MGMT 330 - Chapter 7

What statement is true of an apprenticeship? a) An apprentice does not make any money. b) An apprentice usually assists a certified tradesperson at the worksite. c) An apprenticeship does not involve classroom training. d) An apprenticeship is typically sponsored by an educational institution. e) An apprenticeship is based on simulations and virtual reality.

b) An apprentice usually assists a certified tradesperson at the worksite.

Information such as facts, techniques, and procedures that trainees can recall after training is an example of a) training outcomes. b) transfer of training. c) return on investment on training. d) training credits. e) training improvements.

a) training outcomes.

Which statement accurately characterizes electronic performance support systems (EPSSs)? a) EPSSs provide expert advice when a problem occurs on the job. b) EPSSs automate the administration and delivery of a company's training programs. c) EPSSs determine the appropriateness of training by evaluating the characteristics of the organization. d) EPSSs determine an individual's readiness for training. e) EPSSs identify the tasks that training should emphasize.

a) EPSSs provide expert advice when a problem occurs on the job.

Which of the following is an example of the cross-training method? a) Jill, a cashier, is being trained to stock shelves in case there is a shortage of employees. b) Henry, along with his colleagues, participates in a 5K run sponsored by the company. c) Alicia and five other managers analyze a business problem to suggest changes. d) Laura reviews videos of other employees exhibiting certain important behaviors related to the workplace. e) Stan has team members visualize what they have to do to release a new product.

a) Jill, a cashier, is being trained to stock shelves in case there is a shortage of employees.

StrongSkills Consulting tests its salespeople on listening skills and then implements a training program to teach all of them to be better listeners. At the conclusion of the last training session, it conducts a posttest to measure listening skills again. Based on the results, the training manager reports that the training program increased listening skills by a significant amount. Which statement represents the main weakness in the manager's conclusion? a) The actual impact of the training can only be evaluated by comparing the performance of employees who underwent training and those who did not. b) The posttest evaluated employees for the same levels of knowledge, skill, and competency as the pretest did. c) Posttests and pretests are very complex, and StrongSkills Consulting should have used a simpler form of evaluation. d) The duration of the training was three days, which is comparatively short when compared with the duration of many other training programs. e) The posttest was conducted immediately after the training program, which is too soon for accurate measurement of learning.

a) The actual impact of the training can only be evaluated by comparing the performance of employees who underwent training and those who did not.

Prime Computing, an auditing firm, purchases a management information system called Gamma Dot. Most of Prime Computing's employees are unfamiliar with the functional aspects of Gamma Dot, and management decides to approach external trainers to train its employees. Melinda, the company's training coordinator, is tasked with finding suitable trainers. Melinda sends an e-mail, with a document outlining the company's training requirements, to multiple vendors and asks them to provide suitable trainer profiles and cost quotes. What is the document called that Melinda sends out to training vendors? a) a request for proposal b) articles of incorporation c) instructional design d) a needs assessment form e) an organization analysis report

a) a request for proposal

Bruce heads a waste management firm. Recently, his firm was under scrutiny from environmental organizations. To counter any possible negative claims by these organizations against his company, Bruce assigned five of his junior managers to study the issue and propose plans or initiatives that could make the company appear more environmentally friendly. He also instructed senior managers to mentor their subordinates as they devised new ideas. Which of the following form of team training was applied by Bruce? a) action learning b) adventure learning c) cross-training d) internship e) apprenticeship

a) action learning

Identify the on-the-job training program that is typically funded by an educational institution as a component of an academic program. a) internship b) coordination training c) apprenticeship d) experiential training e) simulation training

a) internship

Par On, a firm that creates games for mobile devices and PCs, has an unusual training program for all its new employees. The program lasts for five days and does not involve doing any work. During this period the trainees, in teams of three, visit different departments, gathering information about the company and various department functions. Additionally, they are paired with more experienced employees to discuss their goals at the company and to learn more about the organization's culture and policies. The form of training used for new employees at Par On is known as a) onboarding. b) benchmarking. c) sensitivity training. d) diversity training. e) conditioning.

a) onboarding.

Which form of training prepares employees to perform their jobs effectively, learn about the organization, and establish work relationships? a) orientation b) benchmarking c) sensitivity training d) bumping e) conditioning

a) orientation

Which statement is TRUE regarding case studies? a) Case studies stimulate learning by actively involving participants and the competitive nature of business. b) Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case. c) Trainees play a passive role while being trained with case studies. d) Case studies do not encourage trainees to take risks. e) Training with case studies does not require any interaction among trainees.

b) Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case.

XYZ Equipment, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by XYZ Equipment. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to a) ensure that sales representatives do not feel undervalued. b) identify what the sales representatives will need to learn. c) identify senior product engineers to train the sales representatives. d) chart the methods that should be used to train the sales representatives. e) announce the objectives of the training program.

b) identify what the sales representatives will need to learn.

Behavior modeling is especially useful for improving a) technical skills. b) interpersonal skills. c) spatial skills. d) clerical skills. e) cognitive skills.

b) interpersonal skills.

Identify the occupation that would typically employ interns. a) bricklayer b) journalist c) carpenter d) plumber e) welder

b) journalist

Faller and Whitney Company, a firm that builds enterprise resource planning products for customers, wants to implement training programs for its employees as an HR initiative. Senior management proposes the use of an instructional design process. What should ideally be Faller and Whitney's next step? a) task analysis b) organization analysis c) person analysis d) competitor analysis e) market analysis

b) organization analysis

Which process identifies the knowledge, skills, and behaviors that should be emphasized by training? a) person analysis b) task analysis c) transactional analysis d) trend analysis e) regression analysis

b) task analysis

So Yummy Mayo Inc. recognizes the need for providing on-the-job training to employees whose technical skills are lacking. The company's HR department is tasked with coordinating the entire training process. This function of the HR department at So Yummy Mayo is called a) requirements specification. b) training administration. c) training simulation. d) orientation. e) needs analysis.

b) training administration.

What distinguishes an apprenticeship from an internship? a) An apprenticeship is an on-the-job training method, whereas an internship is a classroom-based training method. b) An apprenticeship is an unstructured training method, whereas an internship is a structured training method. c) An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions. d) Most apprenticeship programs take place in white-collar professions, whereas most internship programs occur in blue-collar jobs. e) An apprenticeship does not provide an income, whereas an internship provides an income while learning a trade.

c) An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions.

Identify the correct statement regarding computer-based training. a) It is more expensive than classroom instruction. b) It is difficult to customize for specific training needs. c) It is not an interactive form of training. d) It gives a company the flexibility in scheduling training. e) It is now declining in popularity.

d) It gives a company the flexibility in scheduling training.

Keith is paid for assisting a welder on a construction site. He also is adding to his welding skills by attending a local trade school. When he finishes his training program and demonstrates he has mastered specific skills, he will become a journeyman welder. Which statement best identifies that Keith is in an apprenticeship program? a) It can't be an internship, because apprentices are paid, while interns are not. b) Apprentices, unlike interns, do not learn on the job. c) Apprentices have hands-on experience assisting a tradesperson. d) Unlike interns, apprentices do not attend educational institutions. e) Interns are more likely than apprentices to get admonished for their mistakes on the job.

c) Apprentices have hands-on experience assisting a tradesperson.

Which question can be answered by performing a person analysis? a) What are the tasks that require more training? b) How will the training be carried out? c) Are employees ready for training? d) Does the organization have the infrastructure to support training? e) Are there any impediments to implementing a training program?

c) Are employees ready for training?

The human resource department of a consumer electronics manufacturer wants to set up a learning management system for its global sales force. This way, sales personnel can get training in new models and product lines even while on the road, and managers can ensure their employees are keeping up to date. The HR manager looks into "training systems" and identifies five top results. Which system describes a learning management system? a) Performa: software used by HR departments to evaluate job performance b) Recruit Plus: software used by HR departments to administer tests to job candidates c) Crimson: a system that automates the process of administering and delivering training d) K-Learn: software for the creation of training videos e) E-Valuate: an assessment tool that evaluates employees' readiness to learn new skills

c) Crimson: a system that automates the process of administering and delivering training

The management at a pesticide manufacturing company has observed a decline in quality measures. The managers ask Lori, the firm's HR manager, to investigate whether training might solve the problem. Lori conducts needs assessment and recommends a training plan. Which observation will Lori most likely find in her person analysis? a) Machinery and other production equipment in the firm's plant pose a hazard to the employees operating them. b) The goals of the firm are more focused on the specific needs of a narrow market segment. c) Employees of the firm's production department lack clarity in decisions regarding quality standards for manufacturing. d) The firm's budget for training has declined from the year before. e) Training programs offered by the firm lack specific goals and methods for measuring their success.

c) Employees of the firm's production department lack clarity in decisions regarding quality standards for manufacturing.

_____ is a training method that coordinates the performance of individuals who work together to achieve a common goal. a) Simulation b) Internship c) Team training d) Virtual reality e) Apprenticeship

c) Team training

Identify the statement that accurately describes an avatar. a) a computer-based technology that provides an interactive three-dimensional learning experience b) a computer application that automates the administration and delivery of a training program c) a computer depiction of employees that can be manipulated in an online role-play d) a computer application that conducts needs assessments for an organization e) a computer-based technology that provides access to skills training, information, and expert advice when a problem occurs on the job

c) a computer depiction of employees that can be manipulated in an online role-play

The HR department at Tremont Communications oversees the recruitment and training of employees at the firm. As the firm grows and recruits more employees, overseeing individual training programs has become too much for the HR staff to handle. Which application should the HR department use to help with employee training? a) a customer relationship management system b) a management information system c) a learning management system d) a decision support system e) an executive decision-making system

c) a learning management system

Which form of experiential training is a teamwork and leadership training program that uses challenging, structured outdoor activities? a) behavior modeling b) coordination training c) adventure learning d) cross-training e) action learning

c) adventure learning

Managers are most likely to support training if a) there are no other solutions available for them to try. b) it is not overly expensive. c) it will solve a significant problem. d) they do not have to participate in it. e) it will result in minor improvements.

c) it will solve a significant problem.

Kapcom Telecom wants to implement an on-the-job training program for the sales staff who are unaware of the technical aspects of the firm's products. The lack of technical knowledge among its sales staff is harming the company's prospects of securing lucrative contracts. Although Kapcom's IT team is well versed in various technologies, it is not well suited to handle a training program. However, the best IT trainers in the industry cost more than Kapcom can afford to spend on the training program. This scenario illustrates a) simulation. b) social support. c) situational constraints. d) psychological mindedness. e) experiential conflicts.

c) situational constraints.

Which of the following consists of an organization's planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors? a) attrition b) benchmarking c) training d) compensation e) recruitment

c) training

_____ is a team training method that trains a team on how to share information and decisions to obtain the best team performance. a) Behavior modeling b) Experiential program c) Diversity training d) Coordination training e) Simulation

d) Coordination training

What is a characteristic of task analysis? a) It does not require knowledge of the work environment. b) It is independent of time constraints or deadlines. c) It results in an assessment of employees' readiness for training. d) It is usually conducted along with person analysis. e) It helps in determining individuals' needs for training.

d) It is usually conducted along with person analysis.

_____ refers to the ways an organization's people encourage training. a) Situational constraint b) Employee orientation c) Benchmarking d) Social support e) Experiential program

d) Social support

Identify a guideline that helps increase the readability of training materials. a) replace concrete words with abstract words b) combine two or more sentences into one long sentence c) combine two or more paragraphs into one long paragraph d) add checklists and illustrations to clarify the text e) substitute written material for video, hands-on learning, or other nonwritten methods

d) add checklists and illustrations to clarify the text

Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place is referred to as a) coordination training. b) experiential training. c) behavior modeling. d) cross-training. e) action learning

d) cross-training.

Opec Technology, a firm that manufactures mobile phones, has seen a major improvement in cost reduction since it instituted a three-week training program for all of its new recruits. During the training program, the new employees are constantly encouraged to express their thoughts and ideas. Good ideas are rewarded immediately by the trainers, thereby encouraging active participation. Which factor most likely explains the success of the training? a) situational constraints b) cognitive ability c) task analysis d) social support e) experiential learning

d) social support

What is the main objective of diversity training programs that focus on behavior? a) to increase participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities b) to teach employees to be effective at different tasks and roles c) to send participants directly into communities where they interact with persons from different cultures, races, and nationalities d) to change organizational policies and individual conduct that inhibit employees' personal growth and productivity e) to make people aware of cultural differences and stereotypes

d) to change organizational policies and individual conduct that inhibit employees' personal growth and productivity

To ensure transfer of training, an organization's training programs should prepare employees to self-manage their use of new skills and behaviors on the job. Which is NOT a way for trainee employees to manage their new skills and behaviors? a) Trainees should identify the positive and negative consequences of using their new skills. b) Trainees should set goals for using skills or behaviors on the job. c) Trainees should set goals for using skills and behaviors on the job. d) Trainees should practice monitoring their use of the new skills and behaviors. e) Trainees should employ their new skills and behaviors perfectly.

e) Trainees should employ their new skills and behaviors perfectly.

One of the least expensive and least time-consuming ways to train multiple trainees on a specific topic is through a) action learning. b) a simulation. c) computer-based training. d) audiovisual training. e) classroom instruction.

e) classroom instruction.

In the context of principles of learning, which of the following is defined as the difficulty level of written materials? a) virtual reality b) simulation c) modularity d) action learning e) readability

e) readability

Which term refers to a combination of employee characteristics and positive work environment that permit training? a) organization analysis b) benchmarking c) learning management system d) orientation e) readiness for training

e) readiness for training

In the context of planning a training program, even though it is time-consuming, putting together a _____ is worthwhile because it helps an organization clarify training objectives, compare vendors, and measure results. a) cohabitation agreement b) letter of intent c) certificate of occupancy d) requirements specification document e) request for proposal

e) request for proposal

Enrique is hired as a seasonal firefighter by the Oregon Department of Forestry and Fire Protection. The training used to prepare Enrique for his firefighting job involves an online training module. In this game-like module, Enrique is virtually placed in a real-life scenario such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many lives as possible. This form of training is referred to as a(n) a) apprenticeship. b) cross-training. c) action learning. d) internship. e) simulation.

e) simulation.

Which of the following is a computer-based technology that provides an interactive, three-dimensional learning experience? a) an electronic performance support system b) instructional design c) a learning management system d) benchmarking e) virtual reality

e) virtual reality