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Chapter 07
<Training>
True / False Questions
1. | Continuous learning requires employees to understand the entire work system.
True False |
2. | Training is a planned effort by a company to facilitate the learning of job-related competencies, knowledge, skills, and behaviors by employees.
True False |
3. | Tacit knowledge is knowledge that is well documented and easily transferred from person to person.
True False |
4. | Explicit knowledge is knowledge gained through personal experiences.
True False |
5. | The first stage in the training design process involves ensuring that employees are ready for training.
True False |
6. | The last stage in the training design process is ensuring the transfer of training.
True False |
7. | In the first step of the training process, person analysis and task analysis are often conducted at the same time.
True False |
8. | Person analysis includes identifying the knowledge, skills, and behaviors that need to be emphasized in training for employees to complete a task.
True False |
9. | Manager’s support is the degree to which trainees' managers emphasize the importance of attending training programs.
True False |
10. | The highest level of support that a manager can provide the training process is acceptance.
True False |
11. | Opportunity to perform is influenced by both the work environment and trainee motivation.
True False |
12. | A disadvantage of distance learning is the high travel costs incurred during training.
True False |
13. | One disadvantage of using MOOCs for training is the lack of opportunity for interaction among students.
True False |
14. | When compared to other methods, the on-the-job training method needs less investment in time and money.
True False |
15. | One advantage of apprenticeship programs is that most of them guarantee a job upon completion of the program.
True False |
16. | Simulations can be used to teach production and process skills; however, they cannot be used to teach management and interpersonal skills.
True False |
17. | E-learning is likely to replace the blended learning approach when face-to-face interaction is required.
True False |
18. | Adventure learning focuses on developing creativity through the use of simulations and video games.
True False |
19. | The first step in choosing a training method is to consider the extent to which the method facilitates learning and transfer of training.
True False |
20. | In general, designs that use pretraining and posttraining measures of outcomes and include a comparison group reduce the risk that factors other than training itself are responsible for the evaluation results.
True False |
21. | Expatriates are employees who are citizens of the host country.
True False |
22. | Inpatriation prepares expatriates for return to the parent company and country from the foreign assignment.
True False |
23. | There is no evidence to support the direct relationship between diversity and business.
True False |
24. | Onboarding is the process of helping new hires adjust to social and performance aspects of their new jobs.
True False |
25. | In the onboarding process, the clarification step involves understanding company policies and rules.
True False |
Multiple Choice Questions
26. | _____ involves development programs, courses, and events that are developed and organized by the company.
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27. | Which of the following statements is true of continuous learning?
A. | It is an informal learning approach initiated by employees. |
B. | It is an organizational effort that relies solely on formal training. |
C. | It is a system that expects employees to understand the entire work process. |
D. | It is a system that requires employees to have only task-specific knowledge. |
E. | It expects employees to acquire knowledge on their own and not share with others. |
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28. | Processes, checklists, flowcharts, formulas, and definitions are examples of _____.
A. | experiential knowledge |
C. | informal training tools |
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29. | Which of the following is true of informal learning?
A. | It is initiated by the management of an organization. |
B. | It involves training and development programs. |
C. | It occurs in a planned setting for facilitating knowledge. |
D. | It occurs as a result of gathering explicit knowledge. |
E. | It is motivated by a personal intent to develop. |
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30. | Tacit knowledge is different from explicit knowledge in that
A. | explicit knowledge is based on personal experience. |
B. | tacit knowledge is easy to codify. |
C. | tacit knowledge can be well documented. |
D. | explicit knowledge can be easily articulated. |
E. | tacit knowledge can be easily transferred to others. |
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31. | Which of the following is true of knowledge management?
A. | It primarily focuses on enhancing a company's reputation. |
B. | It relies on informal settings for knowledge transfer. |
C. | It contributes to informal learning. |
D. | It tends to avoid using culture as a tool for sharing knowledge. |
E. | It never consists of or utilizes communities of practice. |
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32. | Which of the following is the first stage in the training design process?
A. | Ensuring employees' readiness for training |
B. | Conducting a needs assessment |
C. | Selecting training methods |
D. | Creating a learning environment |
E. | Evaluating training programs |
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33. | A firm focuses on organizational and person analysis during the _____ stage in the training design process.
B. | employees' readiness assessment |
C. | learning environment development |
E. | training methods selection |
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34. | Which of the following stages in the training design process involves self-management strategies and peer and manager support?
A. | Employees' readiness assessment |
B. | Learning environment development |
D. | Evaluation of training programs |
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35. | Which type of analysis is usually conducted first when performing a needs assessment in a training process?
B. | Organizational analysis |
D. | High-leverage analysis |
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36. | _____ analysis involves determining the business appropriateness of training, given the company's business strategy.
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37. | _____ analysis involves identifying who needs training and determining employees' readiness for training.
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38. | Which of the following types of analysis involves determining whether performance deficiencies result from a lack of knowledge, skill, or ability?
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39. | _____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be emphasized in training.
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40. | In the training process, _____ analysis involves identifying the conditions such as equipment, environment, and time constraints.
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41. | If a training program focuses primarily on ensuring that employees have product or service knowledge, it is taking the strategic initiative to _____.
A. | improve customer service |
B. | improve employee engagement |
D. | grow in the global market |
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42. | Phil, a management trainer at Flint Inc., designs a training program that focuses on capturing insights and information from knowledgeable employees. Through this program, Phil is taking the strategic initiative to _____.
A. | improve customer service |
B. | improve employee engagement |
C. | enhance innovation and creativity |
D. | grow in the global market |
E. | increase job retention |
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43. | If an organization decides to take a strategic initiative of enhancing innovation and creativity, which of the following is likely to be an implication for the organization's training practices?
A. | Ensuring that employees have product knowledge |
B. | Ensuring that employees understand their roles |
C. | Dedicating physical space to encourage teamwork |
D. | Ensuring that employees have opportunities to develop |
E. | Training the local workforce in company culture |
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44. | The first step in task analysis is to
A. | develop a list of tasks performed on the job. |
B. | validate or confirm the tasks. |
C. | identify the jobs to be examined. |
D. | identify the knowledge, skills, and abilities required for the tasks. |
E. | identify the equipment and working conditions required for the tasks. |
|
45. | The last step in task analysis is to
A. | develop a list of tasks performed on the job. |
B. | validate the tasks that are to be performed on the job. |
C. | identify the jobs to be analyzed. |
D. | identify the working conditions required for the tasks. |
E. | confirm the tasks that are to be performed on the job. |
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46. | Which of the following is true about task analysis?
A. | It involves determining the cause for performance deficiency—lack of skill or a training issue. |
B. | It involves identifying who requires training. |
C. | It involves determining employees' readiness for training. |
D. | It involves determining the business appropriateness of training. |
E. | It involves identifying the knowledge and skills required for the job. |
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47. | A _____ is a statement of an employee's work activity in a specific job.
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48. | In the context of factors that influence the motivation to learn, when an organization seeks to convince employees that they can successfully learn the content of a training program, the organization is primarily focusing on improving
B. | the reliability of the training. |
C. | the employees' awareness of training needs. |
D. | the self-efficacy of the employees. |
E. | the goal orientation of the employees. |
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49. | In the context of factors that influence the motivation to learn, which of the following management actions is likely to increase employees' self-efficacy?
A. | Not sharing information on the purpose of training programs |
B. | Making it clear that only the best of the employees can get through the training programs |
C. | Communicating that training will focus on identifying areas of incompetence |
D. | Informing the employees about the times their peers have failed to benefit from the training |
E. | Emphasizing that learning is under the employees’ personal control |
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50. | If an organization wants to improve the work environment factor that influences the motivation to learn, it is likely to focus on
A. | communicating the purpose of the training programs to employees. |
B. | emphasizing that learning is under employees' personal control. |
C. | communicating why employees were asked to attend training. |
D. | encouraging employees to give feedback to each other. |
E. | providing remedial training. |
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51. | To enhance the employee conscientiousness factor that influences the motivation to learn, an organization should
A. | share employees’ performance appraisal information with them. |
B. | encourage employees to provide feedback to each other. |
C. | provide the resources necessary for employees to use training content in their work. |
D. | communicate the need for learning. |
E. | provide remedial training to employees. |
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52. | Which of the following factors that influence motivation deals with an employee's tendency to be reliable, hardworking, self-disciplined, and persistent?
D. | Awareness of training needs |
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53. | _____ is on-the-job use of knowledge, skills, and behaviors learned in training.
A. | Information absorption |
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54. | Concept maps showing the relationship among ideas and visual images are tools that can be best used
A. | to understand opportunities for practice. |
B. | to gain insights by working on the job directly. |
C. | for program coordination and administration. |
D. | to commit training content to memory. |
E. | to share feedback about employees' performance. |
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55. | Which of the following is true of an action plan for training?
A. | It is a graphic representation of the stages in training. |
B. | It is a verbal agreement that emphasizes the goals of training. |
C. | It is a written document that ensures training transfers to the job. |
D. | It is a verbal agreement among trainers on the training methods to be used. |
E. | It is a personal statement made by an employee on his or her goals for training. |
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56. | Which of the following is true of a support network in training?
A. | It is the support that managers from different teams offer to trainees. |
B. | It is the support system built by an organization to support knowledge transfer. |
C. | It is the support that trainers offer to employees within the training program. |
D. | It is the support that trainers offer to employees to transfer training to the job. |
E. | It is the support that trainees give one another to discuss their progress. |
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57. | Action plans are developed to facilitate _____.
D. | training program evaluation |
E. | conditions for learning |
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58. | Which of the following is a computer application that can be used to provide skills training and expert advice?
A. | Learning management system |
B. | Application management system |
C. | Performance support system |
D. | Knowledge transfer system |
E. | Network analysis system |
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59. | Which of the following is true of the presentation method of training?
A. | Trainees are active participants in preparing the training module. |
B. | This method of training does not include distance learning. |
C. | Gadgets such as smartphones and tablets cannot be used in this method. |
D. | This method of training is ideal for presenting only old facts and existing knowledge. |
E. | This method of training can be used to transfer alternative problem-solving solutions. |
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60. | Which of the following is true of instructor-led classroom instruction?
A. | This method of training has lost popularity due to new technologies such as interactive video instructions. |
B. | Traditional classroom instruction is one of the most expensive methods of training. |
C. | This is one of the least time-consuming ways to present information. |
D. | The more passive the trainees are in absorbing the instruction, the more they can use the information on the job. |
E. | Computer-based instructions have made instructor-led classroom instruction obsolete. |
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61. | Presentation training techniques are most effective for
A. | developing specific skills or dealing with interpersonal issues on the job. |
B. | conveying new facts and different philosophies. |
C. | applying learned capabilities on the job. |
D. | sharing ideas and experiences and getting to know one's strengths and weaknesses. |
E. | enhancing communication and developing a peer network. |
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62. | _____ is an example of a presentation training method.
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63. | Which of the following is true of distance learning?
A. | Expenses in the form of travel costs are high. |
B. | Clarification of questions is dependent on on-site instructors. |
C. | The level of interaction between trainees and trainers is high. |
D. | Geographically dispersed audiences cannot be reached. |
E. | It is more useful when instructors can visit the trainees. |
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64. | Which of the following is true about massive open online courses?
A. | Anyone with an Internet connection can participate in them. |
B. | They are rejected by major universities and therefore lack credibility. |
C. | A majority of learners complete the course certification component. |
D. | Course topics are primarily focused on science and technology. |
E. | They offer participants many opportunities for synchronous interaction. |
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65. | _____ is ideal for understanding how skills and behaviors can be transferred to the job and for dealing with interpersonal issues.
A. | The presentation method |
C. | The distance learning method |
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66. | A work-study training method that uses both on-the-job training and classroom training is called _____.
C. | virtual-reality training |
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67. | Which of the following is true of apprenticeship?
A. | It focuses exclusively on on-the-job training. |
B. | Apprenticeship programs cannot be sponsored by companies cooperating with a union. |
C. | It requires a certain number of hours of classroom instruction to qualify as a registered program. |
D. | The majority of apprenticeship programs are for managerial positions. |
E. | Unlike interns, apprentices cannot earn until the period of apprenticeship is complete. |
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68. | Which of the following is true about simulations as a training technique?
A. | They provide limited opportunities for trainees to relate to actual jobs. |
B. | They are used to teach only management and interpersonal skills. |
C. | They prevent trainees from seeing the impact of their decisions in a risk-free environment. |
D. | They are inexpensive to develop and maintain. |
E. | They are methods used to represent real-life situations. |
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69. | Which of the following types of skills is best improved by behavior-modeling training?
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70. | While evaluating training programs, return on investment can be used to measure _____.
A. | acquisition of knowledge |
C. | economic value of training |
D. | reaction to the programs |
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71. | While evaluating training programs, acquisition of knowledge is measured using _____.
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72. | While evaluating training programs, affective outcomes are most appropriate for measuring _____.
A. | the acquisition of knowledge |
E. | the economic value of training |
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73. | _____ outcomes are used to measure the acquisition of knowledge.
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74. | As a manager, Jorge wants to find out the impact of his company's behavior-modeling training program on his employees' communications skills. The _____ evaluation design is necessary for this purpose.
C. | pretest/posttest comparison group |
D. | pretest only with comparison group |
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75. | The _____ evaluation design is necessary if a manager wants to equate the effect of two training programs.
C. | pretest/posttest with comparison group |
D. | pretest only with comparison group |
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76. | Which of the following is the first step in a return on investment (ROI) analysis?
A. | Determining the training costs |
B. | Calculating the total savings |
C. | Identifying the outcomes |
D. | Dividing benefits by costs |
E. | Placing a value on the outcomes |
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77. | Which of the following is the last step in a return on investment (ROI) analysis?
A. | Determining the training costs |
B. | Calculating the total savings |
C. | Identifying the outcomes |
D. | Dividing benefits by costs |
E. | Placing a value on the outcomes |
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78. | An example of an expatriate is a
A. | U.S. citizen working for a Japanese firm in the United States. |
B. | Japanese citizen working in Japan for a Japanese firm. |
C. | person born in Germany but currently a U.S. citizen working in the United States. |
D. | U.S. citizen working for a U.S. firm in Germany. |
E. | person born in the United States and currently a Japanese citizen working in Japan. |
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79. | An individual who works in a country other than his or her country of origin is called a(n) _____.
E. | third country national |
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80. | The key to a successful foreign assignment is a combination of training and career management for the employee and _____.
B. | the parent country supervisor |
C. | the employee’s subordinates |
E. | the host country supervisor |
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81. | In which phase do employees receive language training and an orientation to the new country's culture and customs?
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82. | Pairing up expatriates and their families with an employee from the host country is likely to occur in the _____.
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83. | Preparing expatriates to return to the parent company is _____.
A. | preparation for home assignment |
B. | preparation for offshore roles |
E. | cross-cultural preparation |
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84. | Providing expatriates with company newsletters and community newspapers helps them
A. | understand the work requirements of a foreign assignment better. |
B. | identify their role and responsibilities as an overseas manager. |
C. | develop the skills required to complete the task and return home. |
D. | experience minimal difficulty trying to adapt to changes on returning to the home country. |
E. | deal with differences in language and culture in a new country. |
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85. | As a component of effective managing diversity programs, _____ includes diversity as part of the business strategy and corporate goals.
A. | top management support |
E. | ensuring fair treatment |
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86. | Implementing an alternative dispute resolution process is part of the _____ component of an effective managing diversity program.
A. | top management support |
B. | recruitment and hiring |
C. | improving stakeholders' relationship |
E. | ensuring fair treatment |
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87. | Establishing a mentoring process is part of the _____ component of an effective managing diversity program.
A. | top management support |
B. | recruitment and hiring |
C. | identifying and developing talent |
D. | holding managers accountable |
E. | ensuring fair treatment |
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88. | Understanding a company's norms and mission is part of the _____ step in the effective onboarding process.
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89. | The last step in an effective onboarding process is _____.
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90. | Which of the following is an example of effective onboarding?
A. | Encouraging employees to avoid asking questions |
B. | Refraining from providing relocation assistance |
C. | Avoiding debasing new employees |
D. | Avoiding learning from informal sources such as company culture |
E. | Avoiding informal interactions between new and current employees |
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Essay Questions
91. | Discuss the ways in which an investment in training can help a company gain a competitive advantage.
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92. | Discuss the six stages in the training design process.
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93. | Describe the three elements in the needs assessment process.
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94. | Discuss any three factors that influence an employee's motivation to learn.
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95. | Discuss the advantages and disadvantages of using apprenticeship as a training technique.
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96. | Discuss behavioral modeling as a training method.
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97. | List the requirements that expatriates should meet to succeed overseas.
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98. | Discuss how a firm may develop an environment that supports diversity and practices inclusion.
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99. | Describe onboarding/socializing. List the four steps involved in effective onboarding.
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100. | List any five characteristics of an effective onboarding program.
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