Exam 1 - MGT 363
The _____ considers four different perspectives: customer, internal, innovation and learning, and financial. A. SWOT analysis B. value chain analysis C. BCG matrix C. balanced scorecard
A.
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
A.
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.
A. A BE training function views trainees as marketers
_____.refer(s) to the type of rewards that employees receive for performing well. A. Consequences B. Feedback C. Motivators D. Outcomes
A. Consequences
Good decisiveness, practical application of ideas, and hypothetical deductive reasoning are characteristics of individuals with a(n) _____ learning style. A. converger B. diverger C. assimilator D. accommodator
A. Converger
Which of the following is not an example of human capital? A. Corporate culture B. Education C. Tacit Knowledge D. Work-related competence
A. Corporate culture
____ 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
A. Crowdsourcing
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.
B. Gen Xers dislike close supervision.
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
B. High value and low uniqueness
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
B. Identifying the business strategy
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. select the job or jobs to be analyzed
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
C. Conducting needs assessment
_____ involves examining a company's operating environment to identify opportunities and threats. A. Internal analysis B. Gap analysis C. External analysis D. Pareto 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
C. External analysis
Which 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.
D. It involves determining KSAOs needed to perform specific tasks.
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.
D. It is best acquired through informal learning
_____ refers to individual control over one's thinking. A. Modeling B. Instrumentality C. Valence D. Metacognition
D. Metacognition
Behavior modification is a training method that is primarily based on _____. A. goal setting theory B. information processing theory C. expectancy theory D. reinforcement theory
D. Reinforcement theory
Practice Quiz 4 Behavior modification is a training method that is primarily based on _____. A. goal setting theory B. information processing theory C. expectancy theory D. reinforcement theory
D. Reinforcement theory
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
D. The types of outcomes training is expected to influence
Due to globalization, the supply for talented employees now exceeds the demand.
False
Practice Quiz 1 T/F: Talent management professionals typically focus on training as well as team building, conflict management, employment development, and change management.
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.
False
T/F: Closed skills are highly influenced by managers, peers, and the work environment.
False
T/F: Companies pursuing an external growth strategy typically focus on human capital issues to enhance efficiency.
False
T/F: Competency models are typically only used for training purposes.
False
T/F: In error management training, trainees are instructed that errors hamper learning and should largely be avoided.
False
T/F: In general, it is best to promote a performance orientation among trainees.
False
T/F: In small companies, training is typically outsourced to outside vendors.
False
T/F: In the context of adult learning theory (andragogy), group discussions would likely be less appropriate than the traditional lecture method.
False
T/F: Informal learning cannot be used to develop explicit knowledge.
False
T/F: Instrumentality is similar to self-efficacy.
False
T/F: It is always important to conduct a thorough needs assessment at the organization, personal, and task levels of analysis.
False
T/F: Line managers spend less time managing individual performance and developing employees than midlevel managers or executives do.
False
T/F: Organizational development professionals in a company typically focus on identifying the top talent in the company.
False
T/F: Outsourcing allows a company to focus better on its business strategy by saving cost and time.
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.
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: The first step in the strategic training and development process is to identify metrics to determine if training will be successful.
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 stimulus generalization approach emphasizes near transfer of training.
False
T/F: To motivate employees to learn in training programs, managers should always avoid informing the employees about their skill deficiencies.
False
T/F: Training differs from development in that training tends to be more future-focused.
False
T/F: Training for contract employees would focus on sharing expertise and team training.
T
T/F: According to the ATD competency model, foundational competencies are used to a different extent in each role or specialization.
True
T/F: Companies cannot gain a competitive advantage solely through their training practices.
True
T/F: Determining a job's cognitive ability requirement is part of the task analysis process.
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.
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.
True
T/F: For more complex tasks, relatively long rest periods appear to be beneficial for learning.
True
T/F: Outsourcing allows a company to focus better on its business strategy by saving cost and time.
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.
True
T/F: The CEO of a company is responsible for setting a clear direction for learning.
True
T/F: The least amount of learning content in companies concerns the development of basic skills.
True
T/F: When training is provided by consulting firms and government organizations, it is said to be outsourced.
True
Which of the following statements is not true of knowledge workers? A. They generally have limited employment opportunities in other companies. 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
A. They generally have limited employment opportunities in other companies
Which of the following statements is not true of knowledge workers? A. They generally have limited employment opportunities in other companies. 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.
A. They generally have limited employment opportunities in other companies
Which of the following is a disadvantage of communities of practice (COPs)? A. Employees are reluctant to participate without an incentive and fear sharing their knowledge with others. B. COPs are not naturally occurring in companies; hence, they have to be forced. C. Social interaction is discouraged; hence, learning occurs off the job. D. COPs make it tedious for employees to share best practices, learn from one another, and improve business processes.
A. Employees are reluctant to participate without an incentive and fear sharing their knowledge with others
Which of the following positions is characterized by high value and low uniqueness? A. Lab technician B. Scientist C. Administrative assistant D. Legal adviser
A. Lab technician
_____ 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
A. Organizational
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. Project Manager
_____ is a person's judgment about whether he or she can successfully learn new knowledge and skills. A. Self-efficacy B. Self-actualization C. Self-esteem D. Self-concept
A. Self-efficacy
_____ 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
A. Six Sigma
The ADDIE model is most closely associated with: A. creating a learning organization B. formal training and development C. informal learning D. knowledge management
B. Formal training and development
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 the same competencies
A. an organization's work environment will facilitate learning and not interfere with performance
Trainee's 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
A. letting them know that the purpose of training is to identify areas in which employees are incompetent
The learning cycle for a trainee begins with a(n) _____. A. reflective observation B. concrete experience C. abstract conceptualization D. active experimentation
B. Concrete experience
Practice Quiz 2 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
B. Desire for greater control
In the learning processes, semantic encoding typically involves _____. A. informing learners of the lesson objective B. providing learning guidance to individuals C. providing learners cues that are used in recall D. providing feedback about performance correctness
B. Providing learning guidance to individuals
_____ 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
B. Staffing Strategy
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.
B. The model specifies an orderly, step-by-step approach to training design
____ 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
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
B. Virtual teams
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 the same competencies
B. an organization should develop training programs by itself or buy them from a vendor
_____ is a learning process that involves identifying learned material in long-term memory and using it to influence performance. A. Generalizing B. Semantic encoding C. Retrieval D. Gratifying
C. Retrieval
A primary disadvantage of using ____ in the needs assessment process is that the data obtained may lack detail. A. crowdsourcing B. interviews C. surveys D. observation
C. Surveys
_____ 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
C. The training design process
Which of the following statements is true of closed skills? A. They require the trainee to adapt the general principles to fit a wide range of circumstances. B. They refer to training objectives that are linked to general learning principles. C. They refer to skills that are to be identically produced by the trainee on the job. D. They are more difficult to train than open skills.
C. They refer to skills that are to be identically produced by the trainee on the job
The ATD competency model _____. A. is designed to help sales associates make more personal connections with shoppers B. describes a companywide effort to continuously improve the ways people and systems accomplish work C. specifies what is necessary 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
C. specifies what is necessary for an individual to be successful in the training field
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 specialized and not highly available D. the picture of the future an organization wants to achieve
C. the extent to which employees are specialized and not highly valuable
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
D.
Which of the following creates a learning orientation in trainees? A. Emphasizing trained task performance B. Emphasizing competition among trainees C. Ensuring trainees completely avoid errors and mistakes D. Allowing trainees to experiment with new knowledge and skills
D. Allowing trainees to experiment with new knowledge and skills
Which of the following is not included in the ADDIE model? A. Analysis B. Design and Development C. Implementation D. Engagement
D. Engagement
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.
D. For training and development to succeed, employees, managers, training professionals, and top managers all have to take ownership.
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. Internal growth
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 to the point of narcissism.
D. They are believed to have high levels of self-esteem, sometimes to the point of narcissism.
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
D. Traditionally, needs assessment failed to focus on competencies
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. Training-business strategy incongruence
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
D. Uses industry knowledge to create training that improves performance
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
D. leads to the effective development of tacit knowledge
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
D. uses industry knowledge to create training that improves performance