Talent Development Exam 1

d. metrics

Business-level outcomes chosen to measure the overall value of training or learning initiatives are referred to as _____. a. values b. goals c. business strategies d. metrics

b. disinvestment

Companies adopting a _____ strategy need to train employees in job-search skills and to focus on cross-training their remaining employees. a. concentration b. disinvestment c. external growth d. internal growth

d. baseball teams

Companies that emphasize innovation and creativity are labeled as _____. a. clubs b. academies c. fortresses d. baseball teams

c. internal growth

Development of an organizational culture that values creative thinking and analysis is characteristic of a company adopting a(n) _____ strategy. a. concentration b. disinvestment c. internal growth d. external growth

_____ use concrete experience and reflective observation and are good at generating ideas and seeing a situation from multiple perspectives.

Divergers

Which of the following is a disadvantage of communities of practice (COPs)?

Employees are reluctant to participate without an incentive and fear sharing their knowledge with others.

a. an organization's work environment will facilitate learning and not interfere with performance

Employees' readiness for training includes identifying whether _____. a. an organization's work environment will facilitate learning and not interfere with performance b. an organization should develop training programs by itself or buy them from a vendor c. peers' and managers' attitudes and behaviors toward the employees are supportive d. managers are using a similar frame of reference when they evaluate associates using same competencies

Which of the following examples best reflects an attitude as a learning outcome?

Gain a greater appreciation for work-life balance

Which of the following statements is most true about age and generation in the context of training?

Gain a greater appreciation for work-life balance

b. fortresses

In _____ financial and other resources are not available for development, so companies tend to rely on hiring talent from the external labor market. a. clubs b. fortresses c. baseball teams d. academies

b. inputs

In person analysis, _____ relate(s) to resources employees need to help them learn. a. outputs b. inputs c. consequences d. feedback

A. project manager

In the ATD competency model, a _____ plans, obtains, and monitors the effective delivery of learning and performance solutions to support the business. a. project manager b. learning strategist c. business partner d. knowledge worker

a. the training resources that are available

In the needs assessment process, organizational analysis deals with identifying _____. a. the training resources that are available b. employees' personal characteristics c. the conditions under which tasks are performed d. the employees who require training

c. the business strategy and goals are identified

In the process of developing a competency model, the job or position to be analyzed is identified after _____. a. the needs assessment strategy is selected b. the effective and ineffective job performers are identified c. the business strategy and goals are identified d. the competencies responsible for effective and ineffective performance are identified

Answer: false

T/F It is generally advisable to design training materials at a reading level that is slightly above trainees' ability in order to "stretch" them during training.

Answer: false

T/F It is important to assess trainees' level of cognitive ability during the needs assessment process because cognitive ability is the person characteristic that most strongly impacts trainees' confidence to learn.

Answer: true

T/F Job incumbents should be included as SMEs because they tend to be the most knowledgeable about the job.

Answer: true

T/F Job-based employees are likely to receive less training than knowledge-based employees.

Answer: true

T/F Learning organizations emphasize that learning occurs not only at the individual employee level but also at the group and organizational levels.

Answer: false

T/F Line managers spend less time managing individual performance and developing employees than midlevel managers or executives do.

Answer: true

T/F Mid-level managers typically determine how much of their budgets will be devoted to training during the needs assessment process.

Answer: true

T/F One of the most powerful ways to motivate employees to attend and learn from training is to communicate the personal value of the training.

Answer: false

T/F Online technology is useful in the needs assessment process because it is most effective in generating detailed responses.

false

T/F Organizational development professionals in a company typically focus on identifying the top talent in the company.

Answer: true

T/F Outsourcing allows a company to focus better on its business strategy by saving cost and time.

Answer: false

T/F Pressure points almost always suggest that a training need is present in the organization.

false

T/F Quality circles refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects.

Answer: false

T/F Skill-based pay systems base employees' pay on what skills they are using for their current jobs rather than the number of skills they are competent in.

true

T/F Social networking facilitates decentralized decision making

Answer: true

T/F Strategic training and development initiatives vary by company depending on a company's industry, goals, resources, and capabilities.

Answer: true

T/F Subject-matter experts (SMEs) should have an understanding of the company's language, tools, and products.

Answer: false

T/F Surveys and interviews share common disadvantages as needs assessment methods.

Answer: false

T/F Surveys do not allow many employees to participate in the needs assessment process.

Answer: false

T/F Tacit knowledge developed through experience and shared through interactions between employees is easy to imitate.

False

T/F Tacit knowledge tends to be the primary focus of formal training and employee development.

false

T/F Talent management professionals typically focus on training as well as team building, conflict management, employment development, and change management.

Answer: true

T/F Task analysis should be undertaken only after the organizational analysis has determined that the company wants to devote time and money for training.

Answer: true

T/F The CEO of a company is responsible for setting a clear direction for learning.

Answer: false

T/F The first step in the strategic training and development process is to identify metrics to determine if training will be successful.

Answer: true

T/F The importance of cognitive ability for job success increases with job complexity.

true

T/F The least amount of learning content in companies concerns the development of basic skills.

Answer: false

T/F The primary role of upper-level managers in the needs assessment process is to ensure that learning efforts are integrated with business strategy.

false

T/F The use of technology-based learning delivery remained stable from 2010 to 2012.

True

T/F There is no one universally accepted instructional systems development model

Answer: false

T/F To motivate employees to learn in training programs, managers should always avoid informing the employees about their skill deficiencies.

Answer: true

T/F To motivate employees to learn in training programs, they should be given a choice of what training programs to attend.

False

T/F Training differs from development in that training tends to be more future-focused

Answer: false

T/F Training for contract employees would focus on sharing expertise and team training.

true

T/F Treating employees differently based on their age, such as only inviting younger employees to attend training, can result in adverse legal consequences.

Answer: false

T/F Uniqueness refers to employee potential to improve company effectiveness and efficiency.

Answer: true

T/F Upper-level managers are not usually involved in identifying which employees need training or the tasks for which training is needed.

true

T/F When training is provided by consulting firms and government organizations, it is said to be outsourced.

B. formal training and development

The ADDIE model is most closely associated with: a. creating a learning organization b. formal training and development c. Informal learning d. Knowledge management

c. the extent to which employees are rare, specialized, and not highly available in the labor market

Uniqueness refers to _____. a. employee potential to improve company effectiveness and efficiency b. the extent to which training and learning is centralized in an organization c. the extent to which employees are rare, specialized, and not highly available in the labor market d. the picture of the future an organization wants to achieve

D. Work-related competence

Which of the following is an example of human capital? a. Corporate culture b. Patent c. Customer loyalty d. Work-related competence

b. Social support

Which of the following is considered an "input" in the context of person analysis? a. Awareness of performance standards b. Social support c. Cognitive ability d. Workgroup norms

A. Corporate culture

Which of the following is not an example of human capital? a. Corporate culture b. Education c. Tacit Knowledge d. Work-related competence

D. Engagement

Which of the following is not included in the ADDIE model? a. Analysis b. Design and Development c. Implementation d. Engagement

c. Sustainability

Which of the following is not one of the four major components of the balanced scorecard? a. Customers b. Internal business processes c. Sustainability d. Financial

d. Training-business strategy incongruence

Which of the following is not one of the major "change-related" problems that need to be addressed before the implementation of new training practices? a. Resistance to change b. Loss of control c. Power imbalance d. Training-business strategy incongruence

d. Product differentiation

Which of the following is not one of the major business strategies discussed in the text? a. Internal growth b. External growth c. Divestment d. Product differentiation

b. Desire for greater control

Which of the following is not one of the major reasons organizations outsource training? a. Potential cost savings b. Desire for greater control c. Time savings d. Desire to access best practices

Adult learning theory assumes that adults enter a learning experience with a subject-centered approach to learning.

false

Automatization of tasks increases memory demands.

false

Closed skills are highly influenced by managers, peers, and the work environment.

false

Developing a computer program that meets customer specifications is an example of an intellectual skills learning outcome.

false

Identical elements are maximized when the learning environment matches the trainee as closely as possible.

false

Identical elements are more appropriate for open skills as opposed to closed skills.

false

In error management training, trainees are instructed that errors hamper learning and should largely be avoided.

false

In general, it is best to promote a performance orientation among trainees.

false

In the context of adult learning theory (andragogy), group discussions would likely be less appropriate than the traditional lecture method.

false

Instrumentality is similar to self-efficacy

false

Open skills are those that are to be identically produced by the trainee on the job.

false

Providing self-management training is an example of an internal learning condition.

false

The stimulus generalization approach emphasizes near transfer of training.

false

Juan, an operations manager, has been assigned to train a group of older employees in the logistics department. He has to train them to use new computer software. He begins by reminding them that they were quick in learning the old software. Juan is trying to _____.

increase the employees' self-efficacy

Logical verification to increase self-efficacy typically involves _____.

perceiving a relationship between a new task and a task already mastered

According to the _____, transfer will be maximized when the tasks, materials, equipment, and other characteristics of the learning environment are similar to those encountered in the work environment.

theory of identical elements

Determining a job's cognitive ability requirement is part of the task analysis process.

true

Developing a computer program that meets customer specifications is an example of an intellectual skills learning outcome.

true

For more complex tasks, relatively long rest periods appear to be beneficial for learning.

true

It is best to include a combination of examples and practice, rather than all practice.

true

The working storage and semantic encoding processes of learning both relate to short-term memory.

true

The learning cycle for a trainee begins with a(n) ____

concrete experience

Good decisiveness, practical application of ideas, and hypothetical deductive reasoning are characteristics of individuals with a(n) _____ learning style.

converger

In the context of expectancy theory, _____ relates to trainees' beliefs that they perform the trained skill.

expectancy

Answer: false

T/F A centralized training function not only hampers the streamlining of processes but also denies the company a cost advantage in purchasing training from vendors.

false

T/F A type of organization that embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledge is known as a "talent organization."

false

T/F ATD stands for the Association for Training and Development.

true

T/F According to the ATD competency model, foundational competencies are used to a different extent in each role or specialization.

Answer: false

T/F Age, or even the generation an employee belongs to, does not affect how they prefer to learn.

Answer: false

T/F Business process reengineering refers to the outsourcing of any business process, such as HRM, production, or training.

True

T/F Companies cannot gain a competitive advantage solely through their training practices

Answer: false

T/F Companies pursuing an external growth strategy typically focus on human capital issues to enhance efficiency.

Answer: false

T/F Companies should generally avoid involving unions in retraining and productivity-improvement efforts.

Answer: true

T/F Companies that adopt state-of-the-art HRM practices realize higher levels of performance than firms that do not.

Answer: false

T/F Compared to ten years ago, organizations are less focused now on creating a learning and training brand.

Answer: false

T/F Competency models are typically only used for training purposes.

Answer: true

T/F Determining a job's cognitive ability requirement is part of the task analysis process.

false

T/F Direct training expenditures, as a percentage of payroll and learning hours, have declined over the last several years.

False

T/F Due to globalization, the supply for talented employees now exceeds the demand.

Answer: true

T/F Emphasis on the creation of intellectual capital and the movement toward high-performance work systems using teams has resulted in employees performing many roles once reserved for management.

false

T/F Employee engagement refers to training employees in a wide range of skills so they can fill any role in a team context

Answer: false

T/F Explicit knowledge is thought to have a stronger impact on helping organizations achieve a competitive advantage than tactic knowledge.

Answer: true

T/F For companies in an unstable or recessionary business environment, training programs focus more on correcting skill deficiencies rather than preparing staff for new assignments.

Behavior modeling is a training method that is primarily based on _____.

social learning theory

Answer: false

T/F It is always important to conduct a thorough needs assessment at the organization, personal, and task levels of analysis.

Answer: false

T/F From a strategic perspective, "diversify the learning portfolio" refers to providing strategic diversity training to enhance a company's competitive advantage.

Answer: true

T/F In highly integrated businesses, training is likely to include rotating employees between jobs in different businesses.

Answer: true

T/F In learning organizations, there is an understanding that failure provides important information.

d. a and b

According to the text, collecting data on social support for training from managers and peers is a component of which level analysis? a. Organizational analysis b. Personal analysis c. Task analysis d. a and b

A. Personal knowledge based on experience

. _____ is an example of tacit knowledge. a. Personal knowledge based on experience b. Knowledge of formal processes c. Knowledge of definitions d. Knowledge of formulas

false

T/F In small companies, training is typically outsourced to outside vendors.

a. business strategy formulation and identification

A SWOT analysis is typically conducted in the _____ step of the strategic training and development process. a. business strategy formulation and identification b. strategic training and development initiatives c. training and development activities d. measures or metrics identification

False

T/F Informal learning cannot be used to develop explicit knowledge

Answer: false

T/F Internal analysis involves identifying opportunities and threats.

D. TQM

A core value of _____ is the prevention of the occurrence of errors in a product or service rather than detection and correction. a. ISD b. ADDIE c. HRM d. TQM

c. Survey

A primary disadvantage of using ____ in the needs assessment process is that the data obtained may lack detail. a. Crowdsourcing b. Interviewing c. Survey d. Observation

d. internal growth

A(n) _____ strategy focuses on new market and product development, innovation, and joint ventures. a. disinvestment b. privatization c. external growth d. internal growth

D. uses industry knowledge to create training that improves performance

According to the ATD competency model, a business partner _____. a. determines how workplace learning can be best used to help meet the company's business strategy b. plans and monitors the effective delivery of learning and performance solutions to support the business c. designs, delivers, and evaluates learning and performance solutions d. uses industry knowledge to create training that improves performance

Which of the following creates a learning orientation in trainees?

Allowing trainees to experiment with new knowledge and skills

c. Employees lack the knowledge and skill to perform a job, but the other factors are satisfactory.

In which of the following instances is training most likely needed? a. Employees have the knowledge and skill to perform a job, but they have inadequate input. b. Employees have the knowledge and skill to perform a job, but they lack feedback. c. Employees lack the knowledge and skill to perform a job, but the other factors are satisfactory. d. Employees have the knowledge and skill to perform a job, but the consequences are inadequate.

D. leads to the effective development of tacit knowledge

Informal learning _____. a. is developed and organized by a company b. is not required for the development of human capital c. cannot be controlled by the employees d. leads to the effective development of tacit knowledge

Which learning outcomes relate to the ability to design and code a computer program that meets customer requirements?

Intellectual skills

Which of the following statements is true of training?

It is important to realize that for training to be effective, both learning and transfer of training are needed.

Which of the following statements is true of organizing as a learning strategy?

It requires the learner to find similarities and themes in the training material.

b. high value and low uniqueness

Job-based employees are characterized by _____. a. high value and high uniqueness b. high value and low uniqueness c. low value and low uniqueness d. low value and high uniqueness

c. resistance to change

Justin Mason, a product manager working in a manufacturing firm, is highly anxious about change. When the top management of Mason's firm made it mandatory for all product managers to undergo skills training, he told his superior that he would be uncomfortable with the process. He added that he was certain of not being able to cope with the new developments. In this instance, Justin is demonstrating _____. a. indifference to change b. uniqueness c. resistance to change d. loss of control

C. specifies what it takes for an individual to be successful in the training field

The ATD competency model _____. a. is designed to help sales associates make more personal connections with shoppers b. describes companywide effort to continuously improve the ways people and systems accomplish work c. specifies what it takes for an individual to be successful in the training field d. is a framework to analyze competition in an industry to formulate a training strategy

d. balanced scorecard

The _____ considers four different perspectives: customer, internal, innovation and learning, and financial. a. SWOT analysis b. value chain analysis c. BCG matrix d. balanced scorecard

D. the types of outcomes training is expected to influence

The fifth step in the training design process is to develop an evaluation plan that involves identifying _____. a. an appropriate training method b. the requirements for training c. employees with motivation and basic skills d. the types of outcomes training is expected to influence

c. identifying measures or metrics

The final step of the strategic training and development process involves _____. a. choosing strategic training and development initiatives b. identifying the business strategy c. identifying measures or metrics d. creating concrete training and development activities

b. select the job or jobs to be analyzed

The first step in task analysis is to _____. a. develop a preliminary list of tasks performed on the job b. select the job or jobs to be analyzed c. identify the KSAOs important for successful task performance d. identify important and frequently performed tasks for which training is required

b. identifying the business strategy

The strategic training and development process begins with _____. a. choosing strategic training and development initiatives b. identifying the business strategy c. developing websites for knowledge sharing d. identifying measures or metrics

Which of the following statements is true of closed skills?

They refer to skills that are to be identically produced by the trainee on the job.

d. showing them the training success of their peers who are now in similar jobs

Trainee self-efficacy level can be increased by _____. a. letting them know that the purpose of training is to identify areas in which employees are incompetent b. providing limited information about the training program prior to the actual training c. convincing them training is important d. showing them the training success of their peers who are now in similar jobs

D. individuals outside the company

Training activities are said to be outsourced when they are provided by _____. a. in-house consultants b. company managers c. company trainers d. individuals outside the company

c. In a learning organization, employees learn from failure and from successes.

Which of the following is true about a learning organization? a. A learning organization discourages learning at the group and organizational levels. b. A learning organization restricts employees from experimenting with products and services. c. In a learning organization, employees learn from failure and from successes. d. In a learning organization, employees are discouraged from asking questions and admitting mistakes.

a. A centralized training function helps drive stronger alignment with business strategy.

Which of the following is true of centralized training? a. A centralized training function helps drive stronger alignment with business strategy. b. Training and development programs, resources, and professionals are housed in a number of different locations. c. A centralized training function hinders the development of a common set of metrics or scorecards. d. A centralized training function is largely ineffective during times of change.

D. it is best acquired through informal learning.

Which of the following is true of tacit knowledge? a. It is easily codified and transferred from person-to-person. b. Formulas and definitions are examples of tacit knowledge. c. It is best acquired through formal training and development. d. It is best acquired through informal learning.

a. The BE function is customer-focused.

Which of the following is true of the business-embedded (BE) learning function? a. The BE function is customer-focused. b. A BE training function views trainees as marketers. c. A BE training function does not guarantee that training will improve performance. d. Training functions organized by the BE model do not involve line managers.

d. A SWOT analysis provides a company the information needed to generate several alternative business strategies and make a strategic choice.

Which of the following is true with regard to SWOT analysis? a. In a SWOT analysis, external analysis attempts to identify the company's strengths and weaknesses. b. A SWOT analysis represents the strategy believed to be the best alternative to achieve the company goals. c. A SWOT analysis is typically conducted in the strategic training and development initiatives step of the strategic training and development process. d. A SWOT analysis provides a company the information needed to generate several alternative business strategies and make a strategic choice.

b. What is the focus of training?

Which of the following issues is addressed by task analysis? a. Who needs training? b. What is the focus of training? c. Does training support the company's strategic direction? d. Should training be built or bought?

a. Survey

Which of the following methods is inexpensive and allows the collection of data from a large number of individuals? a. Survey b. Observation c. Focus group d. Interview

a. Lab technician

Which of the following positions is characterized by high value and low uniqueness? a. Lab technician b. Scientist c. Secretarial staff d. Legal adviser

b. Gen Xers dislike close supervision.

Which of the following statements is most true about age and generation in the context of training? a. The speed with which people process information increases with age. b. Gen Xers dislike close supervision. c. Motivation tends to decrease with age. d. Traditionalists prefer more of a self-directed training environment.

A. They generally have limited employment opportunities in other companies because their knowledge and expertise tends to be firm specific

Which of the following statements is not true of knowledge workers? a. They generally have limited employment opportunities in other companies because their knowledge and expertise tends to be firm specific b. They are common in organizations that value intangible assets c. They typically do not perform manual labor d. They share knowledge and collaborate with others

D. They are believed to have high levels of self-esteem, sometimes the point of narcissism.

Which of the following statements is true of Millennials? a. They are also known as Generation X or Baby Boomers. b. They grew up during a time when the divorce rate doubled. c. They are often considered to be workaholics and rigid in conforming to rules. d. They are believed to have high levels of self-esteem, sometimes the point of narcissism.

d. Traditionally, needs assessment failed to focus on competencies

Which of the following statements is true of competency models? a. They are not useful for recruitment and selection. b. They fail to identify the best employees to fill open positions. c. They cannot be used for performance management. d. Traditionally, needs assessment failed to focus on competencies

B. Motivation to deliver high-quality products and services is a part of human capital.

Which of the following statements is true of human capital? a. Human capital is an organization's tangible asset. b. Motivation to deliver high-quality products and services is a part of human capital. c. It is easy to imitate or purchase an organization's human capital. d. Human capital is standardized in companies.

c. The role of the needs assessment is to determine if training is the appropriate solution.

Which of the following statements is true of needs assessment? a. The needs assessment process fails to provide information regarding the outcomes that should be collected to evaluate training effectiveness. b. Upper- and mid-level managers are excluded from getting involved in the needs assessment process. c. The role of the needs assessment is to determine if training is the appropriate solution. d. A company's decision regarding outsourcing its training is independent of needs assessment.

d. It opts for methods that provide results in which trainers have the greatest confidence

Which of the following statements is true of rapid needs assessment? a. It involves using a large amount of resources such as money and SMEs. b. It ultimately results in the sacrifice of the quality of the process. c. Its scope is independent of the size of the potential pressure point. d. It opts for methods that provide results in which trainers have the greatest confidence.

B. The model specifies an orderly, step-by-step approach to training design.

Which of the following statements is true of the Instructional System Design (ISD) model? a. The model is generally universally accepted. b. The model specifies an orderly, step-by-step approach to training design. c. The model eliminates the need for trainers to use their own judgment. d. The model has no underlying assumptions.

D. For training and development to succeed, employees, managers, training professionals, and top managers all have to take ownership.

Which of the following statements is true? a. The reporting relationship between human resource management and the training function is standard across companies. b. Including training as part of the human resource function allows the training function to be decentralized to better respond to unique needs in different business units. c. Organizational development professionals are seldom responsible for training. d. For training and development to succeed, employees, managers, training professionals, and top managers all have to take ownership.

C. Conducting needs assessment

Which of the following steps of the training design process involves person and task analysis? a. Ensuring transfer of training b. Developing an evaluation plan c. Conducting needs assessment d. Monitoring and evaluating the program

d.It involves determining KSAOs needed to perform specific tasks.

Which one of the following is true of task analysis? a. It should be undertaken before organizational analysis. b. It involves breaking a task into several jobs. c. It should be undertaken before a person analysis. d. It involves determining KSAOs needed to perform specific tasks.

a. Organizational

_____ analysis involves determining the appropriateness of training, given the company's business strategy, its resources available for training, and support by managers and peers. a. Organizational b. Task c. Gap d. Value-chain

c. Mid-level managers

_____ are more concerned with how training may affect the attainment of financial goals for the particular units they supervise. a. Operational workers b. Instructional designers c. Mid-level managers d. Upper-level managers

c. Focus groups

_____ are useful with complex or controversial issues. a. Surveys b. Observations c. Focus groups d. Historical data reviews

B. Human

_____ capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company's employees invest in their work. a. Intellectual b. Human c. Talent d. Social

b. Person analysis

_____ involves determining whether performance deficiencies result from lack of knowledge or skills. a. Organizational analysis b. Person analysis c. Performance analysis d. Task analysis

c. External analysis

_____ involves examining a company's operating environment to identify opportunities and threats. a. Internal analysis b. Gap analysis c. External analysis d. Pareto analysis

A. Six Sigma

_____ involves highly trained employees known as Champions, Master Black Belts, Black Belts, and Green Belts. a. Six Sigma b. Lean manufacturing c. Instructional Systems Design d. TQM

C. Total quality management

_____ is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. a. Stakeholder management b. Diversity management c. Total quality management d. Talent management

C. The training design process

_____ refers to a systematic approach for developing training programs. a. Total quality management b. Continuous learning c. The training design process d. Orientation training program

a. Crowdsourcing

_____ refers to asking a large group of employees to help provide information for needs assessment. a. Crowdsourcing b. Historical data review c. Focus group d. Benchmarking

b. Staffing strategy

_____ refers to the company's decisions regarding where to find employees, how to select them, and the desired mix of employee skills and statuses. a. Concentration strategy b. Staffing strategy c. External growth strategy d. Disinvestment strategy

d. Benchmarking

_____ refers to the process of a company using information about other companies' training practices. a. Brainstorming b. Crowdsourcing c. Outsourcing d. Benchmarking

C. Offshoring

_____ refers to the process of moving jobs from the U.S. to other locations in the world. a. Expatriation b. Job rotation c. Offshoring d. Insourcing

b. Cognitive ability

_____ relates to intellectual capability and general intelligence. a. Basic skills b. Cognitive ability c. Self-efficacy d. Reading ability

b. Control

_____ relates to managers' and employees' ability to obtain and distribute valuable resources such as data, information, or money. a. Power b. Control c. Vision d. Outsourcing

c. Mission

_____ typically includes information on the customers served, why the company exists, what the company does, the value received by the customers, and the technology used. a. Balanced scorecard b. Vision c. Mission d. Code of conduct

a. Consequences

_____.refer(s) to the type of rewards that employees receive for performing well. a. Consequences b. Feedback c. Motivators d. Outcomes

B. Virtual teams

______ refer to teams that are separated by time, geographic distance, culture, or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects. a. Quality circles b. Virtual teams c. Six Sigma teams d. Ad hoc teams

Learner-learner interaction is most appropriate when learners have to _____.

acquire personal knowledge based on experience

Intellectual skill as a learning outcome primarily includes the capability to _____.

apply generalizable concepts and rules to solve complex problems

_____ relates to the learner's decision regarding what information to attend to, how to remember, and how to solve problems.

cognitive strategy

In expectancy theory, the belief that performing a given behavior is associated with a particular outcome is called _____.

instrumentality

_____ refers to individual control over one's thinking.

metacognition

In the learning processes, semantic encoding typically involves _____.

providing learning guidance to individuals

Which of the following is an example of the internal conditions necessary for learning?

recall of training content

Behavior modification is a training method that is primarily based on _____.

reinforcement theory

Name and describe the three ways employees can learn through interaction

self-regulation