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Multiple Choice
3. The methods used to give new or present employees the skills they need to
perform their jobs are called _____.
a. orientation
b. training
c. development
d. appraisal
e. management
(b; easy; p. 270)
4. Employers use a(n) _____ to ensure that employees are working toward
organizational goals.
a. performance management process
b. employee orientation program
c. management by objectives program
d. rewards program
e. just-in-time system
(a; moderate; p. 270)
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6. The first step in a training program is to _____.
a. assess the program’s successes or failures
b. present the program to a small test audience
c. design the program content
d. conduct a needs analysis
e. train the targeted group of employees
(d; moderate; p. 270)
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11. James is currently identifying the specific job performance skills needed,
analyzing the skills of prospective trainees, and developing knowledge and
performance objectives based on the deficiencies he finds. James is working on
the _____ step in the training and development process.
a. first
b. second
c. third
d. fourth
e. fifth
(a; moderate; p. 270)
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15. Which of the following steps will not help employers protect themselves
against charges of negligent training?
a. confirm employee claims of skill and experience
b. provide extensive training
c. evaluate the degree to which training lowers risks associated with job
d. pay employees for time spent in training
e. all of the above will help employers protect themselves
(d; difficult; p. 272)
16. Under which situation below, should an employer pay an employee for
time spent in training?
a. the training program is voluntary
b. the training program is directly related to the trainee’s job
c. the trainee does not perform any productive work during the program
d. the training program is conducted outside working hours
e. the training provides no immediate benefit to the employer
(b; difficult; p. 273)
17. _____ is a detailed study of the job to determine what specific skills the
job requires.
a. Needs analysis
b. Task analysis
c. Performance analysis
d. Training strategy
e. Development planning
(b; easy; p. 273)
18. Employers can supplement the job description and specification with a
_____ that consolidates information regarding required tasks and skills in a
format that is helpful for determining training requirements.
a. performance record form
b. training assessment form
c. task analysis record form
d. skill sheet
e. work function analysis
(c; moderate; p. 273)
19. A task analysis record form contains all of the following information
except
a. task list
b. required skill set
c. quality of performance
d. employee name
e. performance conditions
(d; moderate; p. 273)
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20. Employers can identify training needs for new employees by _____.
a. reviewing job descriptions
b. reviewing performance standards
c. performing the job
d. questioning current job holders
e. all of the above
(e; easy; p. 273)
24. _____ means having a person learn a job by actually doing it.
a. Practice
b. On-the-job training
c. Socialization
d. Social learning
e. Modeling
(b; easy; p. 275)
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25. Which of the following training methods is the most popular?
a. on-the-job training
b. apprenticeship training
c. informal learning
d. job instruction training
e. lectures
(a; moderate; p. 275)
26. On-the-job training can be accomplished through the use of all of the
following techniques except
a. coaching
b. programmed learning
c. understudy
d. job rotation
e. special assignments
(b; moderate; p. 275)
27. Rebekah was hired soon after graduation and assigned to complete a
management trainee program. She will move to various jobs each month for a
nine-month period of time. Her employer is utilizing the _____ form of training.
a. job rotation
b. understudy
c. coaching
d. special assignments
e. informal learning
(a; moderate; p. 275)
28. Jack hopes to be promoted to head of his department next year. In the
meantime, he has been assigned to spend a year as assistant to the current
department head. This is an example of the _____ form of training.
a. job rotation
b. job instruction
c. coaching
d. special assignments
e. informal learning
(c; moderate; p. 275)
29. Which of the following guidelines is intended to “Prepare the Learner” for
success using on-the-job training?
a. explain performance quality requirements
b. go through the job at the normal work pace
c. designate to whom the learner should go for help
d. familiarize the worker with equipment, materials, and tools
e. compliment good work
(d; moderate; p. 276)
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30. Which of the following guidelines is intended to “Present the Operation”
when taking the steps for success using on-the-job training?
a. put the learner at ease
b. have the learner explain the steps as the trainer goes through the
job at a slow pace
c. explain the whole job
d. create interest in the job
e. compliment good work
(b; moderate; p. 276)
31. The “Do a Tryout” step for success when using on-the-job training entails
all of the following except _____.
a. finding out what the learner already knows about this job
b. having the learner go through the job several times while
explaining each step
c. running the job at the normal pace
d. having the learner do the job while gradually building up skill and
speed
e. correcting mistakes as the learner goes through the job
(a; moderate; p. 276)
32. Which of the following is not part of the “Follow Up” step in ensuring
success from on-the-job training?
a. decrease supervision
b. correct faulty work patterns
c. explain quantity 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 operation
b. follow up
c. do a tryout
d. prepare the learner
e. evaluate the program
(d; easy; p. 276)
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34. When low expectations on the trainer’s part translate into poor trainee
performance, this is called the _____.
a. golem effect
b. expectations fallacy
c. what you ask for is what you get effect
d. expectancy risk
e. trainer bias
(a; moderate; p. 275)
36. Which form of on-the-job training usually involves having a learner study
under the tutelage of a master craftsperson?
a. job instruction training
b. understudy training
c. programmed learning
d. apprenticeship training
e. coaching
(d; easy; p. 276)
37. All of the following occupations except _____ use apprenticeship training
to prepare trainees.
a. cook
b. electrician
c. millwright
d. operating engineer
e. teacher
(e; moderate; p. 276)
38. When jobs consist of a logical sequence of steps and are best taught step-
by-step, the appropriate training method to use is _____.
a. job instruction training
b. informal learning
c. 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 _____.
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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)
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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
c. are multilingual
d. both a and b
e. all of the above
(d; moderate; p. 279)
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49. _____ is a method in which trainees learn on actual or simulated
equipment but are trained away from the job.
a. Vestibule training
b. Apprenticeship training
c. Retreat training
d. Cubicle training
e. Job instruction training
(a; moderate; p. 281)
50. Pilots train on flight simulators for safety, learning 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 wrong and then adjusts the instructional sequence to the trainee’s unique
needs.
a. Programmed learning
b. Multi-media training
c. DVD training programs
d. Intelligent tutoring systems
e. Programmed instruction
(d; moderate; p. 281)
52. All of the following are advanced types of computer-based training except
_____.
a. interactive gaming systems
b. intelligent tutoring systems
c. interactive multimedia training
d. virtual reality training
e. all of the above are advanced types of computer-based training
systems
(a; moderate; p. 281)
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54. United Airlines utilizes a checklist of things that pilots should do prior to
take-off and landing. This checklist is an example of a(n) _____.
a. job aid
b. instruction sheet
c. task analysis form
d. work function analysis
e. skill sheet
(a; moderate; p. 282)
55. Travel agents at Apollo Travel Services follow a computer program that
displays question prompts and dialogue boxes with travel policies as the agent
enters information about the consumer’s 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-based training
(b; moderate; p. 282)
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58. The _____ process consists of 1) assessing the company’s strategic needs,
2) appraising the current performance of managers, and 3) developing the
managers.
a. management development
b. management skills inventory
c. succession planning
d. action planning
e. performance support
(a; moderate; p. 285)
61. In a(n) _____, carefully selected teams tackle real world business
programs 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 often impermeable barrier that women face when
trying to move to top management is called the _____.
a. glass ceiling
b. glass wall
c. invisible corner office
d. iron wall
e. Mount Everest
(a; easy; p. 287)
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63. _____ is a special approach to organizational change in which the
employees formulate the change that’s required and implement it.
a. Managerial development
b. Action research
c. Succession planning
d. Organizational development
e. Participative management
(d; moderate; p. 290)
65. The basic aim of _____ is to increase the participant’s insight into his or
her own behavior and the behavior of others by encouraging an open expression
of feelings in a trainer-guided group.
a. sensitivity training
b. action research
c. group therapy
d. diversity training
e. coaching
(a; moderate; p. 295)
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68. Which of the following is not measured to evaluate a training program?
a. organizational productivity
b. participants’ reactions to the program
c. 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 only design
e. factorial design
(b; moderate; p. 299)
True/ False
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determine what the job entails, break the job down into subtasks, and then teach
each subtask to the employee. (F; moderate; p. 273)
78. Performance analysis is a detailed study of a job to determine what
specific skills the job requires. (F; easy; p. 273)
79. The golem effect refers to the occurrence of poor trainee performance
caused by low expectations for success by the trainer. (T; moderate; p. 275)
80. A disadvantage of on-the-job training is its expense. (F; easy; p. 275)
81. The American Society for Training and Development estimates that only
about 20% of what employees learn on the job is learned through informal means
while the rest is learned through formal training programs. (F; moderate; p. 277)
82. Job instruction training is a step-by-step self-learning method which uses a
textbook, computer, or the Internet. (F; moderate; p. 277)
83. Some estimate that 50% of the U.S. population reads below the eighth-
grade level with about 90 million adults considered functionally illiterate. (T;
moderate; p 279)
84. Literacy training is sometimes a part of a diversity training program. (T;
moderate; p. 279)
85. Computer-managed instruction (CMI) is able to provide some of the
primary characteristics of a human tutor. (F; difficult; p. 281)
86. Intelligent computer-assisted instruction (ICAI) is more advanced than
intelligent tutoring systems (ITS) for providing tutoring. (F; difficult; p. 281)
87. Succession planning is a type of management development program. (T;
easy; p. 286)
88. Lewin’s 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’ insight into their own
behavior and the behavior of others by encouraging an open expression of
feelings in a trainer guided t-group. (T; moderate; p. 295)
92. Survey research is a convenient way to unfreeze a company’s 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 productivity. (F;
moderate; p. 295)
94. Survey research is a technostructural OD technique. (F; moderate; p. 295)
95. Human resource management OD applications use action research to
enable employees to analyze and change their firm’s personnel practices such as
performance appraisal and reward systems. (T; easy; p. 295)
96. Integrated strategic management is an OD method of developing and
implementing a strategic change plan. (T; easy; p. 295)
97. A survey of employee attitudes towards the training program is the most
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frequently used assessment method. (F; moderate; p. 296)
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 the outcomes of a
group who receives the training and another group that receives no training, it is
called a time series design. (F; moderate; p. 299)
100. The four categories of training outcomes are reactions, learning, behavior,
and results. (T; easy; p. 299)
102. Training is not useful if the trainee lacks the motivation to benefit from it.
The more meaningful the material, the more motivated an employee should be to
learn. How can a manager make training material more meaningful for
employees? (easy; p. 271)
Answer: There are five suggestions for making training material more
meaningful for employees. First, an overall picture of the training material
that will be presented should be provided at the start of training. Second,
familiar examples should be used. Third, the information should be
logically organized and presented. Fourth, the vocabulary used during
training should be familiar to the trainees. Fifth, many visual aids should
be used.
103. There are several sources of information an employer can use to identify a
current employee’s training needs. List five of these sources of information.
(moderate; p. 273)
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data such as productivity, absenteeism and tardiness, accidents, short-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 center results.
105. There are several types of on-the-job training. Identify and describe three
types. Which one is used most often? Why? (moderate; p. 275)
Answer: The 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
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should explain why the trainee is being taught. The trainer should create
interest in the training by encouraging questions and finding out what the
learner already knows. The job should be explained to the trainee along
with making sure the trainee is familiar with the equipment, materials,
tools, and terminology of the trade. In the second step, the trainer should
explain the quantity and quality requirements of the job. The job should be
gone through at a normal pace and then at a slower pace several times
while explaining each step. After the steps have been covered, the learner
should explain the steps to the trainer while the trainer goes through the
job at a slow pace. In the third step, the learner should go through the job
several times slowly while explaining each step. Mistakes should be
corrected. Then the learner should do the job at a normal pace. This should
continue while the 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
contact person the learner can reach for help. Supervision should be
gradually decreased 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 worker
encouraged until able to performance standards.
108. Describe the programmed learning training method and explain the three
parts of this form of instruction. (moderate; p. 279)
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109. What is the goal of succession planning? What steps are involved in the
process? (moderate; p. 286)
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