Human Resource Development 6th Edition
By Jon M. Werner, Randy L. Randy L. DeSimone
Test Bank
107
CHAPTER 1—INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT TRUE/FALSE 1.
Most people have actually been involved in some form of HRD. ANS: T PTS: Communication | HRM
2.
Easy LO-1
REF:
Page 4
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 7
1 DIF: Bloom’s: Knowledge
Easy LO-1
REF:
Page 4
1 DIF: Bloom’s: Knowledge
Easy LO-1
REF:
Page 4
1 DIF: Bloom’s: Knowledge
Easy LO-1
REF:
Page 4
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 5
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 6
REF:
Page 6
The first documented Factory School began at Hoe and Company in 1782. ANS: T PTS: Communication | HRM
11.
1 DIF: Bloom’s: Knowledge
Scientific Management recognized that people are more important in efficient production than are machines. ANS: F PTS: Communication | HRM
10.
Page 5
Yeomanries were the forerunners of modern labor unions. ANS: T PTS: Communication | HRM
9.
REF:
The definition of Human Resource Development includes training for both past and present job skills. ANS: F PTS: Communication | HRM
8.
Easy LO-1
In a survey the American Society for Training & Development (ASTD) estimates organizations spend under $100 Billion on employee learning and development. ANS: F PTS: Communication | HRM
7.
1 DIF: Bloom’s: Knowledge
Job performance is at the core of all HRD efforts. ANS: F PTS: Communication | HRM
6.
Page 4
The Human Relations movement began as an ‘anti-factory’ movement due to poor working conditions in many factories. ANS: T PTS: Communication | HRM
5.
REF:
The core of all HRD efforts is reading ANS: F PTS: Communication | HRM
4.
Easy LO-1
As late as the 1920's a person apprenticing in a law office could practice law after passing the state exam. ANS: T PTS: Communication | HRM
3.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
Medium LO-2
The show, tell, do and check training method began in World War I and is still in use today. ANS: T PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 6
108
12.
Chapter 1— Introduction To Human Resource Development
ASTD stands for the American Society for Training & Development ANS: T PTS: Communication | HRM
13.
Page 8
1 DIF: Bloom’s: Knowledge
Easy LO-3
REF:
Page 9
1 DIF: Bloom’s: Knowledge
Easy LO-4
REF:
Page 10
1 DIF: Bloom’s: Knowledge
Easy LO-4
REF:
Page 11
1 DIF: Bloom’s: Knowledge
Easy LO-5
REF:
Page 13
1 DIF: Bloom’s: Knowledge
Medium LO-5
REF:
Page 14
1 DIF: Bloom’s: Knowledge
Easy LO-5
REF:
Page 15
1 DIF: Bloom’s: Knowledge
Easy LO-6
REF:
Page 17
In the organization change agent role the HRD manager advises management in the design and implementation of change strategies. ANS: T PTS: Communication | HRM
23.
REF:
The learning strategist focuses on entry level employee training. ANS: F PTS: Communication | HRM
22.
Easy LO-4
HRD executives should contribute ideas, information and recommendations during strategy formulation. ANS: T PTS: Communication | HRM
21.
1 DIF: Bloom’s: Knowledge
In order to more fully integrate HRM with the strategic needs of the organization to two types of alignment are needed: External and upward alignment ANS: F PTS: Communication | HRM
20.
Page 8
According to Bernthal business strategy should be at the center of all HRD efforts? ANS: T PTS: Communication | HRM
19.
REF:
Easy LO-2
McLagan identified the four primary HRD functions. ANS: F PTS: Communication | HRM
18.
1 DIF: Bloom’s: Knowledge
Traditionally, HRD Departments have Staff Authority. ANS: T PTS: Communication | HRM
17.
Page 7
Line authority should have no role in the HRM function. ANS: F PTS: Communication | HRM
16.
REF:
HRD functions are now involved coaching and problem solving. ANS: T PTS: Communication | HRM
15.
Easy LO-2
In 2010 ASTD has approximately 40,000 members in 100 plus countries. ANS: T PTS: Communication | HRM
14.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
Easy LO-6
REF:
Page 20
Over the past 20 years the HRD profession has become better connected to the academic community.. ANS: F PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Easy LO-6
REF:
Page 21
Test Bank 24.
Increasing diversity in the workplace means racial, ethnic, gender and age diversity. ANS: T Diversity | HRM
25.
PTS: 1 Bloom’s: Knowledge
PTS: 1 Bloom’s: Knowledge
DIF: LO-7
Easy
REF:
Page 25
1 DIF: Bloom’s: Knowledge
Easy LO-7
REF:
Page 24
1 DIF: Bloom’s: Knowledge
Medium LO-7
REF:
Page 26
1 DIF: Bloom’s: Knowledge
Medium LO-7
REF:
Page 26
Evaluation is an important phase of the HRD process but is often over emphasized.. ANS: F PTS: Communication | HRM
30.
Page 24
ASTD has not yet developed a code of ethics.. ANS: F PTS: Communication | HRM
29.
REF:
HRD professionals need to develop a solid understanding of learning theory. ANS: T PTS: Communication | HRM
28.
Easy
In the U.S. only about 20% of the jobs require at least a High School education. ANS: F PTS: Communication | HRM
27.
DIF: LO-7
Diversity is always a catalyst for improved organizational performance. ANS: F Diversity | HRM
26.
109
1 DIF: Bloom’s: Knowledge
Medium LO-8
REF:
Page 29
Specific training objectives are normally developed in the needs assessment phase. ANS: F PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Easy LO-8
REF:
Page 28
110
Chapter 1— Introduction To Human Resource Development
MULTIPLE CHOICE 1.
A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands is: a. Organization design c. Human resource development b. Organization development d. Human resource planning. ANS: C PTS: Communication | HRM
2.
Easy LO-1
REF:
Page 4
1 DIF: Bloom’s: Knowledge
Medium LO-1
REF:
Page 4
1 DIF: Bloom’s: Knowledge
c. d.
Apprenticeship training programs Boston's first technical school
Easy LO-2
REF:
Page 5
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 5
The first privately funded vocational school in the US was founded by: a. Jon Werner c. George Washington b. DeWitt Clinton d. Donald Kirkpatrick ANS: B PTS: Communication | HRM
7.
Page 4
A 'yeomen' is a person who: a. Sails a ship b. Has not been admitted to an apprentice program as yet c. Has mastered a few skills d. Has mastered all the apprentice skills ANS: D PTS: Communication | HRM
6.
1 DIF: Bloom’s: Knowledge
The origins of HRD can be traced to: a. Factory schools b. Universities ANS: C PTS: Communication | HRM
5.
REF:
The largest HRD professional organization is:: a. IPMA b. TDAPHR c. SHRM d. ASTD ANS: D PTS: Communication | HRM
4.
Easy LO-1
HRD - Human Resource Development is best defined as: a. A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands. b. A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet past job demands. c. A fancy name for being a Personnel Manager d. Just another form of apprenticeship training ANS: A PTS: Communication | HRM
3.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
Medium LO-2
REF:
Page 5
The first privately funded vocational school in the US was founded to: a. Train university graduates in a skill b. Train the sons of wealthy people c. Train new managers in machine operation d. Provide occupational training to young people who were unemployed or had criminal records ANS: D PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 5
Test Bank 8.
111
A main distinction between training and development is that developmental activities are generally: a. more focused on specific job skills b. less expensive than training activities c. becoming less common as organizations deal with their changing business environment d. more focused on long-term or future responsibilities ANS: D PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 11
REF:
Page 5
REF:
Page 6
9. The first privately funded vocational school in the US was founded in: a. 1809 c. 1872 b. 1917 d. 1907 ANS: A PTS: Communication | HRM 10.
1 DIF: Bloom’s: Knowledge
Easy LO-2
The first documented factory school was founded in: a. 1809 b. 1917
c. d.
ANS: C PTS: Communication | HRM 11.
REF:
Page 12
1 DIF: Bloom’s: Knowledge
Easy LO-2
REF:
Page 7
1 DIF: Bloom’s: Knowledge
Medium LO-2
REF:
Page 6
The two significant historical events that impacted the training of unskilled and semiskilled workers were: a. The introduction of the Ford model T and World War I b. The introduction of the Ford model T and World War II c. The introduction of the Steam engine and World War I d. The introduction of the Cotton Gin and the Civil War ANS: A PTS: Communication | HRM
15.
Medium LO-4
The Smith-Hughes Act of 1917 granted funds to the states to: a. Build highways b. Training Managers c. Build new universities d. Train people in agriculture, home economics, industry and teacher training ANS: D PTS: Communication | HRM
14.
1 DIF: Bloom’s: Knowledge
The introduction of the model T assembly line impacted training in what way? a. Made it less important b. No impact c. Who needs training - anybody can work on an assembly line d. Increased the need for training ANS: D PTS: Communication | HRM
13.
Easy LO-2
An ongoing process where an individual progresses through a series of stages, with each stage addressing unique issues, themes and task is described as: a. human resource intervention c. career development b. tactical career planning d. career planning ANS: C PTS: Communication | HRM
12.
1 DIF: Bloom’s: Knowledge
1872 1907
1 DIF: Bloom’s: Knowledge
Medium LO-2
REF:
Page 7
Which of the following function is NOT for a large HRD department? a. management training & development c. organizational development specialist b. skills training administrator d. compensation and benefits specialist ANS: D PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Easy LO-4
REF:
Page 15
112
16.
Chapter 1— Introduction To Human Resource Development
The HRCI offers which of the following designations upon passing a written exam and having 2 years exempt-level HR experience? a. PHR, Professional in Human Resources b. HRDP, Human Resource Development Professional c. HRE, Human Resources Executive d. AHR, Administrator in HR ANS: A PTS: Communication | HRM
17.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Application
1 DIF: Bloom’s: Knowledge
The Smith-Hughes bill was passed in: a. 1809 b. 1917 ANS: B PTS: Communication | HRM
22.
1 DIF: Bloom’s: Knowledge
Easy LO-7
REF:
Page 24
Medium LO-8
REF:
Page 27
Medium LO-7
REF:
Page 29
Which of the following is NOT viewed as a primary human resource management (HRM) function? a. HR planning b. Designing performance management and performance appraisal systems c. Staffing d. Compensation and benefits ANS: B PTS: Communication | HRM
21.
Page 21
HRD interventions can be evaluated using a variety of "hard" and "soft" measures. Which of the following would NOT be a "hard" measure? a. immediate, post training, employee survey b. cost-benefit analysis c. reduced employee turnover d. increased customer satisfaction and retention ANS: A PTS: Communication | HRM
20.
REF:
A four-step, sequential process used to design HRD interventions is called: a. PDAC (plan, do, act, check) b. PDCA (plan, design, check, assess) c. ADImE (assess, design, implement, evaluate) d. SADIE (survey, access, develop, implement, evaluate) ANS: C PTS: Communication | HRM
19.
Easy LO-3
Diversity in the workforce includes what groups of employees? a. Older workers b. Women c. Workers of different ethnic and racial backgrounds d. All of the above are considered diverse groups ANS: D PTS: Communication | HRM
18.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
Medium LO-3
c. d.
REF:
Page 10
REF:
Page 6
1872 1907
Medium LO-2
The four step instructional training method introduced in World War I used the following steps: a. Show and tell c. Show - tell - do and check b. Tell - do and check d. Show - tell and do ANS: C PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Medium LO-2
REF:
Page 7
Test Bank 23.
During World War II the TWI (Training within Industry) was established by the: a. Federal Government c. US Chamber of Commerce b. State of New York d. General Electric ANS: A PTS: Communication | HRM
24.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
A staff organization generally: a. Gives direct orders to workers b. Advises and consults ANS: B PTS: Communication | HRM
30.
The creation of labor unions Lack of strong government regulation REF:
Page 7
c. d.
Late 1940's 1950's at Harvard
Easy LO-2
REF:
Page 7
REF:
Page 8
Easy LO-2
Health and safety Performance Management
Easy LO-3
REF:
Page 10
REF:
Page 10
Which of the following is a secondary function of HRM? a. Compensation and benefits b. Labor relations c. Health and safety d. Performance Management and performance appraisal systems ANS: D PTS: Communication | HRM
29.
1 DIF: Bloom’s: Knowledge
Page 7
Easy LO-2
Which of the following is not a primary function of HRM? a. Compensation and benefits c. b. Staffing d. ANS: D PTS: Communication | HRM
28.
1 DIF: Bloom’s: Knowledge
c. d.
REF:
ASTD stands for: a. The Alaskan Society for Training & Development b. The American Society for Training & Development c. The American Society for Teaching Drama d. The American Society for Technical Development ANS: B PTS: Communication | HRM
27.
Medium LO-2
The Human Relations movement began in the: a. Late 1930's b. Late 1890's ANS: A PTS: Communication | HRM
26.
1 DIF: Bloom’s: Knowledge
An undesirable by-product of the factory system was: a. Higher taxes for the factory owners b. Abuse of unskilled workers and children ANS: B PTS: Communication | HRM
25.
113
1 DIF: Bloom’s: Knowledge
Which of the following is not a typical T & D function? a. Employee discipline b. Employee orientation ANS: A PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Easy LO-3
c. d.
Directly produces goods and services Does not include the HR department
Medium LO-3
c. d. Easy LO-4
REF:
Page 10
Technical training Coaching REF:
Page 11
114
31.
Chapter 1— Introduction To Human Resource Development
Strategic management involves all of the following except? a. Strategy formulation c. b. Control d. ANS: C PTS: Communication | HRM
32.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
In the needs assessment phase the gap can be: a. A current deficiency b. A new challenge that demands change ANS: C PTS: Communication | HRM
38.
Easy LO-7
REF:
Page 24
c. d.
Getting older No one really knows
Easy LO-7
REF:
Page 24
Medium LO-5
REF:
Page 25
Easy LO-7
REF:
Page 24
According to the 'new learning & performance wheel' what is true about Business Strategy? a. It should be at the hub or center of HRD efforts b. It should not be a part of the wheel c. It is included in the 'upper right spokes' d. It is included in the 'lower left spokes' ANS: A PTS: Communication | HRM
37.
Page 13
According to the Upjohn institute what percent of hourly employees lack some basic skills? a. 75 c. 3-5 b. 25-40 d. about 10 percent ANS: B PTS: Communication | HRM
36.
REF:
What is true about a Learning organization? a. HRD people do not like the concept b. Over 90% of HRD executives think it is important for organizations to become a learning organizations c. It is now required by federal law. d. It is something an organization can achieve by passing a certification exam ANS: B PTS: Communication | HRM
35.
1 DIF: Bloom’s: Knowledge
The work force is: a. Getting younger b. Staying about the same age-wise ANS: C PTS: Communication | HRM
34.
Medium LO-5
A challenge currently facing the HRD field is: a. Increasing workforce diversity b. Competing in a global economy c. Eliminating the skills gap d. All of the above are challenges HRD faces ANS: D PTS: Communication | HRM
33.
1 DIF: Bloom’s: Knowledge
Strategy recording Strategy implementation
1 DIF: Bloom’s: Knowledge
The core of all HRD efforts is a. Profit b. Learning ANS: B PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Medium LO-5
c. d.
REF:
Page 13
Both A & B above are gaps None of the above are a gap
Medium LO-8
REF:
c. d.
New skills Reducing costs
Easy LO-1
REF:
Page 28
Page 4
Test Bank 39.
115
Apprenticeship training a. Began in the 1920’s b. Has been used to train skilled workers and even physicians ANS: B PTS: Communication | HRM
40.
Page 5
Medium LO-2
REF:
Page 6
1 DIF: Bloom’s: Knowledge
Medium LO-2
c. d.
REF:
Page 7
The importance of well trained managers The importance of human behavior on the job
Medium LO-2
REF:
Page 7
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
Medium LO-2
c. d.
REF:
Page 7
High performing work systems All of the above
Medium LO-2
REF:
Page 8
Which of the following is not a primary HRD function as identified in McLagan’s original HR wheel? a. Training and development c. Career Development b. Organizational development d. On the job training ANS: D PTS: Communication | HRM
46.
1 DIF: Bloom’s: Knowledge
In the 1980’s ASTD’s focus looked strongly at a. The strategic role of HRD b. Performance Improvement programs ANS: D PTS: Communication | HRM
45.
REF:
In Chester Barnard’s book ‘The functions of the executive’ he emphasized the integration of a. Machines and efficiency c. Efficiency and employee training b. Traditional management & behavioral science d. Training & development ANS: B PTS: Communication | HRM
44.
1 DIF: Bloom’s: Knowledge
The Human Relations movement highlighted a. The need for more factory schools b. The importance of machine efficiency ANS: D PTS: Communication | HRM
43.
Medium LO-2
The two events that lead to the development of company training programs for unskilled and semi-skilled workers were a. World War II & the Industrial revolution c. The Model T & World War I b. World War I & the Industrial revolution d. The Model T & World War II ANS: C PTS: Communication | HRM
42.
Has been used only for skilled trades Is no longer used
Training semi-skilled workers to use machines after the Industrial Revolution was done by: a. Factory Schools c. Yeoman Training b. Corporate Universities d. Apprentice programs ANS: A PTS: Communication | HRM
41.
1 DIF: Bloom’s: Knowledge
c. d.
1 DIF: Bloom’s: Knowledge
Medium LO-4
When comparing Training to Development a. Development has a longer term focus than training
c.
b.
d.
Training has a longer term focus than development
ANS: A PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
REF:
Page 11
Training involves only skills, development involves everything else Development focuses mostly on upper level managers
Medium LO-4
REF:
Page 11
116
47.
Chapter 1— Introduction To Human Resource Development
Which of the following is true about organizational development? a. It emphasizes macro changes c. In OD the HRD professional functions as a change agent b. It emphasizes micro changes d. They are all true ANS: D PTS: Communication | HRM
48.
1 DIF: Bloom’s: Knowledge
Medium LO-6
1 DIF: Bloom’s: Knowledge
Easy LO-6
1 DIF: Bloom’s: Knowledge
REF:
REF:
REF:
Medium LO-6
c.
b.
d.
Scheduled to begin in 2010
Page 15
Page 17
Page 19
1 DIF: Bloom’s: Knowledge
REF:
Page 20
The certified professional in Learning and performance Offered by the US Government
Medium LO-6
REF:
Page 20
The Human Resource Certificate Institute offers all of the following except: a. Professional in Human Resources c. Senior Professional in Human Resources b. Master Professional in Human Resources d. Global Professional in Human Resources ANS: B PTS: Communication | HRM
54.
Medium LO-5
Certification for HRD professionals is a. Offered by SHRM
ANS: C PTS: Communication | HRM 53.
1 DIF: Bloom’s: Knowledge
The Organization design consultant produces which of the following outputs? a. Alternative work designs c. Education and training programs b. Lesson plans d. Quality management programs ANS: A PTS: Communication | HRM
52.
Page 12
A primary role of the HRD Executive/Manager is to a. Stay within the budget c. Plan lots of programs each year b. Offer only programs that trainees really like going to d. Promote the value of HRD programs to senior managers ANS: D PTS: Communication | HRM
51.
REF:
The 3 areas of foundation competencies needed by HRD professionals include all of the following except: a. Personal skills c. Interpersonal skills b. Team skills d. Business/management skills ANS: B PTS: Communication | HRM
50.
Medium LO-4
For HRD to play a more important role in the strategic plan of an organization all of the following are necessary except: a. The must contribute ideas and information to c. Training must be budget conscious strategy formulation b. Education & training must support strategic d. Training must be linked to the organizations goals management and strategies ANS: C PTS: Communication | HRM
49.
1 DIF: Bloom’s: Knowledge
1 DIF: Bloom’s: Knowledge
Medium LO-6
The Link of ASTD to the academic community includes: a. Offering University courses b. Offering more academic courses to members ANS: D PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
c. d.
REF:
Page 21
Allowing academics to be certified A research journal - the HRD Quarterly
Medium LO-6
REF:
Page 21
Test Bank 55.
The purpose of the Benchmarking forum is to a. Share ideas, both good and bad b. Compare wages for HRD executives ANS: D PTS: Communication | HRM
56.
1 DIF: Bloom’s: Knowledge
Scheduling a training program is: a. Not as easy as it appears b. Always easy to do ANS: A PTS: Communication | HRM
60.
1 DIF: Bloom’s: Knowledge
c. d.
Share all HRD research Learn about ‘best practices’
Medium LO-6
c. d.
Page 22
The U.S. has done a better job of teaching basic skills than has the Germany. There is no skills gap for basic knowledge in the U.S.
Medium LO-4
c. d.
REF:
REF:
Page 24
Skills training for all employees Different things for different employees
Medium LO-4
REF:
Page 25
Identifying training needs involves all of the following except? a. Examine the organization c. Looking at job tasks b. Looking at educational standards in the local area d. Looking at individual employee performance ANS: B PTS: Communication | HRM
59.
1 DIF: Bloom’s: Knowledge
Lifelong learning means: a. The same learning for all employees b. Continuing education for all employees ANS: D PTS: Communication | HRM
58.
1 DIF: Bloom’s: Knowledge
What is true about the skills gap? a. Both Germany and Japan have done a better job of teaching basic skills than has the U.S. b. The U.S. has done a better job of teaching basic skills than has the Japan. ANS: A PTS: Communication | HRM
57.
117
1 DIF: Bloom’s: Knowledge
Medium LO-4
c. d.
ANS: D PTS: Communication | HRM
1 DIF: Bloom’s: Knowledge
Page 28
Not very important to think about Important only if you use an external trainer
Medium LO-4
Evaluation allows managers to make better decisions about? a. Continuing to use a method of training c. b. Continuing to offer a program d.
REF:
REF:
Page 29
How to allocate scarce resources All of the above are factors for managers
Medium LO-4
REF:
Page 29
118
Chapter 1— Introduction To Human Resource Development
Test Bank
119
CHAPTER 2—INFLUENCES ON EMPLOYEE BEHAVIOR TRUE/FALSE 1.
Downsizing is the voluntary reduction in the size of the workforce ANS: T PTS: Communication | HRM
2.
DIF: Medium Bloom’s: Knowledge LO-5
REF:
Page 50
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 53
1
DIF: Medium Bloom’s: Knowledge LO-3
REF:
Page 42
1
DIF: Medium Bloom’s: Knowledge LO-4
REF:
Page 45
1
DIF: Medium Bloom’s: Knowledge LO-3
REF:
Page 42
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 42
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 59
According to Wagner & Hollenbeck 5 employee outcomes are of particular interest. ANS: F PTS: Communication | HRM
11.
1
The behavioral intentions model is based on a combination of attitudes and perceived social pressures to behave in a given way. ANS: T PTS: Communication | HRM
10.
Page 47
Leadership is the coercive influence used to direct and coordinate the activities of a group toward accomplishing a goal. ANS: F PTS: Communication | HRM
9.
REF:
According to the self-fulfilling prophecy a supervisors expectations of behavior can impact the employee's behavior ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge LO-5
Groupthink means that a group is 'smarter' than the individuals in the group. ANS: F PTS: Communication | HRM
7.
1
The self-fulfilling prophecy is also called the Pygmalion effect ANS: T PTS: Communication | HRM
6.
Page 39
According to social learning theory, self-efficacy is defined as a person's beliefs about their ability to perform a job. ANS: T PTS: Communication | HRM
5.
REF:
In expectancy theory, the importance that an individual places upon a particular outcome is called instrumentality. ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge LO-1
The motivational theories by Maslow and Alderfer are examples of cognitive theories of motivation. ANS: F PTS: Communication | HRM
3.
1
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 57
Cohesiveness means that group members are willing to remain a part of the group? ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 46
120
12.
Chapter 2—Influences on Employee Behavior
In general need theories of motivation focus on a deficiency that energizes one’s behavior. ANS: T PTS: Communication | HRM
13.
Page 52
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 59
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 61
1
REF: LO-5
Page 52
REF: LO-1
Page 37
DIF: Easy Bloom’s: Knowledge
1
DIF: Easy Bloom’s: Knowledge
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 39
REF:
Page 54
In equity theory employees compare themselves to their goals. ANS: F PTS: Communication | HRM
20.
REF: LO-5
Outcomes can be either personal to the employee or organizationally focused. ANS: T PTS: Communication | HRM
19.
DIF: Easy Bloom’s: Knowledge
A major focus of most HRD interventions is to change employee behavior. ANS: T PTS: Communication | HRM
18.
1
Goals do not need to be agreed to by employees to be effective. ANS: F PTS: Communication | HRM
17.
Page 47
KSA stands for knowledge, skills and attitudes. ANS: F PTS: Communication | HRM
16.
REF: LO-5
Attitudes can easily be used to explain all behaviors. ANS: F PTS: Communication | HRM
15.
DIF: Easy Bloom’s: Knowledge
Specific and difficult goals lead to higher performance than do vague and easy goals. ANS: F PTS: Communication | HRM
14.
1
1
DIF: Easy Bloom’s: Knowledge LO-5
The employee work outcomes in the Wagner-Hollenbeck model of motivation and performance are: Desire to perform, effort, performance and motivation. ANS: F PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 57
Test Bank
121
MULTIPLE CHOICE 1.
External forces impacting employee behavior include all of the following except? a. KSA's b. Technology developments c. Government laws d. Economic conditions ANS: A PTS: Communication | HRM
2.
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 40
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 39
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 40
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 41
In expectancy theory, the importance that an individual places upon a particular outcome is called a(n): a. instrumentality b. valence c. expectancy d. extrinsic motivation ANS: B PTS: Communication | HRM
7.
1
An organizational outcome of employee behavior would include: a. Downsizing b. Pay c. Productivity d. Recognition ANS: C PTS: Communication | HRM
6.
Page 39
A personal outcome of employee behavior would include: a. Downsizing b. Pay and recognition c. Teamwork d. Productivity ANS: B PTS: Communication | HRM
5.
REF: LO-1
Downsizing. a. Is not very common among large companies b. Was a trend of the 1950's but not seen often today c. Usually causes a large jump in profits and stock price d. Is a voluntary reduction in the overall size of the workforce ANS: D PTS: Communication | HRM
4.
DIF: Medium Bloom’s: Knowledge
Internal forces impacting employee behavior include all of the following except? a. Supervisors b. Co-workers c. Global influences d. The organizational reward structure ANS: C PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 51
According to social learning theory, self-efficacy is defined as a person's beliefs: a. about their ability to successfully perform a particular task or activity b. about their overall worth or sense of value c. that performing a particular task will lead to a given outcome d. that the cause of their behavior is something external to themselves ANS: A PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 53
122
8.
Chapter 2—Influences on Employee Behavior
Which motivation theory suggests that people compare the outcomes they received to the outcomes received by others? a. equity theory b. attribution theory c. goal-setting theory d. expectancy theory ANS: A PTS: Communication | HRM
9.
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 56
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 59
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 47
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 42
The following are factors in the work environment that affect an employee's behavior EXCEPT: a. supervision b. coworkers c. organizational design d. outcomes ANS: C PTS: Communication | HRM
14.
1
The idea that a supervisor's (or trainer's) expectations for an employee (or trainee) can influence the employee's (or trainee's) behavior is referred to as the: a. Pygmalion effect b. vertical-dyad-linkage theory c. path-goal theory d. Groupthink theory ANS: A PTS: Communication | HRM
13.
Page 54
The motivational theories by Maslow and Alderfer are examples of what type of motivational approach? a. cognitive b. meta-analytic c. noncognitive d. need-based ANS: D PTS: Communication | HRM
12.
REF: LO-5
A person's general feeling of favorableness or unfavorable toward some object is the definition of a(n): a. ability b. outcome c. motivation d. attitude ANS: D PTS: Communication | HRM
11.
DIF: Easy Bloom’s: Knowledge
Reinforcement theory deals mainly with: a. trainability b. rewards and punishment c. intrinsic motivation d. the need for social belonging ANS: B PTS: Communication | HRM
10.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 40
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 38
Organizational Citizenship Behaviors (OCB) is: a. Also called task performance b. Never a job-related behavior c. Required behavior by most organizations d. Contribute to organizational effectiveness ANS: D PTS: Communication | HRM
1
Test Bank
15.
According to the text an organization can influence employee behavior in the following ways EXCEPT: a. bonus pay b. culture c. laws and regulations d. job design ANS: C PTS: Communication | HRM
16.
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 56
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 61
1
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 40
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 39
REF: LO-1
Page 40
REF: LO-3
Page 42
Employee behavior at work is not influenced by: a. Coworkers b. Political issues outside work c. The organization reward structure d. The supervisor one works for ANS: B PTS: Communication | HRM
21.
Page 40
Downsizing is: a. When one company buys another b. When two companies merge their operations c. When an employees work load is reduced by hiring more employees d. When a company reduced the size of the work force ANS: D PTS: Communication | HRM
20.
REF: LO-4
Internal forces that impact employee behavior: a. Organizational culture b. Performance expectations c. Job design d. All of the above impact employee behavior ANS: D PTS: Communication | HRM
19.
DIF: Medium Bloom’s: Knowledge
In terms of salesperson's knowledge, skills and abilities, which of the following task would be considered ability? a. technical troubleshooting b. "cold calling" c. developing relationships d. audiovisual expertise ANS: C PTS: Communication | HRM
18.
1
Behavior modification principles suggest four choices for controlling an employee's behavior. These include all of the following EXCEPT: a. positive reinforcement b. termination c. extinction d. negative reinforcement ANS: B PTS: Communication | HRM
17.
123
1
DIF: Easy Bloom’s: Knowledge
The concept of the self-fulfilling prophecy is also called: a. Pygmalion effect b. Self efficacy c. Instrumentality d. Valence ANS: A PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
124
22.
Chapter 2—Influences on Employee Behavior
The self-fulfilling prophecy means that: a. What you see is what you get b. A picture is worth 1000 words c. If you value the reward you will work hard d. The supervisors expectations can impact employee behavior ANS: D PTS: Communication | HRM
23.
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 44
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 42
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 44
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 45
REF: LO-4
Page 45
REF: LO-4
Page 44
Groupthink means that: a. People are grouped at work by their IQ b. People in groups usually seek unanimity c. Groups spend more time thinking than doing d. It actually does not exist as a concept ANS: B PTS: Communication | HRM
28.
1
Job design is: a. Not important in the way employees behave b. A function of the tasks one performs and the scope of responsibilities c. Done by HR Designers only once each year d. The way the employee performs the job ANS: B PTS: Communication | HRM
27.
Page 42
Organization culture is: a. Illegal to talk about b. Of no interest to training and development c. A set of values, beliefs and patterns of behaviors that are shared by members of the organization d. A factor only for management level employees ANS: C PTS: Communication | HRM
26.
REF: LO-3
According to path-goal theory of leadership motivation and job satisfaction will be high if: a. The leader identifies the goals and clarifies the paths employees can take to reach these goals. b. The leader identifies the goals and lets the employees seek their own path to reach these goals. c. The leader lets the employee identify their own goals and then ignores their efforts d. None of the above are true ANS: A PTS: Communication | HRM
25.
DIF: Medium Bloom’s: Knowledge
The organization impacts employee behaviors based on: a. The type, distribution and criteria for rewarding people b. How much money a person makes compared to others c. Whether or not there is a bonus d. Pay has not impact on employee behaviors ANS: A PTS: Communication | HRM
24.
1
1
DIF: Medium Bloom’s: Knowledge
Organizational rewards: a. Includes only things like pay and benefits b. Has no impact on employee behavior c. Includes pay and intangible things like recognition. d. Work most effectively when they are used as control mechanisms ANS: C PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
Test Bank
29.
A norm is best defined as: a. A part of company policy b. An informal rule for appropriate behavior with a group c. A written policy for behavior d. Something each employees makes up for themselves ANS: B PTS: Communication | HRM
30.
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 45
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 49
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 49
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 49
Motivation focuses on all of the following processes affecting behavior except: a. Energizing b. Direction c. Cohesiveness d. Persistence ANS: C PTS: Communication | HRM
35.
Page 45
Alderfer's theory of motivation: a. Contains 2 factors - hygiene and motivator factors b. Contains 5 categories of needs c. Focuses on existence, relatedness and growth d. None of the above are true ANS: C PTS: Communication | HRM
34.
REF: LO-4
Herzberg's theory of motivation: a. Contains 2 factors - hygiene and motivator factors b. Contains 5 categories of needs c. Focuses on existence, relatedness and growth d. None of the above are true ANS: A PTS: Communication | HRM
33.
DIF: Easy Bloom’s: Knowledge
Maslow's need theory of motivation: a. Contains 2 factors b. Contains 5 categories of needs c. Focuses on existence, relatedness and growth d. None of the above are true ANS: B PTS: Communication | HRM
32.
1
Social loafing: a. Increases as group size increases b. Goes down as the group gets smaller c. Is a tendency of members to reduce performance d. All of the above are true ANS: D PTS: Communication | HRM
31.
125
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 46
REF: LO-5
Page 52
Goals setting theory: a. Is well supported by research b. Works only for some employees c. Has no role in training d. Works only if the goals are easy to achieve ANS: A PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
126
36.
Chapter 2—Influences on Employee Behavior
According to Social Learning Theory a person's self-efficacy expectations will determine: a. Whether or not they will do the task correctly b. How much effort a person will spend on a task c. The size of the reward they expect d. Whether or not they like doing the task ANS: B PTS: Communication | HRM
37.
Page 53
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 54
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 59
Abilities a. Are a combination of what you can do and what you have learned over time b. Reflects what you have been trained to do c. Are an understanding you have of a particular subject d. Are a general capacity to perform a task ANS: D PTS: Communication | HRM
40.
REF: LO-5
The behavioral intentions model: a. Explains why attitudes always predict actual behaviors b. Impact behavior only to the extent that they influence one's intentions c. Is the best way to evaluate a training program d. Has no link to employee's intentions to use what they learn during a training program. ANS: B PTS: Communication | HRM
39.
DIF: Medium Bloom’s: Knowledge
Which is the correct sequence of events according to Behavior modeling theory? a. Let them see a model, tell the trainee what to do practice, feedback and social reinforcement b. Tell the trainee what to do, let them see a model, practice, feedback and social reinforcement c. Tell the trainee what to do, let them see a model, feedback, practice and social reinforcement d. Tell the trainee what to do, let them see a model, social reinforcement, practice and feedback ANS: D PTS: Communication | HRM
38.
1
1
DIF: Medium Bloom’s: Knowledge
A major goal of HRD efforts includes all except: a. Stay within budget b. Help employees attain their goals ANS: A PTS: Communication | HRM
1
c. d.
REF: LO-6
Page 61
Improve organizational performance Change employee behavior
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 37
Test Bank
127
CHAPTER 3—LEARNING AND HRD TRUE/FALSE 1.
Trainability is influenced by all of the following factors: motivation, ability and your level of education: ANS: F PTS: Communication | HRM
2.
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 63
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 78
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 70
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 73
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 80
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 82
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 86
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 91
REF: LO-6
Page 86
Gerontology is the study of old age and aging. ANS: T PTS: Communication | HRM
11.
1
ATI is the attitude treatment interaction theory ANS: F PTS: Communication | HRM
10.
Page 68
An example of stimulus variability would be allowing the trainees to practice on different types of stoves they may be asked to cook on at work. ANS: T PTS: Communication | HRM
9.
REF: LO-1
Interference refers to things you learned before the training session or information received after the training. ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
Experiencing negative events on the job prior to training can have a negative impact on a person's performance in a training program. ANS: T PTS: Communication | HRM
7.
1
Component task achievement means that each task must be fully completed before the entire task is performed correctly. ANS: T PTS: Communication | HRM
6.
Page 72
Overlearning - learning something beyond the point of mastery is always a waste of time. ANS: F PTS: Communication | HRM
5.
REF: LO-5
Learning is defined a short-term change in behavior: ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
Learning is defined as a permanent change in behavior, cognition or affect. ANS: T PTS: Communication | HRM
3.
1
1
Declarative knowledge is forming a mental representation of the task. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
128
Chapter 3—Learning and HRD
12.
Expert performance is being very good at almost everything ANS: F PTS: Communication | HRM
13.
DIF: Medium REF: Bloom’s: Knowledge LO-3
Page 71
1
DIF: Medium REF: Bloom’s: Knowledge LO-4
Page 73
1
DIF: Medium REF: Bloom’s: Knowledge LO-4
Page 73
1
DIF: Medium REF: Bloom’s: Knowledge LO-6
Page 76
1
DIF: Medium REF: Bloom’s: Knowledge LO-4
Page 78
1
DIF: Medium REF: Bloom’s: Knowledge LO-7
Page 97
Gagne’s five categories of human performance are all pretty much the same, just with different names. ANS: F PTS: Communication | HRM
21.
1
ACT* theory assumes that the learning process is the same regardless of the material being learned. ANS: T PTS: Communication | HRM
20.
Page 69
Feedback can be both informational and knowledge forming. ANS: F PTS: Communication | HRM
19.
DIF: Medium REF: Bloom’s: Knowledge LO-4
Individuals with low levels of cognitive playfulness are more affected by positive feedback than individuals with high levels of cognitive playfulness. ANS: T PTS: Communication | HRM
18.
1
Experiencing negative events on the job prior to training will always decrease a trainee’s motivation to learn. ANS: F PTS: Communication | HRM
17.
Page 99
If a trainee views training as a remedial event they will learn less than if they view it as an opportunity to advance. ANS: T PTS: Communication | HRM
16.
REF: LO-8
Cognitive architecture is the only determinant of how people process information. ANS: F PTS: Communication | HRM
15.
DIF: Easy Bloom’s: Knowledge
Practice alone will make for a strong association. ANS: F PTS: Communication | HRM
14.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-7
Page 101
Kolb’s Learning style inventory assess an individual’s orientation towards each of four modes of the learning process. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-8
Page 93
Test Bank
129
MULTIPLE CHOICE
a. b.
1. When learning a new language, pairing a new word with a picture of an object is an example of: The law of effect c. Reinforcement Contiguity d. Practice
ANS: B Communication | HRM
a. b. c. d.
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 72
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 70
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 77
1
DIF: Easy Bloom’s: Knowledge
REF: LO-9
Page 71
The extent to which a trainee can attach a similar meaning to events that occur both in the training session, as well as on the job, is called ______________ fidelity. a. environmental c. physical b. psychological d. marital ANS: B PTS: Communication | HRM
7.
Page 69
Describing the learning goal, analyzing the initial state of the learner, finding out what will let the trainer learn and monitoring and assessing progress are part of what field of learning? a. Social psychology c. Organizational behavior b. Educational psychology d. Instructional psychology ANS: D PTS: Communication | HRM
6.
REF:
A student who studied for this exam for two hours a day for four days would most clearly be using (or demonstrating): a. whole learning c. Overlearning b. spaced practice d. massed practice ANS: B PTS: Communication | HRM
5.
Easy LO-1
Gagne argued that training could be improved using 3 principles. They are: a. Task association, component task achievement, task sequencing b. Task analysis, component task achievement, task spacing c. Task analysis, component task achievement, task sequencing d. Task analysis, component task analysis, task sequencing ANS: C PTS: Communication | HRM
4.
1 DIF: Bloom’s: Knowledge
2. Trainability is thought to be influenced by all of the following factors EXCEPT: the ability of trainees perceptions of the supportiveness of the work environment the ability of the trainer to effectively communicate the content of training the motivation level of trainees
ANS: C PTS: Communication | HRM 3.
PTS:
1
DIF: Medium Bloom’s: Knowledge
REF: LO-9
Page 81
Suppose an attribute-treatment interaction was found between the type of computer training provided (lecture versus self-paced) and the learning styles of different trainees. In particular, trainees who were strong in Abstract Conceptualization (AC) did much better in the self-paced training than did trainees who scored lower on this attribute. Based on this, if the trainer wants the most effective outcomes possible, which of the following statements is TRUE? a. all trainees should receive lecture-based training b. all trainees should receive self-paced training c. trainees who score low on AC should not be placed in the self-paced training condition d. trainees who score low on AC should not be placed in the lecture-based training ANS: C Analytical | HRM
PTS:
1 DIF: Bloom’s: Application
Medium
REF: LO-7
Page 93
130
Chapter 3—Learning and HRD
8. Active practice involves a. The trainee repeatedly performing the task to be learned b. The trainee mentally rehearsing what is being learned c. Both A & B are active practice d. Neither A or B is active practice ANS: A PTS: Communication | HRM 9.
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 77
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 77
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 77
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 77
REF: LO-5
Page 77
In choosing between whole versus part learning: a. Whole learning is always better than part learning b. Part learning is always better then whole learning c. The choice depends on the nature of the task to be learned d. It simply does not matter which method you select ANS: C PTS: Communication | HRM
14.
1
Conducting an 8 hour training program in one 8-hour session starting at 8 am and going until 5 PM (1 hour for lunch) is an example of: a. Overlearning c. Massed practice b. Active practice d. Spaced practice ANS: C PTS: Communication | HRM
13.
Page 76
Conducting an 8 hour training program in 4 sessions of 2 hours each over a period of 4 days is an example of: a. Overlearning c. Massed practice b. Active practice d. Spaced practice ANS: D PTS: Communication | HRM
12.
REF: LO-5
Research has shown that: a. Only active practice can help learning b. Mental practice is not does not help learning c. Mental practice is effective for both cognitive an physical tasks d. Practice simply does not help learning ANS: C PTS: Communication | HRM
11.
DIF: Easy Bloom’s: Knowledge
Mental practice involves a. The trainee repeatedly performing the task to be learned b. The trainee mentally rehearsing what is being learned c. Both A & B are mental practice d. Neither A or B is mental practice ANS: B PTS: Communication | HRM
10.
1
1
DIF: Medium Bloom’s: Knowledge
Personality is: a. Something than changes almost monthly b. Of no interest to trainers c. A key part of motivation theory d. A stable set of personal characteristics that account for consistent patterns of behavior. ANS: D PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 76
Test Bank
15.
According to cognitive resource allocation theory skills acquisition occurs in the following three phases? a. learning knowledge, knowledge compilation and c. declarative knowledge, knowledge memorization procedural knowledge and procedural knowledge b. declarative knowledge, knowledge compilation and d. declarative knowledge, knowledge compilation and understanding procedural knowledge ANS: D PTS: Communication | HRM
16.
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 78
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 78
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 80
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 88
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 68
A learning situation where tasks are learned in an appropriate order before the total task is attempted is called: a. task analysis c. step learning b. component task achievement d. job sequencing ANS: B PTS: Communication | HRM
22.
1
A relatively permanent change in behavior, cognition or effect that occurs as a result of one's interaction with the environment is referred to as: a. boundary spanning c. behavioral modeling b. Learning d. cognitive effect ANS: B PTS: Communication | HRM
21.
Page 86
The argument that teaching adults requires a different set of instructional techniques than those typically used to teach children is called: a. gerontology c. pedagogy b. andragogy d. contiguity ANS: B PTS: Communication | HRM
20.
REF: LO-6
When something that you learned prior to training inhibits your recall of the newly-learned material, this is called: a. interference c. physical fidelity b. meaningfulness d. zero transfer ANS: A PTS: Communication | HRM
19.
DIF: Medium Bloom’s: Knowledge
Overlearning a. would be good for training emergency procedures (e.g., CPR) b. will increase training costs c. does increase the retention of the training material d. all of the above are true ANS: D PTS: Communication | HRM
18.
1
Overlearning a. would be good for training emergency procedures (e.g., CPR) b. is a waste of the training budget c. means that training stops once people have achieved basic mastery of the skill d. means that the training is over the trainees head ANS: A PTS: Communication | HRM
17.
131
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 70
Which of the following principles suggests that learners should be given the opportunity to repeatedly perform the task or use the knowledge being learned? a. mental practice c. active practice b. whole versus partial learning d. repetitive learning ANS: C PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 77
132
23.
Chapter 3—Learning and HRD
Which of the following has to do with the ability to directly apply, back on the job, what has been learned in training with little or no modification? a. positive transfer c. far transfer b. near transfer d. immediate transfer ANS: B PTS: Communication | HRM
24.
DIF: Medium Bloom’s: Knowledge
1
DIF: Medium Bloom’s: Knowledge
1
DIF: Easy Bloom’s: Knowledge
1
DIF: Medium Bloom’s: Knowledge
Retention of training depends on all of the following except: a. KSA's c. b. Meaningfulness of the material d. ANS: A PTS: Communication | HRM
29.
1
REF: LO-5
Page 88
REF: LO-7
Page 100
REF: LO-1
Page 68
REF: LO-5
Page 69
Based on the law of effect means that: a. Many people like to be punished. b. Good things happen to bad people c. We repeat things we are punished for - they are usually fun to do d. We repeat actions that give us a pleasurable consequence. ANS: D PTS: Communication | HRM
28.
Page 80
Learning is defined as: a. A permanent change in behavior, cognition or affect. b. A temporary change in behavior, cognition or affect. c. Memorizing some material from a book. d. None of the above are correct definitions. ANS: A PTS: Communication | HRM
27.
REF: LO-5
The theory of instruction that focuses on the kinds of things people learn and how they learn them, arguing that there is not one best way to learn everything is known as: a. Myers-Briggs Theory c. Gagne-Brigg's Theory b. Maslow's Theory d. Senge's Social Leaning Theory ANS: C PTS: Communication | HRM
26.
DIF: Medium Bloom’s: Knowledge
Andragogy is based on all of the following assumptions about adults EXCEPT: a. adults are self-motivated b. adults have acquired a large amount of experience that can be used a resource c. adults look to apply learned tasks later in life d. adults are motivated to learn ANS: C PTS: Communication | HRM
25.
1
1
Degree of original learning Interference
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 80
Interference refers to: a. Your supervisor being mad at you b. A noisy training room c. Material learned before the session or information received after training d. None of the above are interference ANS: C PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 80
Test Bank
30.
Which of the following is true about transfer of training: a. Zero transfer means nothing changed after training b. Positive transfer means performance got worse after training c. Negative transfer means performance got better after training d. None of the above are true ANS: A PTS: Communication | HRM
31.
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 80
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 81
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 83
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 81
REF: LO-1
Page 85
REF: LO-3
Page 90
For individual trainees a learning curve will be: a. The same - curving sharply upward at first and then slowing down b. Different for all trainees c. The same - curving sharply downward at first and then speeding up d. The same - curving sharply upward at first and then speeding up ANS: B PTS: Communication | HRM
36.
Page 80
Training a firefighter to do their job by showing them videos of a fire would violate the principle of: a. Transfer of training c. Contiguity b. Identical elements d. Fidelity ANS: B PTS: Communication | HRM
35.
REF: LO-5
According to Lim and Johnson the number 1 reason for failure of training to transfer to work was: a. A bad instructor b. A poor quality video was shown c. Lack of effective handouts d. Lack of practice in the actual work environment. ANS: D PTS: Communication | HRM
34.
DIF: Medium Bloom’s: Knowledge
Which is true about 'near transfer' and 'far transfer' of training? a. Near transfer is training that can be applied right away to the job b. Far transfer is training that can be applied right away to the job c. Near transfer is also called 'skill generalization' d. Far transfer is also called 'skill reproduction' ANS: A PTS: Communication | HRM
33.
1
Before training Joe produced 20 widgets per day. Four months after training he is producing 30 widgets per day. This is an example of: a. Zero transfer c. Negative transfer b. Positive transfer d. None of the above ANS: B PTS: Communication | HRM
32.
133
1
DIF: Medium Bloom’s: Knowledge
Which of the following is true of 'non traditional' learners? a. They need to be motivated to learn b. The tend to focus on getting good grades c. If told the sky is bright green they will believe it d. They tend to be practical and are interested in relevant content ANS: D PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
134
37.
Chapter 3—Learning and HRD
Which of the following is true of 'traditional' learners? a. They are highly motivated to learn b. The tend to focus on getting good grades c. If told the sky is bright green they will go outside and look for themselves d. They tend to be practical and are interested in relevant content ANS: B PTS: Communication | HRM
38.
REF: LO-3
Page 92
1
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 93
1
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 93
1
c. d.
1
Visual - aural - read/write - know and tell Visual - aural - reflect - kinesthetic
DIF: Easy Bloom’s: Knowledge
c. d.
REF: LO-8
Page 96
Association of facts and ideas Practice
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 69
Which of the following is not one of Gagne’s categories of human performance? a. Attitudes c. Personality b. Motor skills d. Verbal information ANS: C PTS: Communication | HRM
44.
DIF: Medium Bloom’s: Knowledge
Gestalt psychologists believe that learning occurs by: a. Insight or epiphany b. Trial and error ANS: A PTS: Communication | HRM
43.
1
The VARK stands for: a. Video - aural - read/write - kinesthetic b. Visual - aural - read/write - kinesthetic ANS: B PTS: Communication | HRM
42.
Page 90
Which of the following is correct? a. Concrete experiences focuses on thinking b. Abstract conceptualization focuses on feeling c. Reflective observation focuses on watching d. Active experimentation focuses on feeling and watching ANS: C PTS: Communication | HRM
41.
REF: LO-3
A learning style: a. Tends to be the same for all people at the same age level b. Reflects how choices made during training affect how we select and process information c. Is the same as a mode of learning d. Is unimportant to consider when training adults. ANS: B PTS: Communication | HRM
40.
DIF: Medium Bloom’s: Knowledge
Which of the following is not a principle to follow when training older workers? a. Older workers can and do develop b. Supervisors need to be aware of their own bias about not training older workers c. The organization does not need to pay attention to the rewards structure for learning new skills d. Training must be considered within a total career perspective ANS: D PTS: Communication | HRM
39.
1
1
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 101
Trainability testing is used to determine if the trainees have both the __________ and ________ to learn. a. Basic principles and language skills c. Motivation and skill knowledge b. Intelligence and language skills d. Motivation and ability ANS: D PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 74
Test Bank
45.
According to Kluger and DeNisi which of the following is not a level of control that individuals go through when learning and performing tasks? a. Self-regulatory action c. Task learning b. Self analysis d. Task motivation ANS: B PTS: Communication | HRM
46.
DIF: Medium Bloom’s: Knowledge
1
c. d.
REF: LO-5
Page 82
Members share perceptions that learning is an important part of everyday work life Training is rewarded by paying bonuses each week
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 82
1
DIF: Medium Bloom’s: Knowledge
1
REF: LO-5
Page 81
At all phases of skill acquisition They are never good predictors
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 87
1
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 95
James and Galbraith’s seven primary perceptual preferences include: a. The vark c. Aural, visual and olfactory b. Reflective and perceptive d. Thinking and sensing ANS: C PTS: Communication | HRM
52.
Page 78
Kolb’s learning strategies include all of the following except: a. Rehearsal strategies c. Team work strategies b. Organizational strategies d. Comprehension monitoring strategies ANS: C PTS: Communication | HRM
51.
1
Ability and self-efficacy are better predictors of performance: a. Late in the skill acquisition phase c. b. Early in the skills acquisition phase d. ANS: B PTS: Communication | HRM
50.
REF: LO-7
Increasing the likelihood that training will transfer back to the job uses all of the following except? a. Provide support in the work environment c. Provide opportunity to perform what is learned on the job b. Develop and state only general learning objectives d. Use a variety of examples including both positive and negative examples ANS: B PTS: Communication | HRM
49.
DIF: Medium Bloom’s: Knowledge
A continuous-learning work environment means that: a. Supervisors require training each week for all members of their work team b. Training goes on every day ANS: C PTS: Communication | HRM
48.
1
Supervisor support for training includes all of the following except? a. Goal setting c. Team building b. Encouragement to attend training d. Reinforcement for attending training ANS: C PTS: Communication | HRM
47.
135
1
DIF: Medium Bloom’s: Knowledge
According to ACT*theory knowing what to do is? a. Process knowledge b. Acquired knowledge ANS: C PTS: Communication | HRM
1
c. d.
REF: LO-8
Page 96
Declarative knowledge Procedural knowledge
DIF: Medium Bloom’s: Knowledge
REF: LO-7
Page 97
136
53.
Chapter 3—Learning and HRD
Research suggests that experts develop what through experience? a. A reputation as an expert c. More knowledge b. Self efficacy d. Self regulation and control strategies ANS: D PTS: Communication | HRM
54.
1
Exceptional performance is acquired through: a. Deliberate practice b. Trial and error ANS: A PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge c. d.
REF: LO-7
Page 98
Age and seniority Formal education
DIF: Medium Bloom’s: Knowledge
REF: LO-7
Page 99
Test Bank
137
CHAPTER 4—ASSESSING HRD NEEDS TRUE/FALSE 1.
A needs assessment should be the starting point for all HRD programs and is critical to program success. ANS: T PTS: Communication | HRM
2.
REF: LO-3
Page 124
1
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 125
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 130
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 130
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 112
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 112
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 113
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 116
A task analysis asks the question: What must be done to perform the job effectively. ANS: T PTS: Communication | HRM
12.
DIF: Easy Bloom’s: Knowledge
The three levels of needs analysis are: Strategic/organizational, task and team. ANS: F PTS: Communication | HRM
11.
1
The gap a TNA identifies is the difference between what an organization expects to happen and what actually takes place. ANS: T PTS: Communication | HRM
10.
Page 122
The ISD approach stands for Institutional Systems Design. ANS: F PTS: Communication | HRM
9.
REF: LO-3
The ultimate goal of HRD is to improve an organization’s effectiveness. ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
A diagnostic person analysis involves determining the overall success of individual employee performance. ANS: F PTS: Communication | HRM
7.
1
Immediate supervisors should not be involved in a person analysis. ANS: F PTS: Communication | HRM
6.
Page 113
In general it is preferable to use more than one method of task identification when studying a job. ANS: T PTS: Communication | HRM
5.
REF: LO-1
A job analysis is the systematic study of the environment job is performed within. ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
A job description is a narrative statement of the major activities involved in performing a job and conditions under which these duties are performed. ANS: T PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 116
The organizational climate has little to do with the success of an HRD program. ANS: F PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 117
138
13.
Chapter 4—Assessing HRD Needs
“Found data” is data that comes from new surveys conducted by the HRD department. ANS: F PTS: Communication | HRM
14.
REF: LO-3
Page 124
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 127
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 129
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 132
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 135
The main advantage of a 360 degree format is that employees are observed from people with different perspectives on the employee’s performance. ANS: T PTS: Communication | HRM
20.
DIF: Medium Bloom’s: Knowledge
When using multiple rater sources it is important that all raters agree on their rating. ANS: F PTS: Communication | HRM
19.
1
Performance appraisal information can always be considered to be accurate. ANS: F PTS: Communication | HRM
18.
Page 122
Boeing was recognized by the ASTD as part of its benchmarking forum. ANS: T PTS: Communication | HRM
17.
REF: LO-2
An ability is a general or enduring trait that a person possesses. ANS: T PTS: Communication | HRM
16.
DIF: Easy Bloom’s: Knowledge
The stimulus-response-feedback method of task identification breaks each task into four components. ANS: F PTS: Communication | HRM
15.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 134
REF: LO-1
Page 141
The need for E-learning is always carefully analyzed. ANS: F PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
Test Bank
139
MULTIPLE CHOICE 1.
A needs assessment is often not conducted for which of the following reasons? a. It can be difficult and time consuming to do b. Line managers prefer action to research c. There is lack of support from management for this step d. All of the above are true ANS: D PTS: Communication | HRM
2.
Compliance needs are those: a. Mandated by law b. Focused on what prevents performance ANS: A PTS: Communication | HRM
3.
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 114
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 117
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 122
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 120
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 123
When an effort is made to discover the reasons for an employee's work performance, this is referred to as: a. psychoanalysis c. summary person analysis b. card sort analysis d. diagnostic person analysis ANS: D PTS: Communication | HRM
8.
That identify new ways to perform tasks None of the above are correct
Which of the following is not a source of data for a task needs analysis? a. Job descriptions b. Job specifications c. Corporate Mission statement d. Observing people actually performing the job ANS: C PTS: Communication | HRM
7.
Page 113
Which of the following could be used to conduct an organizational needs analysis? a. Exit interviews c. Data such as turnover and absenteeism b. Customer complaints d. All of the above could be used ANS: D PTS: Communication | HRM
6.
c. d.
REF: LO-1
The knowledge, skills, abilities, and other requirements (KSAOs) needed to perform a task or job are spelled out in the: a. job specification c. skills inventory b. job design d. organizational climate index ANS: A PTS: Communication | HRM
5.
1
DIF: Easy Bloom’s: Knowledge
In needs assessment, a focus on environmental constraints would occur as part of which analysis a. person c. task b. strategic/organizational d. ergonomic ANS: B PTS: Communication | HRM
4.
1
1
DIF: Medium Bloom’s: Knowledge
Which of the following is not a method of task identification? a. Simultaneous repository file c. b. Time sampling d. ANS: A PTS: Communication | HRM
1
REF: LO-5
Page 130
Critical incident technique Job inventory
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 124
140
9.
Chapter 4—Assessing HRD Needs
The instrument developed by the Center for Creative Leadership to identify the developmental needs of managers is called: a. Strategic Analysis c. Ballparks b. Benchmarks d. Human Resource Information System ANS: B PTS: Communication | HRM
10.
REF: LO-5
Page 130
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 125
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 125
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 140
1
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 113
The type of HRD need that identifies new or better ways to perform tasks is known as a: a. democratic need c. analytic need b. diagnostic need d. compliance need ANS: C PTS: Communication | HRM
16.
DIF: Medium Bloom’s: Knowledge
Which of the following is NOT a barrier to conducting HRD needs assessment? a. assessment can be difficult b. research is valued over action c. information already exist that identifies organizational needs d. there is a lack of support for needs assessment ANS: B PTS: Communication | HRM
15.
1
In "The Attack on ISD" which charge or complaint WAS raised by some leaders in the HRD leaders against the process or systems model of HRD used in the text? a. it focuses too heavily on the end results of training b. it focuses too heavily on attitudes and emotions c. it is too slow and clumsy to meet today's training/HRD needs d. it works best with jobs that are rapidly changing and at high organizational levels ANS: C PTS: Communication | HRM
14.
Page 137
Which method of task identification asks people familiar with the job to record behaviors that are particularly effective or ineffective for performing that job? a. job inventory questionnaire c. critical incident method b. time sampling d. card sort ANS: C PTS: Communication | HRM
13.
REF: LO-5
A major advantage of using a questionnaire to gather data about training needs is that: a. it is fast and easy to gather a lot of data b. it is always unbiased c. it is completed by the supervisor d. it involves a two way dialog ANS: A PTS: Communication | HRM
12.
DIF: Medium Bloom’s: Knowledge
The most common source of information for person analysis is: a. critical incidents c. diaries b. the performance appraisal d. assessment centers ANS: B PTS: Communication | HRM
11.
1
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 114
There are several data sources recommended for strategic/organizational needs analysis. Which of the following is (are) NOT one of the recommended sources? a. organizational goals and objectives c. exit interviews b. skills inventory d. performance appraisals ANS: D PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 120
Test Bank
17.
141
The systematic collection of data about a specific job or group of jobs used to determine what an employee should be taught to achieve optimal performance is called: a. position summary analysis c. task analysis b. diagnostic analysis d. job review ANS: C PTS: Communication | HRM
18.
PTS:
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 134
1
DIF: Easy Bloom’s: Analysis
REF: LO-5
Page 113
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 122
1
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 125
People familiar with a job record incidents of particularly effective and ineffective behavior in which method of task identification? a. Critical incident b. Time sampling c. Job inventory questionnaire d. Stimulus-response-feedback ANS: A PTS: Communication | HRM
23.
1
Having a trained observer watch an employee perform a task and note the nature and frequency of activities is an example of which method of task identification? a. Critical incident b. Time sampling c. Job inventory questionnaire d. Stimulus-response-feedback ANS: B PTS: Communication | HRM
22.
Page 122
A task analysis is best defined as: a. A systematic collection of data about every jobs in the company b. A systematic collection of data about specific jobs or groups of job c. Asking the people who do the job to describe what they do all day long to justify their pay checks d. A systematic collection of information on how people think their jobs should be performed ANS: B PTS: Communication | HRM
21.
REF: LO-3
A gap can be identified by: a. Subtracting what is known from what should be known b. Adding what is known to what should be known c. Subtracting what is should be known from what is known d. Subtracting what is known from what we already do know ANS: A Analytic | HRM
20.
DIF: Medium Bloom’s: Knowledge
The process of identifying personal development needs that involves the feedback of peers, subordinates and superiors is known as: a. performance appraisal c. peer review b. 360 degree feedback d. progressive action feedback ANS: B PTS: Communication | HRM
19.
1
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 125
Supervisors and job incumbents evaluate a task list in terms of its importance and time spent performing it in which method of task identification? a. Critical incident b. Time sampling c. Job inventory questionnaire d. Stimulus-response-feedback ANS: C PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 125
142
24.
Chapter 4—Assessing HRD Needs
Which of the following is true about a 360 degree performance appraisal? a. Only the employee's supervisor rates the employee's performance b. Multiple people will rate each employee's performance c. Very few companies currently use this method of evaluation d. It focuses on only one or two perspectives of an employee's job ANS: B PTS: Communication | HRM
25.
REF: LO-6
Page 134
c. d.
d.
1
1
c. d.
REF: LO-1
Page 115
REF: LO-1
Page 114
Doing multiple methods in addition to questionnaires Use hard data only
DIF: Medium Bloom’s: Knowledge
When assessing needs using organizational goals: a. Focus on individual performance first b. Examine areas where goals are not being met
Page 114
Analytic needs focus on preventing problems None of the above are correct
DIF: Medium Bloom’s: Knowledge
Use both hard and soft data
REF: LO-2
Gaps between employees current skills and those skills needed for the future job All the above are things that a needs assessment can identify
DIF: Medium Bloom’s: Knowledge
b.
REF: LO-2
Page 115
Look only at goals that are met Goals only matter if they are accomplished each year
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 117
In 1998 the US Supreme Court decided that supervisory training for sexual harassment was: a. Unimportant c. Important but not necessary b. Adequate in both cases d. Inadequate in both cases ANS: D PTS: Communication | HRM
31.
1
d.
c.
ANS: B PTS: Communication | HRM 30.
1
c.
A trap to avoid when doing needs assessments is: a. Focusing on organizational performance
ANS: D PTS: Communication | HRM 29.
DIF: Medium Bloom’s: Knowledge
Which of the following is correct? a. Compliance needs are mandated by law b. Diagnostic needs focus on better ways to do a job ANS: A PTS: Communication | HRM
28.
1
A needs assessment can identify: a. Gaps between employees current skills and those skills needed for the current job b. The conditions under which the HRD activity will occur ANS: D PTS: Communication | HRM
27.
DIF: Medium Bloom’s: Knowledge
All of the following are ways HRD seeks to improve organizational effectiveness except: a. Preventing anticipated problems c. Hiring better people b. Including those groups and individual that can d. Solving current problems benefit the most ANS: C PTS: Communication | HRM
26.
1
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 118
Linking the organizations strategic plan to HRD activities for operating managers: a. May increase support for HRD programs c. Should not be done b. Will lower motivation of trainees d. Does not matter ANS: A PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 118
Test Bank
32.
MBO or work planning and review systems are useful tools for assessing needs because: a. They provide performance review data c. They provide long-term business objectives b. They provide baseline performance data d. All the above are true ANS: D PTS: Communication | HRM
33.
1
DIF: Medium Bloom’s: Knowledge
1
REF: LO-5
Page 132
1
1
Page 124
An overall evaluation of an employee
d.
Why an employee behaves the way they do
c. d.
REF: LO-5
Page 133
Are never useful Are proven to be totally accurate
DIF: Medium Bloom’s: Knowledge
The HRD Advisory committee: a. Should only contain members from the HR c. department b. Should contain members from a cross-section of the d. organization ANS: B PTS: Communication | HRM
REF: LO-5
c.
DIF: Medium Bloom’s: Knowledge
Self-ratings of training needs: a. Are useful when combined with multiple sources b. No information is available on their value ANS: A PTS: Communication | HRM
36.
DIF: Medium Bloom’s: Knowledge
A diagnostic person analysis looks at: a. A classification of an employee as a successful or unsuccessful employee b. A global analysis of employee performance ANS: D PTS: Communication | HRM
35.
1
Which of the following is not a component in the stimulus-response-feedback method of task identification? a. The ego identifier c. The stimulus or cue b. The response or behavior d. Feedback ANS: A PTS: Communication | HRM
34.
143
REF: LO-5
Page 136
Meets only occasionally Should never be used in analyzing training needs
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 138
Test Bank
145
CHAPTER 5—DESIGNING EFFECTIVE HRD PROGRAMS TRUE/FALSE 1.
When designing an HRD program it is often more effective to use objectives developed by an outside vendor rather than developing your own objectives. ANS: F PTS: Communication | HRM
2.
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 156
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 157
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 157
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 161
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 162
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 166
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 147
REF: LO-1
Page 148
HRD objectives describe the intent and desired result of an HRD program. ANS: T PTS: Communication | HRM
11.
1
According to the text it is a good idea to decide whether to design or purchase the HRD program before setting the program objectives? ANS: F PTS: Communication | HRM
10.
Page 147
What day of the week a training program is scheduled to be offered is not a factor in training employees. ANS: F PTS: Communication | HRM
9.
REF: LO-1
Executive development programs is the most frequent type of training offered by organizations. ANS: F PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
The most commonly used method of training is still the old instructor-led classroom program. ANS: T PTS: Communication | HRM
7.
1
People who really know a subject always make great trainers. ANS: F PTS: Communication | HRM
6.
Page 147
A lesson plan is a good idea to use when developing a training program. ANS: T PTS: Communication | HRM
5.
REF: LO-1
A train the trainer program is cheap and easy to do. ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
A needs assessment if usually very useful in defining an HRD programs objectives. ANS: T PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge
According to Mager and the text the objective ‘Discuss and illustrate principles and techniques of computer programming’ is not a good objective. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 149
Chapter 5—Designing Effective HRD Programs
12.
It is easy to write specific behavioral objectives for programs dealing with attitudes and emotions. ANS: F PTS: Communication | HRM
13.
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 156
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 155
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 156
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 157
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 164
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 165
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 166
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 166
Having employees attend training after their normal work day is a very good idea. ANS: F PTS: Communication | HRM
23.
1
According to the text training programs are best conducted on either Monday or Friday. ANS: F PTS: Communication | HRM
22.
Page 155
Scheduling an HRD program when employees are busy with their jobs is the best way to do it. ANS: F PTS: Communication | HRM
21.
REF: LO-2
Trainers should be very careful when copying material from others so they do not violate copyright laws. ANS: T PTS: Communication | HRM
20.
DIF: Medium Bloom’s: Knowledge
A program announcement should include the purpose of the program. ANS: T PTS: Communication | HRM
19.
1
Alexander consulting group found that an Instructor guide was used by only a small percentage of SME’s. ANS: F PTS: Communication | HRM
18.
Page 152
Trainers who lack subject matter expertise may rely too heavily on books and other training materials. ANS: T PTS: Communication | HRM
17.
REF: LO-1
Subject matter expertise refers to mastery of the subject and of training. ANS: F PTS: Communication | HRM
16.
DIF: Medium Bloom’s: Knowledge
Training competency involves the knowledge and skills needed to design and implement training programs. ANS: T PTS: Communication | HRM
15.
1
Over half of trainers report saving a lot of money by outsourcing their programs. ANS: F PTS: Communication | HRM
14.
146
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 167
REF: LO-6
Page 168
According to Bill West ‘Online is all about design’ ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
Test Bank
24.
In online programs a variety of activities should not be used because they tend to confuse the students. ANS: F PTS: Communication | HRM
25.
147
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 168
REF: LO-6
Page 168
It is expected that e-learning use will increase in coming years. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
Chapter 5—Designing Effective HRD Programs
148
MULTIPLE CHOICE 1.
Which of the following is not a key activity in designing an HRD program? a. Setting objectives c. Selecting the trainer b. Developing a lesson plan d. Buying donuts for the breaks ANS: D PTS: Communication | HRM
2.
REF: LO-1
Page 149
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 161
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 153
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 154
1
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 149
Content to be covered, activity sequence, training media, exercises, and the timing of each activity are considered parts of a: a. training outline c. evaluation plan b. training schedule d. lesson plan ANS: D PTS: Communication | HRM
8.
DIF: Medium Bloom’s: Knowledge
Which of the following is not a quality of a useful training objective? a. It describes what you intend trainees to achieve b. It describes the constraints under which they will perform c. It describes some of the difficulties that may be encountered in doing this job d. It identifies the criteria for acceptable performance ANS: C PTS: Communication | HRM
7.
1
All of the following are factors to consider before purchasing an HRD program EXCEPT: a. registration issues c. subject matter b. expertise d. cost ANS: A PTS: Communication | HRM
6.
Page 146
All of the following are advantages of using an outside trainer (e.g., a consultant) EXCEPT: a. they have the specialized expertise needed b. they can prepare the program in a more timely fashion c. they are committed to the company and its problems in the long run d. they can help if you have no dedicated HRD department ANS: C PTS: Communication | HRM
5.
REF: LO-1
According to your text, the most common training method used today is: a. videotapes c. case studies b. Instructor-led classroom programs d. outdoor-experiential programs ANS: B PTS: Communication | HRM
4.
DIF: Medium Bloom’s: Knowledge
In a training program objective, the level at which behavior is determined to be acceptable is called the: a. conditions c. criteria b. performance d. deficiency ANS: C PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 157
REF: LO-4
Page 157
A lesson plan is: a. A waste of time and paper b. A good idea - it tells everyone what is going on and when c. Needed only by new trainers d. Used only for on-line courses ANS: B PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
Test Bank
9.
Preparing a lesson plan requires the trainer to do which of the following: a. Determine the sequence of activities b. Determine what material is to be covered c. Determine how much time to spend on each area d. All of the above are needed for a good lesson plan ANS: D PTS: Communication | HRM
10.
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 154
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 163
1
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 163
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 157
REF: LO-4
Page 158
A general lesson plan would include all of the following except: a. Time allowed for a topic b. Instructor activity c. Trainee activity d. Instructions on how to do a needs analysis ANS: D PTS: Communication | HRM
15.
Page 157
A lesson plan is: a. A trainers guide for the actual delivery of the training content b. Good for handouts to trainees c. Needed only by new, inexperienced trainers d. Most a waste of time and paper ANS: A PTS: Communication | HRM
14.
REF: LO-4
When selecting from among the many methods that can be used to train employees which of the following is true: a. The choice depends on many factors, including budget and trainee characteristics b. They all work well so which one you pick doesn't matter c. Lecture is always most effective - so use that most of the time d. Computer based training always works the best ANS: A PTS: Communication | HRM
13.
DIF: Easy Bloom’s: Knowledge
When choosing which training method is most effective a trainer should consider all of the following except: a. Program objectives b. How the trainer likes to train c. Time and money available d. Characteristics and preferences of the trainees ANS: B PTS: Communication | HRM
12.
1
Which of the following is not a major factor in determining how training will be conducted? a. How big the budget is b. How fast you need the program c. The current stock price of the organizations d. Trainee characteristics ANS: C PTS: Communication | HRM
11.
149
1
DIF: Medium Bloom’s: Knowledge
All of the following are key activities in designing an effective HRD program except? a. Setting objectives c. Scheduling the program b. Selecting the trainer d. Assessing the need for training ANS: D PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 146
Chapter 5—Designing Effective HRD Programs
16.
According to Mager if you do not know where you are going: a. You might wind up somewhere else and not even c. know it b. You should wind up where you want to be d.
ANS: A PTS: Communication | HRM 17.
Page 148
Are OK if that is the best you can do Need to have observable behaviors spelled out
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 150
Illustrate principles and techniques of computer programming Understand how a computer works
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 149
1
DIF: Medium Bloom’s: Knowledge
1
REF: LO-1
Page 152
Conducting a train the trainer program All of the above
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 153
1
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 154
REF: LO-3
Page 155
Trainers report spending what percent of their budget on outside vendors? a. 3 c. 25 b. 5 d. 90 ANS: C PTS: Communication | HRM
23.
REF: LO-1
A firm would likely hire an outside vendor to conduct an HRD program for all of the following reasons except: a. They do not have the time to develop an in-house c. They do not have the expertise to design an inprogram house program b. They do not have the budget to develop an in-house d. They do not have an HRD department program ANS: B PTS: Communication | HRM
22.
c. d.
Outside vendors can provide which of the following services: a. Assistance with the needs assessment c. b. Presenting an off the shelf program they have d. available ANS: D PTS: Communication | HRM
21.
1
You cannot know when you get where you want to be
Langdon has proposed moving beyond objectives to what he calls: a. ellipses c. performance goals b. proformas d. outcomes ANS: B PTS: Communication | HRM
20.
1
You might accomplish a more important objective
DIF: Medium Bloom’s: Knowledge
According to Mager and the text a good objective would be: a. Discuss principles and techniques of computer c. programming b. Write a program to calculate arithmetic means using d. Cobol ANS: B PTS: Communication | HRM
19.
1
Broad and unobservable objectives: a. Never happen in a good HRD program b. Can be measured using unobservable behaviors ANS: D PTS: Communication | HRM
18.
150
1
DIF: Medium Bloom’s: Knowledge
The most frequent topics covered by vendors are: a. Management development, technical training and computer training b. Supervisor training and skills training ANS: A PTS: Communication | HRM
1
c.
Orientation programs and computer training
d.
Performance appraisal and skills training
DIF: Medium Bloom’s: Knowledge
REF: LO-3
Page 155
Test Bank
24.
151
Trainee characteristics and preferences include: a. Trainee literacy b. Trainee readiness and target population diversity ANS: B PTS: Communication | HRM
25.
c.
b.
d.
A way we can copy anything we need without paying for it
Page 164
REF: LO-5
Page 165
Something trainers need to be aware of and pay attention to Legal in all cases
DIF: Medium Bloom’s: Knowledge
1
DIF: Easy Bloom’s: Knowledge
An LMS is a: a. Learning Management System b. Learning Maintenance System ANS: A PTS: Communication | HRM
30.
REF: LO-5
REF: LO-4
Page 165
When scheduling an HRD program during work hours trainers should consider which of the following: a. The day of week c. Peak work hours constraints b. The time of day d. All of the above ANS: D PTS: Communication | HRM
29.
1
Page 163
They are difficult for the organization to reproduce They are never used in real training programs
DIF: Medium Bloom’s: Knowledge
Copyright infringement is: a. Of no concern to trainers - they are exempt
ANS: C PTS: Communication | HRM 28.
1
c. d.
REF: LO-6
A tentative schedule of events A list of participants
DIF: Easy Bloom’s: Knowledge
What is true about training manuals? a. They provide a hands-on approach to the subject b. They provide a broad of the subject ANS: A PTS: Communication | HRM
27.
1
Trainee learning style Diversity of trainees
DIF: Medium Bloom’s: Knowledge
Which of the following is not a part of the program outline? a. Course objectives c. b. Tools needed for the program d. ANS: D PTS: Communication | HRM
26.
1
c. d.
1
c. d.
ANS: B PTS: Communication | HRM
1
c. d.
Page 166
Living Management System Less Management System
DIF: Medium Bloom’s: Knowledge
Blended learning means: a. Movies are added to the program b. Classroom training is enhanced with technology
REF: LO-6
REF: LO-5
Page 167
Multiple instructors teach the program Multiple topics are covered in one session
DIF: Medium Bloom’s: Knowledge
REF: LO-5
Page 168
Test Bank
151
CHAPTER 6—IMPLEMENTING HRD PROGRAMS TRUE/FALSE 1.
When deciding which training method to use it is useful to consider the current level of expertise of the trainees? ANS: T PTS: Communication | HRM
2.
REF: LO-1
Page 179
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 182
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 178
1
REF: LO-2
Page 182
DIF: Easy Bloom’s: Knowledge
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 183
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 188
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 191
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 192
REF: LO-6
Page 195
REF: LO-4
Page 179
Computer based training will be less important in the next 20 years. ANS: F PTS: Communication | HRM
12.
DIF: Easy Bloom’s: Knowledge
Social learning theory suggests we learn best from listening to others talk. ANS: F PTS: Communication | HRM
11.
1
Role plays are very seldom used by organizations for training? ANS: F PTS: Communication | HRM
10.
Page 176
A case study presents a story about an organization and asks the trainees to analyze the situation. ANS: T PTS: Communication | HRM
9.
REF: LO-1
In using the discussion method one of the trainer's jobs is to see that only really smart people participate in the discussion. ANS: F PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
A reflective question mirrors what someone else said. ANS: T PTS: Communication | HRM
7.
1
A key element of JIT is preparing the learner. ANS: T PTS: Communication | HRM
6.
Page 174
Discussion is a form of classroom training. ANS: T PTS: Communication | HRM
5.
REF: LO-1
Job rotation involves moving different people into one job to see who is the best worker? ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
On the job training (OJT) is the most common type of training found? ANS: T PTS: Communication | HRM
3.
1
1
DIF: Medium Bloom’s: Knowledge
Job rotation can be best done by working in one department for a long time ANS: F PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
152
13.
Chapter 6—Implementing HRD programs
Classroom training is training conducted within the normal work setting. ANS: F PTS: 1 NAT Communication | HRM
14.
Page 181
1
DIF: Medium Bloom’s: Knowledge
REF: LO-7
Page 183
1
DIF: Medium Bloom’s: Knowledge
REF: LO-7
Page 197
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 200
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 176
Structured on the job training is normally conducted by a trainer who is assigned and recognized and rewarded for the job. ANS: T PTS: Communication | HRM
20.
REF: LO-2
The three categories of training are: on the job, classroom and trial and error. ANS: F PTS: Communication | HRM
19.
DIF: Medium Bloom’s: Knowledge
Blended learning combines technology enhanced and traditional classroom instruction? ANS: T PTS: Communication | HRM
18.
1
The intranet uses internal computer networks for training while the Internet uses world wide computer networks. ANS: T PTS: Communication | HRM
17.
Page 180
Static media involves both words and images that are fixed. ANS: T PTS: Communication | HRM
16.
REF: LO-2
A key disadvantage of the lecture method of training is the lack of sharing of ideas among trainees. ANS: T PTS: Communication | HRM
15.
DIF: Medium Bloom’s: Knowledge
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 177
The primary advantage CBT has over other methods of training is its low cost. ANS: F PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 196
MULTIPLE CHOICE 1.
In Job Instruction Training, which of the following shows the steps in their proper order? a. show the behavior, trainee practice, motivate the trainee, follow-up b. show the behavior, motivate the trainee, trainee practice, follow-up c. motivate the trainee, show the behavior, trainee practice, follow-up d. motivate the trainee, trainee practice, show the behavior, follow-up ANS: C PTS: Communication | HRM
2.
1
DIF: Medium Bloom’s: Knowledge
REF: LO-4
Page 164
In the discussion method, a question that mirrors what someone has said to make sure that the message was received as intended is a(n) question. a. direct c. open-ended b. reflective d. diabolical ANS: B PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-2
Page 182
Test Bank
3.
Which training method is generally thought to be most effective at developing the analytical and problem-solving skills of trainees? a. videotape c. case study method b. lecture d. teleconferencing ANS: C PTS: Communication | HRM
4.
1
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 177
1
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 195
1
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 178
1
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 176
Classroom training contains the following components EXCEPT: a. coaching/ mentoring c. lecture b. discussion d. Audiovisual media ANS: A PTS: Communication | HRM
9.
Page 188
A training scenario where a new employee receives training in the environment where the trainee will be working is called? a. just in time training c. on the job training b. coaching/ mentoring d. job rotation ANS: C PTS: Communication | HRM
8.
REF: LO-2
Which sequence of training events best describes Job Instruction Training (JIT)? a. present the task, practice, follow-up, correction b. present the task, feedback, practice, follow-up c. prepare the worker, feedback, practice, follow-up d. prepare the worker, present the task, practice, follow-up ANS: D PTS: Communication | HRM
7.
DIF: Medium Bloom’s: Knowledge
The approach to computer-aided training that is able to determine the learner's performance based upon their pattern of responses is: a. teleconferencing b. intelligent computer-assisted instruction c. computer-assisted instruction via CD-ROM d. Intranet-based training ANS: B PTS: Communication | HRM
6.
1
Which of the following is NOT TRUE about on-the-job training (OJT)? a. it is typically less expensive than off-the-job training b. it provides trainees with an immediate opportunity to practice the tasks on the job c. customers are usually very forgiving of the inconvenience they experience when served by someone who is learning on-the-job d. if OJT is used with heavy equipment, this may pose a safety threat for those who are working nearby ANS: C PTS: Communication | HRM
5.
153
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 181
The question "Can you tell me about your most recent experience in a positive customer situation?" is an example of a: a. a direct question c. an open-ended question b. a reflective question d. a situational question ANS: C PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 182
154
10.
Chapter 6—Implementing HRD programs
When properly done the lecture method can be an effective way to facilitate the transfer of: a. New skills b. Using a computer program c. Factual information d. Lecture doesn't work well for any of the above ANS: C PTS: Communication | HRM
11.
1
1
1
1
Job rotation is frequently used to train: a. highly skilled production workers b. first-level managers ANS: B PTS: Communication | HRM
17.
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 190
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 197
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 201
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 177
In Job Instruction Training, which of the following steps is not part of the process? a. always have a video ready c. motivate the trainee b. show the behavior d. let the trainee practice ANS: A PTS: Communication | HRM
16.
1
Which of the following is true about on the job training (OJT): a. It is rarely used b. It involves going to an off- work location c. It is done only by professional trainers d. It involves training at a trainees regular work station ANS: D PTS: Communication | HRM
15.
Page 181
The physical environment is very important in supporting a learning process. Which is NOT a factor of the physical environment? a. seating c. food, catering b. comfort, well being d. physical distraction ANS: C PTS: Communication | HRM
14.
REF: LO-2
The use of internal computer networks for training purposes is known as a. intranet based training c. e-learning b. computer based training d. e-education ANS: A PTS: Communication | HRM
13.
DIF: Medium Bloom’s: Knowledge
A simulation requiring participants to set priorities and make management decisions is called: a. case study c. behavioral modeling b. scenario study d. an in-basket exercise ANS: D PTS: Communication | HRM
12.
1
1
Coaching typically involves: a. The learner and his/her supervisor b. A classroom setting ANS: A PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
c. d.
Page 178
top executives workers with limited skills
DIF: Medium Bloom’s: Knowledge
c. d.
REF: LO-1
REF: LO-1
Page 179
A form of OJT A senior executive
DIF: Medium Bloom’s: Knowledge
REF: LO-1
Page 180
Test Bank
18.
Mentoring involves: a. The learner and his/her supervisor b. A classroom setting ANS: D PTS: Communication | HRM
19.
REF: LO-1
Page 178
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 181
1
DIF: Medium Bloom’s: Knowledge
1
c. d.
1
REF: LO-8
Page 188
OJT with no training provided Passive - take notes and keep quiet
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 188
Be based on real situations Take too much valuable lecture time
DIF: Easy Bloom’s: Knowledge
REF: LO-8
Page 189
REF: LO-8
Page 190
An In-basket exercise is designed to: a. Test what the trainees already know b. Assess the trainee's ability to establish priorities c. Evaluate the training program d. Assess the learning gap before training ANS: B PTS: Communication | HRM
25.
1
The case study approach is often criticized because it can: a. Cause group think c. b. Cause the trainees to be actively engaged d. ANS: A PTS: Communication | HRM
24.
Page 180
Job intuition training Job instruction training
DIF: Easy Bloom’s: Knowledge
Experiential learning is: a. Active learning - it engages the trainee b. Passive learning - sit and listen ANS: A PTS: Communication | HRM
23.
REF: LO-1
Experiential training methods include all of the following except: a. Case studies c. Seeing a video b. Role Play d. Management games ANS: C PTS: Communication | HRM
22.
DIF: Easy Bloom’s: Knowledge
c. d. 1
A form of OJT A senior executive
Which of the following is not a primary category of classroom training? a. Job instructional training c. Audiovisual methods b. Lecture d. Discussion ANS: A PTS: Communication | HRM
21.
1
c. d.
JIT stands for: a. Just in time training b. Just intuition training ANS: D PTS: Communication | HRM
20.
155
1
DIF: Medium Bloom’s: Knowledge
Role plays are most effective when they include: a. A feedback session after the role play b. Only experienced managers ANS: A PTS: Communication | HRM
1
c. d.
Only inexperienced trainees Females and minorities
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 192
156
26.
Chapter 6—Implementing HRD programs
A problem with role plays is: a. They take too much time b. Role players take them too seriously c. They may be viewed as fun and not transfer to work d. They are too difficult to develop ANS: C PTS: Communication | HRM
27.
REF: LO-8
Page 192
1
DIF: Easy Bloom’s: Knowledge
REF: LO-8
Page 193
1
1
CBT stands for: a. Company based training b. Census bureau training ANS: C PTS: Communication | HRM
32.
DIF: Medium Bloom’s: Knowledge
c. d.
It is all games not training It has not been used since World War II
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 193
REF: LO-8
Page 200
The physical environment of a training program: a. Does not matter - people can learn anywhere b. Should be designed to enhance learning c. Is usually left up to the Hotel d. Is always determined by top management ANS: B PTS: Communication | HRM
31.
Page 192
1
What is true about Outdoor training? a. Results of effectiveness are mixed b. It always works ANS: A PTS: Communication | HRM
30.
REF: LO-8
Outdoor training includes: a. Low ropes courses b. High ropes activities c. Wilderness adventures d. All of the above ANS: D PTS: Communication | HRM
29.
DIF: Medium Bloom’s: Knowledge
Behavior modeling does not include: a. Observing a model of performance b. Discussing the model c. Practicing the behavior d. Listening to a lecture on how to do something ANS: D PTS: Communication | HRM
28.
1
1
DIF: Medium Bloom’s: Knowledge
c. d.
Computer based training Company bureaucrat training
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 194
Which of the following is not a guideline for an effective overhead presentation? a. Present one major idea on each slide b. Assume that the equipment will work when you start c. Make your slides interesting - use color and images d. Make your letters large enough to read ANS: B PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 184
Test Bank
33.
Which of the following is not a guideline for an overhead presentation? a. Have a clear outline of your presentation b. Make sure everyone can see your presentation from where they are sitting c. Read each bullet point exactly as written d. Point at the transparency to emphasize a point, not at the screen. ANS: C PTS: Communication | HRM
34.
1
1
1
Kaizen is: a. The Japanese philosophy of continuous improvement b. The head of ASTD ANS: A PTS: Communication | HRM
40.
1
A common example of self-paced training is: a. Listening to a lecture b. Driving a car ANS: D PTS: Communication | HRM
39.
REF: LO-8
Page 184
Handouts Powerpoints
DIF: Easy Bloom’s: Knowledge
REF: LO-8
Page 185
DIF: Medium Bloom’s: Knowledge
c. d.
REF: LO-6
Page 197
Intelligent comprehensive aided instructors None of the above are correct
DIF: Medium Bloom’s: Knowledge
REF: LO-6
Page 198
REF: LO-6
Page 200
Blended learning combines what types of instruction? a. Technology enhanced and traditional classroom b. Audio and video c. Lecture and power points d. On the job and classroom ANS: A PTS: Communication | HRM
38.
1
c. d.
ICAI stands for a. Intelligent computer assisted instruction b. IBM computer assisted instruction ANS: A PTS: Communication | HRM
37.
DIF: Easy Bloom’s: Knowledge
Which of the following is not a design principle for effective e-learning materials? a. Select a realistic problem b. Focus on only 1 of the senses to avoid confusing learners c. Provide the simplest possible instructions d. Try to incorporate both flexible and structured lessons. ANS: B PTS: Communication | HRM
36.
1
Dynamic media would include: a. Overheads b. CD-ROMs ANS: B PTS: Communication | HRM
35.
157
1
An effective discussion needs: a. A skilled facilitator b. Sufficient time for a good discussion ANS: D PTS: Communication | HRM
1
DIF: Medium Bloom’s: Knowledge
c. d.
Flying and airplane Computer training
DIF: Medium Bloom’s: Knowledge
REF: LO-8
Page 194
c.
A new way of doing on the job training
d.
An instructor at UWW
DIF: Medium Bloom’s: Knowledge
c. d.
REF: LO-8
Page 179
A common reference point for trainees All of the above are needed
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 182
Test Bank
159
CHAPTER 7—EVALUATING HRD PROGRAMS TRUE/FALSE 1.
In order to effectively evaluate a training program the specific objectives of the program must be known? ANS: T PTS: Communication | HRM
2.
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 213
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 216
1
DIF: Easy Bloom’s: Evaluation
REF: LO-3
Page 224
1
DIF: Easy Bloom’s: Evaluation
REF: LO-6
Page 215
1
REF: LO-4
Page 230
DIF: Moderate Bloom’s: Evaluation
1
DIF: Easy Bloom’s: Evaluation
REF: LO-2
Page 219
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 226
Using deception to do evaluation research is a very good idea - it is ethical and moral and employees generally like it when this is used. ANS: F PTS: Communication | HRM
11.
1
The reliability of data refers to the consistency of that data. ANS: T PTS: Communication | HRM
10.
Page 210
The text author believes that a positive score on one of Kirkpatrick's levels will mean a positive score on the measures of other levels. Positive reactions will result in learning. ANS: F PTS: Communication | HRM
9.
REF: LO-1
A control group is a group of people of the same age as the trainees. ANS: F PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Evaluation
ROI stands for results of inventory.: ANS: F PTS: Communication | HRM
7.
1
When writing a questionnaire you should limit the number of response options. ANS: T PTS: Communication | HRM
6.
Page 210
The CIPP framework for evaluation includes Context, Information, Process, Product ANS: F PTS: Communication | HRM
5.
REF: LO-1
According to Goldstein training evaluation has moved from simply collecting anecdotal evidence to now evaluating the entire HRD process. ANS: T PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Evaluation
HRD evaluation includes collecting information to make decisions about training activities. ANS: T PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Evaluation
REF: LO-5
Page 233
REF: LO-4
Page 230
A control group is just a second group of trainees ANS: F PTS: Communication | HRM
1
DIF: Easy Bloom’s: Evaluation
160
12.
Chapter 7—Evaluating HRD programs
Utility analysis is easy for trainers to calculate ANS: F PTS: Communication | HRM
13.
Page 230
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 214
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-5
Page 232
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 235
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-3
Page 222
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 230
A stakeholder is defined as ‘a person or group with an interest in seeing an endeavor succeeds but who do not need to support that activity”. ANS: F PTS: Communication | HRM
20.
REF: LO-4
Learning should be measured at two time:: pre training and post training. ANS: T PTS: Communication | HRM
19.
DIF: Moderate Bloom’s: Evaluation
A dramatic extension beyond Kirkpatrick’s framework includes the idea that constituencies outside the organization should be involved in the evaluation process. ANS: T PTS: Communication | HRM
18.
1
A proposed modification to Kirkpatrick’s evaluation model is to add a fifth level beyond results to include ROI. ANS: T PTS: Communication | HRM
17.
Page 241
Confidentiality in training evaluation is not important - the trainees work for the organization already. ANS: F PTS: Communication | HRM
16.
REF: LO-6
Donald Kirkpatrick described the following four training evaluation criteria: reaction, learning, job behavior and results ANS: T PTS: Communication | HRM
15.
DIF: Moderate Bloom’s: Evaluation
Ideally, the control group and the training group have the same scores before training ANS: T PTS: Communication | HRM
14.
1
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-3
Page 222
According to Nickols each of Kirkpatrick’s levels is of similar importance to all stakeholder groups. ANS: F PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 221
Test Bank
161
MULTIPLE CHOICE 1.
The evaluation phase of the HRD process model includes all of the following except: a. Selecting evaluation criteria b. Conducting the evaluation c. Interpreting the results d. Publishing your results in the ASTD results book ANS: D PTS: Communication | HRM
2.
DIF: Moderate Bloom’s: Evaluation
1
DIF: Moderate Bloom’s: Evaluation
1
DIF: Moderate Bloom’s: Evaluation
1
DIF: Easy Bloom’s: Evaluation
Level 3 of Kirkpatrick's framework for evaluation is: a. Reaction b. Learning ANS: C PTS: Communication | HRM
7.
1
REF: LO-1
Page 212
REF: LO-1
Page 211
REF: LO-1
Page 212
The most popular and influential framework for evaluating training was developed by: a. Goldstein c. Phillips b. Kirkpatrick d. Brinkerhoff ANS: B PTS: Communication | HRM
6.
Page 210
Based on ASTD surveys about evaluating training programs which of the following is true? a. Over 90% of companies surveyed conduct some form of evaluation b. Only about 10% of companies surveyed conduct some form of evaluation c. Results are the most commonly used method of evaluating training d. Reactions are almost never evaluated ANS: A PTS: Communication | HRM
5.
REF: LO-1
2. According to Phillips which of the following is not a purpose of training evaluation? a. determine the cost-benefit ration of an HRD program b. determine if the program was appropriate c. decide who should participate in future programs d. decide whether or not to fire the trainer ANS: D PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Evaluation
According to Chris Bones: a. Evaluating what you know works is a waste of time b. Only evaluate if you are forced to do it c. Evaluation is too costly to bother with d. If you can’t see results stop it ANS: D PTS: Communication | HRM
3.
1
1
c. d.
REF: LO-2
Page 214
REF: LO-2
Page 215
Behaviors Results
DIF: Easy Bloom’s: Evaluation
When collecting data which of the following issues is not important? a. Reliability c. Effectiveness b. Validity d. Practicality ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-3
Page 227
162
Chapter 7—Evaluating HRD programs
8. The number of units produced is generally what kind of data? a. Plant data b. Economic data ANS: D PTS: Communication | HRM 9.
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-3
Page 227
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 214
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-3
Page 228
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-3
Page 228
REF: LO-4
Page 229
REF: LO-4
Page 230
If we provide the training and then collect evaluation measures we are: a. Sure that any change we see is due to the training b. Unsure as what caused the result we find, the training or ? c. OK - but only if we randomly select the trainees d. Following the best known research design ANS: B PTS: Communication | HRM
14.
Page 227
Self-report data is: a. Data provided by an employee's supervisor b. Data provided by the individual involved in the training c. Data from company archives d. Data provided by customers ANS: B PTS: Communication | HRM
13.
REF: LO-3
A socially desirable response is a. Telling the researcher your true feelings b. Telling the researcher the truth c. Telling the researcher what you think they want to hear d. Telling the research an answer in sociological terms ANS: C PTS: Communication | HRM
12.
DIF: Easy Bloom’s: Evaluation
The Kraiger, Ford & Salas evaluation model uses all of the following classifications of learning outcomes except: a. Cognitive c. Skill based b. Intuitive d. Affective ANS: B PTS: Communication | HRM
11.
Systemwide data Individual performance data
Which of the following is not a common type of data collected for evaluation? a. Plant data c. Systemwide data b. Economic data d. Individual performance data ANS: A PTS: Communication | HRM
10.
1
c. d.
1
DIF: Moderate Bloom’s: Evaluation
Collecting data in a pretest and posttest design allows us to: a. Be certain the training caused any change b. See what has changed after training c. Develop the cost effectiveness of our training d. Know whether or not we should revise the training design. ANS: B PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
Test Bank
15.
Questionnaires are often used for evaluation because: a. trainees like to fill them out b. they can be completed and analyzed quickly c. they are very interactive d. they measure all 4 levels quickly and easily ANS: B PTS: Communication | HRM
16.
1
DIF: Easy Bloom’s: Evaluation
REF: LO-1
Page 215
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 230
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-1
Page 212
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-2
Page 214
A control group is: a. a second group of trainees b. of no value in helping us evaluate training programs c. often critical to determining whether changes were due to a training program rather than some other factor d. an added cost that is generally too expensive ANS: C PTS: Communication | HRM
21.
Page 222
Trainee reaction to a training program is: a. critical - if they don't like it, they can't learn b. limited because it does not tell us if the program met its objective c. in most cases, the only evaluation method that can be accomplished d. the only level of evaluation worth doing ANS: B PTS: Communication | HRM
20.
REF: LO-3
Which of the following statements provides the best explanation for why training professionals often don't evaluate the results of their training programs: a. results don't matter in training b. fear of criticism or program cuts if a program was not effective c. it can be done only if you majored in statistics in college d. management refuses to spend the money to do it right ANS: B PTS: Communication | HRM
19.
DIF: Moderate Bloom’s: Evaluation
A pre/post comparison is used to evaluate learning so that: a. we know how much change took place during the program b. we can calculate a t-test to get nice-looking statistics c. we can compare the trained group to the control group d. we know where the group was at the start ANS: A PTS: Communication | HRM
18.
1
According to studies by ASTD, the most common form of evaluation is: a. reaction c. behavior b. learning d. results ANS: A PTS: Communication | HRM
17.
163
1
DIF: Easy Bloom’s: Evaluation
REF: LO-4
Page 230
REF: LO-1
Page 211
Which of the following is not a purpose of training evaluation? a. deciding who should participate in future programs b. helping to design future training programs c. establishing a data base for management d. all of the above are purposes of training evaluation ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
164
22.
Chapter 7—Evaluating HRD programs
Why is it a good idea to randomly assign people to the training group and the control group? a. it is the easiest way to select equivalent groups b. it is the easiest way to measure both pre and post training c. it guarantees that training evaluation will be believed by management d. it allows us to assume that attitude toward training is positive for all trainees ANS: A PTS: Communication | HRM
23.
c. d.
REF: LO-5
Page 232
referral of information return on investment
DIF: Easy Bloom’s: Evaluation
1
DIF: Moderate Bloom’s: Evaluation
1
DIF: Moderate Bloom’s: Evaluation
1
DIF: Moderate Bloom’s: Evaluation
The most commonly used type of data in HR evaluation is: a. self-report data c. b. return on investment d. ANS: A PTS: Communication | HRM
29.
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-6
Page 235
REF: LO-6
Page 235
REF: LO-2
Page 214
Which of the following is NOT an issue to consider when determining which data collection method to use in HRD evaluation? a. reliability c. provability b. validity d. practicality ANS: C PTS: Communication | HRM
28.
Page 230
Donald Kirkpatrick described which of the following four training evaluation criteria? a. reaction, learning, job behavior, modification b. reaction , learning, job behavior and results c. context, input, process and product d. context, input, process and modification ANS: B PTS: Communication | HRM
27.
REF: LO-4
A cost-benefit analysis compares: a. The benefits of one program to those of another one b. The cost of training to its benefits c. The costs of two different HRD programs d. Actually - any two numbers you want to use would work ANS: B PTS: Communication | HRM
26.
1
ROI stands for: a. return on inventory b. reduction of indirect costs ANS: D PTS: Communication | HRM
25.
DIF: Moderate Bloom’s: Evaluation
Confidentiality in training evaluation is: a. not important - the trainees work for the organization already b. up to the trainer - they should not discuss what they find out during training c. a good reason not to evaluate a training program d. assured by using code numbers, rather than names, to identify trainees ANS: D PTS: Communication | HRM
24.
1
1
REF: LO-3
Page 226
customer satisfaction surveys organizational report data
DIF: Easy Bloom’s: Evaluation
REF: LO-3
Page 228
A method of evaluation, which measures the trainee's Evaluation prior to and after training, is known as: a. return on investment c. pre-test, post-test b. variance improvement method d. gap closure method ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 230
Test Bank
30.
All of the following are guidelines for writing effective questionnaires except: a. Combine several ideas into one question to save on paper b. Use clear and simple questions c. Limit the number of response options d. Match the mode of the response to the question ANS: A PTS: Communication | HRM
31.
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-6
Page 231
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 231
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 227
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 227
Which of the following is NOT an example of indirect training program costs? a. instructor preparation b. administrative support c. course materials d. all of the above are examples of indirect costs ANS: D PTS: Communication | HRM
36.
Page 224
Practicality of a measure deals with: a. Is it consistent b. Does it measure what it is supposed to measure c. Is it legal d. Is there sufficient time, money and resources for this evaluation method ANS: D PTS: Communication | HRM
35.
REF: LO-3
Validity asks the question: a. Does the information evaluate a trainees reaction b. Is the measure consistent c. Does the data measure what it is supposed to measure d. Is the data legal ANS: C PTS: Communication | HRM
34.
DIF: Moderate Bloom’s: Evaluation
Recent efforts to combine data from different research studies are known as: a. macro-analysis c. combined analysis b. meta-analysis d. collaborative analysis ANS: B PTS: Communication | HRM
33.
1
Which of the following is NOT an example of an ethical issue in evaluation research? a. confidentiality c. adverse impact b. informed consent d. use of deception ANS: C PTS: Communication | HRM
32.
165
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-6
Page 236
REF: LO-7
Page 240
Which of the following is NOT a factor used to compute a utility estimate? a. "A" ( available number of employees for training b. "N" ( number of employees trained c. "T" ( length of time benefits of training is expected to last d. "C" ( cost of conducting the training ANS: A PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
166
37.
Chapter 7—Evaluating HRD programs
Ideally, the control group and the training group have: a. A lot in common b. The same scores before training ANS: B PTS: Communication | HRM
38.
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 230
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-5
Page 232
REF: LO-6
Page 241
Utility analysis: a. Is easy for trainers to calculate b. Compares training gain to training costs c. Is done using a computer program like Blackboard d. Has never been used for training ANS: B PTS: Communication | HRM
40.
The same supervisors The exact same job description
Informed consent: a. Informs participants about any risks b. Must be obtained before any training is done c. Is completed at time of hire for all employees d. Is never needed ANS: A PTS: Communication | HRM
39.
1
c. d.
1
DIF: Moderate Bloom’s: Evaluation
Goldstein has suggested that training evaluation has moved through ______ stages since the 1960’s. a. 4 c. 2 b. 5 d. 22 ANS: A PTS: Communication | HRM
1
DIF: Easy Bloom’s: Evaluation
REF: LO-2
Page 213
Test Bank
167
APPENDIX 7-1 MORE ON RESEARCH DESIGN TRUE/FALSE 1.
A control group is a group of people of the same age as the trainees. ANS: F PTS: Communication | HRM
2.
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 230
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 250
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 250
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 252
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 258
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 252
Relational research involves measuring two or more variables to see if they are measuring the same thing. ANS: F PTS: Communication | HRM
10.
Page 230
A case study involves training followed by post training measurement. ANS: T PTS: Communication | HRM
9.
REF: LO-4
Statistical power is the probability of concluding there is a difference between the training and the control groups when such a difference actually exists. ANS: T PTS: Communication | HRM
8.
DIF: Moderate Bloom’s: Evaluation
History means that unrelated events occur during the training process that influences the training measurements. ANS: T PTS: Communication | HRM
7.
1
External validity means you are comparing your results to those of similar size organizations. ANS: F PTS: Communication | HRM
6.
Page 230
Internal validity deals with the question - could something besides the training program have caused the observed change to occur. ANS: T PTS: Communication | HRM
5.
REF: LO-4
Ideally, the control group and the training group have the same scores before training ANS: T PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Evaluation
A control group is just a second group of trainees ANS: F PTS: Communication | HRM
3.
1
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 252
Sackett and Mullen begin their analysis of non-experimental research design by asking the question “How much change has occurred”. ANS: T PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 253
168
Appendix 7-1 More on Research Design
MULTIPLE CHOICE 1.
Which of the following is not a form of research design validity? a. Internal c. Statistical conclusion b. External d. Statistical initial ANS: D PTS: Communication | HRM
2.
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 250
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 250
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 252
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 252
Testing refers to: a. Gaining job experience b. The effect of a pretest on a posttest score c. Differential loss of respondents from various groups d. Using different procedures to select individuals for experimental and control groups ANS: B PTS: Communication | HRM
7.
1
Differential selection refers to: a. Gaining job experience b. The effect of a pretest on a posttest score c. Differential loss of respondents from various groups d. Using different procedures to select individuals for experimental and control groups ANS: D PTS: Communication | HRM
6.
Page 250
Maturation refers to: a. Gaining job experience b. The effect of a pretest on a posttest score c. Differential loss of respondents from various groups d. Using different procedures to select individuals for experimental and control groups ANS: A PTS: Communication | HRM
5.
REF: LO-4
Internal validity can be affected by all of the following, except: a. Instrumentation c. Differential investigation b. Testing d. Experimental mortality ANS: C PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Evaluation
Internal validity can be affected by all of the following, except: a. History c. Differential selection b. Maturation d. Statistical abnormality ANS: D PTS: Communication | HRM
3.
1
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 252
REF: LO-4
Page 251
A case study research design: a. Is easy to use to evaluate training b. Is questionable since there is no pre training information c. Measures only results d. Is very commonly used to evaluate training ANS: B PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
Test Bank
8.
A quasi-experimental research design could be: a. A non equivalent control group b. A time series c. A pre post test d. Both A and B are quasi-experimental designs ANS: D PTS: Communication | HRM
9.
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 255
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 230
1
DIF: Moderate Bloom’s: Evaluation
1
c. d.
REF: LO-4
Page 230
The same supervisors The exact same job description
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 230
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 252
According to the text what is true about experimental design evaluations: a. They are easy to use in almost any organization c. They should be the only method used for evaluating HRD programs b. They are cheaper to do than case studies d. They are difficult to use due to organizational constraints ANS: D PTS: Communication | HRM
15.
Page 257
Relational research typically involves the use of what type of statistical measurement? a. Regression c. A t-test b. Correlation d. A z-test ANS: B PTS: Communication | HRM
14.
1
Ideally, the control group and the training group have: a. A lot in common b. The same scores before training ANS: B PTS: Communication | HRM
13.
REF: LO-4
A control group is: a. a second group of trainees b. of no value in helping us evaluate training programs c. often critical to determining whether changes were due to a training program rather than some other factor d. an added cost that is generally too expensive ANS: C PTS: Communication | HRM
12.
DIF: Moderate Bloom’s: Evaluation
A pre/post comparison is used to evaluate learning so that: a. we know how much change took place during the program b. we can calculate a t-test to get nice-looking statistics c. we can compare the trained group to the control group d. we know where the group was at the start ANS: A PTS: Communication | HRM
11.
1
Collecting data in a pretest and posttest design allows us to: a. Be certain the training caused any change b. See what has changed after training c. Develop the cost effectiveness of our training d. Know whether or not we should revise the training design. ANS: B PTS: Communication | HRM
10.
169
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 254
To control costs while increasing statistical power Yang et. al. recommend a. Training more people c. Faking your results b. Placing more people in the control group d. None of the above ANS: B PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Evaluation
REF: LO-4
Page 260
Test Bank
171
CHAPTER 8—EMPLOYEE SOCIALIZATION AND ORIENTATION TRUE/FALSE 1.
Role ambiguity means that the employee is unclear about their role in the organization. ANS: T PTS: Communication | HRM
2.
REF: LO-3
Page 277
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 289
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 290
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 267
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 269
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 268
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 272
1
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 276
Self selection means that job seekers are eliminated from the applicant pool by HR specialists called 'self selectors’. ANS: F PTS: Communication | HRM
12.
DIF: Moderate Bloom’s: Knowledge
Realistic job previews tend to increase job satisfaction. ANS: T PTS: Communication | HRM
11.
1
Anticipatory socialization occurs before the individual joins the organization. ANS: T PTS: Communication | HRM
10.
Page 268
Role conflict occurs when people get mixed signals about what is expected of them on the job. ANS: T PTS: Communication | HRM
9.
REF: LO-1
Norms are established by the employees themselves. ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
In your text, the process of adjusting to a new organization is called organizational joining. ANS: F PTS: Communication | HRM
7.
1
Little research has been published about the effectiveness of orientation programs. ANS: T PTS: Communication | HRM
6.
Page 268
A problem with orientation programs is they almost never contain enough information. ANS: F PTS: Communication | HRM
5.
REF: LO-1
Self selection results in people turning down a job. ANS: T PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
Role overload occurs when the employee does not have enough work to do. ANS: F PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 276
Orientation programs often suffer from a lack of follow-up with the newcomer. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 289
172
13.
Chapter 8—Employee Socialization and Orientation
A well run orientation program should take place over a period of time. ANS: T PTS: Communication | HRM
14.
REF: LO-5
Page 276
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 273
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 294
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 276
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 276
In general, RJP’s have been found to have a beneficial effect on turnover, satisfaction and commitment. ANS: T PTS: Communication | HRM
20.
DIF: Moderate Bloom’s: Knowledge
An RJP can be effective during times of low unemployment. ANS: T PTS: Communication | HRM
19.
1
An RJP can be effective when the selection ratio for the job is high (there are few applicants for each job) ANS: F PTS: Communication | HRM
18.
Page 289
It has been found that newcomers actively seek out the information they need rather than simply waiting for the organization to supply it to them. ANS: T PTS: Communication | HRM
17.
REF: LO-5
The encounter stage of socialization begins when you make a formal commitment to join an organization. ANS: T PTS: Communication | HRM
16.
DIF: Moderate Bloom’s: Knowledge
Newcomers need older insiders to effectively socialize to an organization.. ANS: T PTS: Communication | HRM
15.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 276
It is not important for an organization to continually evaluate the effectiveness of their orientation programs. ANS: F PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 291
MULTIPLE CHOICE 1.
In your text, the process of adjusting to a new organization is called: a. organizational adjustment c. corporate learning b. organizational socialization d. company adjustment time ANS: B PTS: Communication | HRM
2.
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 267
An effective program to get people started in an organization (e.g., an orientation program) is important because: a. it will help get rid of poor performers b. it makes sure everyone understands all company policies c. it reduces benefit costs d. it reduces start-up costs ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 270
Test Bank
3.
Role conflict occurs when: a. people think the role they are performing is more than they can reasonably do b. people think they are receiving mixed messages about what is expected of them c. people feel their roles are unclear d. a lot of fights take place at work ANS: B PTS: Communication | HRM
4.
Before you join the organization About 3 months after orientation
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 272
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 269
1
c. d.
Never used for new employees Reasonable to reduce turnover
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 276
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-
Page 276
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 270
REF: LO-5
Page 270
According to Fisher personal learning includes a. Goals, values and policies of the organization b. The necessary skills to do the job c. What to learn and who to learn from d. Learning from experience on the job ANS: D PTS: Communication | HRM
10.
Page 269
According to Fisher learning about the organization includes a. Goals, values and policies of the organization b. The necessary skills to do the job c. What to learn and who to learn from d. Learning from experience on the job ANS: A PTS: Communication | HRM
9.
REF: LO-1
According to the text, what newcomers to an organization need MOST is (are): a. accurate expectations of the job c. a high level of education b. good computer skills d. really strong interpersonal skills ANS: A PTS: Communication | HRM
8.
1
c. d.
Expectations of new employees should be: a. Very low - they are new b. Very high - challenge them ANS: D PTS: Communication | HRM
7.
DIF: Moderate Bloom’s: Knowledge
Norms are: a. The requirements of the job b. Company policies c. Unwritten rules of conduct established by the group d. Determined by Federal and State laws. ANS: C PTS: Communication | HRM
6.
1
Anticipatory socialization begins: a. The first day of work b. About 10 days after you start work ANS: C PTS: Communication | HRM
5.
173
1
DIF: Moderate Bloom’s: Knowledge
According to Schein the dimensions of organizational roles include all of the following except: a. inclusionary c. hierarchical b. functional d. structural ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 268
174
11.
Chapter 8—Employee Socialization and Orientation
Realistic job previews increase job satisfaction because: a. people who get these are generally paid more money b. it keeps people with the organization, even if it is not the place for them c. it increases their level of personal commitment to the job and the organization d. research shows it does not increase job satisfaction ANS: C PTS: Communication | HRM
12.
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 292
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 289
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 275
1
DIF: Easy Bloom’s: Knowledge
REF: LO-1
Page 268
REF: LO-5
Page 266
Which of the following is a positive outcome of socialization? a. greater knowledge of the organization and work groups b. the formulation of attitudes that make groups work c. behaviors that lead to personal and organizational effectiveness d. all of the above are benefits of socialization ANS: D PTS: Communication | HRM
17.
1
When an employee feels his/her role is unclear, the employee is said to be experiencing: a. role overload c. role ambiguity b. role conflict d. role uncertainty ANS: C PTS: Communication | HRM
16.
Page 276
Newcomers need all of the following except? a. accurate expectations b. a knowledge base c. other insiders to compare their judgements with d. a friendly supervisor ANS: D PTS: Communication | HRM
15.
REF: LO-3
Orientation program designers can reduce the problem of information overload by: a. conducting the program in phases over time b. including only essential information in the initial phase c. following up with newcomers to assure understanding d. providing written materials e. all of the above would be effective ANS: E PTS: Communication | HRM
14.
DIF: Moderate Bloom’s: Knowledge
A key element in designing an effective orientation program is to: a. include frequent interaction with supervisors and peers b. include frequent interaction with top management c. include frequent interaction with the HR department d. keep the new employees in the classroom for the entire program ANS: A PTS: Communication | HRM
13.
1
1
DIF: Moderate Bloom’s: Knowledge
Newcomers to an organization need to be successful in the socialization into their new organization. Insiders can provide newcomers with all of the following EXCEPT: a. accurate expectations c. other insiders b. knowledge base d. cultural bias ANS: D PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 276
Test Bank
18.
Orientation programs provide which of the following benefits? a. reduce newcomers stress and anxiety b. assist newcomer in learning organizational culture and values c. encourage development of positive attitudes d. all of the above are benefits of new employee orientation ANS: D PTS: Communication | HRM
19.
Page 282
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 286
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 289
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 268
1
A mentor A knowledge base
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 250
REF: LO-5
Page 289
A problem with orientation programs is: a. information overload b. too much paperwork c. too much selling of the organization d. scare tactics e. all of the above are problems with orientation programs ANS: E PTS: Communication | HRM
24.
1
Organizational insiders possess all of the following, except: a. Accurate expectations c. b. Other insiders d. ANS: C PTS: Communication | HRM
23.
REF: LO-5
Role ambiguity means that: a. The employee sees the job as more then they can do. b. The employee is unclear of their role in the organization c. The employee receives mixed messages about their job d. The group norms are being violated ANS: B PTS: Communication | HRM
22.
DIF: Easy Bloom’s: Knowledge
All of the following are problems with new employee orientation EXCEPT: a. too much emphasis on paperwork b. too much selling of the organization c. too much emphasis on an organization's mission, vision and values d. one shot mentality ANS: C PTS: Communication | HRM
21.
1
Which individual in an organization plays a pivotal role in new employee orientation? a. staff of HRD department c. trainer b. supervisor d. co-worker ANS: B PTS: Communication | HRM
20.
175
1
DIF: Moderate Bloom’s: Knowledge
What is true about published research on the effectiveness of orientation programs? a. There is very little published on them b. They have been extensively studied and researched c. Your book ignore this issue d. The research is extensive, but only in training journals. ANS: A PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 290
176
25.
Chapter 8—Employee Socialization and Orientation
Which of the following is a common objective of a new employee orientation program? a. Reduced turnover b. Reduced start up costs c. Reduced newcomer stress and anxiety d. All of the above a common objectives of orientation programs ANS: D PTS: Communication | HRM
26.
1
An RJP can be delivered via a. Printed media b. Discussions ANS: D PTS: Communication | HRM
30.
1
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-4
Page 282
REF: LO-5
Page 282
REF: LO-1
Page 273
Mature Change and acquisition
DIF: Moderate Bloom’s: Knowledge
c. d. 1
Mature Change and acquisition
DIF: Moderate Bloom’s: Knowledge
An RJP addresses which stage of the socialization process: a. Encounter c. b. Anticipatory d. ANS: B PTS: Communication | HRM
29.
1
The last stage of socialization is: a. Encounter b. Anticipatory ANS: D PTS: Communication | HRM
28.
DIF: Moderate Bloom’s: Knowledge
Well run orientation programs commonly contain which of the following: a. All information is given in 1 day b. 1 way communication from Management to the employee c. Both technical and social information d. A tenseness to sharpen the newcomers drive ANS: C PTS: Communication | HRM
27.
1
REF: LO-3
Page 276
Audiovisuals All of the above
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 276
Which of the following is not an issue that should be considered when selecting RJP content: a. Content positive message c. Message source b. Judgmental content d. Content negativity ANS: A PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 276
Test Bank
177
CHAPTER 9—SKILLS AND TECHNICAL TRAINING TRUE/FALSE 1.
Over 20% of U.S. adults can be classified as below basic in “quantitative literacy”? ANS: T PTS: Communication | HRM
2.
REF: LO-4
Page 307
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 307
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 313
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 313
1
REF: LO-5
Page 321
REF: LO-3
Page 305
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 312
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 314
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 315
DIF: Moderate Bloom’s: Knowledge
1
DIF: Moderate Bloom’s: Knowledge
1
1
ISO 9000 was revised in 2000. ANS: T PTS: Communication | HRM
12.
DIF: Easy Bloom’s: Knowledge
SPC stands for Standard Practice Concept. ANS: F PTS: Communication | HRM
11.
1
VPP stands for the Voluntary Protection Program. ANS: T PTS: Communication | HRM
10.
Page 327
Apprenticeship training is most common in the Trucking Industry? ANS: F PTS: Communication | HRM
9.
REF: LO-6
A team is a group of individuals seen as linked in a social structure. ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
TQM stands for Total Quality Management ANS: T PTS: Communication | HRM
7.
1
TQM stands for Total Quality Maintenance ANS: F PTS: Communication | HRM
6.
Page 300
Self efficacy is a belief that one can perform a given behavior. ANS: T PTS: Communication | HRM
5.
REF: LO-2
Technical training would include training in operating a computer driven machine? ANS: T PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Knowledge
One role of the HRD group is to monitor that training is going as planned. ANS: T PTS: Communication | HRM
3.
1
1
Professional organizations such as ASTD almost never offer professional development training programs to their members. ANS: F PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 325
178
Chapter 9—Skills And Technical Training
13. Basic skills/literacy education deals with upgrading reading, writing and computational skills. ANS: T PTS: Communication | HRM 14.
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 305
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 307
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
age 317
Customer service training does not need any financial incentive to be effective. ANS: F PTS: Communication | HRM
18.
Page 300
Traditional sales techniques are being replaced by more consultative approaches. ANS: T PTS: Communication | HRM
17.
REF: LO-1
Behavior modeling training has been found to be the most effective means for computer software training. ANS: T PTS: Communication | HRM
16.
DIF: Easy Bloom’s: Knowledge
Learning in apprenticeship programs is based on competency levels and not on time requirements. ANS: F PTS: Communication | HRM
15.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 319
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 321
Teams should be created just to have them. ANS: F PTS: Communication | HRM
1
MULTIPLE CHOICE 1.
Which of the following is not a factor in the growing skills gap? a. The lack of basic skills of many high school graduates b. The increased sophistication of jobs c. The growing number of racial minorities and non-English speaking immigrants d. The aging of the workforce ANS: D PTS: Communication | HRM
2.
REF: LO-2
Page 299
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 299
By 2018 the racial minorities will account for how much of the U.S. workforce? a. Over one-third c. Well over 50% b. About 10% d. Almost 75% ANS: A PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Knowledge
Surveys have found that 73% of recent high school graduates lack: a. A driver's license c. Computer skills b. Grammar and spelling skills d. The ability to speak English ANS: B PTS: Communication | HRM
3.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 300
Which kinds of training may be needed to prepare new immigrants to enter the U.S. workforce? a. Basic skills c. English as a second language b. Homemaking d. Both A & C will be needed ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 300
Test Bank 5.
Which of the following is considered a basic employee skill? a. Windows 98 c. b. reading d. ANS: B PTS: Communication | HRM
6.
Driving a stick shift car Reading, writing and math
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 300
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 302
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 304
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 303
What role do labor unions play in apprenticeship and technical skills training? a. none - it would violate the National Labor Relations Act b. none - unions have shown no interest in this area c. they are generally a full partner with the company in these programs d. in effective programs, the Union usually takes an adversarial role and opposes company training ANS: C PTS: Communication | HRM
11.
Page 300
The Worker Adjustment and Retraining Notification Act (WARN) requires: a. Unemployment pay for fired workers b. 60 days notice of plant closures for employers with over 100 employees c. 100 days notice of plant closures for employers with over 60 employees d. notice only to senior managers of plant closings ANS: B PTS: Communication | HRM
10.
REF: LO-1
Apprenticeship training: a. is an old concept, traced to the middle ages b. was created by Lyndon Johnson in 1965 c. is no longer used d. will probably be President Clinton's major legacy ANS: A PTS: Communication | HRM
9.
DIF: Moderate Bloom’s: Knowledge
c. d. 1
simple machine operation driving a car
Which of the following is a common characteristic of basic skills/literacy programs? a. Large group lectures c. Aptitude testing b. Videos done as cartoons d. Pass/fail tests at the end of training ANS: C PTS: Communication | HRM
8.
1
Basic skills include: a. MS word b. Excel ANS: D PTS: Communication | HRM
7.
179
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 324
The Federal Government's current role in providing basic skills training is best defined as: a. non-existent - all funding was canceled by Ronald Reagan b. modest - mainly through the Basic Skills Training Act c. huge and growing - mainly through the Department of Education d. substantial - through the Job Training & Partnership Act and Workforce Investment Act ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 304
180
12.
Chapter 9—Skills And Technical Training
Which of the following in not a positive outcome of a successful apprentice program? a. Decreased turnover c. Tax incentives b. Reduced health care costs d. Networking opportunities with other employers ANS: B PTS: Communication | HRM
13.
1
1
1
1
A license can generally be granted by: a. a professional organization b. a state government ANS: B PTS: Communication | HRM
19.
DIF: Moderate Bloom’s: Knowledge
DIF: Moderate Bloom’s: Knowledge
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-2
Page 302
REF: LO-3
Page 306
REF: LO-3
Page 306
1
OSHA stands for: a. Occupation Safety and Health Act b. On site Safety and Health Act ANS: A PTS: Communication | HRM
1
Technical skills training Sales training
DIF: Moderate Bloom’s: Knowledge
All of the following are types of teams EXCEPT: a. department b. quality circle ANS: A PTS: Communication | HRM
18.
1
Customer service training is an example of: a. KSAO training b. Interpersonal skills training ANS: B PTS: Communication | HRM
17.
Page 305
Which of the following is TRUE of the School to Work Opportunities Act? a. federal grants are made to schools b. success is dependent upon a coordinated effort of all participants c. employers benefit from a trained labor pool d. all of the above are parts of this Act ANS: D PTS: Communication | HRM
16.
REF: LO-3
Which of the following is TRUE of the School to Work Opportunities Act? a. federal grants are made to schools b. employers must notify the government of plant closings c. no training is encouraged by this act d. none of the above are benefits of this Act ANS: A PTS: Communication | HRM
15.
DIF: Moderate Bloom’s: Knowledge
Which of the following lists the common characteristics of designing basic skills/ literacy programs? a. performance test / one-on-one tutoring b. performance test / small group discussion c. aptitude test / small group instruction and one-on-one tutoring d. aptitude test / large group instruction ANS: C PTS: Communication | HRM
14.
1
c. d.
REF: LO-5
Page 320
labor unions a and b above
DIF: Moderate Bloom’s: Knowledge
c. d.
Page 318
self managed cross functional
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-5
REF: LO-4
Page 325
Oregon Safety and Health Act Occupation Sales and Healing Act
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 308
Test Bank
20.
An effective Safety training would include all of the following except: a. Employee involvement b. Management support c. Regular safety training d. A focus on training not monitoring standards and behaviors ANS: D PTS: Communication | HRM
21.
Page 310
DIF: Moderate Bloom’s: Knowledge
1
1
c. d.
Page 309
2.4 days per 100 employees 300 days per 100 employees
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-4
REF: LO-4
Page 309
A set of TNA gaps Level 5 of Kirkpatrick's model
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 315
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 318
REF: LO-5
Page 321
REF: LO-5
Page 321
A team is: a. A group of individuals b. A group of individuals seen as linked in a social structure c. The members of any work department d. Postal workers - all part of the postal team ANS: B PTS: Communication | HRM
26.
REF: LO-4
Many customer service training programs are based on the idea that: a. Good service keeps customers coming back b. Bad service keeps customers challenged c. Service doesn't matter to customers d. Let the customer beware ANS: A PTS: Communication | HRM
25.
1
ISO 9000 is: a. A set of training standards b. A set of quality standards ANS: B PTS: Communication | HRM
24.
DIF: Moderate Bloom’s: Knowledge
According to OSHA the lost work day index average is a. 30 days per 100 employees b. 300 days per 10 employees ANS: C PTS: Communication | HRM
23.
1
The lost work day index (LWDI) is: a. Number of workdays missed due for illness divided by total number of employees times 10 b. Number of workdays missed due to personal injury divided by total number of employees times 100 c. Number of workdays missed due to personal injury divided by total number of hours worked times 1000 d. Number of workdays missed due to sick children divided by total hours worked times 10 ANS: B PTS: Communication | HRM
22.
181
1
DIF: Moderate Bloom’s: Knowledge
Team building is: a. Hiring new team members b. Making a team based organizational chart c. A form of team training d. Worthless in the US - we are all part of the team ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
182
27.
Chapter 9—Skills And Technical Training
All of the following are variables which predict team effectiveness except: a. A team pay system c. Social support b. Team spirit d. Communication within the group ANS: A PTS: Communication | HRM
28.
Page 323
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 326
DIF:
c. d.
Document literacy Quantitative literacy
Moderate
REF:
Page 272
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 301
The three major funding streams for the WIA (Workforce Investment Act) are: a. Youth, adults, senior citizens c. Youth, adults, displaced workers b. New immigrants,adults, displaced workers d. Youth, prisoners, displaced workers 1
Safety training is particularly important for? a. Sales managers b. Production workers ANS: B PTS: Communication | HRM
34.
REF: LO-4
A 1995 report by the Organization for Economic Cooperation and Development estimated that what percent of US adults had reading levels below primary school. a. 5 c. 50 b. 21 d. 2
ANS: C PTS: Communication | HRM 33.
1
A PTS: 1 AACSB Communication | HRM
ANS: B PTS: Communication | HRM 32.
Page 321
A labor union A University
DIF: Moderate Bloom’s: Knowledge
All of the following is not a category of adult literacy: a. Computer literacy b. Prose literacy ANS: NAT:
31.
1
c. d.
REF: LO-5
Corporate Universities have been developed by: a. Over 2000 companies b. Almost every company with over 10 employees c. About 20 companies world wide d. The UW-System ANS: A PTS: Communication | HRM
30.
DIF: Moderate Bloom’s: Knowledge
Joint training programs involve the company and a. The Federal Government b. The IRS ANS: C PTS: Communication | HRM
29.
1
1
An OSO is a: a. Open sales observation b. Open safety observation ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
c. d.
Page 304
Office workers Executives
DIF: Easy Bloom’s: Knowledge
c. d.
REF: LO-2
REF: LO-4
Page 311
Off-site safety observation On-site safety observation
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 311
Test Bank
183
CHAPTER 10—COACHING AND PERFORMANCE MANAGEMENT TRUE/FALSE 1.
To be an effective manager of employee performance requires supervisors to be controllers, not coaches. ANS: F PTS: Communication | HRM
2.
DIF: Easy Bloom’s: Knowledge LO-3
REF:
Page 334
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 338
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 348
1
DIF: Easy Bloom’s: Knowledge LO-2
REF:
Page 343
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 342
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 344
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 340
Deviant behavior differs from poor performance in that it 'threatens' the organization, ANS: T PTS: Communication | HRM
11.
1
When defining poor performance it is important to agree on what the standards of performance should be. ANS: T PTS: Communication | HRM
10.
Page 334
Finding out if employees know their performance is not satisfactory is a key step in the coaching analysis? ANS: T PTS: Communication | HRM
9.
REF:
Poor performance is caused by many things. ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge LO-1
Performance management focuses on the use of performance evaluations. ANS: F PTS: Communication | HRM
7.
1
According to Fournies, the final step or question to ask in a coaching analysis is ‘does the subordinate know what they should be doing’. ANS: F PTS: Communication | HRM
6.
Page 334
In coaching the HRD manager has the primary responsibility for the functioning of the coaching and performance management system. ANS: T PTS: Communication | HRM
5.
REF:
Performance goals are most likely to be met if the employees do not participate in the final discussion. ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge LO-1
The interpersonal skills needed for coaching include planning. ANS: T PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge LO-3
REF:
Page 340
REF:
Page 342
Poor performance may have multiple causes ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge LO-2
184
12.
Chapter 10— Coaching And Performance Management
The coaching analysis assumes that unsatisfactory performance has only one cause - poor effort by the employee ANS: F PTS: Communication | HRM
13.
REF: LO-3
Page 347
1
DIF: Moderate Bloom’s: Knowledge LO-4
REF:
Page 351
1
DIF: Moderate Bloom’s: Knowledge LO-5
REF:
Page 333
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 356
1
DIF: Easy Bloom’s: Knowledge LO-6
REF:
Page 354
REF:
Page 354
Supervisors almost never need training in how to be effective coaches. ANS: F PTS: Communication | HRM
19.
DIF: Moderate Bloom’s: Knowledge
It is important for managers to demonstrate commitment and respect for employees. ANS: T PTS: Communication | HRM
18.
1
It is very important to set specific goals to achieve improved performance. ANS: T PTS: Communication | HRM
17.
Page 341
Abusive supervision (yelling and screaming at employees) has been found to be an effective way to reduce performance problems. ANS: F PTS: Communication | HRM
16.
REF:
Value shaping is a way to continue and maintain effective performance. ANS: T PTS: Communication | HRM
15.
DIF: Easy Bloom’s: Knowledge LO-2
According to Fournies it is important to get the employee to agree that a problem exists. ANS: T PTS: Communication | HRM
14.
1
1
DIF: Easy Bloom’s: Knowledge LO-5
An effective performance management system should focus on a large number of performance measures. ANS: F PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge LO-2
REF:
Page 359
MULTIPLE CHOICE 1.
In coaching, the supervisor: a. is not involved - it is the training department's problem b. bears the primary responsibility for the effectiveness of the program c. assigns employees to the coaching program, but does not get involved in the program d. is responsible only for the evaluation of the program ANS: B PTS: Communication | HRM
2.
1
DIF: Moderate Bloom’s: Knowledge LO-1
REF:
Page 337
REF:
Page 335
The definition of coaching: a. Is easy to find b. Is something everyone agrees on c. Is difficult to arrive at, but can vary from very narrow to very broad d. Is always a very narrow definition. ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge LO-1
Test Bank 3.
Coaching represents a: a. Negative approach to being a supervisor b. Positive approach to being a supervisor c. Neutral approach to being a supervisor d. Non personal approach to being a supervisor ANS: B PTS: Communication | HRM
4.
1
DIF: Moderate Bloom’s: Knowledge LO-2
REF:
Page 342
1
DIF: Moderate Bloom’s: Knowledge LO-4
REF:
Page 334
1
DIF: Moderate Bloom’s: Knowledge LO-3
REF:
Page 347
1
DIF: Moderate Bloom’s: Knowledge LO-6
REF:
Page 335
REF:
Page 351
REF: LO-5
Page 355
Which of the following skills are necessary for effective coaching? a. immediacy b. objectivity c. planning d. affirming e. all of the above are needed ANS: E PTS: Communication | HRM
9.
Page 333
Which of the following is true of performance management? a. performance management is an informal process b. performance management extends the performance appraisal process to include goal setting c. performance management is separate from the performance appraisal process d. performance management is driven by the employee desire for development ANS: B PTS: Communication | HRM
8.
REF:
According to Fournies a primary goal of a coaching discussion is: a. to get the employee's attention b. to cover yourself in case you have to fire the employee c. to get agreement on the problem and solution d. to meet the legal requirements of coaching ANS: C PTS: Communication | HRM
7.
DIF: Moderate Bloom’s: Knowledge LO-1
Participative management involves: a. Empowering employees to take action b. Making supervisors the only decision makers c. Creating teams of managers to run the place d. Hiring new managers from outside the organization ANS: A PTS: Communication | HRM
6.
1
In conducting a coaching analysis, it is possible that: a. the alleged poor performance may be simply annoying to the supervisor and not really cause a problem for the organization b. the employee may not know they are performing poorly c. correcting the performance may not be worth the effort d. all the above are true ANS: D PTS: Communication | HRM
5.
185
1
DIF: Moderate Bloom’s: Knowledge LO-5
For coaching to be effective it must: a. include two-way communication b. be structured c. be critical in nature d. all of the above are aspects of effective coaching ANS: A PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
186
Chapter 10— Coaching And Performance Management
10.
When a rater compares an employee's performance to that of other employees, this is referred to as a _______________ standard. a. causal c. relative b. absolute d. deviant ANS: C PTS: Communication | HRM
11.
DIF: Moderate Bloom’s: Knowledge LO-2
REF:
Page 341
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 348
1
DIF: Moderate Bloom’s: Knowledge LO-6
REF:
Page 334
1
DIF: Moderate Bloom’s: Knowledge LO-4
REF:
Page 338
REF:
Page 339
REF:
Page 339
The book definition of poor performance is: a. Any deviation from expected behavior b. Specific, agreed-upon deviations from expected behavior c. Any performance deviation the supervisor thinks is bad d. Specific deviations from Management's expectations ANS: B PTS: Communication | HRM
16.
1
In coaching the role of HRD managers is to: a. Do the coaching analysis b. Help managers become effective coaches c. Conduct coaching discussions d. Take primary responsibility for the process ANS: B PTS: Communication | HRM
15.
Page 340
Performance management: a. Involves giving annual performance evaluations b. Incorporates goal setting c. Means tying pay to performance evaluations d. Focuses on the ongoing process of performance improvement ANS: D PTS: Communication | HRM
14.
REF: LO-7
According to Fournies, the final step or question to ask in a coaching analysis is: a. Does the subordinate know how to do what must be done? b. Could the subordinate do it if he or she wanted to? c. Is it worth my time and effort to address? d. Does a positive consequence follow nonperformance? ANS: B PTS: Communication | HRM
13.
DIF: Moderate Bloom’s: Knowledge
The fundamental attribution error refers to: a. the tendency to over attribute a behavior to a cause within the person, rather than to the situation b. the tendency to over attribute a behavior to a cause within the situation, rather than to the person. c. the tendency to show bias towards people who are different from yourself d. the tendency to remember recent employee behaviors better than ones that occurred some time ago ANS: A PTS: Communication | HRM
12.
1
1
DIF: Moderate Bloom’s: Knowledge LO-2
Poor performance: a. Depends on the standards for performance b. Is defined by ASTD c. Is known to all employees d. Is a standard all companies can easily define ANS: A PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge LO-2
Test Bank 17.
Action to improve performance should: a. Be mandated by the supervisor b. Left up to HRD c. Be mutually agreed to by supervisor and employee d. Be solely up to the employee ANS: C PTS: Communication | HRM
18.
1
DIF: Moderate Bloom’s: Knowledge LO-5
REF:
Page 352
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 341
1
DIF: Moderate Bloom’s: Knowledge LO-2
REF:
Page 341
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 355
Which of the following is not a type of deviant workplace behavior? a. Personal aggression c. Production deviance b. Property deviance d. Poor performance ANS: D PTS: Communication | HRM
23.
Page 348
Performance goals are most likely to be met if the employee: a. Participates in the final discussion b. Is given a copy of the final decision of the supervisor c. Is told what took place by HRD d. Does not get involved in the process ANS: A PTS: Communication | HRM
22.
REF:
The fundamental attribution error a. Over attributes a behavior to a situation, rather than a cause within a person b. Over attributes a behavior to luck rather than effort c. Over attributes a behavior to a cause within a person, rather than the situation. d. None of the above are true ANS: C PTS: Communication | HRM
21.
DIF: Moderate Bloom’s: Knowledge LO-4
Causal attribution theory: a. Describes the process by which people assign causes for their own and other's behavior. b. Describes the process by which people assign causes for their own, but not other people's behavior. c. Describes the process by which people assign causes for other people's behavior. but not their own. d. None of the above are correct ANS: A PTS: Communication | HRM
20.
1
The interpersonal skills needed for coaching include all of the following except: a. indicating respect c. immediacy b. assertiveness d. objectivity ANS: B PTS: Communication | HRM
19.
187
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 340
REF:
Page 346
The Kinlaw process is: a. Comfort, criticize, then solve it b. Confront, use reactions to develop information, resolve c. Confront then criticize d. None of the above ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge LO-3
188
Chapter 10— Coaching And Performance Management
24. The text defines coaching as: a. A process to encourage employees to accept responsibility for their own performance b. Having a supervisor as a cheerleader ANS: A PTS: Communication | HRM 25.
1
DIF: Moderate Bloom’s: Knowledge
1
DIF: Moderate Bloom’s: Knowledge
1
c. d.
Page 335
REF: LO-3
Page 340
REF: LO-6
Page 350
b.
d.
Rewriting the last paragraph in different terms 1
REF: LO-4
Page 350
Planning and organizing Leadership and motivation
DIF: Moderate Bloom’s: Knowledge
c.
REF: LO-5
Page 3351
A concise restatement of what the other person just said A written skill used in evaluating performance
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 352
Employees are more accepting of performance appraisals from supervisors who are: a. Knowledgeable about the job c. Good decision makers b. Opinionated d. Supportive and helpful ANS: D PTS: Communication | HRM
31.
DIF: Moderate Bloom’s: Knowledge
Paraphrasing is: a. Making a new paragraph when needed
ANS: C PTS: Communication | HRM 30.
1
Two skills necessary for effective coaching are: a. Public speaking and writing b. Communication and interpersonal ANS: B PTS: Communication | HRM
29.
REF: LO-3
All of the following are ways of increasing employee motivation and sense of ownership of their performance except: a. Goal setting c. Employee participation programs b. Job redesign d. Pay raises ANS: D PTS: Communication | HRM
28.
DIF: Moderate Bloom’s: Knowledge
If the coaching discussion does not change the behavior the next step should be: a. Let HR handle it c. Follow the organization’s discipline policy b. Give up and tell the employee it really does not d. Immediate termination matter ANS: C PTS: Communication | HRM
27.
d.
Giving performance evaluations more than once each year None of these are the definition
After a performance problem has been identified the supervisor should: a. Talk to HR to get their view c. Immediately tell the employee to fix the problem b. Decide if it is worth the time and effort to deal with d. Take several weeks to see if it goes away by itself. it ANS: B PTS: Communication | HRM
26.
1
c.
1
Criticism of employees a. Should be general in nature b. Should be specific and kept to a minimum ANS: B PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-5
Page 356
Should be saved for the performance review Should never be given
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 356
Test Bank
189
CHAPTER 11—EMPLOYEE COUNSELING AND WELLNESS SERVICES TRUE/FALSE 1.
Most managers and supervisors are well-trained to deal with serious employee personal problems. ANS: F PTS: Communication | HRM
2.
DIF: Easy Bloom’s: Knowledge LO-1
REF:
Page 367
1
DIF: Moderate Bloom’s: Knowledge LO-2
REF:
Page 395
1
DIF: Easy Bloom’s: Knowledge LO-2
REF:
Page 381
1
DIF: Easy Bloom’s: Knowledge LO-3
REF:
Page 394
1
DIF: Moderate Bloom’s: Knowledge LO-3
REF:
Page 374
1
DIF: Moderate Bloom’s: Knowledge LO-3
REF:
Page 374
1
DIF: Easy Bloom’s: Knowledge LO-3
REF:
Page 384
REF:
Page 384
REF:
Page 390
Exercise and fitness programs are popular among large employers ANS: T PTS: Communication | HRM
11.
1
A HPP is a Health Promotions Program ANS: T PTS: Communication | HRM
10.
Page 395
EAP's are based on the assumption that work is the cause of an employee's problems. ANS: F PTS: Communication | HRM
9.
REF:
Substance abuse, while found in the U.S. population, is not a problem in the workplace, since most abusers do not have jobs. ANS: F PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge LO-5
Employee counseling services should always be outsourced to get the best possible program. ANS: F PTS: Communication | HRM
7.
1
Stress is easy to define and identify? ANS: F PTS: Communication | HRM
6.
Page 368
A necessary ingredient for an effective employee counseling program is a clear and well-enforced policy about employee confidentiality? ANS: T PTS: Communication | HRM
5.
REF:
Employers see healthcare costs as a major factor in encouraging counseling programs for employees. ANS: T PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge LO-4
Confidentiality is of no concern to employees in counseling? ANS: F PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge LO-2
Over one half of the U.S. population is at risk from hypertension. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge LO-1
190
12.
Chapter 11— Employee Counseling And Wellness Services
Reasonable accommodation for substance abuse generally is interpreted to mean that abusers can be fired immediately upon uncovering their abuse problem. ANS: F PTS: Communication | HRM
13.
REF:
Page 395
1
DIF: Moderate Bloom’s: Knowledge LO-4
REF:
Page 395
1
DIF: Easy Bloom’s: Knowledge LO-1
REF:
Page 367
1
DIF: Easy Bloom’s: Knowledge LO-4
REF:
Page 376
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 377
1
DIF: Moderate Bloom’s: Knowledge LO-3
REF:
Page 378
1
DIF: Moderate Bloom’s: Knowledge LO-1
REF:
Page 381
1
DIF: Easy Bloom’s: Knowledge LO-1
REF:
Page 389
REF:
Page 390
Negative attitudes toward overweight people are widespread in the US. ANS: T PTS: Communication | HRM
23.
DIF: Moderate Bloom’s: Knowledge LO-5
Over the last 25 years the obesity level in the US has remained relatively constant. ANS: F PTS: Communication | HRM
22.
1
A stressor is an internal force affecting an individual. ANS: F PTS: Communication | HRM
21.
Page 393
The text suggests that there is already adequate research into the effectiveness of EAP’s and no more is needed at this time. ANS: F PTS: Communication | HRM
20.
REF:
In general internal EAP’s offer more services than do external EAP’s. ANS: T PTS: Communication | HRM
19.
DIF: Moderate Bloom’s: Knowledge LO-5
Employees must contact the EAP through their supervisor. ANS: F PTS: Communication | HRM
18.
1
After the baby boom the birthrate in the US declined. ANS: T PTS: Communication | HRM
17.
Page 393
The author believes that participation in employee counseling programs should be mandatory if they are to be effective. ANS: F PTS: Communication | HRM
16.
REF:
Records on EAP utilization by an employee should be kept as part of their regular personnel file. ANS: F PTS: Communication | HRM
15.
DIF: Moderate Bloom’s: Knowledge LO-5
An alcoholic employee may be fired for wrecking a company car while under the influence - if that offense is one others have been fired for. ANS: T PTS: Communication | HRM
14.
1
1
DIF: Easy Bloom’s: Knowledge LO-1
Using role-play techniques is a good way to training supervisors in their role in employee counseling. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 368
Test Bank
191 MULTIPLE CHOICE
1.
Of the following, the biggest concern that employees have about employee counseling services is: a. cost (how much they will have to pay for the services?) b. confidentiality (who will know that they have received counseling? ) c. credentials ( does the counselor have the proper training to do the counseling? d. evaluation ( has research shown that the counseling is effective? ANS: B PTS: Communication | HRM
2.
DIF: Moderate Bloom’s: Knowledge LO-3
1
c. d.
REF:
Page 374
Discipline and follow up Both A and B are typically included
DIF: Easy Bloom’s: Knowledge LO-2
REF:
Page 369
1
DIF: Moderate Bloom’s: Knowledge LO-3
REF:
Page 371
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 393
Health promotion programs (HPPs) include all of the following EXCEPT: a. exercise programs c. assertiveness training programs b. smoking cessation programs d. nutrition and weight control programs ANS: C PTS: Communication | HRM
7.
Page 395
One way to meet the Americans with Disabilities Act (ADA) requirement for "reasonable accommodation" is to: a. offer the employee counseling via an EAP b. fire the employee and let workers compensation handle the accommodation c. offer the employee the chance to go to a stress reduction program d. reasonable accommodation is not required by the ADA ANS: A PTS: Communication | HRM
6.
REF:
An effective employee counseling service requires: a. Top management support b. A clear set of policies and guidelines c. Coverage of services by the health insurance plan d. All of the above are needed ANS: D PTS: Communication | HRM
5.
1
A typical employee counseling program includes: a. Problem identification and counseling b. Referral and treatment intervention ANS: D PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Knowledge LO-5
Which of the following statements is TRUE concerning employee assistance programs (EAPS)? a. the number of EAPS in the United States has decreased significantly since the 1970s b. they began in the 1940s to help employees deal with illegal drug use c. they are based on the premise that work is very important to people d. they focus primarily on drug and alcohol problems, rather than work performance problems ANS: C PTS: Communication | HRM
3.
1
1
DIF: Moderate Bloom’s: Knowledge LO-3
REF:
Page 386
According to your text, which of the following are necessary for an employee counseling program to be effective? a. top management support and commitment b. a clear employee confidentiality policy c. maintenance of records for the program to be evaluated d. all of the above are necessary for such programs to be effective ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge LO-3
REF:
Page 371
192
Chapter 11— Employee Counseling And Wellness Services
8. All of the following are components of a typical employee counseling program EXCEPT: a. prevention c. treatment b. counseling d. education ANS: A PTS: Communication | HRM 9.
Page 369
REF:
Page 367
1
1
c. d.
The identification of a problem A supervisors disciplinary action
DIF: Easy Bloom’s: Knowledge LO-2
c. d.
Page 369
1940's - alcoholism 1890's - The Victorian era
DIF: Moderate Bloom’s: Knowledge LO-3
c. d.
REF:
REF:
Page 372
Employers Asset Plan Employee Aid Program
DIF: Easy Bloom’s: Knowledge LO-3
REF:
Page 372
1
DIF: Easy Bloom’s: Knowledge LO-5
REF:
Page 374
REF:
Page 371
REF: LO-3
Page 366
A necessary ingredient for an effective employee counseling program is: a. Support of top management b. Health insurance benefit coverage for services c. Union cooperation d. All of these are needed ANS: D PTS: Communication | HRM
15.
REF: LO-2
The act that requires mental health coverage be equivalent to other medical benefits for many employers is the: a. ADA c. Mental Health Parity Act b. Drug-Free Workplace Act d. Healthcare Rebuilding Act ANS: C PTS: Communication | HRM
14.
1
An EAP is an: a. Educational Assistance Plan b. Employee Assistance Program ANS: B PTS: Communication | HRM
13.
DIF: Easy Bloom’s: Knowledge LO-1
EAP's first began in the US in: a. 1960's - the drug era b. 1970's - baby boomers come of age ANS: C PTS: Communication | HRM
12.
1
The typical counseling program begins with: a. A customer complaint b. An employees request for time off ANS: C PTS: Communication | HRM
11.
DIF: Easy Bloom’s: Knowledge
Employee counseling services began: a. Around 1900 b. In 1964 after the EEO laws c. In 1991 with the ADA d. In the late 1980's due to increasing drug use by employees ANS: A PTS: Communication | HRM
10.
1
1
DIF: Moderate Bloom’s: Knowledge LO-1
What is true about alcoholism in the US? a. Only about 1 million people have an alcohol problem b. it contributes to absenteeism, turnover and work related accidents c. it is a personal problem and almost never involves the employer d. almost one-half of workers are alcoholics ANS: B PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
Test Bank 16.
The Drug-Free Workplace Act: a. covers only Federal contractors and grant receivers b. covers all US employers c. applies only to big companies d. cover only the Federal government ANS: A PTS: Communication | HRM
17.
REF:
Page 373
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 373
1
1
DIF: Moderate Bloom’s: Knowledge
c. d.
Page 373
mental health healthcare coverage both mental health and dental coverage
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-3
REF: LO-3
Page 374
work is important to most people work and personal problems are unrelated
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 374
REF: LO-3
Page 374
In most EAP's supervisors are: a. trained in 'constructive confrontation' b. not part of the program c. ignored d. not trained at all - they are not medical specialists are they ANS: A PTS: Communication | HRM
22.
1
EAP's are based on the idea that: a. work is irrelevant to most people b. work matters only to workaholics ANS: C PTS: Communication | HRM
21.
1
The Mental Health Parity Act of 1996 covers: a. all US employers b. only Federal and State employees ANS: C PTS: Communication | HRM
20.
DIF: Easy Bloom’s: Knowledge LO-5
According to studies: a. mental health is not a problem b. mental health medical claims are almost never made c. mental health in the US has been almost eliminated d. almost one-quarter of US has some type of diagnosable mental disorder each year ANS: D PTS: Communication | HRM
19.
1
Gambling is: a. lots of fun - especially on weekends b. addictive to between 2 and 8 million Americans c. only a problem in Las Vegas and Atlantic City d. illegal in most states ANS: B PTS: Communication | HRM
18.
193
1
The effectiveness of EAP's is: a. simply totally unknown b. considered very poor by almost everyone ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
c. d.
still up in the air totally generally accepted
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 377
194
23.
Chapter 11— Employee Counseling And Wellness Services
An SMI is: a. Stress Management Improvement program b. Street Maintenance improvement c. Stress Management intervention d. Stupid Management Invention ANS: C PTS: Communication | HRM
24.
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 384
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 376
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 393
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 384
Behavioral change wellness programs include all of the following except: a. Smoking cessation c. Weight loss b. Blood analysis d. Exercise and fitness ANS: B PTS: Communication | HRM
29.
develop an exercise program these are all part of the program
According to O'Donnell which of the following is true a. Level I focuses on direct behavior change b. Level II focuses on education only c. Level III focuses on the organizational environment d. Level I focuses on the organizational environment ANS: C PTS: Communication | HRM
28.
Page 381
The ADA permits companies to: a. Not hire unhealthy people b. Hire people based on their ability to do the job c. Not hire smokers and alcoholics at all d. Hire only very healthy people ANS: B PTS: Communication | HRM
27.
1
REF: LO-3
Which of the following is not a behavior pattern that may indicate a substance abuse problem? a. Asking to work a lot of over time b. A high accident rate for an employee c. Frequent absenteeism d. Missing deadlines and generally doing poor work ANS: A PTS: Communication | HRM
26.
DIF: Easy Bloom’s: Knowledge
An employee wellness program encourages employees to: a. lose weight c. b. eat better d. ANS: D PTS: Communication | HRM
25.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 387
REF: LO-3
Page 391
The benefits of health and wellness programs: a. Have never been studied b. Generally far outweigh the cost of such programs c. Are far less than the cost of these programs d. Have been found to be about the same as the costs of such programs. ANS: B PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
Test Bank 30.
Potential negative outcomes of employee counseling programs include all of the following except: a. Increased worker's compensation costs b. Conflicts between smokers and non-smokers c. Increased scheduling problems due to program participation d. Reduced motivation and job satisfaction ANS: D PTS: Communication | HRM
31.
Page 396
REF: LO-3
Page 367
1
DIF: Moderate Bloom’s: Knowledge
1
c. d.
REF: LO-3
Page 371
Expressed most frequently as job dissatisfaction Common but not seen as really impacting work
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 380
1
DIF: Moderate Bloom’s: Knowledge
1
c. d.
REF: LO-3
Page 382
Almost 50% of people smoke It has increased since 1965
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 388
REF: LO-3
Page 389
What percentage of the US population are overweight or obese? a. 20 c. 10 b. 98 d. 68 ANS: D PTS: Communication | HRM
37.
DIF: Moderate Bloom’s: Knowledge
What is true about smoking in the US? a. Only 5% of the population smokes b. It has declined since 1965 but is still high ANS: B PTS: Communication | HRM
36.
REF: LO-3
A typical skills acquisition intervention to deal with stress would include: a. Time management training c. A stress management lecture b. Safety training d. A video on stress ANS: A PTS: Communication | HRM
35.
1
Stress on the job is: a. Rare b. Found but costs US companies little money ANS: C PTS: Communication | HRM
34.
DIF: Moderate Bloom’s: Knowledge
All of these are disadvantage of in-house counseling programs except: a. Lack of needed resources c. Reluctance of some employees to use the service b. They are always more expensive to run d. Concern with confidentiality ANS: B PTS: Communication | HRM
33.
1
In addition to rising healthcare costs a major factor promoting organizational interest in employees’ well-being is: a. The aging population c. Globalization b. Immigration reform d. Shortage of skilled workers ANS: D PTS: Communication | HRM
32.
195
1
DIF: Moderate Bloom’s: Knowledge
Defining success in employee counseling programs is: a. Easy to do b. Done mostly by line managers ANS: D PTS: Communication | HRM
1
c. d.
Commonly done by organizations Difficult to do
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 397
Test Bank
197
CHAPTER 12—CAREER MANAGEMENT AND DEVELOPMENT TRUE/FALSE 1.
In the 'traditional' employment relationship, employees often felt that had joined the company 'family'. ANS: T PTS: Communication | HRM
2.
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 429
1
DIF: Easy Bloom’s: Knowledge
REF: LO4
Page 430
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 420
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 408
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 408
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 404
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 406
DIF: Moderate Bloom’s: Knowledge
REF: Page 417 LO-43
An expert focuses on building knowledge. ANS: T PTS: Communication | HRM
11.
1
According to Greenhaus et al. (2000), a career is BEST defined as one's work experiences over a lifetime. ANS: T PTS: Communication | HRM
10.
Page 419
In the 'new' employment relationship described in your text employment is BEST viewed as an exchange relationship for mutual benefit ANS: T PTS: Communication | HRM
9.
REF: LO-3
Career management involves becoming aware of one's options. ANS: F PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
Career planning involves becoming aware of one's options, constraints and consequences. ANS: T PTS: Communication | HRM
7.
1
Career exploration always includes goal setting. ANS: F PTS: Communication | HRM
6.
Page 404
A career path is a series of jobs with related tasks and experiences that an employee moves through over time. ANS: T PTS: Communication | HRM
5.
REF: LO-1
Outplacement focuses on keeping people happy within the organization. ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
Career models can focus on the individual, the organization and the team ANS: T PTS: Communication | HRM
3.
1
1
According to Levinson 80% of men interviewed has experienced a midcareer period of self-questioning and reevaluation. ANS: T PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 410
198
12.
Chapter 12— Career Management And Development
Generativity (according to Erikson) is when people focus on the generations that have gone before them. ANS: F PTS: Communication | HRM
13.
REF: LO-3
Page 411
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 423
REF: LO-3
Page 425
REF: LO-3
Page 429
HRD’s role in career development is to make a plan for every employee. ANS: F PTS: Communication | HRM
15.
DIF: Moderate Bloom’s: Knowledge
A key competency for individuals proposed by Jones and DeFillippi is “Knowing whom” to form work relationships with. ANS: T PTS: Communication | HRM
14.
1
1
DIF: Moderate Bloom’s: Knowledge
The career counseling process can be viewed as having three stages. ANS: T PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
MULTIPLE CHOICE 1.
Which of the following is the BEST example of the 'new' employment relationship described in your text? a. employees are viewed as part of the 'family' b. employees view benefits as an entitlement c. companies exchange job security for employee loyalty d. employment is viewed as an exchange relationship for mutual benefit ANS: D PTS: Communication | HRM
2.
REF: LO-2
Page 403
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 406
1
c. d.
Beginning of middle adulthood None of the above
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 412
Based on the Greenhaus et al. model, career establishment occurs at what age? a. not until near retirement (about 55-65) c. while still in high school or college, 16-22 b. generally between the ages of 25-40 d. it varies, based on the job market ANS: B PTS: Communication | HRM
5.
1
According to Levinson age 30 is in the: a. Beginning or early adulthood b. Transition age ANS: B PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Knowledge
According to Greenhaus & colleagues a career is best defined as:: a. the pattern of work experiences over one's lifetime b. advancement in jobs c. staying with one job for a long time d. something a doctor has, but a bricklayer does not ANS: A PTS: Communication | HRM
3.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 415
REF: LO-3
Page 417
Hall and colleagues Protean career emphasizes:: a. Individuals drive their own careers b. Organizations drive a person's career c. Careers are determined by the God Proteus d. None of the above are true ANS: A PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
Test Bank 6.
Which of the following is TRUE? a. a transitory career features a devotion to one occupation b. an expert generally changes fields every 5 years c. a linear career is the traditional view of a career in the U.S. d. a spiral career means moving progressively upwards to the top of an organization ANS: C PTS: Communication | HRM
7.
Page 417
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 414
1
c. d.
REF: LO-3
Page 417
spiral transitory
DIF: Moderate Bloom’s: Knowledge
1
DIF: Moderate Bloom’s: Knowledge
1
c. d.
REF: LO-3
Page 420
organizational career management sequential career management
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 422
REF: LO-5
Page 431
REF: LO-5
Page 432
A dual career path benefits: a. managerial employees only b. managerial and non-managerial employees c. skilled workers only d. unskilled workers only ANS: B PTS: Communication | HRM
12.
1
A systems view of career management is an example of: a. individual career management b. long-term career management ANS: C PTS: Communication | HRM
11.
REF: LO-4
Career exploration can include any of the following EXCEPT: a. self-analysis of KSAOs c. working with a career coach b. research of possible jobs d. goal setting ANS: D PTS: Communication | HRM
10.
DIF: Moderate Bloom’s: Knowledge
All of the following are career concepts EXCEPT: a. linear b. horizontal ANS: B PTS: Communication | HRM
9.
1
A career plateau is: a. when burnout occurs b. when you become President of the organization c. when you make as much money as you want d. when the likelihood of promotion becomes very low ANS: D PTS: Communication | HRM
8.
199
1
DIF: Moderate Bloom’s: Knowledge
Assessment centers can be used: a. for employee selection b. for identifying the career potential of existing employees c. both a. and b. above d. none of the above ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
200
13.
Chapter 12— Career Management And Development
The 'job entitlement' mentality suggests that: a. A job a short-term event in one's life b. Work hard, stay out of trouble and you have a job for life c. Jobs are here today and gone tomorrow d. Temporary work is the only entitlement we will have ANS: B PTS: Communication | HRM
14.
REF: LO-2
Page 407
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 412
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 412
1
c. d.
1
Questioning of the career dream Great energy and stress
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-3
Page 414
Happiness and satisfaction Laziness and loss of appetite
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 416
REF: LO-4
Page 421
The 4 career concepts are: a. Linear, expert, top of the heap and translator b. Linear, expert, spiral and transitory c. Lunar, experienced, special and transitory d. Linear, experimenter, spatial and transitory ANS: B PTS: Communication | HRM
20.
DIF: Moderate Bloom’s: Knowledge
During mid career the two events likely to occur are: a. Plateauing and obsolesce b. Disinterest and illness ANS: A PTS: Communication | HRM
19.
1
Middle adulthood is almost always a period of: a. Preparing to die b. Pursuing one's career dreams ANS: C PTS: Communication | HRM
18.
Page 403
According to Levinson the middle adulthood stage occurs at ages: a. 17-45 c. 0-5 b. 40-65 d. 5-15 ANS: B PTS: Communication | HRM
17.
REF: LO-2
According to Levinson the early adulthood stage occurs at ages: a. 17-45 c. 0-5 b. 45-60 d. 5-15 ANS: A PTS: Communication | HRM
16.
DIF: Moderate Bloom’s: Knowledge
How does one's personal life impact their career choices? a. No impact - the two are totally separate b. A link between these two is illegal c. Any link would be silly - what about privacy d. It has a major impact on the decisions one makes about jobs ANS: D PTS: Communication | HRM
15.
1
1
DIF: Moderate Bloom’s: Knowledge
The systems view of career management includes all of the following except: a. The people system c. The organizational system b. The job market system d. The management and information system ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 422
Test Bank 21.
Career models can focus on: a. The individual, organization and team b. The individual, organization and department or plant c. The department, organization and union d. The union, organization and individual ANS: A PTS: Communication | HRM
22.
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 422
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 424
1
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 429
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 432
Which of the following is not a way to measure an employee's potential to fill key positions. a. Assessment centers c. 360 degree evaluations b. Succession planning d. Potential ratings ANS: C PTS: Communication | HRM
27.
Page 423
An assessment center can be used to: a. Determine employee pay raises b. Assess employee potential for advancement c. Determine who to cut during lay-offs d. Who to invite to the company Picnic. ANS: B PTS: Communication | HRM
26.
REF: LO-4
Outplacement focuses on: a. Terminated employees b. Retiring employees c. Newly hired employees d. Those remaining with the organization after a lay-off ANS: A PTS: Communication | HRM
25.
DIF: Moderate Bloom’s: Knowledge
In career management, which of the following is not one of the manager's roles? a. Act as a Coach c. Act as a Disciplinarian b. Act as an Advisor d. Act as an Appraiser ANS: C PTS: Communication | HRM
24.
1
In the team based career development model the team: a. Members serve as role models b. Rewards behaviors that enhance team performance and growth c. Determines training opportunities for team members d. All of these are true ANS: D PTS: Communication | HRM
23.
201
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 432
Job rotation involves assigning employees to a series of jobs in different: a. States c. Company divisions b. Functional areas of the organization d. Countries ANS: B PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-5
Page 433
202
28.
Chapter 12— Career Management And Development
Mentoring occurs between: a. Male and female employees b. People who work in the same department c. Junior and senior members of the organization d. Different supervisors ANS: C PTS: Communication | HRM
29.
1
1
1
1
A career plateau means that: a. You should retire b. You will never get another pay raise ANS: D PTS: Communication | HRM
35.
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 438
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 424
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 433
DIF: Moderate Bloom’s: Knowledge
REF: LO-7
Page 434
Which of the following is not a method to increase career motivation? a. Define career plateau's c. Build career identity b. Enhance career insight d. Support career self resilience ANS: A PTS: Communication | HRM
34.
1
Which of the following is true of mentoring: a. It must be assigned by HRD b. The mentoring relationship is very complex c. It does not need to tie to the strategic plan of the organization d. It serves the needs of the junior member but does nothing for the senior member ANS: B PTS: Communication | HRM
33.
Page 434
In succession planning managers: a. Determine models for success b. Define success for their subordinates c. Identify employees who should be developed to replace them d. Succeed in strategic planning ANS: C PTS: Communication | HRM
32.
REF: LO-7
Managers and supervisors should be trained to fill all of the following roles except: a. Coach c. Critic b. Appraiser d. Adviser ANS: C PTS: Communication | HRM
31.
DIF: Easy Bloom’s: Knowledge
A career plateau occurs when: a. Your pay is at the top of the pay scale b. Your chances of further advancement become very slim c. Your benefits are used up d. You are ready for pre-retirement planning ANS: B PTS: Communication | HRM
30.
1
1
DIF: Moderate Bloom’s: Knowledge
c. d.
ANS: B PTS: Communication | HRM
1
Page 436
You reach the executive floor Probability of further promotion is very low
DIF: Easy Bloom’s: Knowledge
Career enrichment could include all of the following except: a. Retraining c. b. Promotions d.
REF: LO-5
REF: LO-6
Page 438
Certification Job transfers and rotation
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 440
Test Bank 36.
Succession planning is normally carried out by: a. First line supervisors b. An outside specialist ANS: C PTS: Communication | HRM
37.
1
Career counseling includes a. Opening and probing b. Understanding and planning ANS: A PTS: Communication | HRM
40.
1
Self-assessment activities include: a. Self-study workbooks b. Career planning workshops ANS: D PTS: Communication | HRM
39.
1
c. d.
Senior management HRD and the employee
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 433
All of the following are a career management method proposed by Brousseau and colleagues except: a. Performance planning c. Individual career development contracts b. Counseling d. Cafeteria approach ANS: A PTS: Communication | HRM
38.
203
1
Potential ratings are: a. Not used any more b. Similar to performance evaluations ANS: B PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-6
Page 427
Organizing Opening and planning
DIF: Moderate Bloom’s: Knowledge
c. d.
Page 3421
What color is your parachute? All of the above
DIF: Easy Bloom’s: Knowledge
c. d.
REF: LO-6
REF: LO-3
Page 429
Very different than performance evaluations Performed by HRD
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 432
Test Bank
205
CHAPTER 13—MANAGEMENT DEVELOPMENT TRUE/FALSE 1.
Over one-half of tall raining dollars are spent training nonexempt employees. ANS: F PTS: Communication | HRM
2.
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 470
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 469
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 480
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 459
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 460
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 476
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 460
A lot of what we have learned about Management came from the 1970’s and the world has changed since then. ANS: T PTS: Communication | HRM
11.
1
When globalizing organizations 4 categories of managers are needed. These types include both business managers and functional managers. ANS: T PTS: Communication | HRM
10.
Page 459
A transformational leader offers us a vision and inspires us to pursue that vision. ANS: T PTS: Communication | HRM
9.
REF: LO-2
When globalizing organizations 4 categories of managers are needed. ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
Needs assessment is unimportant in management development programs. ANS: F PTS: Communication | HRM
7.
1
Behavior modeling typically involves five steps. These five steps include: lecture, taking notes, memorization, repeating and learning. ANS: F PTS: Communication | HRM
6.
Page 452
A potential disadvantage to short courses offered by colleges and universities is a perceived lack of relevance and practical orientation. ANS: T PTS: Communication | HRM
5.
REF: LO-1
Corporate colleges or universities are seldom used in the U.S. ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
Needs assessment in management training is critical to program success. ANS: T PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 453
REF: LO-6
Page 453
The characteristics approach involves interviewing managers. ANS: F PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
206
12.
Chapter 13—Management Development
Business degrees are the most popular undergraduate degrees offered in the US. ANS: T PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
REF: LO-4
Page 464
MULTIPLE CHOICE 1.
Your text made all of the following points concerning management development EXCEPT: a. it must be specific to each organization b. to be effective, it should be outsourced c. it must provide employees a chance to learn and grow d. it must be linked to the organization's business strategy ANS: B PTS: Communication | HRM
2.
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 451
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 453
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 480
Which of the following is not a component of management development? a. Mentoring and coaching c. Management training b. Management education d. On-the-job experiences ANS: A PTS: Communication | HRM
6.
Page 451
Based on the need for globally competent managers, Bartlett and Ghoshal argue that the role of a country manager is to: a. be leaders and talent scouts b. develop new products c. sense local threats/opportunities and build local resources d. coordinate transactions across national borders ANS: C PTS: Communication | HRM
5.
REF: LO-1
Research studies done in the 1970's and earlier found: a. An environment very similar to today's world b. A very stable environment, unlike today's world c. A rapidly changing environment d. None of the above ANS: B PTS: Communication | HRM
4.
DIF: Moderate Bloom’s: Knowledge
The definition of management development includes all of the following except: a. Providing managers with opportunities to learn and grow b. A conscious effort by the organization c. A hope for increasing long term skill levels d. An analysis of needs ANS: D PTS: Communication | HRM
3.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 451
REF: LO-4
Page 471
Corporate colleges or universities are: a. seldom used in the U.S. b. generally offered by Harvard University on weekends c. reflective of past (older) training concepts d. expensive, comprehensive, and often very effective ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
Test Bank 7.
The integrated competency model focuses on: a. Education b. Experiences ANS: C PTS: Communication | HRM
8.
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 455
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 475
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 454
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 460
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 458
In Mintzberg's well-rounded model of the managerial job at the center is: a. The job c. The organization b. The person in the job d. The environment of the job ANS: B PTS: Communication | HRM
14.
Page 454
Mintzberg's problem with previous attempts to define the manager's job is that they: a. The job components cannot be separated behaviorally b. Focus on the holistic approach c. Ignore the elements of the job and focus on the big picture d. Focus on the integrated work of managing ANS: A PTS: Communication | HRM
13.
REF: LO-5
Which type of manager plays the role of strategist for the organization, coordinator of transactions across national borders and architect for asset configuration? a. business manager c. inter-continental manager b. country manager d. corporate manager ANS: A PTS: Communication | HRM
12.
DIF: Moderate Bloom’s: Knowledge
According to your text, which of the following is associated with the integrated competency model of management training? a. planning c. controlling b. organizing d. leadership ANS: D PTS: Communication | HRM
11.
Competencies Traits
What is TRUE about action learning? a. it uses cases developed by universities like Harvard b. it is basically a case study approach ( where the case is a problem existing in your own organization c. it is 'hypothetical' and not real to the managers d. it is losing popularity in today's leaner organizations ANS: B PTS: Communication | HRM
10.
1
c. d.
The four-dimensional model depicts the managerial role as having all of the following dimensions except: a. 6 function c. 5 targets b. 4 roles d. 12 managerial styles ANS: D PTS: Communication | HRM
9.
207
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 458
REF: LO-5
Page 460
The 4 categories of managers needs in the global business world are: a. Business, country, functional and government b. Business, country, ethical and corporate c. Business, country, functional and corporate d. Business, country, functional and personal ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
208
15.
Chapter 13—Management Development
Which of the following is not a guiding principle for making strategic links according to Seibert and colleagues? a. HRD should focus on itself, not its customer b. Put job experiences before classroom activities c. Be opportunistic d. Support experience based learning ANS: A PTS: Communication | HRM
16.
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 480
1
DIF: Moderate Bloom’s: Knowledge
1
c. d.
REF: LO-5
Page 460
Only on line Once a month
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 467
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 471
McCall and colleagues suggest an effective management development system includes: a. Encouragement of self motivation c. A long term perspective b. Individualism d. All the above are needed. ANS: D PTS: Communication | HRM
21.
Page 463
Hamburger University is: a. A cooking school b. In Paris c. Attended by all fast food workers d. McDonald's Management Training School. ANS: D PTS: Communication | HRM
20.
1
Executive MBA programs normally meet: a. Daily b. Once a week on weekends ANS: B PTS: Communication | HRM
19.
REF: LO-5
When globalizing organizations 4 types of managers are needed. These types include all of the following except: a. Business managers c. Country managers b. Production managers d. Functional managers ANS: B PTS: Communication | HRM
18.
DIF: Moderate Bloom’s: Knowledge
Behavior modeling typically involves five steps. These are a. modeling, retention, rehearsal, feedback, and transfer of training b. modeling, retention, rehearsal, feedback, and correction c. modeling, retention, rehearsal, feedback, and execution d. modeling, retention, rehearsal, feedback, and planning ANS: A PTS: Communication | HRM
17.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 472
REF: LO-5
Page 472
Job experiences can potentially offer us all of the following except: a. Reinforcing old attitudes b. Reinforce old behaviors c. A formal method to change old attitudes and behaviors d. A chance to learn lessons on their own ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
Test Bank 22.
A learning point is: a. Telling trainees what to look for during training b. Learning objectives c. A great help to learning d. All of these are true ANS: D PTS: Communication | HRM
23.
REF: LO-7
Page 472
Staying even No one knows for sure
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 451
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 451
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-7
Page 462
According to Allred and colleagues which of the following is not a skill managers will need in the 21st Century? a. A knowledge based technical speciality c. Self-management skills b. Cross-functional and international experience d. Computer programming knowledge ANS: D PTS: Communication | HRM
28.
1
The challenges of a job The potential of a job
DIF: Moderate Bloom’s: Knowledge
c. d.
Page 480
Prospector, developed by Spreitzer and others is designed to do what? a. Identify managers with the greatest potential to be c. Identify managers for US jobs international executives b. Identify potential supervisors d. Find new managers for an organization ANS: A PTS: Communication | HRM
27.
1
c. d.
REF: LO-7
The definition of Management development contains all of the following except: a. It is specific to the organization c. A link to organizational strategy b. A conscious effort by the organization d. A cost effective method of training ANS: D PTS: Communication | HRM
26.
DIF: Moderate Bloom’s: Knowledge
As a group Managers are: a. Shrinking in numbers b. Increasing in numbers ANS: A PTS: Communication | HRM
25.
1
The DCP - Developmental Challenge Profile assesses: a. Educational level of a manager b. The developmental components of a job ANS: B PTS: Communication | HRM
24.
209
1
DIF: Moderate Bloom’s: Knowledge
A key characteristic of transformational leaders is: a. Intelligence b. Computer knowledge ANS: D PTS: Communication | HRM
1
c. d.
REF: LO-6
Page 462
Charisma Decisiveness
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 476
Test Bank
211
CHAPTER 14—ORGANIZATION DEVELOPMENT AND CHANGE TRUE/FALSE 1.
Techno-structural intervention theory focuses on job competencies.. ANS: T PTS: Communication | HRM
2.
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 517
1
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 499
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 488
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 488
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 490
1
DIF: Easy Bloom’s: Knowledge
REF: LO-7
Page 517
1
REF: LO-7
Page 517
REF: LO-4
Page 420
REF: LO-2
Page 505
DIF: Moderate Bloom’s: Knowledge
HRD generally has little impact on OD changes. ANS: F PTS: Communication | HRM
11.
1
A high performing work system is based on eight core principles. ANS: T PTS: Communication | HRM
10.
Page 497
An HPWS is a high performing work system. ANS: T PTS: Communication | HRM
9.
REF: LO-3
To change an organization and its people can be very difficult. According to the Schein 3-stage model, the first step in this process is to restructure them. ANS: F PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
OD enhances the effectiveness of the organization. ANS: T PTS: Communication | HRM
7.
1
OD enhances the well-being of the members of the organization. ANS: T PTS: Communication | HRM
6.
Page 521
OD generally uses spontaneous (non-planned) interventions to accomplish its goals. ANS: F PTS: Communication | HRM
5.
REF: LO-2
Research has shown that organizational learning is very effective. ANS: F PTS: Communication | HRM
4.
DIF: Easy Bloom’s: Knowledge
The change agent needs a knowledge of OD theories. ANS: T PTS: Communication | HRM
3.
1
1
DIF: Easy Bloom’s: Knowledge
Job enlargement moves people into different jobs. ANS: F PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
212
12.
Chapter 14— Organization Development And Change
Two types of alternative work schedules are flextime and compressed work week. ANS: T PTS: Communication | HRM
13.
REF: LO-6
Page 508
1
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 510
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 494
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 503
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 514
REF: LO-6
Page 516
REF: LO-6
Page 520
REF: LO-4
Page 496
REF: LO-1
Page 488
The culture of an organization has no impact on organization learning. ANS: F PTS: Communication | HRM
19.
DIF: Easy Bloom’s: Knowledge
Strategic interventions may be needed when an organization is faced with internal pressures to change and adapt. ANS: F PTS: Communication | HRM
18.
1
Survey feedback is simply interviewing a lot of people about their jobs. ANS: F PTS: Communication | HRM
17.
Page 506
The model of planned changed (by Porras and Silvers) distinguishes two sets of target variables: vision variables and work setting variables. ANS: T PTS: Communication | HRM
16.
REF: LO-6
An SMT is a self-managed team ANS: T PTS: Communication | HRM
15.
DIF: Easy Bloom’s: Knowledge
TQM stands for Total Quality Maintenance. ANS: F PTS: Communication | HRM
14.
1
1
DIF: Easy Bloom’s: Knowledge
Organization development appears to be currently in a state of flux. ANS: T PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
MULTIPLE CHOICE 1.
An Intervention strategy is a. the primary means for organizational change and improvement b. an unplanned corporate event c. a new government regulation d. a major problem encountered for the first time by an organization ANS: A PTS: Communication | HRM
2.
1
DIF: Moderate Bloom’s: Knowledge
Organizational development is designed to enhance a. Individual employees only b. Only the organization c. Both the individual employee and the organization d. Neither the individual employee nor the organization ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
Test Bank 3.
To change an organization and its people can be very difficult. According to the Schein 3-stage model, the first step in this process is to: a. unfreeze them - motivate them to look at something new b. restructure them - give them a mentor for change c. take them to the woods (threaten punishment) to get their attention d. have management issue a new operating manual ANS: A PTS: Communication | HRM
4.
1
1
1
In OD the action plan specifies: a. Who will be the manager b. The intervention strategy ANS: B PTS: Communication | HRM
9.
1
DIF: Moderate Bloom’s: Knowledge
DIF: Moderate Bloom’s: Knowledge
DIF: Moderate Bloom’s: Knowledge
The role of the change agent is all of the following except: a. Fact finder c. b. Alternative identifier d. ANS: C PTS: Communication | HRM
8.
REF: LO-3
Page 490
REF: LO-1
Page 495
REF: LO-4
Page 497
What are the two primary roles an HRD practitioner can play in the design of OD interventions? a. Assessor and critic c. Change agent and implementer b. Change agent and evaluator d. Trainer and planner ANS: B PTS: Communication | HRM
7.
DIF: Moderate Bloom’s: Knowledge
The change agent: a. oversees the evaluation of the process b. determines the need for the change c. needs a broad range of knowledge of OD theories d. can never be an internal HRD person ANS: C PTS: Communication | HRM
6.
1
An organizations paradigm is: a. Its generally accepted view or belief based on unexamined assumptions b. Its corporate rule book c. Its accounting method d. None of the above ANS: A PTS: Communication | HRM
5.
213
1
Job enrichment involves changing: a. The jobs title b. The jobs pay structure ANS: C PTS: Communication | HRM
1
REF: LO-4
Page 497
The evaluation strategy How to do the needs assessment
DIF: Moderate Bloom’s: Knowledge
c. d.
Page 501
Production Manager Technical specialist
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-7
REF: LO-2
Page 501
One or more of the job's characteristics The scope of responsibility of the job
DIF: Moderate Bloom’s: Knowledge
REF: LO-2
Page 505
214
10.
Chapter 14— Organization Development And Change
In organizational development, a cooperative agreement between unions and management: a. takes the place of the labor contract b. give the unions what they what with nothing given back on the part of the unions c. is not needed - management runs the organization d. requires trust on both sides - but is essential for organizational change to take place in a unionized organization ANS: D PTS: Communication | HRM
11.
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 505
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 509
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 510
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 514
Team building programs: a. are used to improve a work group's problem-solving ability and effectiveness b. are up to management alone to implement c. have always been found to be legal by the U.S. Supreme Court d. always require a new union contract ANS: A PTS: Communication | HRM
16.
1
In a learning organization: a. HRD is responsible for all learning that takes place b. top management decides who gets training c. everyone works on solving problems and improving task performance d. most decisions are made only by management ANS: C PTS: Communication | HRM
15.
Page 502
Which of the following is NOT a common characteristic of an effective self-managed team? a. team members are told what to do by their supervisor b. team members have the skills to perform several tasks c. the team receives feedback on performance d. members have discretion over work assignments, schedules and other work issues ANS: A PTS: Communication | HRM
14.
REF: LO-3
What role should senior management take in a TQM program? a. hands-off - it is the workers' program c. they need to facilitate the TQM training b. they need to guide the implementation of the d. none program ANS: B PTS: Communication | HRM
13.
DIF: Moderate Bloom’s: Knowledge
Job enrichment programs involve: a. paying people more money to make them happier b. giving employees more work to do - they like work c. varying the tasks to increase job satisfaction d. having employees produce more profits for the company ANS: C PTS: Communication | HRM
12.
1
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 504
All of the following are limitations of research supporting OD Theories EXCEPT: a. lack of true experimental designs b. lack of resources available to OD practitioners c. limitations of field research designs d. OD is a relatively new field, so there hasn't been time to do research ANS: D PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 493
Test Bank 17.
When individuals perceive a replacement of one paradigm with another that contains new variables, this is known as: a. alpha change c. gamma (a) change b. beta change d. gamma (b) change ANS: D PTS: Communication | HRM
18.
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 496
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 506
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 509
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 510
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 502
REF: LO-4
Page 496
REF: LO-5
Page 502
The change manager: a. Makes forced changes in the organization structure b. Oversees the design of the intervention strategy c. Changes the pay structure of the organization d. Is always an external consultant ANS: B PTS: Communication | HRM
24.
needs a broad range of HRD knowledge can never be an internal HRD person
A cooperative agreement between Management and a union means that: a. Both must be willing to make changes in accountability and the ways employees perform their jobs b. Both must agree on wage issues c. The union 'accepts' the way management wants work performed d. Management gives in to the union on important issues ANS: A PTS: Communication | HRM
23.
Page 495
Which of the following is TRUE about self-managed teams (SMTs)? a. SMTs requires little organizational change b. SMTs have authority beyond TQM teams c. SMTs work only in small organizations d. SMTs are part of the larger organizational transformation ANS: D PTS: Communication | HRM
22.
1
c. d.
REF: LO-5
The most prestigious award recognizing quality in an organization is known as: a. Department of Commerce Award c. Malcolm Baldrige Award b. Malcolm Forbes Award d. Harvard Business School Award ANS: C PTS: Communication | HRM
21.
DIF: Moderate Bloom’s: Knowledge
Which of the following is NOT an example of an alternative work schedule? a. compressed work week c. flex time b. job narrowing d. flex schedule ANS: B PTS: Communication | HRM
20.
1
The change manager: a. oversees the design process b. determines the need for change ANS: A PTS: Communication | HRM
19.
215
1
DIF: Moderate Bloom’s: Knowledge
A cooperative agreement is a strategy between: a. The organization and the labor union b. The organization and the IRS c. The union and the EEOC d. The organization and a third party consultant ANS: A PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
216
25.
Chapter 14— Organization Development And Change
Group effectiveness depends on all of the following except: a. If the group likes each other b. If group output meets standard c. If the group members are learning to work independently d. If the groups efforts are adding to individual growth ANS: A PTS: Communication | HRM
26.
1
1
A learning organization focuses on: a. Education b. Continuous learning by everyone ANS: B PTS: Communication | HRM
32.
1
Organization culture is: a. A bunch of people from the same country b. Everyone is related to each other ANS: D PTS: Communication | HRM
31.
REF: LO-2
Page 505
Compressed work week Working exempt time
DIF: Easy Bloom’s: Knowledge
REF: LO-6
Page 506
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 508
REF: LO-5
Page 511
TQM and SMT interventions: a. Are basically the same thing b. Have some significant differences c. Quality is the only goal of both interventions d. Training of employees for both interventions is exactly the same ANS: B PTS: Communication | HRM
30.
1
Page 504
Moves people into different jobs Increases the work load for the worker
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-6
A quality circles group consists of: a. A steering committee b. A facilitator c. The circle leaders d. All of these are members of a quality circles group ANS: D PTS: Communication | HRM
29.
1
c. d.
Working 4 - 10 hours shifts in a week is an example of: a. Working overtime b. Flextime ANS: C PTS: Communication | HRM
28.
DIF: Moderate Bloom’s: Knowledge
Job enlargement: a. Provides greater variety in the job b. Provides varying tasks to employees ANS: A PTS: Communication | HRM
27.
1
1
DIF: Moderate Bloom’s: Knowledge
c. d.
A group of "good old boys" A system with shared values and beliefs
DIF: Moderate Bloom’s: Knowledge
c. d.
REF: LO-6
Page 513
Lots of training programs Having a good corporate library
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 514
According to Trahant and Burke the strongest predictor of the success of an Organizational Transformation intervention is: a. Union acceptance b. Employee commitment at the lowest levels of the organization c. Committed leadership in the earliest stages of change d. Supervisor support ANS: C PTS: Communication | HRM
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 519
Test Bank 33.
An external change agent’s role should be determined by the: a. President c. b. Change manager d. ANS: B PTS: Communication | HRM
34.
1
Union leader HR Manager
DIF: Easy Bloom’s: Knowledge
c. d.
REF: LO-4
Page 498
Design an evaluation plan Develop a force field analysis
DIF: Moderate Bloom’s: Knowledge
REF: LO-1
Page 500
An organization may go through a strategic change due to all of the following except: a. Acquisition c. A new management team b. Merger d. The legal environment ANS: C PTS: Communication | HRM
36.
1
The first step in designing an intervention strategy is to: a. Diagnose the environment b. Develop and action plan ANS: A PTS: Communication | HRM
35.
217
1
DIF: Moderate Bloom’s: Knowledge
Single loop learning is: a. The same as double loop learning b. Commonplace in continuous improvement programs ANS: B PTS: Communication | HRM
1
c. d.
REF: LO-5
Page 514
Not often found in a complex world Only used with a special computer package
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 515
Test Bank
219
CHAPTER 15—HRD AND DIVERSITY: DIVERSITY TRAINING AND BEYOND TRUE/FALSE 1.
In 2009 the US foreign born population exceeded 12 percent of the population.. ANS: T Diversity | HRM
2.
PTS:
PTS:
PTS:
PTS:
PTS:
PTS:
REF:
Page 536
1 DIF: Bloom’s: Knowledge
Easy LO-5
REF:
Page 536
1 DIF: Bloom’s: Knowledge
Easy LO-5
REF:
Page 538
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 529
1
DIF: Easy Bloom’s: Knowledge
REF: LO-2
Page 529
1 DIF: Bloom’s: Knowledge
Easy LO-5
REF:
Page 535
1 DIF: Bloom’s: Knowledge
Easy LO-5
REF:
Page 541
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-6
Page 549
REF: LO-6
Page 548
Interpersonal distance do not vary for people from different cultures. ANS: F PTS: Communication | HRM
12.
Easy LO-5
Over one-half of US companies offer some form of cross-cultural training. ANS: T PTS: Communication | HRM
11.
1 DIF: Bloom’s: Knowledge
The focus on a managing diversity program is on inclusion. ANS: T Diversity | HRM
10.
Page 532
Females have both moved up in organizations and achieved pay equity with men over the last 20 years. ANS: F Diversity | HRM
9.
REF: LO-4
Artifacts and patterns of behavior play an important role in the socialization process. ANS: T PTS: Communication | HRM
8.
DIF: Easy Bloom’s: Knowledge
Organization culture includes a set of shared values and beliefs. ANS: T PTS: Communication | HRM
7.
1
The status of affirmative action plans is clear and unchallenged. ANS: F Diversity | HRM
6.
Page 536
Affirmative action can require organizations to practice preferential recruiting and hiring. ANS: T Diversity | HRM
5.
REF:
Equal opportunity is the giving of preferences to women and minorities in employment decisions. ANS: F Diversity | HRM
4.
Easy LO-1
The two forms of sexual harassment are quid quo pro and hostile work environment. ANS: T PTS: Communication | HRM
3.
1 DIF: Bloom’s: Knowledge
1
DIF: Easy Bloom’s: Knowledge
Traditionally, a key element in moving into higher level positions in organizations is having a mentor. ANS: T Diversity | HRM
PTS:
1 DIF: Bloom’s: Knowledge
Moderate LO-5
REF:
Page 551
220
Chapter 15—HRD and Diversity: Diversity Training and Beyond
MULTIPLE CHOICE 1.
An organizational culture is BEST described as: a. a set of shared interests b. a set of shared values, beliefs, norms and patterns of behavior c. a set of shared activities and interests d. a set of values, beliefs, norms and patterns of behavior that are basically identical across all employees ANS: B PTS: Communication | HRM
2.
1 DIF: Bloom’s: Knowledge
Moderate LO-4
REF:
Page 534
PTS:
1 DIF: Bloom’s: Knowledge
Moderate LO-1
REF:
Page 536
PTS:
1 DIF: Bloom’s: Knowledge
PTS:
1 DIF: Bloom’s: Knowledge
Moderate LO-5
c. d.
REF:
Page 535
Title VII of the Civil Rights Act of 1964 The Taft-Hartley Act
Easy LO-4
REF:
Page 534
Executive Order 11246 issued by President Johnson requires federal contractors to undertake affirmative action processes. This impacts federal contracts that are over: a. $1,000 c. $100,000 b. $10,000 d. $1,000,000 ANS: B Diversity | HRM
7.
PTS:
The main federal EEO law is derived from: a. Civil Rights Acts of 1991 b. Title IX ANS: C Diversity | HRM
6.
Page 530
The glass ceiling is: a. barriers to women and minorities entering top management positions b. a planned way companies keep women and minorities out of top management c. the fancy ceiling in the executive wing of an office building d. usually part of the company policy manual ANS: A Diversity | HRM
5.
REF: LO-2
Recent immigration patterns to the U.S. indicate that: a. Hispanic immigration peaked in the 1960s b. Mexicans represent the largest portion of the foreign born in the U.S. c. Asia is the source of most recent immigration d. none of the above is correct ANS: B Diversity | HRM
4.
DIF: Moderate Bloom’s: Knowledge
Equal employment law: a. covers situations where the opportunities for particular groups (such as women and minorities) are limited, e.g., they are not allowed into training programs b. applies only to hiring employees on a fair basis c. does not apply to the training of employees d. includes training ( but only covers disability and age discrimination ANS: A Diversity | HRM
3.
1
PTS:
1 DIF: Bloom’s: Knowledge
Moderate LO-2
REF:
Page 537
Diversity management differs from affirmative action in that affirmative action is: a. Focuses primarily on women and people of color b. proactive c. inclusive d. focused on building diverse teams ANS: A Diversity | HRM
PTS:
1 DIF: Bloom’s: Knowledge
Moderate LO-5
REF:
Page 545
Test Bank 8.
221
To raise the awareness of cultural differences which of the following is true? a. Give a humorous lecture b. Separate groups by culture when training them c. Some questions that generate discussion need to be asked d. Show some exciting videos ANS: C PTS: Communication | HRM
9.
c.
b.
d.
Being hired but not promoted as quickly to upper management positions PTS:
PTS:
Page 534
Not promoting white males Not training women for upper level jobs REF:
Page 531
A form of illegal sexual harassment Illegal only based on sexual preference
DIF: Easy Bloom’s: Knowledge
REF: LO-3
Page 532
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-3
Page 536
REF: LO-3
Page 532
Quid quo pro sexual harassment means that: a. Sexual conduct is used as the basis of an employment decision b. A hostile work environment was created c. Employees are unhappy with jokes and remarks d. Employees just feel uncomfortable with someone's remarks ANS: A PTS: Communication | HRM
14.
1
REF:
Moderate LO-5
c. d.
Page 546
Cultural diversity is: a. Mandated by the EEOC b. People from different cultures in a work place c. Legal is you have an affirmative action plan d. Dictated by Title VII ANS: B PTS: Communication | HRM
13.
1 DIF: Bloom’s: Knowledge
REF: LO-2
Being promoted very quickly to upper management positions Women are promoted very rapidly, but minorities are not being promoted as quickly
Easy LO-5
c. d.
A hostile work environment is: a. The way life is b. Legal if job related ANS: B PTS: Communication | HRM
12.
1 DIF: Bloom’s: Knowledge
Treatment discrimination means: a. Not making jobs available to minorities b. Not having an affirmative action plan ANS: D Diversity | HRM
11.
DIF: Moderate Bloom’s: Knowledge
Women and minorities are:: a. Not being hired by US companies
ANS: B Diversity | HRM 10.
1
1
Sexual harassment is a form of: a. Access discrimination b. Treatment discrimination ANS: B PTS: Communication | HRM
1
DIF: Easy Bloom’s: Knowledge
c. d.
Fun - it is not discrimination at all Glass ceiling discrimination
DIF: Moderate Bloom’s: Knowledge
REF: LO-4
Page 532
222
15.
Chapter 15—HRD and Diversity: Diversity Training and Beyond
Which of the following is not a step in meeting affirmative action guidelines; a. Analyze the surrounding labor market b. Prepare a policy statement on equal employment opportunity c. Develop goals to correct underrepresented groups d. Hire women and minorities no matter what their qualifications for a job ANS: D Diversity | HRM
16.
PTS:
PTS:
PTS:
Page 537
Moderate LO-5
REF:
Page 539
1 DIF: Bloom’s: Knowledge
Moderate LO-5
REF:
Page 541
1
DIF: Moderate Bloom’s: Knowledge
REF: LO-5
Page 553
1 DIF: Bloom’s: Knowledge
c. d.
Pay raises are not given to minorities Females are harassed at work
Moderate LO-4
REF:
Page 531
In 2010 the number of sex-based discrimination charges filed is: a. Over 50,000 c. Essentially zero b. Unknown - no one tracks this d. Over 10.000 ANS: D PTS: Communication | HRM
21.
1 DIF: Bloom’s: Knowledge
Access discrimination occurs when: a. Minorities are rejected when they apply for job b. Training is not offered to females ANS: A Diversity | HRM
20.
REF:
Programs that focus on the needs of working mothers include: a. Flexible work schedules b. Child care programs c. Elder-care programs d. All of the above could help many working mothers ANS: D PTS: Communication | HRM
19.
Moderate LO-5
A managing diversity approach requires all of the following except: a. Some one-shot diversity training programs b. Long term commitment to change c. A substantive change in culture d. Modified definitions of leadership and management ANS: A Diversity | HRM
18.
1 DIF: Bloom’s: Knowledge
Diversity training is: a. Common among organizations today b. Required by law c. Declining in importance as fewer women and minorities enter the workforce d. Required by Executive order ANS: A Diversity | HRM
17.
PTS:
1
DIF: Moderate Bloom’s: Knowledge
Valuing differences:: a. Is also called awareness training b. Is a form of diversity training ANS: D Diversity | HRM
PTS:
1 DIF: Bloom’s: Knowledge
c. d.
REF: LO-4
Page 533
Respects each person’s cultural differences All of these are true about valuing differences
Moderate LO-5
REF:
Page 539