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CHAPTER 7 TRAINING

1. _____ involves development programs, courses, and events that are developed and organized by the
company.

A. Tacit knowledge
B. Formal training
C. Transfer of trainings
D. Implicit learning
E. On-the-job knowledge

2. Which of the following statements is true of continuous learning?

A. It is an informal learning approach initiated by employees.


B. It is an organizational effort that relies solely on formal training.
C. It is a system that expects employees to understand the entire work process.
D. It is a system that requires employees to have only task-specific knowledge.
E. It expects employees to acquire knowledge on their own and not share with others.

3. Processes, checklists, flowcharts, formulas, and definitions are examples of _____.

A. experiential knowledge
B. tacit knowledge
C. informal training tools
D. explicit knowledge
E. on-the-job learning
4. Which of the following is true of informal learning?

A. It is initiated by the management of an organization.


B. It involves training and development programs.
C. It occurs in a planned setting for facilitating knowledge.
D. It occurs as a result of gathering explicit knowledge.
E. It is motivated by a personal intent to develop.
5. Tacit knowledge is different from explicit knowledge in that:

A. explicit knowledge is based on personal experience.


B. tacit knowledge is easy to codify.
C. tacit knowledge can be well documented.
D. explicit knowledge can be easily articulated.
E. tacit knowledge can be easily transferred to others.

6. Which of the following is true of knowledge management?

A. It primarily focuses on enhancing a company's reputation.


B. It relies on informal settings for knowledge transfer.
C. It contributes to informal learning.
D. It tends to avoid using culture as a tool for sharing knowledge.
E. It never consists of or utilizes communities of practice.

7. Which of the following is the first stage in the training design process?

A. Ensuring employees' readiness for training


B. Conducting a needs assessment
C. Selecting training methods
D. Creating a learning environment
E. Evaluating training programs
8. A firm focuses on organizational and person analysis during the _____ stage in the training design
process.

A. needs assessment
B. employees' readiness assessment
C. learning environment development
D. transfer of training
E. selecting training methods

9. Which of the following stages in the training design process involves self-management strategies and
peer and manager support?

A. Employees' readiness assessment


B. Learning environment development
C. Transfer of training
D. Evaluation of training programs
E. Needs assessment

10. Which type of analysis is usually conducted first when performing a needs assessment in a training
process?

A. Task analysis
B. Organizational analysis
C. Person analysis
D. High-leverage analysis
E. Market analysis
11. _____ analysis involves determining the business appropriateness of training, given the company's
business strategy.

A. Person
B. Organizational
C. Task
D. Information
E. Market
12. _____ analysis involves identifying who needs training and determining employees' readiness for
training.

A. Person
B. Cost
C. Task
D. Information
E. Strategic

13. Which of the following involves determining whether performance deficiencies result from a lack of
knowledge, skill, or ability?

A. Person
B. Cost
C. Task
D. Information
E. Strategic

14. _____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be
emphasized in training.

A. Person analysis
B. Cost analysis
C. Task analysis
D. Information analysis
E. Strategic analysis
15. In the training process, _____ analysis involves identifying the conditions such as equipment,
environment, and time constraints.

A. person
B. team
C. task
D. output
E. market
16. If a training program focuses primarily on ensuring that employees have product or service
knowledge, it is taking the strategic initiative to _____.

A. improve customer service


B. improve employee engagement
C. enhance innovation
D. grow in the global market
E. develop creativity

17. Phil, a management trainer at Flint Inc., designs a training program that focuses on capturing insights
and information from knowledgeable employees. Through this program, Phil is taking the strategic
initiative to _____.

A. improve customer service


B. improve employee engagement
C. enhance innovation and creativity
D. grow in the global market
E. increase job retention
18. If an organization decides to take a strategic initiative of enhancing innovation and creativity, which of
the following is likely to be an implication for the organization's training practices?

A. Ensuring that employees have product knowledge


B. Ensuring that employees understand their roles
C. Dedicating physical space to encourage teamwork
D. Ensuring that employees have opportunities to develop
E. Training local workforce in company culture

19. The first step in task analysis is to:

A. develop a list of tasks performed on the job.


B. validate or confirm the tasks.
C. identify the jobs to be examined.
D. identify the knowledge, skills, and abilities required for the tasks.
E. identify the equipment and working conditions required for the tasks.
20. The last step in task analysis is to:

A. develop a list of tasks performed on the job.


B. validate the tasks that are to be performed on the job.
C. identify the jobs to be analyzed.
D. identify the working conditions required for the tasks.
E. confirm the tasks that are to be performed on the job.

21. Which of the following is true about task analysis?

A. It involves determining the cause for performance deficiencylack of skill or a training issue.
B. It involves identifying who requires training.
C. It involves determining employees' readiness for training.
D. It involves determining the business appropriateness of training.
E. It involves identifying the knowledge and skills required for the job.

22. A _____ is a statement of an employee's work activity in a specific job.

A. task
B. position
C. role
D. job specification
E. job evaluation

23. In the context of factors that influence motivation to learn, when an organization seeks to convince
employees that they can successfully learn the content of the training program, it is primarily focusing
on improving:

A. the work environment.


B. the reliability of the training.
C. the employees' awareness of training needs.
D. the self-efficacy of employees.
E. the goal orientation of employees.
24. In the context of factors that influence motivation to learn, which of the following management actions
is likely to increase employees' self-efficacy?

A. Not sharing information on the purpose of the training programs


B. Making it clear that only the best of them can get through the training programs
C. Communicating that training will focus in identifying areas of incompetence
D. Informing employees about the times their peers have failed to benefit from the training
E. Emphasizing that learning is under their personal control

25. If an organization wants to improve the work environment factor that influences the motivation to
learn, it is likely to focus on:

A. communicating the purpose of the training programs to employees.


B. emphasizing that learning is under employees' personal control.
C. communicating why they were asked to attend training.
D. encouraging employees to give feedback to each other.
E. providing remedial training.

26. To enhance the employee conscientiousness factor that influences the motivation to learn, an
organization should:

A. share their performance appraisal information with them.


B. encourage them to provide feedback to each other.
C. provide resources necessary for training content to be used in their work.
D. communicate the need for learning.
E. provide remedial training to them.

27. Which of the following factors that influence motivation deals with the employee's tendency to be
reliable, hardworking, self-disciplined, and persistent?

A. Conscientiousness
B. Basic skills
C. Benefits of training
D. Awareness of training needs
E. Goal orientation
28. _____ refers to on-the-job use of knowledge, skills, and behaviors learned in training.

A. Information absorption
B. Transfer of training
C. Cognitive adoption
D. Hands-on learning
E. Learning management

29. Concept maps showing relationship among ideas and visual images are tools that can be best used:

A. to understand opportunities for practice.


B. to gain insights by working on the job directly.
C. for program coordination and administration.
D. to commit training content to memory.
E. to share feedback about employees' performance.

30. Which of the following is true of an action plan for training?

A. It is a graphic representation of the stages in training.


B. It is a verbal agreement that emphasizes the goals of training.
C. It is a written document that ensures training transfers to the job.
D. It is a verbal agreement among trainers on the training methods to be used.
E. It is a personal statement made by an employee on his goals for training.
31. Which of the following is true of a support network in training?

A. It is the support that managers from different teams offer to trainees.


B. It is the support system built by an organization to support knowledge transfer.
C. It is the support that trainers offer to employees within the training program.
D. It is the support that trainers offer to employees to transfer training to the job.
E. It is the support that trainees give one another to discuss their progress.

32. Action plans are developed to facilitate _____.

A. instructional design
B. program presentation
C. transfer of training
D. training program evaluation
E. conditions for learning

33. Which of the following refers to computer applications that can be used to provide skills training and
expert advice?

A. Learning management systems


B. Application management systems
C. Electronic performance support systems
D. Knowledge transfer management systems
E. Network analysis management systems

34. Which of the following is true of the presentation method of training?

A. Trainees are active participants in preparing the training module.


B. This method of training does not include distance learning.
C. Gadgets such as smart phones and tablets cannot be used in this method.
D. They are ideal for presenting only old facts and existing knowledge.
E. They can be used to transfer alternative problem-solving solutions.
35. Which of the following is true of instructor-led classroom instructions?

A. This method of training has lost popularity due to new technologies such as interactive video
instructions.
B. Traditional classroom instruction is one of the most expensive methods of training.
C. This is one of the least time consuming ways to present information.
D. The more passive the trainees are in absorbing the instruction, the more they can use the
information on the job.
E. Computer-based instructions have made instructor-led classroom instructions obsolete.

36. Presentation training techniques are most effective for:

A. developing specific skills or dealing with interpersonal issues on the job.


B. conveying new facts and different philosophies.
C. applying learned capabilities on the job.
D. sharing ideas and experiences and getting to know one's strengths and weaknesses.
E. enhancing communication and developing a peer network.

37. _____ is an example of a presentation training method.

A. Internship
B. Apprenticeship
C. Hands-on
D. Audiovisual training
E. Simulation

38. Which of the following is true of distance learning?

A. Expenses in the form of travel costs are high.


B. Clarification of questions is dependent on on-site instructors.
C. The level of interaction between trainees and trainers is high.
D. Geographically dispersed audience cannot be reached.
E. It is more useful in cases where instructors can visit the trainees.
39. Which of the following is true about the use of audiovisual training?

A. The users have very little control over the presentation.


B. It is hard for trainers to customize the sessions to match trainees' expertise.
C. Learners are subject to inconsistent presentation through audiovisual training.
D. It offers too much content for the trainees to learn from.
E. Possibility of distraction caused by humor or music is minimal.

40. _____ is ideal for understanding how skills and behaviors can be transferred to the job and for dealing
with interpersonal issues.

A. Presentation method
B. Classroom method
C. Distance learning method
D. Hands-on method
E. Audiovisual training

41. A work-study training method that uses both on-the-job training and classroom training is called
_____.

A. apprenticeship
B. case-study learning
C. virtual-reality training
D. internship
E. hands-on training

42. Which of the following is true of apprenticeship?

A. It focuses exclusively on on-the-job training.


B. Apprenticeship programs cannot be sponsored by companies cooperating with a union.
C. It requires a certain number of hours of classroom instruction to qualify as a registered program.
D. The majority of apprenticeship programs are for managerial positions.
E. Unlike interns, apprentices cannot earn until the period of apprenticeship is complete.
43. Which of the following is true about simulations as a training technique?

A. They provide limited opportunities for trainees to relate to actual jobs.


B. They are used to teach only management and interpersonal skills.
C. They prevent trainees from seeing the impact of their decisions in a risk-free environment.
D. They are inexpensive to develop and maintain.
E. They are methods used to represent real-life situations.

44. Which of the following skills is best improved by behavior-modeling training?

A. technical
B. interpersonal
C. conceptual
D. quality assessment
E. performance

45. While evaluating training programs, return on investment can be used to measure _____.

A. acquisition of knowledge
B. company payoffs
C. economic value of training
D. reaction to program
E. employees' skills

46. While evaluating training programs, acquisition of knowledge is measured using _____.

A. work samples
B. observation
C. interviews
D. attitude surveys
E. focus groups
47. While evaluating training programs, affective outcomes are most appropriate for measuring _____.

A. acquisition of knowledge
B. behavior skills
C. company payoffs
D. motivation
E. economic value of training

48. _____ outcomes are used to measure acquisition of knowledge.

A. Cognitive
B. Skill-based
C. Affective
D. Results
E. Return on investment

49. As a manager, John wants to find out the impact of his company's behavior-modeling training
program on his employees' communications skills. The _____ evaluation design is necessary for this
purpose.

A. pretest/posttest
B. time series
C. pretest/posttest comparison group
D. pretest only with comparison group
E. posttest only

50. The _____ evaluation design is necessary if a manager wants to equate the effect of two training
programs.

A. pretest only
B. pretest/posttest
C. pretest/posttest with comparison group
D. pretest only with comparison group
E. posttest only
51. Which of the following is the first step in a return on investment (ROI) analysis?

A. Determining the training costs


B. Calculating the total savings
C. Identifying the outcomes
D. Dividing benefits by costs
E. Placing a value on the outcomes

52. Which of the following is the last step in a return on investment (ROI) analysis?

A. Determining the training costs


B. Calculating the total savings
C. Identifying the outcomes
D. Dividing benefits by costs
E. Placing a value on the outcomes

53. An example of an expatriate is a:

A. a U.S. citizen working for a Japanese firm in the United States.


B. a Japanese citizen working in Japan for a Japanese firm.
C. a person born in Germany but is currently a U.S. citizen working in the United States.
D. a U.S. citizen working for a U.S. firm in Germany.
E. a person born in the United States and is currently a Japanese citizen working in Japan.

54. An individual who works in a country other than his or her country of origin is called a(n) _____.

A. host country national


B. repatriate
C. expatriate
D. inpatriate
E. third country national
55. The key to a successful foreign assignment is a combination of training and career management for
the employee and _____.

A. his foreign employees


B. his parent country supervisor
C. his subordinates
D. his family
E. his host country supervisor

56. In which of the following phases do employees receive language training and an orientation to the
new country's culture and customs?

A. On-site phase
B. Predeparture phase
C. Postdeparture phase
D. Repatriation phase
E. Offshore phase

57. Pairing up expatriates and their family with an employee from the host country is likely to occur in the
_____.

A. predeparture phase
B. onshore phase
C. on-site phase
D. repatriation phase
E. returning-home phase

58. Preparing expatriates to return to the parent company is _____.

A. preparation for home assignment


B. preparation for offshore roles
C. expatriation
D. repatriation
E. cross-cultural preparation
59. Providing expatriates with company newsletters and community newspapers helps them:

A. understand the work requirements of a foreign assignment better.


B. identify their role and responsibilities as an overseas manager.
C. develop the skills required to complete the task and return home.
D. experience minimal difficulty trying to adapt to changes on returning to the home country.
E. deal with differences in language and culture in a new country.

60. As a component of effective managing diversity programs, _____ includes diversity as part of the
business strategy and corporate goals.

A. top management support


B. recruitment and hiring
C. identifying and developing talent
D. employee support
E. ensuring fair treatment

61. Implementing an alternative dispute resolution process is part of the _____ component in an effective
managing diversity program.

A. top management support


B. recruitment and hiring
C. improving stakeholders' relationship
D. employee support
E. ensuring fair treatment

62. Establishing a mentoring process is part of the _____ component in an effective managing diversity
program.

A. top management support


B. recruitment and hiring
C. identifying and developing talent
D. holding managers accountable
E. ensuring fair treatment
63. Understanding a company's norms and mission is part of the _____ step in the effective onboarding
process.

A. clarification
B. compliance
C. compensation
D. connection
E. culture

64. The last step in an effective onboarding process is _____.

A. clarification
B. compliance
C. clearance
D. connection
E. culture

65. Which of the following is an example of effective onboarding?

A. Encouraging employees to avoid asking questions


B. Refraining from providing relocation assistance
C. Avoiding debasing new employees
D. Avoiding learning from informal sources such as company culture
E. Avoiding informal interactions between new and current employees