BAM 554 (UNIT1-UNIT4) MCQs

Multiple Choice Questions (Enter your answers on the enclosed answer sheet)
1. In the training design process, selection of training methods is the step.
first
third
final
next to final
2. Person and task analysis are part of which step of the training design process?
Ensuring transfer of training
Developing an evaluation plan
Conducting needs assessment
Monitoring and evaluating the program
3. The training design process selection of training methods should occur directly following:
development of an evaluation plan.
needs assessment.
ensuring transfer of training.
development of learning objectives.
4. The acronym ADD I E is most closely associated with:
a. high-leverage training.
b.ISD.
intellectual capital.
Six Sigma.
Which of the following is not a force discussed by Noe as influencing the workplace and training?
Economic cycles
New laws regulating allocation of training funds in the US
New technology
High-performance work systems
6. The process of moving jobs from the United States to other locations in the world is called:
outsourcing.
globalization.
offshoring.
virtual teams.
7. Noe argues that all but which of the following are reasons offshoring is occurring?
U.S. visa laws allow foreign worker in the U.S. for seven years.
The U.S. graduates fewer U.S. born engineers than China and Japan.
More talented employees may be available outside the U.S.
Some countries provide substantial incentives for workers to work in the U.S.
8. Companies report the most important talent management challenge they face is:
identifying and training employees with managerial talent.
getting more women and minorities into the company.
developing programs to retain older workers.
obtaining enough new workers with required skills.
9. Noe argues that providing training gives organizations a competitive advantage.
online
instructor-led
tacit knowledge
explicit knowledge
All of the following except is an implication of an emphasis on learning vs. training as an event.
learning must be related to achieving business goals
companies need to support more informal learning
companies need to provide psychological support for learning
companies need to anticipate needs and plan more formal training
11. Which of the following are good metrics for demonstrating the strategic value of training?
Number of hours of training conducted in the past fiscal year
Training costs were within budgeted amount
Average cost per hour of training
Ti me spent fi II i ng management positions
12. A balanced scorecard considers four different perspectives:
customer, internal, innovation and learning, and financial.
metrics, measurement, SWOT, customers.
financial, physical, tacit, and expl icit.
internal customers, management, government regulators, and shareholders.

13. ______ has been shown to be related to managers' failure to advance in their careers.
A lack of people skills
The inability to develop employees
The inability to think strategically
Poor problem solving

14. Studies suggest all but positively influence employee retention.
working with good colleagues
good insurance and retirement benefits
challenging job assignments
opportunities for growth and development
15. The customer model of training department organization:
involves customers delivering training.
requires trainers to report to two managers.
requires trainers to understand a functional area of the company as well as understandi ng instruction.
requires no training director or administrator.
16. Disadvantages of the faculty model of organizing training include all except:
the training function does not fit the organization's needs.
the content of training may lack meaning for trainees.
trainers may be unwilling to adapt program content.
it is difficult for the training department to plan content of programs.
17. analysis asks the questions, "Will employees perceive the training program as an opportunity or waste of time? Which persons or groups (employees, managers, vendors,) have an interest in seeing training succeed?"
Benchmark
Task
Person
Organizational

18. Research indicates that:
peer and manager support for training is critical to success.
peer and manager support has little influence on training outcomes.
managers have little or nothing to do with the transfer of training.
organizational analysis is actually often unnecessary.
19. Employees' "readiness" for learning refers to all the following except whether they:
have completed orientation.
have the necessary knowledge and skills to learn.
whether the work environment will enhance learning.
whether they are motivated to learn.
20. Research shows that motivation to learn is related to all but which of the following?
Skill acquisition
Knowledge gained
The length of training
Behavior change
2l. All of the following statements regarding cognitive ability are true except:
it is related to successful job performance in all jobs.
it includes verbal comprehension, quantitative and reasoning abilities.
cognitive ability influences learning.
cognitive ability is more important for lower-level than more complex jobs.
When trainees' reading levels do not match the level needed for the training materials, which of the following options is an organization least likely to choose to handle this mismatch?
Redesign the job
Use video or on-the-job training
Reassign employees with inadequate reading abilities
Provide employees with reading deficiencies with a remedial reading program
23. is employees' belief that they can successfully perform their job or learn the content of the training program.
Self-efficacy
Self-motivation
Cognitive ability
Task competence
Which one of the following management actions could least likely increase employees' self-efficacy levels?
Letting employees know the purpose of the training programs
Providing as much information as possible about the training program and its purposes
prior to the actual training
Showing employees the training success of their peers who are now in similar jobs
Using off-site rather than on-site formal training programs
25. Which of the following is not an issue to determine whether training is the best solution?
Is the performance problem important?
Can employees demonstrate the correct behavior?
Were other solutions too expensive or unrealistic?
Are employees approaching retirement age?

Multiple Choice Questions (Enter your answers on the enclosed answer sheet)
A program to improve safety behavior involving posting data on safe work behavior and supervisor recognition of safe behaviors relies primarily on learning theory.
social learning
goal setting
McClelland's n-ach
rei nforcement
When an employee learns and practices behaviors that reduce conflict with others, they are experiencing:
positive reinforcement.
negative reinforcement.
automization.
vicarious rei nforcement.
An owner of a casino who seeks to maximize his slot machine profits would most likely have them programmed on a reinforcement schedule.
variable ratio and variable interval combined
variable interval
fixed ratio and variable interval combined
continuous
4. reinforcement schedule is characterized by rapid learning and rapid exti nction.
Variable ratio
Fixed ratio
Fixed interval
Variable interval
5. In the famous, humorist Will Rogers' saying, "There are three kinds of men: the one that learns by reading, the few that learn by observation, and the rest of 'em that have to pee on the electric fence for themselves," what learning theory best fits learning by observation?
Reinforcement
Goal setting
Social learning
Expectancy
6. In the famous, humorist Will Rogers' saying, "There are three kinds of men: the one that learns by reading, the few that learn by observation, and the rest of 'em that have to pee on the electric fence for themselves," what learn ing theory best fits learn i ng by experiencing the electric fence?
Reinforcement
Goal setting
Social learning
Expectancy
7. assumes that behavior results from a person's conscious goals and intentions.
Social learning theory
Need for achievement
Goal setting theory
Expectancy theory
8. According to goal setting theory, learning is facilitated by:
telling trainees to do your best.
appealing to their needs.
allowing trainees to set their own goals.
setting specific and challenging goals.
9. Which of the following does not contribute to a learning orientation?
Encouraging competition among trainees
Allowing trainees to make errors
Experimenting with new ways to perform trained tasks
Creating a community of learning
10. occur(s) when trainees use previously learned, less effective capabi I ities instead of trying to apply recently learned capabilities.
Regression
Lapses
Forgetti ng
Reverse inhibition

11. The greatest level of support a manager can provide for training is _
attend training sessions
provide financial support for training activities
teach in training programs
provide support to trainees in use of new capabilities
All of the following except are work environment characteristics that influence transfer.
technological support
opportunity to perform
peer support
subordinate support
13. Electronic performance support systems (EPSS) _
tend to cause lapses in skills.
require extra training if transfer is desired.
facilitate transfer of new skills by providing information as needed.
do not appear to have an impact on transfer of training in spite of their potential.
14. All of the following are true regarding a learning organization except _
learning at the group and organizational level is the primary focus.
training processes are aligned with company goals.
training is viewed as part of a system to create human capital.
it has a capacity to adapt and change.
15. refers to converting explicit knowledge to tacit knowledge.
Combination
Externalization
Internal ization
Socialization
According to recent research, outcome measures have the largest relationship with changes in affective learning outcomes.
results
affective
reactions
behavior and ski lis
17. Transfer of learned skills to the job is usually measured by _
surveys
interviews
tests
observation
18. Which of the following would not be a good way to measure affective outcomes?
observation
surveys
focus groups
interviews
19. Criteria relevance is:
an issue of whether training covered the necessary material.
the extent to which the trainees care about the outcomes of the training.
the extent to which training outcomes reflect the content of the training program.
the extent to which training outcomes are related to the learned capabilities emphasized in the training program.
The ease of collecting outcome measures is an important issue to companies. This is referred to as:
collectabi I ity.
practicality.
acceptabi I ity.
efficiency.
21. Which of the following types of evaluation do organizations do the least often?
Reactions
Results
ROI
Cognitive
22. A case study is a scenario describing a work situation:
requiring trainees to analyze the actions described and to recommend alternatives.
for the purpose of developing manual skills.
from which individual trainees select the best action.
that, as a training method, is costly and relatively passive.
23. All of the following are true regarding role play except:
outcomes depend upon the emotional reactions of other trainees.
role play provide trainees with detailed situational information.
debriefing is a critical part of role play.
interpersonal responses are the major focus.
24. Vicarious reinforcement is most relevant for:
simulations.
behavior modeling.
case studies.
business games.
25. In behavior modeling, at what stage are key behaviors introduced?
Application planning
Ski II preparation
Introduction
Performance feedback

Multiple Choice Questions (Enter your answers on the enclosed answer sheet)
According to a survey by Training magazine. the most commonly used form of multimedia training is:
virtual reality.
internet or i ntranet.
computer-based games.
simulations.
2. Which of the following is not a disadvantage of multimedia training?
Expensive to develop
Some trainees may have anxiety using the technology
It is ineffective for certain training content
It is limited in the senses to which it appeals
3. Computer-based training:
is limited because it provides no feedback to the trainee.
cannot provide as effective a learning experience as traditional methods of training.
includes interactive video, CD-ROM, and Internet or Web-based training.
should not be used alone as a training method because of its limitations.
4. is an interactive training experience in which a computer provides a stimulus, the trainee responds, and the computer analyzes responses and provides feedback.
An expert system
EPSS
An LMS
Computer-based training
A new hire in large city is touring the city's sewer lines while sitting at a computer. This is possible due to:
a laser disk.
an avatar.
the internet.
asynchronous communication.

6. Online learning includes all of the following except:
web-based training.
business games.
simulation based training.
learning portals.
7. The major difference between internet-based training and intranet-based training is:
access to the internet is restricted to employees.
access to an intranet is restricted to employees.
the intranet allows for a higher degree of learner control.
negligible, both terms are used interchangeably.
8. All of the following are aspects of learner control in e-Iearning except:
practice.
accessibility.
progress assessment.
pacing.
9. Online learning is most effective for teaching:
complex analytical skills.
conceptual ski lis.
interpersonal skills.
cognitive knowledge.
10. Research shows that assessment center ratings are related to all except:
managerial experience.
salary level.
job performance.
career advancement.
An instrument designed to measure important factors in being a successful manager is known as:
Looking Glass.
MBTI.
in-basket.
Benchmarks.
12. 360-degree feedback:
involves gathering performance information from customers who have observed an
employee's performance at all possible times during the day.
involves the evaluation of performance by subordinates, peers, customers, the boss, and the individual him/herself.
is the quickest approach to performance evaluation currently used.
involves the individual as the sole assessor of all aspects of his/her performance.
13. All of the following except are potential limitations of 360-degree feedback.
the time demands placed on managers
managers seek to identify and punish raters providing negative information
ratings from different sources must be obtained
a facilitator is needed to interpret results
Research shows that the most change resulting from upward feedback and 360-degree systems occurs in individuals who:
receive higher ratings from others than they gave themselves.
whose self ratings were similar to ratings from others.
tend to rate others lower than they rate themselves.
receive lower ratings from others than they gave themselves.
15. A major assumption of using job experiences for development is that:
development occurs best when job demands involve obstacles and creating change.
development depends on having a supportive boss and coach.
development occurs best when employees experience high levels of stress in their jobs.
development occurs when there is a mismatch between the employees' skills and the skills required for the job.
Demotions, lateral moves, externships and job enlargement are all examples of this kind of approach to employee development.
Formal education
Interpersonal relationships
Job experiences
Assessment
17. Job enlargement:
refers to h iri ng more people for the same job category.
means moving the position up the organizational hierarchy.
means adding new challenges and responsibilities to an employee's current job.
tends to deter an employee's development because it is so time-consuming.
18. Positive outcomes of job rotation include all except:
improves problem-solving and decision-making skills.
an increased understanding of different company functions.
greater salary growth and promotion rates.
higher productivity in the department gaining the rotating employee.
19. is a country high on femininity while is a country high in masculinity.
France, Netherlands
Germany, Japan
Netherlands, Japan
Netherlands, Russia
If an expatriate who spoke only English was assigned to the rigor of their pre-departure training should be highest for which of the following country assignments?
Vietnam
Canada
Scotland
England
For overseas assignments that require a considerable degree of interpersonal interaction, the best type of training method is:
interactive video.
e-Iearning.
case studies.
experiential.
22. is/are an example of a high rigor training method.
Briefing employee's performance at all possible times during the day
Role play
Videos
Case studies
Cultures high in expect participation in exercises and questioning to be determined by status in the company or culture.
masculinity
power distance
individualism
time orientation
24. The goals of diversity training include all of the following except:
to eliminate values, stereotypes, and managerial practices that inhibit employees' development.
to allow employees to contribute to organizational goals regardless of their race, gender,
rei igion, sexual orientation, cultural backgrou nd, or fam i Iy status.
to promote equal access to jobs and training opportunities.
to facilitate succession planning.
All of the following are arguments regarding how managing diversity can provide a competitive
advantage except:
turnover reduction.
cost.
market share.
flexibility.
Multiple Choice Questions (Enter your answers on the enclosed answer sheet)
1. are more willing to relocate for a promotion than who would be more likely to stay in an area where they have established social and work relationships.
Millenniums, traditionalists
Baby boomers, millenniums
Baby boomers, Gen Xers
Trad itional ists, baby boomer
2. is the process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities, and relationships.
Continuous learning
Career development
Holland's Work Growth cycle
The protean career
Activities such as training, sponsoring and policy making are characteristic of _ career stage.
establisnment
disengagement
maintenance
exploration
Developmental tasks such as security, growth and development of lifestyle are found in the ______ career stage.
exploration
maintenance
disengagement
establishment
5. Sponsor is to as mentor is to maintenance stage.
establ ish ment
exploration
disengagement
protege

6. ______ is changing one's major work activity after having been established in a specific field.
Rebooting
Regenerating
Repotting
Recycling

7. The second step of the career management process is:
real ity check.
self-assessment.
action planning.
goal setting.
8. The Strong Vocational Interest Blank is used in the part of career management.
goal setting
self-assessment
real ity check
action planning
9. Shock is likely to occur at which stage within the socialization process?
Anticipatory
Encounter
Settling in
Orientation
10. Plateauing may:
result from making the organizational structure too flat and hiring too many high achievers.
indicate a need for training or retraining.
result when a company is growing too fast for employees to keep up.
result when a company stagnates and cannot gain market share.
11. Plateauing is most likely to occur at the career stage.
establishment
disengagement
maintenance
exploration

A reduction is an employee's competence resulting from lack of knowledge of new work processes, techniques, and technologies that have developed since the employee completed his or her education is known as:
flextime.
job sharing.
plateauing.
obsolescence.
13. A leave of absence from the company to renew or develop skills is known as:
a sabbatical.
plateau i ng.
repotti ng.
continuous learning.
14. According to research, which of the following experiences the least work-family conflict?
Families with children under five
Same sex partners
Dual-career couples
Single parent families
15. is changing one's major work activity after having been established in a specific field.
Rebooting
Regenerati ng
Repotting
Recycling
16. The Federal law that provides for up to 12 weeks of unpaid leaves for parents with new infants or newly adopted children also covers employees who must take a leave of absence from work to care for a family member who is ill or to deal with a personal illness. This act is called the:
National Labor Relations Act.
Age Discrimination in Employment Act.
Americans with Disabilities Act.
Family and Medical Leave Act.
17. All of the following are work-life conflicts except:
strain-based.
commuter-based.
behavior-based.
time-based.
18. Which of the following is not a reason why use of online learning and other technologies will increase in the future?
The cost of the technologies will decline.
Desirable learning features can be built into the technology.
Employees prefer it to classroom instruction.
Contingent and alternative-schedule workers can be trained more easily.
19. All of the following are future trends that will affect training except:
a change model perspective to training and development.
increased use of training partnerships and outsourcing training.
growth in international, joint-ventures.
increased emphasis on capturing and sharing intellectual capital.
Increased use of contingent workers and increased flexibility to meet customer needs will lead training departments to have a greater focus on:
case studies and team training.
interactive video training.
pod casts and Wikis.
expert systems and electronic support systems.
As companies make greater use of high performance work teams, training must provide workers
with skills in all of the following areas except:
cross-cultural skills.
quality.
customer service.
interpersonal skills
22. tracks learning activity and costs and can relate learning results to product revenues or sales goals.
Strategic Training Goal Systems
Learning Management Systems
PeopleSoft
PROMES
23. Which of the following is not a consequence of an increased use of external training suppliers?
Trainers will do more train-the-trainer programs.
Trainers will do more contract negotiations
Trainers will be designing more online programs ..
Trainers will provide more support to managers conducting training.
24. A company that rents out access to software for specific applications is called:
application process engineering.
I nternet service provider.
outsource service provider.
application service provider.
25. The four change-related problems that need to be addressed before implementation of any
new training practice include all except:
loss of status.
power imbalance.
task redefinition.
loss of control.