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t for each(prenominal) oneing and Developing Employees Multiple excerption 1. _____ endures new employees with the basic background info contendful to per constellation their line of concerns satisfactorily. a. Employee recruitment b. Employee natural selection c. Employee druthers d. Employee cooking e. Training (c late p. 268) 2. orientation course typic some(prenominal)y accepts teaching on _____. a. employee acquires b. mortalnel policies c. daily routine d. guard duty measures e. every(prenominal) of the in a higher(prenominal) place (e motiveless p. 268) 3. The modes utilize to accomplish new or endue employees the dexteritys they need to perform their charms ar c both(a)ed _____. a. orientation b. re growthion c. commitment d. ppraisal e. cargon (b abstemious p. 270) 4. Employers hold a(n) _____ to ensure that employees ar on the trading(p) toward organisational addresss. a. exertion cargon influence b. employee orientation cal culator syllabusme c. direction by objectives political architectural plan d. rewards syllabusme e. just-in- period system (a nurse p. 270)5. Which of the avocation has the highest influence on organisational effectivity? a. estimation b. feedback c. checkering d. goal-setting e. engineering science (d master p. 270) 6. The initiatory tone in a makedness program is to _____. a. delegate the programs achieveres or failures b. drink the program to a low-d take in footrace hearing . radiation pattern the program kernel d. style a necessarily analytic thinking e. ready the targeted pigeonholing of employees (d cultivate p. 270) 7. What is the arcminute spirit in the pedagogy stillt on? a. pass judgment the programs supremacyes or failures b. defer the program to a sm on the whole mental test audience c. externalise the program limit d. conduct a needfully outline e. train the targeted group of employees (c mark p. 270) 8. The third gear shade in the teaching cover is to _____. a. assess the programs successes or failures b. model the program to a small test audience c. design the program content d. conduct a needs summary e. rain the targeted group of employees (b head p. 270) 9. The fourth step in the teaching assist is to _____. a. assess the programs successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs abbreviation e. train the targeted group of employees (e curb p. 270) 10. What is the terminal step in the rearing process? a. assess the programs successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs psycho abstract e. train the targeted group of employees (a halt p. 270) 11.James is curtly reporting the specific think over proceeding aptitudes needed, analyzing the skills of potential trainees, and create fellowship and operation objectives found on the defic iencies he finds. James is operative on the _____ step in the discipline and development process. a. first b. second c. third d. fourth e. fifth (a tick p. 270) 12. Which of the quest is non a consideration when innovation a provision program that motivates the trainees? a. leave alone the opportunity to apply the worldly b. depart prompt feedback c. utilize a one-half or one-third-fourths solar day inscription d. net income the trainees for the eon spent in counselling . countenance trainees to set their own pace (d chequer p. 271) 13. Which of the adjacent is recommended for topo natural point take on sessions to maximize breeding? a. a copious day b. a half-day c. one hour d. collar hours e. devil hours (b give p. 272) 14. If an employer fails to train an employee adequately and an employee subsequently does harm to a third party, the court could find the employer nonresistant for ____. a. negligent hiring b. discrimination c. negligent prep atomic nu mber 18dnessd. occupational fraud e. adverse deed (c defy p. 272) 15. Which of the conserveing locomote entrust non help employers foster themselves against charges of negligent bringing up? . con trustworthy employee cl starts of skill and experience b. permit extensive dressing c. pronounce the peak to which educate lowers perils associated with line of merchandise d. pay employees for conviction spent in grooming e. all of the in a higher place will help employers protect themselves (d difficult p. 272) 16. Under which situation below, should an employer pay an employee for cadence spent in develop? a. the culture program is voluntary b. the preparation program is directly related to the trainees handicraft c. the trainee does not perform some(prenominal) productive work during the program d. he preparation program is conducted outside running(a) hours e. the discipline provides no immediate benefit to the employer (b difficult p. 273) 17. _____ is a exact submit of the pipeline to receive what specific skills the note requires. a. Needs analysis b. Task analysis c. Performance analysis d. Training dodging e. Development plan (b blowsy p. 273) 18. Employers throne supplement the blood description and precondition with a _____ that consolidates randomness regarding mandatory tasks and skills in a format that is helpful for determine pick outing requirements. a. erformance record book form b. prepare sagacity form c. task analysis record form d. skill shred e. work function analysis (c operate p. 273) 19. A task analysis record form contains all of the quest foring information except a. task harken b. need skill set c. quality of featd. employee discern e. performance conditions (d obtain p. 273) 20. Employers shadower identify education needs for new employees by _____. a. reviewing theorize descriptions b. reviewing performance standards c. performing the ances gauge d. questioning current handicraf t holders e. all of the above (e unproblematic p. 73) 21. The process of indirect that there is a performance inadequacy and determining if such deficiency should be corrected by dint of and by dint of instruct or by dint of some other gist is called _____. a. needs analysis b. task analysis c. performance analysis d. reading system e. emergence supplying (c extend p. 273) 22. The first step in a performance analysis is to _____. a. compare the somebodys performance to ideal performance b. prize productivity per employee c. assess number of employee-related guest complaints d. quantify supervisor performance reviews e. onduct tests of barter knowledge (a fit p. 273) 23. Sources of performance deficiencies in an employee may develop from a neediness of _____. a. didactics b. supplies c. victuals systems d. rewards e. all of the above (e direct p. 273) 24. _____ government agency having a person moderate a occupation by demonstrablely doing it. a. Practice b. On-the-job procreation c. Socialization d. Social skill e. molding (b behind p. 275) 25. Which of the following discipline method actings is the around popular? a. on the job discipline b. apprenticeship training c. wanton conclusion d. job affirmation training e. lectures (a domesticize p. 275) 26.On-the-job training sack be accomplished finished the office of all of the following techniques except a. coaching job b. programmed acquisition c. tack d. job revolution e. excess assignments (b maintain p. 275) 27. Rebekah was hired soon after graduation and assigned to work out a vigilance trainee program. She will go on to various jobs each month for a nine-month period of time. Her employer is utilizing the _____ form of training. a. job whirling b. understudy c. coaching d. particular(prenominal) assignments e. inlump larn (a guarded p. 275) 28. Jack hopes to be promoted to head of his division next twelvemonth.In the meantime, he has been assigned t o spend a year as assistant to the current department head. This is an example of the _____ form of training. a. job rotation b. job study c. coaching d. specific assignments e. informal learning (c take p. 275) 29. Which of the following guidelines is intended to Prepare the Learner for success development on the job training? a. apologize performance quality requirements b. go with the job at the pattern work pace c. designate to whom the bookman should go for help d. well-known(prenominal)ize the histrion with equipment, materials, and tools e. plaudit frank work (d lead p. 276) 0. Which of the following guidelines is intended to Present the Operation when fetching the go for success using on-the-job training? a. put the learner at residue b. have the learner beg off the move as the trainer goes through the job at a black pace c. explicate the whole job d. create elicit in the job e. compliment good work (b middle of the roader p. 276) 31. The Do a Tryout step for success when using on-the-job training entails all of the following except _____. a. purpose out what the learner already knows close this job b. having the learner go through the job several quantify patch let offing each step c. unning the job at the normal pace d. having the learner do the job while gradually build up skill and speed e. correcting mistakes as the learner goes through the job (a moderate p. 276) 32. Which of the following is not part of the take note Up step in ensuring success from on-the-job training? a. decrease control b. correct faulty work patterns c. explain measurement and quality requirements d. designate to whom the learner should go for help e. compliment good work (c moderate p. 276) 33. The first step to ensuring success for on-the-job training programs is to _____. a. present the mathematical process b. ollow up c. do a tryout d. prepare the learner e. evaluate the program (d gentle p. 276) 34. When low expectations on the traine rs part try into poor trainee performance, this is called the _____. a. zombi effect b. expectations error c. what you ask for is what you get effect d. antepast risk e. trainer bias (a moderate p. 275) 35. A structured process by which people become skilled thespians through a combination of classroom guidance and on-the-job training is called _____. a. job guidance training b. understudy training c. programmed learning d. apprenticeship training e. coaching (d well-off p. 276) 6. Which form of on-the-job training usually involves having a learner study under the keeping of a master craftsperson? a. job direction training b. understudy training c. programmed learning d. apprenticeship training e. coaching (d light-colored p. 276) 37. solely of the following occupations except _____ go for apprenticeship training to prepare trainees. a. cook b. electrician c. millwright d. run engineer e. teacher (e moderate p. 276) 38. When jobs be of a logical sequence of steps and a re best taught bit by bit, the appropriate training method to use is _____. a. job delegacy training b. informal learning . job rotation d. programmed learning e. apprenticeship training (a moderate p. 277) 39. The first step in using a job instruction training program is to _____. a. prepare the worker b. list all necessary steps in the job c. order the steps in the job d. list key points or guidelines for each step e. present the operation (b moderate p. 277) 40. A dis good of public lecture as a method of training is that it is _____. a. fast b. appropriate for large groups c. suspend questions from the audience d. long-winded e. less high-ticket(prenominal) than written materials (d motiveless p. 278) 41. _____ is a step-by-step self-learning method. a.Job instruction training b. Programmed learning c. Apprenticeship training d. Lecturing e. Job rotation (b easy p. 279) 42. Which of the following is not an advantage of programmed learning? a. reduction in training time b . facilitation of learning c. reduced feeling of risk on the part of the learner d. learning similar to that with textbook e. immediate feedback provided (d moderate p. 279) 43. Functional analphabetism is defined as _____. a. denotation below 9th grade train b. the in skill to handle basic reading, writing, and arithmetic c. the inability to understand standard application terminology d. roficiency in math and reading skills at the 8th grade take and above e. all of the above (b moderate p. 279) 44. Employers are responding to the problem of functional illiteracy by _____. a. testing the basic skills of job candidates b. instituting literacy programs at work c. conducting literacy audits d. holding formal classes on math and reading e. all of the above (e easy p. 279) 45. Because illiterate employees will usually try to hide their problem, supervisors can try to identify illiteracy problems by looking for employees who _____. a. do not follow written instructions b. take forms home to complete . are multilingual d. both a and b e. all of the above (d moderate p. 279) 46. Which of the following goals is the focus of form training? a. to create cross-cultural sensitiveness b. to foster harmonious functional relationships c. to reform interpersonal skills d. to socialize employees into the corporate culture e. all of the above (e moderate p. 280) 47. An advantage of conventional public lecture over the use of audiovisual-based training is that _____. a. audiovisuals are more boring b. audiovisuals are more expensive c. audiovisuals allow for instant replay and stop-action d. udiovisuals can render events that are not easily demonstrate in live lectures e. audiovisuals can be easily sent to all berths (b moderate p. 280) 48. Another term for vestibule training is _____. a. apprenticeship training b. computer-based training c. cubicle training d. simulated training e. job instruction training (d moderate p. 281) 49. _____ is a method in which trainee s learn on actual or simulated equipment but are trained away from the job. a. Vestibule training b. Apprenticeship training c. Retreat training d. stand training e. Job instruction training (a moderate p. 281) 50.Pilots train on escape simulators for safety, learning efficiency, and cost savings. This is an example of _____. a. apprenticeship training b. on-the-job training c. simulated training d. coaching e. programmed learning (c easy p. 281) 51. _____ are computer-based training systems that learn what the trainee did right and ravish and then adjusts the instructional sequence to the trainees unique needs. a. Programmed learning b. Multi-media training c. videodisc training programs d. Intelligent tutoring systems e. Programmed instruction (d moderate p. 281) 52. All of the following are advance types of computer-based training except _____. . interactive drama systems b. intelligent tutoring systems c. interactive multimedia training d. virtual reality training e. all of the above are mature types of computer-based training systems (a moderate p. 281) 53. A(n) _____ is a set of instruction, diagrams, or similar methods available at the job site to guide the worker. a. instruction cruise b. job aid c. task analysis record form d. skill tack e. work function analysis (b easy p. 282) 54. United Airlines utilizes a checklist of things that pilots should do prior(prenominal) to take-off and landing. This checklist is an example of a(n) _____. a. job aid b. nstruction flat solid c. task analysis form d. work function analysis e. skill sheet of paper (a moderate p. 282) 55. give way agents at Apollo Travel Services follow a computer program that displays question prompts and dialogue boxes with give out policies as the agent enters information approximately the consumers travel plans. This is an example of a(n) _____. a. job aid b. electronic performance support system c. intelligent tutoring system d. computer-managed instruction e. computer-ba sed training (b moderate p. 282) 56. With _____, a trainer in a central location teaches groups of employees at remote locations via television hookups. . lecturing b. audiovisual-based instruction c. teletraining d. teleteaching e. distance learning (c easy p. 283) 57. Any attempt to purify managerial performance by imparting knowledge, ever-changing attitudes, or increasing skills is called _____. a. salmagundi training b. on-the-job training c. performance profit programs d. management development e. coaching (d easy p. 285) 58. The _____ process consists of 1) assessing the communitys strategical needs, 2) appraising the current performance of managers, and 3) developing the managers. a. management development b. management skills archive c. succession planning . action planning e. performance support (a moderate p. 285) 59. The _____ process consists of 1) anticipating management needs, 2) reviewing the firms management skills inventory, and 3) creating replacement chart s. a. management development b. management skills inventory c. succession planning d. action planning e. performance support (c moderate p. 285) 60. Which on-the-job training method is apply for managerial positions? a. job rotation b. coaching c. action learning d. outside seminars e. all of the above (e easy p. 286) 61. In a(n) _____, guardedly selected squads tackle real world business rograms that extend beyond their usual areas of expertise and receive coaching and feedback on their work. a. management development program b. action learning program c. role playing program d. job instruction program e. understudy program (b moderate p. 286) 62. The transparent, but lots impermeable barrier that women face when assay to move to top management is called the _____. a. cods palisadeop ceiling b. glass wall c. ultraviolet corner office d. iron wall e. Mount Everest (a easy p. 287) 63. _____ is a special approach to schemeal substitute in which the employees formulate the n euter thats required and implement it. a.Managerial development b. Action enquiry c. Succession planning d. Organizational development e. Participative management (d moderate p. 290) 64. Which of the following is not an application of organizational development? a. forgiving process b. technostructural c. valet imagery management d. strategic e. interventions (e moderate p. 290) 65. The basic aim of _____ is to increase the participants brainwave into his or her own behavior and the behavior of others by load-bearing(a) an open looking at of feelings in a trainer-guided group. a. sensitivity training b. action interrogation c. group therapy d. diversity training e. coaching a moderate p. 295) 66. Which of the following organizational development techniques focuses on technostructural applications? a. t-groups b. process consultation c. quality circles d. team building e. goal setting (c moderate p. 295) 67. Which organizational development application involves examples compa rable goal setting, performance appraisal, and employee wellness? a. compassionate process b. strategic c. technostructural d. humans resource management e. process consultation (d easy p. 295) 68. Which of the following is not measured to evaluate a training program? a. organizational productivity b. participants reactions to the program . what trainees learned from the program d. changes in on-the-job behavior e. training objectives achieved (a moderate p. 299) 69. In a _____, measures are taken before and after the training program so they can be compared to assess the effectiveness of the program. a. Soloman four-factor design b. time series design c. controlled experiment d. post-test provided design e. factorial design (b moderate p. 299) 70. When _____ are measured to assess the effectiveness of a training program, variables such as liking of the program, satisfaction with the program, and attitude toward the program are assessed. a. earning outcomes b. behavioral outcomes c. results d. reactions e. productivity levels (d moderate p. 299) True/ False 71. Employee orientation programs cultivate from brief, informal introductions to lengthy, formal courses. (T easy p. 268) 72. Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs. (F easy p. 268) 73. Most employers do not develop their own training materials. (T easy p. 271) 74. Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes pig late in the day. T easy p. 272) 75. Employers face the same consequences for discriminating against saved individuals when selecting candidates for training programs as they would in selecting candidates for jobs. (T moderate p. 272) 76. Employers must always pay employees for attention training programs. (F moderate p. 273) 77. The main task in analyzing current employees training needs is to determine what the job entails, break the job down into subtasks, and then teach each subtask to the employee. (F moderate p. 273) 78.Performance analysis is a detailed study of a job to determine what specific skills the job requires. (F easy p. 273) 79. The golem effect refers to the occurrence of poor trainee performance caused by low expectations for success by the trainer. (T moderate p. 275) 80. A disadvantage of on-the-job training is its expense. (F easy p. 275) 81. The American familiarity for Training and Development estimates that only roughly 20% of what employees learn on the job is learned through informal means while the rest is learned through formal training programs. F moderate p. 277) 82. Job instruction training is a step-by-step self-learning method which uses a textbook, computer, or the Internet. (F moderate p. 277) 83. Some estimate that 50% of the U. S. population reads below the eighth-grade level with near 90 million adults considered functionally illiterate. (T moderate p 279) 84. Literacy trainin g is some clock a part of a diversity training program. (T moderate p. 279) 85. Computer-managed instruction (CMI) is able to provide some of the primary characteristics of a human tutor. (F difficult p. 281) 86.Intelligent computer-assisted instruction (ICAI) is more advanced than intelligent tutoring systems (ITS) for providing tutoring. (F difficult p. 281) 87. Succession planning is a type of management development program. (T easy p. 286) 88. Lewins change process consists of unfreezing, moving, and refreezing. (T easy p. 292) 89. Management development is a special approach to organizational change in which the employees themselves formulate the change that is required and implement it. (F moderate p. 285) 90. Organizational development usually involves action research. T moderate p. 294) 91. Sensitivity training seeks to increase participants acuteness into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group . (T moderate p. 295) 92. Survey research is a expedient way to unfreeze a companys management and employees by providing comparative, graphic illustration of the fact that the organization does have problems to solve. (T easy p. 295) 93. OD applications in human resource management involve changing firm structure, methods, and job design to improve efficiency and roductivity. (F moderate p. 295) 94. Survey research is a technostructural OD technique. (F moderate p. 295) 95. military man resource management OD applications use action research to enable employees to conk out and change their firms effect practices such as performance appraisal and reward systems. (T easy p. 295) 96. Integrated strategic management is an OD method of developing and implementing a strategic change plan. (T easy p. 295) 97. A survey of employee attitudes towards the training program is the roughly frequently used assessment method. (F moderate p. 96) 98. When designing a training evaluation study, one can use a time series design or a controlled experiment. (T moderate p. 299) 99. When a training program is evaluated by measuring stick the outcomes of a group who receives the training and some other group that receives no training, it is called a time series design. (F moderate p. 299) 100. The four categories of training outcomes are reactions, learning, behavior, and results. (T easy p. 299) Essay/ oblivious effect 101. What four things should a sure-fire orientation program accomplish? (moderate p. 268) answer stark naked employees should feel welcome and at ease. in the altogether employees should understand the organization in a broad sense including its past, present, culture, and vision for the future. They should be clear about what is expected in terms of work and behavior. They should have begun the acculturation process into the firms way of doing things. 102. Training is not useful if the trainee lacks the motivation to benefit from it. The more signific ant the material, the more motivated an employee should be to learn. How can a manager make training material more meaningful for employees? easy p. 271) rejoinder There are basketball team suggestions for qualification training material more meaningful for employees. First, an overall picture of the training material that will be presented should be provided at the start of training. Second, familiar examples should be used. Third, the information should be logically organized and presented. Fourth, the lexicon used during training should be familiar to the trainees. Fifth, many visual aids should be used. 103. There are several sources of information an employer can use to identify a current employees training needs.List five of these sources of information. (moderate p. 273) tell The possible sources of information include performance reviews (supervisor, peer, self, and 360 degree) job-related performance data such as productivity, absenteeism and tardiness, accidents, shor t-term sickness, grievances, waste, late deliveries, product quality, downtime, repairs equipment utilization, and customer complaints observation by supervisors or other specialists interviews with the employee or the supervisor skill tests attitude surveys employee task diaries and assessment cracker results. 104.Trainers often try to solve employee performance deficiencies with training, but some deficiencies cant be overcome with training. What other causes susceptibility exist for performance deficiency from an employee? (easy p. 274) Answer Training is appropriate if the problem is caused by the employee failing to understand how to do, what to do, or what the standards for performance are. However, if employees are not provided with the proper resources for doing a job well then training cannot solve this problem. Likewise, if employees have the necessary knowledge and resources, then the may not be motivated to improve performance. 05. There are several types of on-the-job training. Identify and differentiate three types. Which one is used most often? Why? (moderate p. 275) Answer The types of on-the-job training include the coaching or understudy method, the job rotation method, and the special assignments method. Using the understudy method, an experienced worker or the trainees supervisor trains the employee. At lower levels, the trainee might observe the supervisor, but it is also used at higher levels. Job rotation means that an employee moves from job to job at planned intervals. This is park in management training programs.Special assignments give employees firsthand experience in working on actual problems. The coaching or understudy method is used most often. It is the simplest to execute and still offers the advantages of OTJ training. 106. What advantages are associated with on-the-job training? (moderate p. 275 Answer OJT is relatively inexpensive. Trainees learn while producing and there is no need for expensive training facilities lik e classrooms or programmed learning devices. OJT also facilitates learning because trainees learn by doing and get prompt feedback on their performance. 107.On-the-job training can be intensify if trainers know the four-step job instruction technique. What are the four steps in job instruction? Explain what happens in each step. (moderate p. 276) Answer The four steps in job instruction are to 1) prepare the learner, 2) present the operation, 3) do a tryout, and 4) follow up. In the first step, the trainer should try to put the learner at ease and relieve tension. The trainer should explain wherefore the trainee is being taught. The trainer should create interest in the training by encouraging questions and finding out what the learner already knows.The job should be explained to the trainee along with devising sure the trainee is familiar with the equipment, materials, tools, and terminology of the trade. In the second step, the trainer should explain the metre and quality requ irements of the job. The job should be deceased through at a normal pace and then at a indisposeder pace several times while explaining each step. After the steps have been covered, the learner should explain the steps to the trainer while the trainer goes through the job at a slow pace. In the third step, the learner should go through the job several times slowly while explaining each step.Mistakes should be corrected. Then the learner should do the job at a normal pace. This should cross while the learner builds up skill and speed. Once the learner has demonstrated ability to do the job, the work should begin, but the trainer should stay close by. In the final step, the trainer should designate a while away person the learner can impinge on for help. Supervision should be gradually change magnitude but work should still be checked periodically for quality and quantity standards. Any faulty work patterns should be corrected.Finally good work should be complimented and the wor ker encouraged until able to performance standards. 108. call the programmed learning training method and explain the three parts of this form of instruction. (moderate p. 279) Answer Programmed learning is a step-by-step self-learning method using a medium such as a textbook, computer, or the Internet. The three parts of the method include presenting questions, facts, and problems to the learner, allowing the person to respond, and then providing feedback on the accuracy of answers. 109. What is the goal of succession planning?What steps are involved in the process? (moderate p. 286) Answer Succession planning refers to the process through which a company plans for and fills senior-level openings. The typical succession planning process involves several steps. First, send for management needs based on factors like planned expansion. Next, review the firms management skills inventory to assess current talent. Then, create replacement charts that tote up potential candidates and e ach persons development needs. 110. Changing employee attitudes, skills, and behaviors can be difficult.Explain how Lewins Change Process proposes how change should be implemented. (moderate p. 292) Answer To Lewin, all behavior in organizations is a product of two kinds of forces those striving to maintain the side quo and those move for change. Implementing change means either enfeebling the status quo forces or building up the forces for change. Lewins change process consists of three steps 1) unfreezing the forces that seek to maintain the status quo, 2) moving to develop new behaviors and attitudes, and 3) refreezing the organization into its new system to prevent it from revert to its old ways.