Chapter 8

Question 1

Training programs can lead to

Answer 1

increased organizational commitment and job satisfaction, resulting in increased productivity, decreased absenteeism, and less turnover

Question 2

Training and development efforts result in

Answer 2

better employees and a more productive workforce

Question 3

Definition of training:

Answer 3

The formal procedures that a company utilizes to facilitate learning so that the resultant behavior contributes to the attainment of the company’s goals and objectives.

Question 4

Competency-based Training

Answer 4

Organizations that take this approach to training identify what competencies they want all employees to have and then develop training programs around those competencies

Question 5

Organizational analysis

Answer 5

determine the organization’s short- and long-term goals and then to compare those goals to the organization’s accomplishments.

Question 6

Task analysis

Answer 6

The organization or consultant examines the task requirements for the successful conduct of each job, specifying exactly what the new employees are going to do on their jobs.

Question 7

The analysis type most often used to determine training needs

Answer 7

a task-oriented job analysis in which subject matter experts (SMEs), such as incumbents or others who are familiar with the job, respond to a series of items in a checklist format.

Question 8

Task Analysis is used to

Answer 8

identify the KSAOs that need to be further developed or refined to allow employees to do their job.

Question 9

Human Capital

Answer 9

The education, training, and experiences of individual employees that provide value to organizations.

Question 10

Person Analysis

Answer 10

quite specific, focuses on those employees who actually need training. It examines how well all employees are carrying out their job responsibilities and duties.

Question 11

Performance appraisal data is used to

Answer 11

identify good candidates for training

Question 12

Demographic Analysis

Answer 12

this involves determining the specific training needs of various demographic groups, such as those protected by civil rights legislation

Question 13

Age Discrimination in Employment Act (ADEA)

Answer 13

has made it illegal to discriminate in the selection of employees based on age

Question 14

ADEA example - technology training

Answer 14

Many older employees may need such training simply because they grew up during an era when technology was less advanced, whereas younger employees have probably picked up these skills throughout their lives.

Question 15

Training for employees with diabilities!

Answer 15

Organizations are legally required to make reasonable accommodations for disabled employees. One such accommodation may be the provision of training that helps these employees do their jobs. Another is the redesign of existing training programs to accommodate disabled employees.

Question 16

Learning Context

Answer 16

includes principles of instructional design, basic principles of learning, and characteristics of the trainee and trainer, largely determines the success of a training intervention.

Question 17

Learning Organizations

Answer 17

includes principles of instructional design, basic principles of learning, and characteristics of the trainee and trainer, largely determines the success of a training intervention.

Question 18

Continuous Learning

Answer 18

Directed and long-term effort to learn; stems from an intense desire to acquire knowledge and improve results and from participation in activities that facilitate learning.

Question 19

Instructional Design

Answer 19

A set of events that facilitate training through their impact on trainees.

Question 20

Learning

Answer 20

The relatively permanent change in behavior that occurs as a result of experience or practice.

Question 21

Active Learning

Answer 21

The relatively permanent change in behavior that occurs as a result of experience or practice.

Question 22

whole versus part learning

Answer 22

The relatively permanent change in behavior that occurs as a result of experience or practice.

Question 23

It is more effective to

Answer 23

practice or be trained on the whole task at one time if the task is highly organized, coherent, and interdependent

Question 24

Distributed practice

Answer 24

Training in which the practice is divided into segments, usually with rest periods in between.

Question 25

Massed practice

Answer 25

Training in which all the practice takes place at one time, without breaks.

Question 26

Trainees will be more likely to learn new material if

Answer 26

they find it meaningful

Question 27

Overlearning

Answer 27

The process of giving trainees continued practice even after they have appeared to master the behavior, resulting in high levels of learning.

Question 28

Feedback is also known as

Answer 28

knowledge of results (KOR)

Question 29

Feedback serves three purposes:

Answer 29

(1) It provides information that allows trainees to make whatever adjustments may be necessary in their behaviors during training, (2) it makes the learning process more interesting for the trainees and increases their motivation to learn, and (3) it leads to goal setting for improving performance

Question 30

Three principles for how feedback is best delivered:

Answer 30

(1) Feedback works best when it is given immediately following the individual’s behavior, (2) immediate and frequent feedback tends to result in the best performance, and (3) both positive and negative feedback have value when delivered in a sensitive yet clear manner.

Question 31

Trainee Readiness

Answer 31

Possessing the background characteristics and necessary level of interest that make learning possible.

Question 32

Self-Efficacy

Answer 32

individuals’ beliefs in their ability to be successful in training and on the job also plays a very large role!

Question 33

Researchers have found that error training was very effective for

Answer 33

trainees who were high in cognitive ability and openness

Question 34

Transfer of Training

Answer 34

The extent to which the material, skills, or procedures learned in training are taken back to the job and used by the employee in some regular fashion.

Question 35

Positive transfer

Answer 35

is the organization’s goal—the hope is that what is learned in the training program will improve performance back on the job.

Question 36

Negative transfer

Answer 36

performance declines as a result of training

Question 37

Identical elements theory

Answer 37

the training environment should resemble the on-the-job environment as much as possible

Question 38

Transfer climate

Answer 38

consists of peer and supervisory support for transfer

Question 39

A recent meta-analysis found that characteristics like cognitive ability, conscientiousness, and voluntary participation were most strongly related to

Answer 39

transfer of training

Question 40

Lecturing

Answer 40

the use of simple lecturing to teach trainees important work-related information This approach is very economical because many employees can be trained at one time. The effectiveness of this technique varies greatly, depending on the training objectives

Question 41

On-the-job training (OJT) is

Answer 41

the most widely used training technique in organizations.

Question 42

OJT training is largely dependent on

Answer 42

the skills and motivation of the trainer.

Question 43

Programmed instruction (PI)

Answer 43

presents information to the learner while using learning principles to reward and motivate.

Question 44

Computer-assisted instruction (CAI)

Answer 44

Custom-designed software, similar to computer-based testing you may have encountered in an educational setting, presents training information, asks questions to determine what trainees have learned or not learned, and monitors and captures trainee performance.

Question 45

PI/CAI is based on

Answer 45

KOR, distributed practice, and reinforcement

Question 46

research indicates that PI/CAI techniques result in

Answer 46

shorter training times than do other techniques, but PI/CAI training groups often do not show superiority in learning or retention as compared with trainees in control training groups

Question 47

CAI is used and studied a great deal in the educational system where it has been found to

Answer 47

enhance learning and other outcomes across diverse disciplines including math and biology.

Question 48

VR training

Answer 48

a simulator is designed to be as realistic as possible so that trainees can easily transfer the skills they gain to the real-life situation

Question 49

physical fidelity

Answer 49

The extent to which the operation of equipment in training mimics that in the real world

Question 50

psychological fidelity

Answer 50

The extent to which the essential behavioral processes needed for success on the job are also necessary for success in the training simulation.

Question 51

gamification

Answer 51

uses computer-based simulation games for purposes of training and development

Question 52

training using simulation games results in

Answer 52

higher self-efficacy, better learning, and greater retention than trainees taught by other methods.

Question 53

trainees often report greater interest in and satisfaction with training conducted through

Answer 53

multimedia presentations than with training of the live-lecture variety.

Question 54

distance learning (DL)

Answer 54

The delivery of material to all participants at the same time even though participants are separated by geographical distance.

Question 55

e-learning

Answer 55

Learning that uses electronic technology to access curriculum in novel ways. LOL THIS CLASS

Question 56

Research suggests that web-based training is slightly more

Answer 56

effective than traditional classroom-based training

Question 57

benefits of DL programs and e-learning techniques

Answer 57

(1) the most efficient use of high-quality instructors and instruction, (2) learners’ assumption of more responsibility for personal success, and (3) very clear cost savings

Question 58

blended learning

Answer 58

combining e-learning with traditional classroom learning

Question 59

organizational socialization aka onboarding

Answer 59

The process by which an individual acquires the attitudes, behavior, and knowledge needed to participate as an organizational member.

Question 60

Coaching

Answer 60

a one-on-one collaborative relationship in which an individual provides performance-related guidance to an employee

Question 61

Executive coaching

Answer 61

the coach is typically a consultant external to the organization who develops a coaching relationship with a mid- to high-level executive in the organization

Question 62

Executive coaching is used to develop

Answer 62

executives and improve their skill sets and capabilities to make them more effective leaders

Question 63

Behavioral modeling

Answer 63

most social behavior is learned through observation

Question 64

Business Simulations

Answer 64

Managers are given a brief introduction that includes some background about a fictitious company, an explanation of a situation, organizational problems, and the organizational goals and then asked to make managerial decisions that subsequently affect the situation and context.

Question 65

Corporate universities are

Answer 65

growing in importance!

Question 66

the criteria used in the evaluation of training programs have to be

Answer 66

relevant, reliable, sensitive, practical, and fair

Question 67

Kirkpatrick’s Taxonomy

Answer 67

Kirkpatrick identified four types of criteria to use in the evaluation of training programs

Question 68

reaction criteria

Answer 68

In Kirkpatrick’s taxonomy, trainees’ attitudinal reactions to the training program; along with learning criteria, also called internal criteria.

Question 69

learning criteria

Answer 69

In Kirkpatrick’s taxonomy, criteria that reflect how much of the material is actually learned in the training program; along with reaction criteria, also called internal criteria.

Question 70

behavioral criteria

Answer 70

In Kirkpatrick’s taxonomy, criteria that refer to changes that occur due to the training program that take place back on the job; along with results criteria, also called external criteria.

Question 71

results criteria

Answer 71

In Kirkpatrick’s taxonomy, the ultimate value of the training program to the company; along with behavioral criteria, also called external criteria.

Question 72

internal criteria

Answer 72

exist within the training program

Question 73

external criteria

Answer 73

behavioral and results criteria

Question 74

utility judgments

Answer 74

trainees’ beliefs about the transferability or utility of the training program

Question 75

Quasi-experiments are the most

Answer 75

viable alternatives for the evaluation of training programs.

Question 76

pre/post design

Answer 76

measure various criteria prior to training (M1) and again after training (M2)

Question 77

pre/post design with a control group

Answer 77

very similar to the pre/post design except that it involves a control group

Question 78

Solomon four-group design

Answer 78

In terms of internal validity, this is a superb design because it includes two training (experimental) groups as well as two nontraining (control) groups

Question 79

Diversity issues related to race, ethnicity, age, and gender have become

Answer 79

increasingly important to organizations and employees alike

Question 80

sexual harassment

Answer 80

behaviors of a sexual nature, submission to or rejection of which affects one’s job or creates an offensive work environment

Question 81

The #MeToo movement

Answer 81

began in 2006 to help survivors of sexual violence find healing, and it gained wide public attention following numerous accusations

Question 82

work outcomes

Answer 82

interpersonal relationships at work, an alteration in the direction of one’s career, satisfaction with the job, and commitment to the organization

Question 83

psychological and somatic outcomes result from

Answer 83

sexual harassment

Question 84

women who are sexually harassed experience reductions in

Answer 84

self-esteem, life satisfaction, home satisfaction, and self-confidence, sometimes also becoming angry, hostile, irritable, and depressed.

Question 85

sexual harassment has negative effects on

Answer 85

the organization

Question 86

In one study, participants who saw a sexual harassment training video perceived sexually oriented work behaviors as

Answer 86

incidents of sexual harassment to a greater extent than did individuals who did not see the video

Question 87

firms with more diverse executive boards had returns on equity that were

Answer 87

53% higher than companies with less diverse boards

Question 88

in a study of 20,000 organizations, those with more female executives were more profitable than those with

Answer 88

fewer female executives

Question 89

PricewaterhouseCoopers is highly rated for

Answer 89

diversity in recruitment, mentoring, and LGBT employees

Question 90

the most successful companies in the world are focusing on diversity issues by

Answer 90

emphasizing recruitment, selection, retention, and training.