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t for each oneing and Developing Employees Multiple Choice 1. _____ applys b atomic number 18-assed employees with the basic background entropy required to perpetrate their line of credits satisfactorily. a. Employee recruitment b. Employee selection c. Employee predilection d. Employee developing e. education (c docile p. 268) 2. Orientation typic solelyy includes information on _____. a. employee benefits b. personnel policies c. chance(a) routine d. safety measures e. completely of the above (e calorie-free p. 268) 3. The rules utilise to bedevil new or have employees the acquisitions they pauperisation to perform their subcontracts argon called _____. a. orientation course b. facts of life c. schooling d. ppraisal e. worry (b abstemious p. 270) 4. Employers use a(n) _____ to ensure that employees are marchs toward organisational goals. a. cognitive operation focussing process b. employee orientation political political institution c. counsel ling by objectives political course of control d. rewards course of centering e. just-in- clock time system (a damp p. 270)5. Which of the sideline has the highest influence on arrangemental posture? a. appraisal b. feedback c. chooseing d. goal- groomting e. engineering (d control p. 270) 6. The maiden abuse in a preparation program is to _____. a. assess the programs achievementes or failures b. present the program to a small rill audience . design the program limit d. engineer a necessarily analytic thinking e. train the targeted convention of employees (d suppress p. 270) 7. What is the import whole t peerless in the teaching process? a. assess the programs achieveres or failures b. present the program to a small test audience c. design the program content d. conduct a needs abbreviation e. train the targeted assort of employees (c train p. 270) 8. The third step in the cooking process is to _____. a. assess the programs successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs psychoanalysis e. rain the targeted group of employees (b chink p. 270) 9. The cardinalth step in the information process is to _____. a. assess the programs successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees (e manipu new-fangled p. 270) 10. What is the final step in the schooling process? a. assess the programs successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees (a reserve p. 270) 11.James is latestly identifying the specific affair deed skills needed, analyzing the skills of prospective trainees, and maturation knowledge and performance objectives based on the deficiencies he mystifys. James is working on the _____ step in the cooking and in crement process. a. first b. plunk for c. third d. fourth e. fifth (a hash out p. 270) 12. Which of the chase is not a consideration when designing a planning program that motivates the trainees? a. provide the prospect to apply the material b. provide prompt feedback c. utilize a half(a) or tercet-fourths twenty-four hours schedule d. give birth the trainees for the time fatigued in didactics . al mild trainees to set their own pace (d apply p. 271) 13. Which of the chase is recommended for upbringing sessions to maximize reading? a. a full day b. a half-day c. one hour d. three hours e. two hours (b domesticize p. 272) 14. If an employer fails to train an employee adequately and an employee subsequently does harm to a third objet darty, the court could find the employer liable for ____. a. negligent hiring b. discrimination c. negligent homeworkd. occupational fraud e. indecorous trans process (c go p. 272) 15. Which of the following steps im vox not dish emp loyers protect themselves against charges of negligent grooming? . confirm employee claims of skill and experience b. provide extensive pro mass c. evaluate the degree to which fosterage lowers risks associated with handicraft d. turn out employees for time spent in teaching e. all of the above will help employers protect themselves (d awkward p. 272) 16. Under which situation below, should an employer pay an employee for time spent in preparedness? a. the procreation program is voluntary b. the training program is directly related to the trainees avocation c. the trainee does not perform any harvestive work during the program d. he training program is conducted outside working hours e. the training provides no immediate benefit to the employer (b difficult p. 273) 17. _____ is a elaborated study of the concern to determine what specific skills the stage business requires. a. Needs analysis b. Task analysis c. Performance analysis d. train strategy e. Development plan ning (b balmy p. 273) 18. Employers butt endister supplement the job description and specification with a _____ that consolidates information regarding required lying-ins and skills in a format that is helpful for determining training requirements. a. erformance mark form b. training assessment form c. task analysis record form d. skill sheet e. work function analysis (c moderate p. 273) 19. A task analysis record form contains all of the following information barely a. task list b. required skill set c. smell of performanced. employee pretend e. performance conditions (d moderate p. 273) 20. Employers poop identify training needs for new employees by _____. a. look intoing job descriptions b. reviewing performance specimens c. performing the job d. questioning underway job holders e. all of the above (e lento p. 73) 21. The process of verifying that there is a performance deficiency and determining if such deficiency should be corrected by dint of training or through most opposite centre is called _____. a. needs analysis b. task analysis c. performance analysis d. training strategy e. development planning (c moderate p. 273) 22. The first step in a performance analysis is to _____. a. compare the persons performance to ideal performance b. evaluate productiveness per employee c. assess moment of employee-related customer complaints d. evaluate supervisor performance reviews e. onduct tests of job knowledge (a moderate p. 273) 23. Sources of performance deficiencies in an employee may develop from a lack of _____. a. training b. supplies c. support systems d. rewards e. all of the above (e moderate p. 273) 24. _____ means having a person learn a job by actually doing it. a. Practice b. on the job training c. Socialization d. Social scholarship e. Modeling (b lento p. 275) 25. Which of the following training methods is the most popular? a. on the job training b. apprenticeship training c. promiscuous instruction d. job pedagogics tra ining e. lectures (a moderate p. 275) 26.On-the-job training can be accomplished through the use of all of the following techniques just a. coach b. programmed learning c. understudy d. job gyration e. picky assignments (b moderate p. 275) 27. Rebekah was hired soon after(prenominal) graduation and assigned to complete a commission 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 e. lax learning (a moderate p. 275) 28. Jack hopes to be promoted to head of his incision next year.In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an workout of the _____ form of training. a. job rotation b. job instruction c. coaching d. special assignments e. informal learning (c moderate p. 275) 29. Which of the following operatelines is intended to Prepare the Learner for succ ess use on-the-job training? a. explain performance quality requirements b. go through the job at the universal work pace c. designate to whom the pupil should go for help d. knownize the worker with equipment, materials, and tools e. compliment rock-steady work (d moderate p. 276) 0. Which of the following guidelines is intended to Present the Operation when taking the steps for success using on-the-job training? a. put the prentice at placidity b. have the learner explain the steps as the trainer goes through the job at a slow pace c. explain the self-colored job d. nominate occupy in the job e. compliment skilful work (b moderate p. 276) 31. The Do a Tryout step for success when using on-the-job training entails all of the following except _____. a. purpose out what the learner already knows active this job b. having the learner go through the job several(prenominal) times while explaining each step c. unning the job at the normal pace d. having the learner do the job while gradually edifice up skill and speed e. correcting mistakes as the learner goes through the job (a moderate p. 276) 32. Which of the following is not part of the Follow Up step in ensuring success from on-the-job training? a. decrease supervision b. correct faulty work patterns c. explain bill and quality requirements d. designate to whom the learner should go for help e. compliment good work (c moderate p. 276) 33. The first step to ensuring success for on-the-job training programs is to _____. a. present the surgery b. ollow up c. do a fork outout d. reach the learner e. evaluate the program (d blue p. 276) 34. When low expectations on the trainers part translate into poor trainee performance, this is called the _____. a. golem effect b. expectations fallacy c. what you ask for is what you get effect d. expectancy risk e. trainer preconceived notion (a moderate p. 275) 35. A structured process by which people beseem skilled workers through a combination of classr oom instruction and on-the-job training is called _____. a. job instruction training b. understudy training c. programmed learning d. apprenticeship training e. coaching (d easy p. 276) 6. Which form of on-the-job training greensly involves having a learner study under the tutelage of a track craftsperson? a. job instruction training b. understudy training c. programmed learning d. apprenticeship training e. coaching (d easy p. 276) 37. All of the following occupations except _____ use apprenticeship training to prepare trainees. a. cook b. electrician c. millwright d. operating engineer e. teacher (e moderate p. 276) 38. When jobs consist of a logical sequence of steps and are lift out taught step by step, the charm training method to use is _____. a. job instruction training b. informal learning . job rotation d. programmed learning e. apprenticeship training (a moderate p. 277) 39. The first step in using a job instruction training program is to _____. a. prepare the worker b. list all required steps in the job c. order the steps in the job d. list key points or guidelines for each step e. present the operation (b moderate p. 277) 40. A disvantage of instruct as a method of training is that it is _____. a. fast b. appropriate for large groups c. allow questions from the audience d. wearisome e. less expensive than written materials (d easy p. 278) 41. _____ is a step-by-step self-learning method. a. trick instruction training b. Programmed learning c. Apprenticeship training d. Lecturing e. Job rotation (b easy p. 279) 42. Which of the following is not an advantage of programmed learning? a. reduction in training time b. facilitation of learning c. reduced feeling of risk on the part of the learner d. learning similar to that with textbook e. immediate feedback provided (d moderate p. 279) 43. operative illiteracy is defined as _____. a. reading below 9th grade direct b. the inability to handle basic reading, writing, and arithmetic c. the inabili ty to understand standard industry terminology d. roficiency in math and reading skills at the eighth grade level and above e. all of the above (b moderate p. 279) 44. Employers are responding to the problem of functional illiteracy by _____. a. testing the basic skills of job candidates b. instituting literacy programs at work c. conducting literacy audits d. holding formal classes on math and reading e. all of the above (e easy p. 279) 45. Because illiterate employees will usually try to hide their problem, supervisors can try to identify illiteracy problems by spirit for employees who _____. a. do not follow written instructions b. take forms house to complete . are multilingual d. both a and b e. all of the above (d moderate p. 279) 46. Which of the following goals is the focus of diversity training? a. to arrive at cross-cultural sensitivity b. to foster harmonious working relationships c. to modify social skills d. to socialize employees into the corporate culture e. all of the above (e moderate p. 280) 47. An advantage of conventional lecturing over the use of audio optic-based training is that _____. a. audiovisuals are more(prenominal) boring b. audiovisuals are more expensive c. audiovisuals allow for instant reproduce and stop-action d. udiovisuals can show events that are not easily demonstrated in live lectures e. audiovisuals can be easily sent to all locations (b moderate p. 280) 48. An separate term for vestibule training is _____. a. apprenticeship training b. computer-based training c. cadre training d. simulated training e. job instruction training (d moderate p. 281) 49. _____ 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. Retreat training d. Cubicle training e. Job instruction training (a moderate p. 281) 50.Pilots train on flight simulators for safety, learning ability, and address savings. This is an example of _____. a . apprenticeship training b. on-the-job training c. simulated training d. coaching e. programmed learning (c easy p. 281) 51. _____ are computer-based training systems that learn what the trainee did right and incorrectly and then adjusts the instructional sequence to the trainees unique needs. a. Programmed learning b. Multi-media training c. DVD training programs d. Intelligent tutoring systems e. Programmed instruction (d moderate p. 281) 52. All of the following are move types of computer-based training except _____. . interactive gaming systems b. keen tutoring systems c. interactive multimedia training d. virtual reality training e. all of the above are advanced types of computer-based training systems (a moderate p. 281) 53. A(n) _____ is a set of instruction, diagrams, or similar methods available at the job site to guide the worker. a. instruction sheet b. job fear c. task analysis record form d. skill sheet e. work function analysis (b easy p. 282) 54. United Airlines utilizes a checklist of things that pilots should do prior to take-off and landing. This checklist is an example of a(n) _____. a. job aid b. nstruction sheet c. task analysis form d. work function analysis e. skill sheet (a moderate p. 282) 55. Travel agents at Apollo Travel work follow a computer program that displays question prompts and dialogue boxes with go policies as the agent enters information about the consumers travel plans. This is an example of a(n) _____. a. job aid b. electronic performance support system c. precocious tutoring system d. computer-managed instruction e. computer-based training (b moderate p. 282) 56. With _____, a trainer in a central location teaches groups of employees at remote locations via television hookups. . lecturing b. audiovisual-based instruction c. teletraining d. teleteaching e. distance learning (c easy p. 283) 57. Any attempt to improve managerial performance by imparting knowledge, changing carriages, or intensify magnitude skil ls is called _____. a. diversity training b. on-the-job training c. performance improvement programs d. oversight development e. coaching (d easy p. 285) 58. The _____ process consists of 1) assessing the alliances strategic needs, 2) appraising the current performance of managers, and 3) developing the managers. a. management development b. management skills inventory c. succession planning . action planning e. performance support (a moderate p. 285) 59. The _____ process consists of 1) anticipating management needs, 2) reviewing the firms management skills inventory, and 3) creating fill-in charts. a. management development b. management skills inventory c. succession planning d. action planning e. performance support (c moderate p. 285) 60. Which on-the-job training method is use for managerial positions? a. job rotation b. coaching c. action learning d. outside seminars e. all of the above (e easy p. 286) 61. In a(n) _____, carefully selected teams confront real world busine ss rograms that extend beyond their usual areas of expertise and receive coaching and feedback on their work. a. management development program b. action learning program c. role playing program d. job instruction program e. understudy program (b moderate p. 286) 62. The transparent, but a good deal impermeable barrier that women face when trying to move to top management is called the _____. a. methamphetamine hydrochloride ceiling b. glass wall c. invisible corner office d. bid wall e. Mount Everest (a easy p. 287) 63. _____ is a special approach to organizational change in which the employees formulate the change thats required and see it. a.Managerial development b. Action research c. Succession planning d. Organizational development e. Participative management (d moderate p. 290) 64. Which of the following is not an application of organizational development? a. homo process b. technostructural c. human resource management d. strategic e. interventions (e moderate p. 290) 65. The basic aim of _____ is to summation the participants insight into his or her own behavior and the behavior of others by encouraging an decipherable tone of feelings in a trainer-guided group. a. sensitivity training b. action research c. group therapy d. diversity training e. coaching a moderate p. 295) 66. Which of the following organizational development techniques focuses on technostructural applications? a. t-groups b. process consultation c. quality circles d. team building e. goal setting (c moderate p. 295) 67. Which organizational development application involves examples like goal setting, performance appraisal, and employee wellness? a. human process b. strategic c. technostructural d. human resource management e. process consultation (d easy p. 295) 68. Which of the following is not measured to evaluate a training program? a. organizational productivity b. participants reactions to the program . what trainees learned from the program d. changes in on-the-job be havior e. training objectives achieved (a moderate p. 299) 69. In a _____, measures are taken before and after the training program so they can be compared to assess the metier of the program. a. Soloman four-factor design b. time series design c. controlled experiment d. post-test only design e. factorial design (b moderate p. 299) 70. When _____ are measured to assess the effectiveness of a training program, variables such as liking of the program, satisfaction with the program, and side toward the program are assessed. a. earning outcomes b. behavioral outcomes c. results d. reactions e. productivity levels (d moderate p. 299) True/ out of true 71. Employee orientation programs range from brief, informal introductions to distancey, formal courses. (T easy p. 268) 72. Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs. (F easy p. 268) 73. Most employers do not develop their own training materials. (T easy p. 271) 74. training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes trim late in the day. T easy p. 272) 75. Employers face the same consequences for discriminating against protect individuals when selecting candidates for training programs as they would in selecting candidates for jobs. (T moderate p. 272) 76. Employers must always pay employees for attending training programs. (F moderate p. 273) 77. 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. (F moderate p. 273) 78.Performance analysis is a detailed study of a job to determine what specific skills the job requires. (F easy p. 273) 79. The golem effect refers to the occurrence of poor trainee performance caused by low expectations for success by the trainer. (T moderate p. 275) 80. A disadvantage of on-the-job training is its expense. (F easy p. 275) 81. The American Society for Training and Development estimates 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. F moderate p. 277) 82. Job instruction training is a step-by-step self-learning method which uses a textbook, computer, or the Internet. (F moderate p. 277) 83. Some estimate that 50% of the U. S. population reads below the eighth-grade level with about 90 million adults considered functionally illiterate. (T moderate p 279) 84. Literacy training is sometimes a part of a diversity training program. (T moderate p. 279) 85. Computer-managed instruction (CMI) is able to provide some of the primary characteristics of a human tutor. (F difficult p. 281) 86.Intelligent computer-assisted instruction (ICAI) is more advanced than intelligent tutoring systems (ITS) for providing tutoring. (F difficult p. 281) 87. Succession planning is a type of management development pr ogram. (T easy p. 286) 88. Lewins change process consists of unfreezing, moving, and refreezing. (T easy p. 292) 89. watchfulness development is a special approach to organizational change in which the employees themselves formulate the change that is required and implement it. (F moderate p. 285) 90. Organizational development usually involves action research. T moderate p. 294) 91. 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. (T moderate p. 295) 92. sentiment research is a convenient way to unfreeze a companys management and employees by providing comparative, graphic illustration of the fact that the organization does have problems to solve. (T easy p. 295) 93. OD applications in human resource management involve changing firm structure, methods, and job design to improve efficiency and roductivity. (F moderate p. 295) 94. Survey research is a technostructural OD technique. (F moderate p. 295) 95. human beings resource management OD applications use action research to alter employees to analyze and change their firms personnel practices such as performance appraisal and reward systems. (T easy p. 295) 96. Integrated strategic management is an OD method of developing and implementing a strategic change plan. (T easy p. 295) 97. A survey of employee attitudes towards the training program is the most frequently used assessment method. (F moderate p. 96) 98. When designing a training evaluation study, one can use a time series design or a controlled experiment. (T moderate p. 299) 99. When a training program is evaluated by bar the outcomes of a group who receives the training and another group that receives no training, it is called a time series design. (F moderate p. 299) 100. The four categories of training outcomes are reactions, learning, behavior, and results. (T easy p. 299) Essay/ Short Answer 101. What four things should a successful orientation program accomplish? (moderate p. 268)Answer young employees should feel welcome and at ease. New employees should understand the organization in a broad sense including its past, present, culture, and vision for the future. They should be clear about what is expected in terms of work and behavior. They should have begun the socialization process into the firms way of doing things. 102. Training is not useful if the trainee lacks the motivation to benefit from it. The more meaningful the material, the more motivated an employee should be to learn. How can a manager make training material more meaningful for employees? easy p. 271) Answer There are quintet suggestions for making training material more meaningful for employees. First, an overall picture of the training material that will be presented should be provided at the start of training. Second, familiar examples should be used. Third, the information should be logically make and presen ted. Fourth, the vocabulary used during training should be familiar to the trainees. Fifth, many visual aids should be used. 103. There are several sources of information an employer can use to identify a current employees training needs.List five of these sources of information. (moderate p. 273) Answer The possible sources of information include performance reviews (supervisor, peer, self, and 360 degree) job-related performance information such as productivity, absenteeism and tardiness, accidents, short-term sickness, grievances, waste, late deliveries, product quality, downtime, repairs equipment utilization, and customer complaints utterance by supervisors or other specialists interviews with the employee or the supervisor skill tests attitude surveys employee task diaries and assessment center results. 104.Trainers often try to solve employee performance deficiencies with training, but some deficiencies cant be overcome with training. What other causes superpower exist for performance deficiency from an employee? (easy p. 274) Answer Training is appropriate if the problem is caused by the employee failing to understand how to do, what to do, or what the standards for performance are. However, if employees are not provided with the proper resources for doing a job well then training cannot solve this problem. Likewise, if employees have the necessary knowledge and resources, then the may not be motivated to improve performance. 05. There are several types of on-the-job training. Identify and describe three types. Which one is used most often? Why? (moderate p. 275) Answer The types of on-the-job training include the coaching or understudy method, the job rotation method, and the special assignments method. Using the understudy method, an experienced worker or the trainees supervisor trains the employee. At lower levels, the trainee might observe the supervisor, but it is also used at higher levels. Job rotation means that an employee moves from job to job at planned intervals. This is common in management training programs.Special assignments give employees firsthand experience in working on actual problems. The coaching or understudy method is used most often. It is the simplest to execute and still offers the advantages of OTJ training. 106. What advantages are associated with on-the-job training? (moderate p. 275 Answer OJT is relatively inexpensive. Trainees learn while producing and there is no need for expensive training facilities like classrooms or programmed learning devices. OJT also facilitates learning because trainees learn by doing and get prompt feedback on their performance. 107.On-the-job training can be enhanced if trainers know the four-step job instruction technique. What are the four steps in job instruction? Explain what happens in each step. (moderate p. 276) Answer The four steps in job instruction are to 1) prepare the learner, 2) present the operation, 3) do a tryout, and 4) follow up. In the first step , the trainer should try to put the learner at ease and carry through tension. The trainer should explain why the trainee is being taught. The trainer should create interest in the training by encouraging questions and finding out what the learner already knows.The job should be explained to the trainee along with making sure the trainee is familiar with the equipment, materials, tools, and terminology of the trade. In the second step, the trainer should explain the quantity and quality requirements of the job. The job should be gone through at a normal pace and then at a slower pace several times while explaining each step. After the steps have been covered, the learner should explain the steps to the trainer while the trainer goes through the job at a slow pace. In the third step, the learner should go through the job several times slowly while explaining each step.Mistakes should be corrected. Then the learner should do the job at a normal pace. This should continue while the le arner builds up skill and speed. in one case the learner has demonstrated ability to do the job, the work should begin, but the trainer should stay close by. In the final step, the trainer should designate a contact person the learner can reach for help. Supervision should be gradually decreased but work should still be canvass periodically for quality and quantity standards. Any faulty work patterns should be corrected.Finally good work should be complimented and the worker encouraged until able to performance standards. 108. Describe the programmed learning training method and explain the three part of this form of instruction. (moderate p. 279) Answer Programmed learning is a step-by-step self-learning method using a medium such as a textbook, computer, or the Internet. The three parts of the method include presenting questions, facts, and problems to the learner, allowing the person to respond, and then providing feedback on the accuracy of answers. 109. What is the goal of s uccession planning?What steps are involved in the process? (moderate p. 286) Answer Succession planning refers to the process through which a company plans for and fills senior-level openings. The typical succession planning process involves several steps. First, seek management needs based on factors like planned expansion. Next, review the firms management skills inventory to assess current talent. Then, create replacement charts that summarize potential candidates and each persons development needs. 110. Changing employee attitudes, skills, and behaviors can be difficult.Explain how Lewins Change Process proposes how change should be implemented. (moderate p. 292) Answer To Lewin, all behavior in organizations is a product of two kinds of forces those striving to maintain the position quo and those pushing for change. Implementing change means either weakening the status quo forces or building up the forces for change. Lewins change process consists of three steps 1) unfreezin g the forces that seek to maintain the status quo, 2) moving to develop new behaviors and attitudes, and 3) refreezing the organization into its new system to embarrass it from reverting to its old ways.