel involved in orientation.
Which of the following is NOT true regarding the role of the CEO in new employee orientation?
a) The CEO should welcome the new employees aboard.
b) The CEO should be ready to answer questions about employee benefits.
c) The CEO should inspire the new employees by talking about what it is like to work for the organization.
d) The CEO should listen to the concerns of the new employees.
e) The CEO should talk about the company’s culture.
Difficulty: Medium
Learning Objective 3: Explain the purpose of new employee orientation and identify the key personnel involved in orientation.
Which statement is not true of employee handbooks?
a) They should not be put online.
b) They provide a central source of information on the organization.
c) Statements that may be interpreted to be an employment contract need to be avoided.
d) They need to be updated regularly.
e) All of these statements are true.
Difficulty: Medium
Learning Objective 4: Explain the purpose and essential contents of an employee handbook.
John is putting together an employee handbook. One thing John should NOT include in the handbook is:
a) A paragraph that tell employees that as long as performance is satisfactory, they will be retained.
b) A chapter on the history of the company.
c) The work rules of the company.
d) The appeals process for a disciplinary infraction.
e) How to accrue vacation time.
Difficulty: Medium
Learning Objective 4: Explain the purpose and essential contents of an employee handbook.
Organizations typically ensure full EEO compliance for training programs with all of these activities EXCEPT
a) Providing equal training opportunities for all employees.
b) Removing training programs from the requirements for salary increases.
c) Monitoring training completion rates for protected groups compared to the majority group.
d) Advertising training schedules for all employees.
e) Ensuring that training selection criteria are related to the job.
Difficulty: Medium
Learning Objective 4: Explain the purpose and essential contents of an employee handbook.
Which of the following is NOT true regarding employee training?
a) Employee training may help improve job performance.
b) Employee training should be judged by its contribution to performance.
c) Employee training is not very costly for organizations.
d) Employee training should not be viewed as a cure-all for what ails the company.
e) Employee training may be required due to a technological breakthrough.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Which of the following is NOT true regarding employee training?
a) It focuses on future jobs in the organization.
b) It is present-day oriented.
c) It focuses on individuals’ current jobs.
d) It is a learning experience.
e) It aims at enhancing the skills and abilities that employees need to immediately perform their jobs.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Training should be performed in which of these situations?
a) An increase in performance will justify the training expense.
b) Lack of motivation is cited as the cause of a performance deficit.
c) A performance deficit has been identified.
d) The organization’s strategic goals include enhancing quality.
e) Training is available and inexpensive.
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Mary, a teller/customer service representative trainer (Teller/CSRs) for a large bank, has decided on a new training program for the Teller/CSRs. Trainees will work through training instructions and simulated transactions on a workstation similar to the ones they use. The software gives feedback and if transactions are not completed correctly, the instructions are reviewed until the trainee is successful. Mary proudly presents the new format to you, the HR executive. Which of the following questions would you ask Mary first?
a) Why are we replacing the current training program?
b) What are the goals of this program?
c) How much will this cost?
d) Who is the software provider?
e) Were job redesign characteristics infused into this simulation?
Difficulty: Hard
Learning Objective 5: Explain the ADDIE model of training design.
Which of these is an element of the ADDIE training model?
a) Attention
b) Desire
c) Interest
d) Design
e) Envelope
Difficulty: Medium
Learning Objective 5: Explain the ADDIE model of training design.
Which of the following is NOT an off-the-job training method?
a) Classroom lectures
b) Films and videos
c) Understudy
d) Simulation exercises
e) Vestibule training
Difficulty: Easy
Learning Objective 6: Outline a variety of employee training methods.
Jeremiah owns a ski instruction school in the Berkshire Mountains, a dog training academy in Connecticut, and an investment house in Boston. He just told Chet, one of his most promising investment managers, to run the dog academy for six months. What technique is Jeremiah using?
a) Simulation
b) Adventure training
c) Job rotation
d) Virtual reality
e) Assistant-to position
Difficulty: Medium
Learning Objective 6: Outline a variety of employee training methods.
Which statement about internships is NOT true?
a) They may include college credit.
b) They can reduce recruitment expense.
c) Employers are not open to ideas or suggestions from interns.
d) Interns gain valuable experience.
e) Interns are not guaranteed continued employment.
Difficulty: Difficult
Learning Objective 6: Outline a variety of employee training methods.
What type of training evaluation is conducted only after the training period, and the effectiveness is based on how well employees can perform their jobs.
a) Post-training performance method
b) Control group performance method
c) Pre-training performance method
d) Post-training survey method
e) Pre-post-training performance method
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Kirkpatrick’s Model does a good job of evaluating:
a) OD techniques.
b) Technical training.
c) Airline crews.
d) International assignments.
e) Training when it’s hard to calculate ROI.
Difficulty: Difficult
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Which of the following training evaluation methods is the least valid?
a) Pre-post training performance method
b) Trainees’ reactions to the training
c) Pre-post training performance with control group method
d) Trainees’ changes in behaviors
e) Trainees’ changes in skills
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Training evaluation should include all of the following EXCEPT:
a) Was the training hard enough?
b) Do participants use their new skills on the job?
c) Did participant’s behavior change?
d) Did it achieve its desired results?
e) How much did the participants learn?
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Carlos, director of training for a large organization, is looking at the diversity audit, which shows completion rates training programs required for any staff member wishing to be promoted to a supervisory position. The information shows that of the employees that took the training, only 30 percent were minorities. What should Carlos do?
a) Drop the training requirement because it creates an adverse impact and is discriminatory.
b) Nothing. There is no problem with adverse impact for the program.
c) Carlos should change the training so that more minorities complete it successfully.
d). Change the cut score.
e) Nothing. Carlos doesn’t have enough information.
Difficulty: Hard
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Fernando, director of training for a large choral ensemble, is evaluating a new training program to improve performance skills for all singers. He has gathered performance information about mistakes and miscues in performance, number of practices required for quality, the number of practices interrupted by personality issues or timing factors, and other work-related indicators. He plans to compare similar figures gathered next season after employees complete the course. What training evaluation method is Fernando using?
a) Supervisor and incumbent opinion.
b) Test-retest method.
c) Pre-post training performance method.
d) Pre-post training performance with control group method.
e) Employee inventory.
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Sayjolol, director of training for a large manufacturing organization, has developed a workplace diversity appreciation program. All employees are interviewed a month after attending the program. They are asked about any workplace behaviors that did not exhibit diversity appreciation and their actions in those situations. What training evaluation method is Sayjolol using?
a) Supervisor and incumbent opinion
b) Test-retest method
c) Pre-post performance method
d) Pre-post training performance with control group method
e) Post training performance method
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Rahim, director of training for a large hospital, has developed a new “Tender, loving care” nurse training program. He plans to measure patient satisfaction in ten wards, and then put nurses from half of the wards through the new program. Four months later he will measure patient satisfaction again. What training evaluation method is Rahim using?
a) Supervisor and incumbent opinion
b) Test-retest method
c) Pre-post performance method
d) Pre-post training performance with control group method
e) Post training performance method
Difficulty: Medium
Learning Objective 7: Describe the methods and criteria involved in evaluating training programs.
Comparing employee development to employee training,
a) Training focuses on existing work groups. Development focuses on work group formation.
b) Development is used for indoctrination. Training is required for metamorphosis.
c) Training focuses on current job skills. Development focuses on personal growth.
d) Training is Intranet-based. Development uses Internet technology.
e) Training is more complex than development.
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
Fariba is in line for a senior vice president position at a large hotel conglomerate. She has just received a letter, appointing her to the national environmental task force for water and electricity conservation. What is happening to her career?
a) She received a promotion.
b) It’s her turn for a job rotation.
c) Her salary will be adjusted.
d) She received a committee assignment.
e) She will be making the company a “green” employer.
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
The case study method developed at the Harvard Graduate School of Business is an example of which of the following methods?
a) Simulation
b) Vestibule training
c) Lecture
d) Experiential exercise
e) Apprenticeship
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
What type of training would be most effective in a field where errors can be life threatening or cost prohibitive?
a) Decision games
b) Role plays
c) Simulations
d) Case studies
e) Adventure training
Difficulty: Medium
Learning Objective 8: Explain the purpose of employee development and methods used.
Which of the following best describes organization development?
a) The assessment of employees’ perceptions and attitudes regarding the organization
b) The enforcement of values and continued learning to gain a competitive advantage
c) An attempt to achieve cohesion among different work groups
d) An organizational activity that assists with implementing planned change
e) The preparation of an employee for an international assignment
Difficulty: Medium
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Which of the following is NOT an example of employee development activities?
a) Committee assignments.
b) Performance-based evaluation.
c) Assistant-to positions.
d) Games.
e) White-water rafting.
Difficulty: Medium
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Which is part of Lewin’s metaphor for organizational change?
a) Systems
b) Technology
c) White water
d) Unfreezing
e) Restraining forces
Difficulty: Hard
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Kurt Lewin’s change process model is best suited for which of the following organizational image metaphors?
a) Calm waters
b) White-water rapids
c) Planting corn on concrete
d) Chicken and egg
e) Groupthink
Difficulty: Medium
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Which of the following describes the white-water rapids metaphor for the change process?
a) Equilibrium - Chaos – Equilibrium.
b) Unpredictable and unstable environment.
c) Freeze - Unfreeze -Defreeze.
d) Turbulent waters before calm waters.
e) predictability and stability.
Difficulty: Easy
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Which of the following is NOT true of Organizational Development?
a) It is often used when change is necessary.
b) It often utilizes surveys to determine external environmental factors.
c) Surveys are often administered by outside consulting groups.
d) Survey results are used to remedy organizational problems.
e) Team development is a common goal of organizational development.
Difficulty: Hard
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Which is NOT a common catalyst for change in organizations?
a) Environmental dissonance.
b) Mergers.
c) Global environmental factors.
d) Technology that affects workflow.
e) Reorganization.
Difficulty: Hard
Learning Objective 9: Discuss the term organizational development and the role of the change agent.
Which of the following is NOT true regarding a learning organization?
a) In a learning organization, learning can take place without information.
b) A learning organization has the capacity to continuously adapt and change.
c) It is critical for members to share information and collaborate on work activities.
d) Managers serve as facilitators, supporters, and advocates for employee teams.
e) The organizational culture is an important aspect.
Difficulty: Medium
Learning Objective 10: Explain the term learning organization.
Milan, a successful CEO of a learning organization, is speaking at a fundraising luncheon for his favorite charity. When asked about his most important leader function, he could answer all of the following EXCEPT
a) Facilitating shared vision for the organization.
b) Keeping organizational members working toward the shared vision.
c) Supporting a collaborative environment.
d) Demonstrating his personal mastery of most of the work tasks in the organization.
e) Encouraging managers to encourage their employees.
Difficulty: Medium
Learning Objective 10: Explain the term learning organization.
Is the role of information different in a learning organization than in other organizational types?
a) Yes. With the emphasis on learning, information is less important.
b) No. The usual top-down and bottom up filters operate.
c) Yes. Security is tighter, so information is restricted.
d) No. Divisions still protect their knowledge bases, regarding them as power.
e) Yes. Information must be shared freely and accurately among organizational members.
Difficulty: Medium
Learning Objective 10: Explain the term learning organization.
Cultural sensitivity is most often taught to employees before overseas assignments through which of these techniques?
a) Lectures, movies
b) Video recordings and embassy tours
c) Interactive simulations and lectures
d) Role playing, simulations, and meeting former international assignees
e) Meeting with foreign correspondents and watching the media
Difficulty: Medium
Learning Objective 11: Explain issues critical to international training and development.
Which of the following is true regarding cross-cultural training?
a) Cross-cultural training is necessary only for expatriate managers, not their families.
b) Cross-cultural training is necessary only before foreign assignments.
c) Cross-cultural training is necessary only during foreign assignments.
d) Cross-cultural training is necessary before, during, and after foreign assignments.
e) Cross-cultural training is necessary only after foreign assignments.
Difficulty: Medium
Learning Objective 11: Explain issues critical to international training and development.
Your friend, George, has an opportunity to take an overseas assignment for his organization. He’s single and likes to travel. The only problem he sees is that he does not speak the language well. What do you tell him?
a) Don’t worry. Everyone speaks English.
b) Don’t go. You won’t be able to work there or live there.
c) Get a good interpreter who understands your business. Learn some social phrases and try to communicate in the local language.
d) Stay in the United States until you are fluent in the language.
e) Take Richard, our old roommate, along. His grandmother was born there. He knows the language and the culture and you two would have a great time.
Difficulty: Medium
Learning Objective 11: Explain issues critical to international training and development.
When an overseas assignment is completed, the organization has different options for the returning expatriate. Which of the following is the least desirable option for the organization?
a) Continue employee development with challenging assignments.
b) Assign the employee to work on projects with others returning from overseas assignments.
c) Rotate the employee to a different subsidiary.
d) Utilize the employee’s newly acquired skills immediately.
e) Let the employee rest by providing easy assignments.
Difficulty: Medium
Learning Objective 11: Explain issues critical to international training and development.
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Connected Book
Test Bank | HR Management Fundamentals 14e
By Susan L. Verhulst, David A. DeCenzo