I/O Psych 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
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
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 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
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
Coaching serves which of these functions in an organization? A) guidance B) implication C) mobilization D) extrication
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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 general, research shows that _____ practice is best for short- and long-term retention of skills. A) massed B) distributed C) perfect D) divided
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
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 Caterpillar Training Institute and McDonald's Hamburger University are examples of: A) business simulators. B) corporate universities. C) management games. D) coaching schools.
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
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 training techniques is MOST widely used by organizations? A) distance learning B) on-the-job training C) coaching D) e-learning
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
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 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
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
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
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 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
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
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
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 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
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
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 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 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 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
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 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
"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
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
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
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
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
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 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
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
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
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
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
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
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
_____ 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