I/O Psych Ch. 9 Test Ch. 8 Test
"Perfect practice" is important because it prevents trainees from: A) adopting bad habits. B) learning too much at once. C) becoming lazy during training. D) focusing too much on their performance on a simple task.
A
A topic that is included in organizational psychology is: A) teamwork. B) selection. C) job analysis. D) legal issues in hiring.
A
Harumi attends a training session at which she learns a great deal, and she does well on a post-training test. However, when she attempts to apply her learning to the job, she finds that she cannot do so effectively. In this case, the training demonstrated good results on the _____ criterion and poor results on the _____ criterion. A) learning; behavioral B) reaction; learning C) reaction; results D) behavioral; results
A
In the context of training, which of these examples is a purpose of feedback? A) giving trainees the opportunity to make adjustments in their behaviors B) frustrating trainees so they will increase their efforts C) increasing the validity of the training program D) preventing trainees from setting difficult goals
A
Katy cannot attain her growth needs, so she refocuses her energy on satisfying her relatedness needs. Her situation would be best explained by: A) Alderfer's frustration-regression hypothesis. B) Herzberg's two-factor theory. C) job characteristics theory. D) positive psychology.
A
Shawna has just begun her role as a sales representative. During training, she is often confused because the trainer is discussing concepts she finds unfamiliar. The training may not be helpful because Shawna: A) lacks training readiness. B) has high self-efficacy. C) needs to overlearn the content. D) does not have a strong transfer in training culture.
A
Tanya is studying for a statistics exam. She is more concerned with thoroughly understanding statistical concepts than about the grade that she will receive in the course. Tanya has adopted a: A) learning goal orientation. B) self-efficacy expectation. C) motivational goal orientation. D) performance goal orientation.
A
The education, training, and experiences of individual employees that provide value to an organization is known as: A) human capital. B) demographic analysis. C) organizational socialization. D) overlearning.
A
The extent to which the equipment used in a simulator mimics the equipment used in the real world is known as: A) physical fidelity. B) psychological fidelity. C) criterion fidelity. D) utility.
A
What is the order of Maslow's hierarchy of needs, from bottom to top? A) physiological needs, safety, love, esteem, self-actualization B) physiological needs, love, esteem, safety, self-actualization C) safety, esteem, love, physiological needs, self-actualization D) safety, physiological needs, esteem, love, self-actualization
A
Which of the following needs is included in Maslow's hierarchy? A) esteem B) identification C) growth D) altruism
A
Which of these comprises all activities that are developed and coordinated to support trainees' learning processes? A) instructional design B) distributed training C) transfer of training D) knowledge of results
A
Which of these is a component of work motivation? A) directing effort B) limiting effort C) controlling effort D) decreasing effort
A
Which of these is a way in which goal-setting changes behavior? A) Goals help people direct their attention. B) Goals help people decide if they are being paid fairly. C) Goals help people evaluating their inputs and outcomes. D) Goals help people compare themselves with others.
A
Which of these needs analyses involve subject matter experts (SMEs) who are familiar with a job to respond to a series of items in a checklist format? A) task analysis B) demographic analysis C) organizational analysis D) worker analysis
A
Which scenario is the BEST example of the overjustification effect? A) Regan used to like painting pictures. However, once she started getting paid for painting, she refused to paint unless she was paid to do so. B) Warren does not work very hard, so he claims his poor performance because his job is very difficult. C) Melinda feels that she is overpaid for her work. As a result, she works much harder and for longer hours than she would if she were paid less. D) Julian spends a great deal of time procrastinating so that he has to rush to finish his work. This way, when his work is poor quality, he can blame it on the rushing rather than on his abilities.
A
Which statement BEST describes the finding of Stajkovic and Luthan's (1997) meta-analysis on organizational behavior management (OBM)? A) Companies that used OBM experienced significant performance improvements. B) Companies that used OBM found that subjective performance increased, while objective performance decreased. C) Approximately 50% of companies found that OBM damaged performance. D) OBM appears to have no meaningful effect on performance.
A
Work motivation is a force that drives people to behave in a way that energizes, _____, and sustains work behaviors. A) directs B) devotes C) limits D) decreases
A
Yang has given up trying to achieve an A in her psychology course because she believes that it is now impossible to earn that grade. According to control theory, Yang's belief represents: A) disengagement. B) performance goal orientation. C) equity sensitivity. D) benevolence.
A
According to self-determination theory, in order to be motivated, employees need to feel as though they are successful in their work. This feeling is known as: A) self-esteem B) competence C) autonomy D) expectancy
B
According to the textbook, both positive and negative feedback can be valuable when they are delivered: A) rarely. B) in a sensitive and clear manner. C) long after the behavior occurred. D) during performance of the behavior.
B
According to two-factor theory, "recognition" is an example of a(n) _____, and "supervision" is an example of a(n) _____. A) hygiene; motivator B) motivator; hygiene C) esteem need; relatedness need D) existence need; growth need
B
An individual who is incapable of being taught something because he or she does not have the necessary knowledge, ability, or experience to allow them to learn it is said to lack: A) transfer. B) readiness. C) knowledge of results. D) fidelity.
B
Bandura refers to the attention that individuals devote to feedback processes and to understanding their own performance and effort as: A) self-observation. B) self-evaluation. C) self-esteem. D) self-understanding.
B
Bandura's concept of self-efficacy refers to: A) how good an individual feels about himself or herself as a person. B) whether an individual feels he or she can successfully accomplish a task. C) whether an individual is focused on performance rather than learning. D) whether an individual is motivated by extrinsic rewards rather than intrinsic rewards.
B
Brenda delivers an eight-hour training program in customer service to a group of new employees. The training program includes no breaks and is the only training the new employees will receive. Brenda has implemented a training practice referred to as: A) intensive practice. B) massed practice. C) distributed practice. D) continuous learning.
B
Carlos believes that there is a strong relationship between studying for many hours and receiving an A on his next exam. According to expectancy theory, Carlo's belief reflects: A) valence. B) expectancy. C) regulation. D) instrumentality.
B
Ellen is required to attend a class presented on the Internet once a week as part of her job. One benefit of this type of training is that: A) this method will allow Ellen to engage in greater levels of critical thinking. B) Ellen will assume greater responsibility for her personal success in the training. C) a great deal of empirical research supports the effectiveness of this training method. D) it is well-suited for improving interpersonal skills.
B
Forces that organize perceptions, beliefs, cognitions, and actions, and then give rise to behaviors that reduce these forces and bring about a steady state, are known as: A) traits. B) needs. C) expectancies. D) beliefs.
B
In general, research shows that _____ practice is best for short- and long-term retention of skills. A) massed B) distributed C) perfect D) divided
B
The Caterpillar Training Institute and McDonald's Hamburger University are examples of: A) business simulators. B) corporate universities. C) management games. D) coaching schools.
B
_____ is the systematic study of dispositional and situational variables that influence the behaviors and experiences of individuals and groups at work. A) Management by objectives B) Organizational psychology C) Industrial psychology D) Human factors
B
_____ theories suggest that motivation is linked to the manner in which individuals monitor their own behaviors and adjust those behaviors in the pursuit of goals. A) Self-determination B) Self-regulation C) Cognitive choice D) Need
B
A nuclear reactor simulator used in training is said to have good physical fidelity. This means that: A) trainees are required to demonstrate a high level of physical skill in the simulator. B) the simulator was inexpensive to construct. C) the simulator mimics a real nuclear reactor. D) there are no physical hazards associated with training in the simulator.
C
Who is responsible for the motivation theory that proposes that the determinants of job satisfaction are not the same as those that determine job dissatisfaction? A) Victor Vroom B) Albert Bandura C) Frederick Herzberg D) J. Stacy Adams
C
"Learning how to learn" is a process known as: A) meta-learning. B) active learning. C) overlearning. D) continuous learning.
D
A study conducted by Bruppacher and colleagues (2010) examined whether a simulation or an interactive seminar did a better job of preparing anesthesia interns. The results of the study indicated that: A) the simulation and the seminar were equally ineffective. B) the seminar was ineffective, and the simulation was effective. C) neither approach was effective. D) although both approaches were effective, the simulation was superior.
D
According to Bandura, which of these is a component of self-regulation? A) self-mitigation B) self-evaluation C) self-construal D) self-esteem
D
Melania is not interested in fulfilling higher order needs. She wants to go to her job, do the same thing every day, and go home and not think about her work. She has no desire to learn or get promoted. In this case, Hackman and Oldham might suggest Melania has low: A) positive psychology B) self-transcendence C) cognitive evaluation D) growth need strength
D
Monica knows that if she performs well on her next project, she will receive a pay raise. Unfortunately, Monica is not interested in a pay raise; she would rather have more vacation time to spend with her family. According to expectancy theory, Monica has a low level of: A) expectancy. B) instrumentality. C) equity sensitivity. D) valence.
D
One criticism of using business games as a training tool is that trainees: A) do not perceive the games as relevant. B) do not perceive the games as realistic. C) do not perceive the games as interesting to participate in, so they often do not learn the intended objectives. D) become so interested in competition that they lose sight of the principles the games were designed to teach.
D
Peer and supervisory support for the transfer of training define the: A.) training climate B.) human capital culture C.) readiness culture D.) transfer climate
D
_____ analysis determines where the training needs are in a particular company; _____ analysis determines what behaviors need to be improved. A) Locale; behavioral B) Organizational; person C) Positional; behavioral D) Organizational; task
D
_____ is a force that drives people to behave in a way that energizes, directs, and sustains their work behavior. A) Job enrichment B) Valence C) Instrumentality D) Work motivation
D
Organizational analysis, task analysis, and person analysis are all examples of: A) training needs analysis. B) instructional design. C) training transfer. D) training delivery.
A
Which of these training techniques is MOST widely used by organizations? A) distance learning B) on-the-job training C) coaching D) e-learning
B
According to equity theory, which of the following is an input? A) benefits B) feelings of satisfaction C) education level D) salary
C
Which of these is a step involved in programmed instruction? A) The most complex tasks are taught first, and the most simple are taught last. B) Testing is conducted at the very end of the entire training program. C) Presentation of material is broken down into small elements. D) Learners develop specific timelines for element completion.
C
Belinda is a new employee who attends a training seminar that teaches her about the history of her organization and its policies and gives her a tour of the facility. This type of training is known as: A) on-the-job training. B) coaching. C) behavioral modeling. D) organizational socialization.
D
Casey is conducting an organizational analysis for BMH Corp. She finds that the company's long-term goal of being ranked as number one in pet food sales is not being reached. Casey's organizational analysis should also consider: A) performance appraisal data. B) liquid capital reports. C) job matrix data. D) the culture of training and development in the organization.
D
In Kirkpatrick's (1976) taxonomy of training criteria, the _____ criteria traditionally involves a trainee's attitudinal response to a training program. A) learning B) behavioral C) results D) reaction
D
Which statement BEST summarizes the empirical research on equity theory? A) Research clearly demonstrates that if people feel underrewarded, they will increase their efforts. B) Empirical support is mixed; people are more likely to attempt to change their ratios if they are underrewarded than if they are overrewarded. C) Empirical support is mixed; people are more likely to attempt to change their ratios if they are overrewarded than if they are underrewarded. D) Because the premises are difficult to test, very little research has been done on equity theory.
B
Which statement BEST summarizes the empirical support for Alderfer's ERG theory? A) Research indicates that the different stages cannot occur simultaneously. B) Most research was conducted by Alderfer himself and has mixed support. C) More research has been done on Maslow's theory than on Alderfer's theory. D) To date, there has not been any empirical research conducted on Alderfer's theory.
B
With respect to goal-setting theory, which of these statements is true? A) People perform best when their goals are specific and difficult. B) People perform best when they are able to choose their own goals. C) People perform best when they do not feel committed to their goals. D) People perform best when they do not receive feedback on their performance.
B
_____ is a context in which employees have the flexibility to customize or modify their own jobs. A) Job creation B) Job crafting C) Job flex D) Job plasticity
B
_____ is an employee development-based approach to training that has its foundation in social learning theory. A) Identical elements B) Behavior modeling C) Coaching D) Business simulation
B
_____ is based on the premise that people's behaviors result from conscious choices among alternatives, and that these alternatives are evaluated with respect to valence, among other things. A) Equity theory B) Expectancy theory C) Self-determination theory D) Cognitive evaluation theory
B
A dummy used to help surgeons learn how to insert a pacemaker has high psychological fidelity. This means that: A) the dummy looks like a real human, to make the training more realistic. B) the dummy is dissimilar from a real human because the surgeons do not need to be nervous about killing the dummy. C) the behaviors the surgeons need to execute to successfully insert the pacemaker are similar to what they would do for a human patient. D) the procedure for inserting the pacemaker is not very similar to how it would be done on an ac
C
A topic included in organizational psychology is: A) selection. B) performance appraisal. C) leadership. D) job performance.
C
According to Maslow's hierarchy of needs, which of these needs takes precedence over all other needs? A) making friends B) gaining respect from colleagues C) drinking water to reduce thirst D) fulfilling one's purpose in one's life
C
According to equity theory, people compare their ratio of inputs and outcomes to: A) the outputs that they believe they should earn. B) the inputs they believe are valuable. C) the ratio of inputs and outputs of their peers. D) the ratio of inputs and outputs of CEOs.
C
According to self-determination theory, in order to be motivated, employees need to feel that they have personal control over their actions. This feeling is known as: A) relatedness B) competence C) autonomy D) valence
C
A consulting firm provides a training module that incorporates videos that trainees can rewatch or pause when they need to. This is known as a _____ format. A) multimedia B) simulation C) lecture D) on-the-job training
A
A manager has observed sexual harassment in her team. Several of the men on the team believe that making sexual jokes does not constitute sexual harassment. According to research, she should implement sexual harassment training that employs: A) behavior modeling. B) ADEPT. C) coaching. D) programmed instruction.
A
According to Hackman and Oldham (1980), which of these is a core job dimension? A) autonomy B) experienced responsibility C) contextual performance D) self-actualization
A
According to Kirkpatrick's (1976) taxonomy of training criteria, _____ criteria are the training criteria MOST closely linked to transfer of training. A) behavioral B) affective reaction C) utility reaction D) cognitive
A
According to goal-setting theory, motivation is enhanced when employees accept and are committed to specific, difficult goals as well as when they: A) are given feedback regarding progress toward those goals. B) are rewarded for reaching those goals. C) can see the effort-to-performance link. D) can see the performance-to-outcome link.
A
According to the two-factor theory, which of the following is an example of a motivator? A) recognition B) salary C) working conditions D) supervision
A
According to the two-factor theory, which of these is an example of a motivator? A) responsibility B) salary C) working conditions D) supervision
A
Adan has set a standard for himself to "be productive" at work. According to control theory, how will Adan gauge whether or not he has met this standard? A) He might look at a checklist to see which tasks he has successfully completed. B) He might consider whether he felt he had control over his tasks, and, if he did not, he will not feel badly about missing some tasks. C) He will ask his supervisor for a raise. D) He will not be concerned about whether he has met his standard, and thus will not take the time to gauge his success.
A
An individual's interest in, and concern with, fairness-related activities in a workplace is referred to as: A) organizational justice. B) equity sensitivity. C) self-regulation. D) cognitive dissonance.
A
Brad, a retail store manager, notices that one of his employees, Eric, is sleeping in the break room during his shift. Brad needs to give Eric feedback that this conduct is not allowed. You advise Brad that the feedback would be best delivered to Eric: A) as soon as possible after Eric's behavior was observed. B) at the beginning of Eric's next shift. C) during Eric's performance appraisal meeting next week. D) during Eric's year-end review meeting next month.
A
Carlos is an HR manager in a manufacturing plant who wants to motivate his employees. He uses job characteristics theory to guide his efforts. One step Carlos will take is: A) helping employees see how their efforts produce a final product that satisfied customers. B) decreasing the autonomy employees have over their work. C) giving all employees a raise. D) setting difficult, specific goals for his employees.
A
Coaching serves which of these functions in an organization? A) guidance B) implication C) mobilization D) extrication
A
Duke knows that good performance is rewarded with extra vacation time, and Duke really values having that vacation time so he can travel. In expectancy theory, Duke's expectation that he will be satisfied by having time off is known as: A) valence. B) expectancy. C) instrumentality. D) inputs.
A
Equity theory and expectancy theory are categorized as _____ theories of motivation. A) cognitive choice B) self-regulation C) need-motive-value D) hygiene
A
Erika is very bothered when she feels that she has been underrewarded for her work. According to recent research on equity sensitivity, Erika is MOST likely a(n): A) entitled. B) benevolent. C) expectancy. D) equity-sensitive.
A
Grant is delivering a training program to cell phone repair technicians. He divides the training into four week-long segments delivered across eight weeks, with one week of rest after each segment. The type of training practice that Grant is implementing is known as: A) distributed practice. B) disparate practice. C) massed practice. D) perfect practice.
A
Larry wants to use organizational behavior management to help motivate his employees. What is the first step he should take? A) identify what behaviors need to be changed B) measure the behaviors he wants to change in order to get a baseline C) evaluate the success of the intervention by comparing current behaviors to a baseline D) examine the links between the targeted behaviors and current rewards and punishments
A
Leigh, a manager, provides her subordinates with advice and information about their current performance and discusses ideas and goals for performance improvement. Leigh is engaged in: A) coaching.B) socializing. C) modeling. D) conspiring.
A
Maslow's physiological and safety needs correspond to Alderfer's _____ needs. A) existence B) rational C) growth D) relatedness
A
Nathan, a college student, diligently attends every class and studies hard for every exam as he is motivated by the need to fulfill his potential. According to Maslow, Nathan has reached the level of the needs hierarchy known as: A) self-actualization. B) self-transcendence. C) growth. D) esteem.
A
New research examining equity sensitivity suggests that _____ are fairly tolerant of underreward inequity, whereas _____ are fairly tolerant of overreward inequity. A) benevolents; entitleds B) entitleds; benevolents C) grandees; proles D) proles; grandees
A
Nilsu is attempting to train a new administrative assistant on using a word processing program. Since the program is fairly complex and has many independent components (e.g., creating mail merge documents is very different from formatting a letterhead), she should: A) teach the assistant bits and pieces of the program. B) teach the assistant the whole program at once. C) teach the assistant the most difficult tasks first. D) not provide any formal training for the assistant.
A
Oishi is learning to drive a car. Because she will ultimately need to perform many different tasks at once, it is best for her to learn: A) all the tasks at once. B) one task at a time. C) over the course of an entire month. D) through the use of a lecture course.
A
Oliver is an auto mechanic who was recently retrained on how to change a transmission. Since the training, it appears, however, that Oliver's performance has become worse, and he is making more mistakes. This outcome is an example of: A) negative transfer. B) negative fidelity. C) positive transfer. D) overlearning.
A
One reason why computer-assisted instruction has great potential for training is that: A) fast learners can progress quickly, while slower learners can receive more instruction and more examples. B) the reliability and validity of test questions is typically much higher than in traditional training assessments. C) learners are more likely to use effective learning strategies because they design their own training. D) there is a great deal of research on the subject that indicates it is superior to most other types of training.
A
Paul is an HR manager who wants to motivate his employees using the job characteristics theory to guide his efforts. One step Paul should take is to: A) redesign jobs to be high on skill, variety, and autonomy. B) help employees reduce their inputs and increase their outcomes. C) improve employees' salaries and working conditions. D) set difficult, specific goals for his employees.
A
Research demonstrates that effective trainers establish specific objectives, have a solid understanding of how people learn, and: A) tailor the style of instruction to fit the trainee. B) have trainees hold questions until the end of training. C) use a rigid training design. D) criticize trainees when they don't do well.
A
Which of these is one of the steps involved in the behavioral approach to human resources management? A) targeting behaviors that need to be changed B) examining the links between job descriptions and job specifications C) assessing employees' feelings of justice D) developing an action plan to describe how managers will achieve their goals
A
_____ refer to a new workplace approach in which employees can negotiate with their supervisors about their job conditions and arrangements. A) Idiosyncratic deals B) Favor trees C) Ideographic deals D) Independence deals
A
According to goal-setting theory, people will perform best when: A) they do not have any goals. B) they are assigned specific and difficult goals. C) they are assigned general and difficult goals. D) they are assigned specific and easy goals.
B
According to self-determination theory, employees need to feel a sense of belonging and connectedness to other individuals or groups. This sense is known as: A) esteem. B) relatedness. C) autonomy. D) expectancy.
B
Greta is not at all bothered when she has been underrewarded for her work. According to recent research on equity sensitivity, Greta is MOST likely a(n): A) entitled. B) benevolent. C) expectancy. D) equity-impervious.
B
Hazel is a new server in a restaurant. She is learning her role by watching another server perform his duties, and by asking him questions if she doesn't understand what he is doing. This is an example of: A) training via interview. B) on-the-job training. C) practical training. D) self-directed training.
B
In organizational behavior management (OBM), the approach that focuses on the antecedents of behaviors, the behaviors themselves, and the consequences of the behaviors is referred to as: A) management by objectives. B) applied behavior analysis. C) job enrichment. D) job autonomy.
B
In their self-determination theory, Ryan and Deci (2000) suggested that to foster high levels of well-being and motivation, people's needs for competence, _____, and autonomy need to be met. A) hygiene B) relatedness C) valence D) expectancy
B
Interactional justice can be divided into two subtypes: interpersonal justice and: A) intellectual justice. B) informational justice C) individual justice. D) collective justice.
B
James is an administrative assistant whose main job is to answer phones and book appointments. However, he is also talented in programming, and modifies his job so that he can also update the company website because he finds that work engaging. James is engaging in: A) job modeling. B) job crafting. C) job flex. D) job plasticity.
B
Kia has received a poor grade in a class. When she visits her professor to discuss it, he explains in detail how her grade was decided, but he is very rude towards Kia. Kia likely experiences high _____ justice and low _____ justice. A) distributive; procedural B) informational; interactional C) distributive; informational D) interactional; informational
B
Monroe is a college professor who feels that she is well-regarded and respected by her students and her peers. According to Maslow, Monroe has reached the level of the needs hierarchy known as: A) safety. B) esteem. C) love. D) self-transcendence.
B
Negative feedback A) is rarely useful. B) can be valuable when delivered in a sensitive and clear manner. C) will always upset employees. D) is useful only when provided along with positive feedback.
B
Negative transfer is said to have occurred when: A) a trainee dislikes the training sessions. B) a trainee's performance declines after training. C) a trainee makes mistakes during training. D) a trainee has difficulty finding opportunities to use his or her training.
B
One clear advantage of using distance learning to train employees and students is that: A) the content is typically better developed than in traditional training programs. B) it tends to be cheaper to deliver training content in this way. C) these programs are quite popular and tend to lead to higher enrollment. D) participants are much more likely to pass a course presented in this way.
B
One potential problem with self-directed training is that: A) many learners dislike it, and they become unmotivated. B) some learners use poor learning strategies, which makes this technique less useful. C) most learners find it unrealistic, which makes it difficult to transfer training. D) some learners miss the trainer-trainee interaction and are less sa
B
One reason that training is important to organizations is that such programs can lead to: A) an increase in the cognitive ability of the workforce. B) increased organizational commitment. C) an increase in the situational specificity of the training programs. D) an increase in counterproductive behavior.
B
People's perceptions and beliefs about the fairness of their treatment at work affect their motivation, attitudes, and behaviors; this is the underlying idea behind the: A) ERG theory. B) equity theory. C) expectancy theory. D) social cognitive theory.
B
Providing an overview, giving relevant examples, and proceeding in a logical order can help increase the _____ of material during training. A) acceptability B) meaningfulness C) distributionD) overlearning
B
Research has demonstrated that effective trainers establish specific objectives, tailor the style of instructions to fit the learner, and: A) use massed practice. B) have a solid understanding of how people learn. C) avoid active learning techniques. D) criticize trainees when they don't do well.
B
Research has shown that one helpful step toward stopping sexual harassment is to: A) publicly shame individuals who engage in sexual harassment. B) create a climate of awareness and opposition to sexual harassment. C) keep men and women separate in the workplace whenever possible. D) conduct online sexual harassment training for men every year.
B
Research on e-learning by Orvis and colleagues (2009) has found that when learners are given control over things like play/pause buttons, pop-up key points, and links: A) they were less likely to pay attention to the training and less likely to learn the content. B) they were more likely to pay attention to the training and were more satisfied with the training. C) they were more likely to pay attention but tended to learn less of the content. D) they were less likely to pay attention to the training but were more satisfied with the training.
B
Ted wants to implement a training program to improve the interpersonal skills of the front desk employees of his hotel. He believes that most social behavior is learned through observation. The MOST appropriate training approach for Ted to use is: A) coaching. B) behavior modeling. C) lecturing. D) audiovisual techniques.
B
The extent to which the behavioral processes needed for success on a job are also necessary for success on a training simulation is known as: A) physical fidelity. B) psychological fidelity. C) criterion fidelity. D) utility.
B
The study of human attributes, including well-being, optimism, creativity, and spirituality, is known as: A) industrial psychology. B) positive psychology. C) holistic psychology. D) organizational behavior management.
B
When Corinna was in school, she learned to save her work after every page just in case her computer crashed. Now she automatically saves her work after every page—she doesn't even notice she's doing it. This is an example of: A) job-relevant practice. B) overlearning. C) massed practice. D) divided practice.
B
When LaShandra returns from training, her boss compliments her on her new skills and encourages her to keep practicing them and thus get even better. In this case, LaShandra's organization has: A) a low training climate. B) a strong transfer climate. C) a low overlearning climate. D) a high maintenance climate.
B
When Larinda returned from training, her manager did ask how her training went but gave her a very heavy workload. We can argue that Larinda's job has: A) a poor training climate. B) a poor transfer climate. C) a strong overlearning climate. D) a low maintenance climate.
B
Which of these is a primary objective of diversity training? A) increasing the capabilities of groups who historically have encountered discrimination B) increasing awareness of diversity issues C) increasing biases and stereotypes towards majority groups D) reducing diversity within an organization
B
Which of these recommendations is supported by the job characteristics model? A) Job tasks should be simple and repetitive. B) Employees should understand how their efforts lead to meaningful outcomes. C) Employees with high levels of growth need strength should not be allowed to assume personal responsibility for their work. D) Supervisors should avoid giving regular constructive feedback to employees.
B
According to the textbook, which of these is the BEST example of training? A) While chatting over coffee, Juanita lets Tracy know that in order to get ahead in the workplace, she should try to play golf with her supervisor. B) Calvin gives his employee low ratings on a performance appraisal and asks that employee to meet with him to set some goals for the next performance appraisal. C) Lester watches a presentation that tells him more about his company's products so that he can sell them more effectively. D) Anya quizzes her employees to learn what facts about the company's products they tend to misunderstand.
C
Alejandro is interested in determining who needs to be trained. He should conduct a(n) _____ analysis. A) organizational B) positional C) person D) task
C
Angie perceives inequity because when she compares her input/outcome ratio to that of Sally's, the ratios are not equal. Angie frequently volunteers to work many more hours than Sally, but she receives smaller bonuses compared to what Sally receives. According to equity theory, one way Angie can reduce her perceived inequity is to: A) increase the value she places on outcomes such as bonuses. B) increase her commitment to achieve a $1,000 bonus. C) stop volunteering to work extra hours. D) devote more time to conducting a self-evaluation.
C
Approximately _____ of Fortune 500 companies have some type of formal training program. A) 20% B) 50% C) 90% D) 100%
C
Denise wants to make the material in her training program for retail sales clerks more meaningful for her trainees. One element she could incorporate into her training is to: A) give trainees plenty of breaks throughout the program. B) convey that the material should be overlearned. C) present an overview of the material at the outset. D) provide numerous non-job-relevant examples.
C
Ella has learned that she will not be getting a bonus this year. She is particularly upset about this because her supervisor has not explained why she won't be getting the bonus and was rude to her when he told her the news. Ella is likely upset because of the low level of: A) distributive justice. B) procedural justice. C) interactional justice. D) individual justice.
C
Even if an organization has an extremely effective selection system, it may still need to conduct some training because: A) many applicants misrepresent their skills when they apply for a job. B) most selection systems still do a relatively poor job of identifying competent applicants. C) most applicants will not know aspects of jobs that are specific to a particular organization. D) it is legally required in the United States.
C
In job characteristics theory, core job dimensions directly influence: A) growth need strength. B) personal and work outcomes .C) critical psychological states. D) internal motivation.
C
In organizational behavior management (OBM), the name of the ABC model of applied behavior analysis stands for: A) activities, bases, costs B) attention, behavior, cognition C) antecedent, behavior, consequence D) anticipate, believe, control.
C
In the augmented framework of training criteria, trainees' feelings about the training program are categorized as: A) learning. B) behavioral criteria. C) affective reactions. D) utility reactions.
C
In their self-determination theory, Ryan and Deci (2000) suggested that to foster high levels of well-being and motivation, people's needs for _____, relatedness, and autonomy need to be met. A) instrumentality B) safety C) competence D) expectancy
C
In their self-determination theory, Ryan and Deci (2000) suggested that to foster high levels of well-being and motivation, people's needs for competence, relatedness, and _____ need to be met. A) self-esteem B) safety C) autonomy D) expectancy
C
Jackson attends a training session that he enjoys tremendously. However, when he takes a knowledge test after the training, it is clear that he has not gained any new knowledge on the training content. In this example, the training demonstrated good results on the _____ criterion, and poor results on the _____ criterion. A) learning; results B) reaction; results C) reaction; learning D) behavioral; reaction
C
Janice is interested in determining what goals are not being reached in her company. She should conduct a(n) _____ analysis. A) person B) taskC) organizational D) demographic
C
Juan, a long-distance runner, perceives his ability to complete a marathon to be quite good. According to Bandura, Juan's perceptions reflect his: A) self-esteem. B) self-acknowledgement. C) self-efficacy expectations. D) valence.
C
Lucy needs to train an employee on tasks that are highly organized, coherent, and interdependent. According to learning theorists, Lucy should train the employee on: A) each separate task until it is fully mastered. B) the simplest task first. C) the overall task at one time. D) the most difficult tasks first.
C
According to Hackman and Oldham (1980), which of these represents the extent to which individuals value fulfilling their higher-order needs? A) self-actualization B) self-transcendence C) cognitive evaluation D) growth need strength
D
According to equity theory, which of the following is an outcome? A) abilities B) efforts C) education level D) feelings of satisfaction
D
According to the two-factor theory, which of the following is an example of a hygienes factor? A) recognition B) interesting work C) advancement opportunities D) supervision
D
According to the two-factor theory, which of these is an example of a hygienes factor? A) recognition B) interesting work C) advancement opportunities D) working conditions
D
Alex needs to train 100 museum tour guides on facts related to the American Civil War. She is looking for a very economical training method and would like to train all the tour guides at the same time. The training approach Alex should use is: A) work simulation. B) distance learning. C) behavior modeling. D) lecturing.
D
Alicia does not believe it is fair that she must work in her job for two years before she will be considered for promotion. Alicia's feelings of unfairness in this situation fall under the category of: A) informational justice. B) distributive justice. C) interactional justice. D) procedural justice.
D
Anna is training sales representatives on how to use a new promotional pamphlet. She finds that the representatives are not very motivated to learn. One strategy Anna can use to increase their motivation is to: A) give trainees continued practice on using the pamphlet even after they have mastered its use. B) report the trainees' low motivation to their supervisors. C) require trainees to use massed practice. D) show trainees how effectively using the pamphlet will lead to increased sales.
D
Chelsea is teaching a new chef how to cook a hamburger. Which of these is the BEST example of active learning? A) Chelsea tells the chef how to cook the burger. B) Chelsea has the chef read a book about how to cook a burger. C) Chelsea demonstrates how to cook a burger. D) Chelsea has the new chef practice cooking a burger, and she then answers any questions he has on the cooking method.
D
Considering the possibility of a backlash from some employees regarding mandatory diversity training, an HR manager may want to consider an alternative approach, such as: A) Demographic; behavioral B) Organizational; demographic C) Positional; behavioral D) Person; task
D
Eliseo, who is taking a biology course, is not particularly interested in learning and developing as a researcher. What he is focused on is earning an A in the course. Eliseo has adopted a: A) learning goal orientation. B) efficacy goal orientation. C) social cognitive orientation. D) performance goal orientation.
D
Emmy has received a poor grade in a class. When she visits her professor to discuss it, the professor is very polite and kind, but doesn't really explain how Emmy earned her grade. Emmy likely experiences high _____ justice and low _____ justice. A) distributive; procedural B) informational; interactional C) distributive; informational D) interactional; informational
D
Even if an organization has an extremely effective selection system, it may still need to conduct some training because: A) most organizations have requirements they deliberately don't list in job descriptions. B) most job analyses do a poor job of identifying key components of a position. C) training is required if an organization wants to sell stock. D) advancements in technology may require employees to learn new skills.
D
In the augmented framework of training criteria, trainees' beliefs about the transferability of the training program are categorized as: A) learning. B) behavioral criteria. C) affective reactions. D) utility reactions.
D
Jacki trains lifeguards on how to perform CPR. Although the lifeguards appear to have mastered the procedure, Jacki continues to have them practice CPR once a week so that it becomes second nature to them. Jacki is encouraging the process of: A) massed practice. B) distributed practice. C) job-relevant practice. D) overlearning.
D
Job enrichment relies heavily on which motivational theory? A) expectancy theory B) equity theory C) goal-setting theory D) job characteristics theory
D
Juan is using a multimedia presentation as the basis for his training program. One appealing factor of this approach is that: A) multimedia presentations have physical fidelity. B) organizational socialization will likely increase. C) psychological fidelity will be maximized. D) Juan has the flexibility to pause and repeat segments of the training if needed.
D
Maslow's love needs correspond to Alderfer's _____ needs. A) existence B) rational C) growth D) relatedness
D
Performance appraisal data, employee self-nominations, and diagnostic testing can contribute to a _____ analysis, which can be used to identify those employees who need training. A) demographic B) job C) human capital D) person
D
Pilar perceives inequity because when she compares her input/outcome ratio to that of Blake's, the ratios are not equal. Pilar produces excellent work but does not receive the pay that Blake receives. According to equity theory, one way Pilar can reduce her perceived inequity is to: A) improve the quality of her work. B) increase her inputs by obtaining more education. C) increase the value she places on outcomes, such as pay. D) alter her perceptions about her ratio by comparing herself to a coworker who earns a lower salary.
D
Ramona is interested in determining what behaviors and duties her employees need to improve. She should conduct a(n) _____ analysis. A) person B) demographic C) organizational D) task
D
Research by Gully and colleagues (2002) has indicated that making mistakes during training: A) is a good predictor to identify those trainees that will ultimately fail training. B) is often helpful in building self-efficacy, particularly for trainees high in conscientiousness. C) is distracting and traumatizing to trainees. D) can help trainees learn the material at a deeper level.
D
Research by Smither and colleagues (2003) suggests that, compared to managers who received no coaching, managers who were coached: A) were more likely to be promoted within a year. B) were less likely to provide feedback to their subordinates. C) were less likely to set goals for their subordinates. D) were rated more favorably by their subordinates.
D
Research has demonstrated that effective trainers tailor the style of the instruction to fit the trainee, have a solid understanding of how people learn, and: A) withhold feedback until training has been completed. B) have trainees hold questions until the end of training. C) use massed practice. D) establish specific learning objectives.
D
The final step of programmed instruction involves: A) administering an assessment to determine if trainees have mastered the material. B) arranging job elements from the simplest to the most complex. C) presenting material broken down into small elements. D) providing trainees with immediate feedback on their performance.
D
The formal procedures that a company utilizes to facilitate learning so that the resultant behavior contributes to the attainment of company goals and objectives are referred to as: A) psychological fidelity. B) performance appraisal. C) job analysis. D) training.
D
Wally tries to give his trainees realistic and relevant examples of situations they may encounter on their jobs. By doing this, Wally is increasing the _____ of the material. A) acceptability B) mass C) distribution D) meaningfulness
D
Which of these are the general categories of learning? A) task, person, and organizational B) emotional, physical, and cognitive C) on-the-job, off-the-job, and self-directed D) cognitive, psychomotor, and social
D
Which of these is a type of training needs analysis? A) CWB analysis B) job analysis C) matrix analysis D) demographic analysis
D
Which of these social cognitive motivational theories is based on the existence of a negative feedback loop that results from comparing performance feedback with a goal? A) job characteristics theory B) goal-setting theory C) expectancy theory D) control theory
D
Zora works in an organization in which a fair number of employees are older adults who have limited experience with new technology. As she needs to understand how and in what areas this group might need training, she should conduct a(n) _____ analysis.A) political B) taskC) organizational D) demographic
D
Ludwig and Geller (1997, 2000) conducted a study examining goal setting and safety behaviors of pizza delivery drivers. Which statement BEST describes their findings? A) The drivers exhibited safer behaviors only if they helped to set their own goal. B) The drivers exhibited safer behaviors only if they were assigned a goal. C) Drivers who were either assigned a goal or set one themselves were safer than drivers who did not set goals. D) All drivers immediately improved their safety behaviors at the beginning of training, but they immediately stopped engaging in safety behaviors when they believed the researchers weren't observing them.
C
Mariela believes that if she gets a favorable performance review, she will be more likely to get higher pay. According to expectancy theory, Mariela's belief reflects: A) valence. B) expectancy. C) instrumentality. D) inputs.
C
Maslow's esteem and self-actualization needs correspond to Alderfer's _____ needs. A) existence B) rational C) growth D) relatedness
C
Nick is determining what training older employees need in cutting-edge computer technology. Nick is likely conducting a: A) diversity assessment. B) skills analysis. C) demographic analysis. D) matrix analysis.
C
One main difference between Maslow's hierarchy and Alderfer's ERG theory is that: A) there is strong empirical support for Maslow's hierarchy but not for Alderfer's ERG theory. B) Maslow's hierarchy of needs can operate simultaneously rather than sequentially as the ERG need categories do. C) ERG need categories can operate simultaneously rather than sequentially as Maslow's hierarchy do. D) Alderfer's work was mostly based on clinical observations, whereas Maslow conducted only empirical studies.
C
One way to increase training motivation is to: A) ensure that trainees set their own goals. B) ask trainees to take turns leading the training session. C) help trainees understand how the training will benefit them. D) use a lecture-based format.
C
One way we can ensure that employees will be able to transfer their new skills to a novel situation is to: A) have high standards in training. B) participate in a "train the trainer" program. C) practice their desired behaviors in different contexts. D) allow participants to set their own goals in training.
C
Organizational justice involves three types of justice: distributive justice, procedural justice, and: A) attributional justice. B) relational justice. C) interactional justice. D) ideal justice.
C
Research has found that providing external reinforcement reduces intrinsic motivation. This phenomenon is known as the: A) no free lunch effect. B) Lake Wobegon effect. C) overjustification effect. D) growth needs strength effect.
C
Research on the Big Five personality variables has indicated that participants high in _____ learn faster in training. A) agreeableness and extroversion B) conscientiousness and extroversion C) emotional stability and openness D) agreeableness and openness
C
Reyna knows that if she puts in longer hours, her performance on her project will improve. However, she feels her boss dislikes her, so even if she improves her performance, she believes she will not receive a raise (which she would really like). According to expectancy theory, Reyna has high _____ and low _____. A) instrumentality; valence B) valence; expectancy C) expectancy; instrumentality D) expectancy; valence
C
Sahu has set a goal to have her assigned textbook chapters read by Thursday of each week. She realizes that she is much more likely to rush through the reading on Sunday instead. According to control theory, what is Sahu's likely response? A) She will feel helpless and will give up studying altogether. B) She will feel bad that she is missing her goals but will not be motivated to change her behavior. C) She will see the discrepancy between her goal and her behavior and will be more motivated to start studying earlier. D) She will talk to her friends to see if they think she should continue to pursue this goal.
C
The extent to which materials, skills, or procedures learned in training are taken back to jobs and regularly used by employees is known as: A) knowledge of results. B) overlearning. C) transfer of training. D) utility.
C
The first step of programmed instruction involves: A) arranging job elements from the simplest to the most complex. B) administering an assessment to determine if trainees have mastered the material. C) presenting material broken down into small elements. D) providing trainees with a strict schedule.
C
The idea that a training environment should resemble the on-the-job environment as much as possible is often called: A) behavior modeling theory. B) social learning theory. C) identical elements theory. D) work simulation theory.
C
The process of increasing the motivating potential of jobs by strengthening the key motivating characteristics identified by job characteristics theory is referred to as: A) applied behavioral analysis. B) job enlargement. C) job enrichment. D) management by objectives.
C
The term human capital refers to: A) the KSAOs that require training. B) how much employees should be paid for their work, considering working conditions, skills required, and other factors. C) the education, training, and experiences of employees that provide value to organizations. D) the utility of keeping a seasoned employee rather than hiring a new employee.
C
The type of job analysis MOST often used to determine training needs is: A) person-oriented.B) organization-oriented.C) task-oriented. D) learning-oriented.
C
When considering internal validity, the _____ is ideal for use in training evaluation. A) pre/post design with a control group B) pre/post design C) Solomon four-group design D) single-measure design
C
Which motivational theory suggests that social-contextual events that enhance perceptions of competence improve intrinsic motivation? A) self-evaluation theory B) self-regulation theory C) self-determination theory D) expectancy theory
C
Which of the following is the process by which an individual acquires the attitudes, behaviors, and knowledge needed to participate as an organizational member? A) on-the-job training B) coaching C) organizational socialization D) behavior modeling
C
Which of the following statements about the research on equity theory is MOST accurate? A) Research suggests that if people believe they are overpaid, they will increase their inputs. B) Research suggests that if people believe they are underpaid, they will refuse to continue working. C) Research suggests that if people believe they are underpaid, the quality of their work may become lower. D) Research suggests that if people believe they are overpaid, they will ask for a pay cut.
C
Which of these is a stage in the management by objectives process? A) hiring a project manager B) conducting a job analysis C) setting subordinate performance objectives D) examining the links between current rewards and subordinate behaviors
C
Which of these is the best definition of continuous learning? A) practicing a skill over and over until it is automatic B) taking as many academic courses as possible C) learning how to learn D) getting trained on a skill, and then training someone else on that skill
C
Which statement BEST summarizes the empirical research on the job characteristics model? A) The theory is difficult to test, and therefore very few studies have been conducted. B) A recent meta-analysis suggests that the job characteristics model actually works in the opposite way from that theorized by Hackman and Oldham. C) A recent meta-analysis suggests that job characteristics have important influences on motivation, performance, and satisfaction. D) A recent review by the APA found that instituting suggestions from the job characteristics model would be highly unethical.
C
Which statement BEST summarizes the empirical support for Maslow's hierarchy of needs? A) It is easily testable, and a great deal of research supports it. B) It is easily testable, and a great deal of research refutes it. C) It is difficult to test, and thus few empirical studies have investigated it. D) Research has mainly been conducted by business managers, and this evidence shows strong support for the theory.
C
Which statement about motivation is true? A) Motivation is the same thing as performance. B) Motivation and performance are the same construct. C) Motivation involves sustaining work behaviors. D) Motivation involves decreasing effort.
C
Which statement is BEST supported by research? A) Trainees should learn in an environment very different from the one in which they will need to use their skills so they feel challenged. B) Trainees are more likely to transfer new skills when they have heavy workloads. C) The training environment should mimic the on-the-job environment as much as possible. D) Supervisors should not discuss training with their subordinates.
C
Work motivation is a force that drives people to behave in a way that energizes, directs, and _____ work behaviors. A) identifies B) prevents C) sustains D) suppresses
C
_____ argues that motivation is determined by the combined effect of individual differences in personality and characteristics of a job. A) Social cognitive theory B) ERG theory C) Job characteristics theory D) Control theory
C
_____ theories emphasize the cognitive, behavioral, individual, and environmental factors that work together in determining motivation. A) Self-determination B) Job characteristics C) Social cognitive D) Cognitive evaluation
C
A newspaper wants a saleswoman to increase her subscription sales. According to goal-setting theory, which of these goals will MOST likely to be effective in motivating this saleswoman? A) Sell at least one subscription when you can. B) Sell five new subscriptions per week. C) The company believes you can sell a lot of subscriptions. D) You can do it!
B
According to Kirkpatrick's (1976) taxonomy of training criteria, cognitive, skill-based, and affective outcomes are three ways in which _____ criteria can be characterized. A) knowledge B) learning C) results D) behavioral
B
According to Kirkpatrick's (1976) taxonomy of training criteria, which type of criteria reflects the ultimate value of training to an organization?A) learning B) results C) reaction D) behavioral
B
