Chapter 07 - Training

Chapter 07
Training

True / False Questions

1. Training refers to any planned effort by a firm to facilitate the learning of job-related
knowledge, skills, or behavior by employees.
True False

2. Training is moving from a primary focus on teaching employees specific skills to a broader
focus of creating and sharing knowledge, an intellectual capital view.
True False

3. Continuous learning requires employees to understand the entire work system, including
the relationships among their jobs, their work units, and the company.
True False

4. The last step in the instructional design process involves choosing a training method.
True False

5. The first step of the instructional design process, needs assessment, refers to the process
used to determine if training is necessary.
True False

6. Person analysis and task analysis are often conducted at the same time.
True False

7. Person analysis helps the manager identify whether training is appropriate and which
employees need training.
True False

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8. Communities of practice are members of the surrounding community who work together,
learn from each other, and give the company ideas on how to operate.
True False

9. One way to think about the work environment's influence on transfer of training is to
consider the overall climate for transfer.
True False

10. Opportunity to perform is influenced only by the work environment.

True False

11. An advantage of distance learning is that the company can save on the amount of labor
hours used to perform a task.
True False

12. On-the-job training, simulations, case studies, and business games are examples of hands-
on learning.
True False

13. From a company perspective, self-directed learning results in lower development costs,
and development time is shorter than with other types of training programs.
True False

14. One of the advantages of apprenticeships is the guarantee of a job upon completion of the
program.
True False

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15. Simulations are used to teach production and process skills as well as management and
interpersonal skills.
True False

16. E-learning not only provides training content but lets learners control what they learn, the
speed at which they progress through the program, how much they practice, and when they
learn.
True False

17. A learning management system combines online learning, face-to-face instruction, and
other methods for distributing learning content and instruction.
True False

18. Adventure learning focuses on developing creativity through the use of video games.
True False

19. The first step in choosing a training method is to consider the extent to which the method
facilitates learning and transfer of training.
True False

20. Break-even analysis is the process of determining the economic benefits of a training
program using accounting methods.
True False

21. Expatriates are employees with citizenship in the country where a company is located.
True False

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22. Inpatriation prepares expatriates for return to the parent company and country from the
foreign assignment.
True False

23. Attitude awareness programs have had more positive results than other approaches to
diversity training.
True False

24. Organizational socialization is the process by which new employees are transformed into
effective members of the company and involves three phases: anticipatory socialization,
encounter, and settling in.
True False

25. Anticipatory socialization occurs before the individual joins the company.
True False

Multiple Choice Questions

26. Which of the following is not true of high-leverage training?

A. It benchmarks the company's training programs with other companies' programs.
B. It is linked to strategic business goals and objectives.
C. It relies on an instructional design process.
D. It uses the video-teleconferencing training techniques.

27. Accelerating the pace of employee learning and capturing and sharing knowledge is a part
of which stage in the strategic training and development process?
A. Business strategy
B. Strategic training and development initiatives
C. Training and development activities
D. Metrics that show value of training

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28. The first step in the instructional design process is:

A. creating a learning environment.
B. conducting a needs assessment.
C. selecting training methods.
D. ensuring employees' readiness for training.

29. This is the fourth step in the training process and includes self-management strategies and
peer and management support.
A. Ensuring employees' readiness for training
B. Creating a learning environment
C. Ensuring transfer of training
D. Evaluating training programs

30. When conducting a needs assessment, which type of analysis is generally performed
first?
A. Task analysis
B. Organizational analysis
C. Person analysis
D. High-leverage analysis

31. _____ analysis involves determining the business appropriateness of training, given the
company's business strategy.
A. Person
B. Organizational
C. Task
D. Information

32. Ensuring that employees have product and service knowledge and understand their roles
and decision-making authority are implications of which of the following strategic training
and development initiatives?
A. Accelerate the pace of employee learning
B. Provide development opportunities and communicate to employees
C. Diversify portfolio
D. Improve customer service

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33. Instructions that tell employees what, how, and when to perform are called:
A. delegations.
B. consequences.
C. outputs.
D. inputs.

34. The information employees receive while they are performing is called:
A. a consequence.
B. an output.
C. feedback.
D. an input.

35. Which of the following is not true of task analysis?

A. Results in a description of work activities, including tasks performed and skills,
knowledge, and abilities required to successfully complete job tasks.
B. Involves developing a preliminary list of tasks performed on the job by interviewing and
observing expert employees and their managers.
C. Results in an assessment of employees' readiness for training.
D. Involves the verification of tasks using subject matter experts.

36. A _____ is a specific position requiring the completion of specific tasks, whereas a _____
is a statement of an employee's work activity in a specific job.
A. job; position
B. job; task
C. requirement; task
D. requirement; position

37. Self-efficacy is:

A. the employee's belief that he/she can successfully learn the content of a training program.
B. the desire of the trainee to learn the content of the training program.
C. the willingness of managers and peers to provide feedback and reinforcement.
D. a statement of an employee's work activity in a specific job.

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38. Which of the following management actions could least likely increase employees' self-
efficacy levels?
A. Letting employees know the purpose of the training programs.
B. Providing as much information as possible about the training program and its purposes
prior to the actual training.
C. Showing employees the training success of their peers who are now in similar jobs.
D. Using off-site rather than on-site formal training programs.

39. Which of the following statements about cognitive ability is false?

A. Cognitive ability includes four dimensions: verbal comprehension, quantitative ability,
interpersonal relationships, and reasoning ability.
B. Research shows that cognitive ability is related to successful performance in all jobs.
C. The importance of cognitive ability for job success increases as the job becomes more
complex.
D. Research shows that cognitive ability influences learning.

40. To ensure that the work environment enhances trainees' motivation to learn, managers
need to do any of the following except:
A. encourage work group members to do their jobs individually and not involve each other.
B. speak positively about the company's training programs.
C. give employees time and opportunities to practice and apply new skills or behaviors.
D. let employees know they are doing a good job when they use training content in their
work.

41. If trainees' reading levels did not match the level needed for the training materials, which
one of the following options would be least cost-effective and practical?
A. Use instructional techniques such as video or on-the-job training, which involve learning
by watching and practicing rather than by reading.
B. Redesign the job to accommodate the employees' reading levels.
C. Identify employees who lack the necessary reading skills and provide them with remedial
training.
D. Identify employees who lack the necessary reading skills and transfer them to other
positions more congruent with their skill levels.

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42. What refers to the difficulty level of written materials?

A. Comprehension
B. Readability
C. Material understanding
D. Written ability

43. Which of the following is the first step in conducting a literacy audit?
A. Interview employees to determine the basic skills necessary for each job.
B. Collect all materials that are written.
C. Observe employees to determine the basic skills they need to succeed in their jobs.
D. Compare test results with the description of the basic skills required for each job.

44. Which of the following is not a condition for learning?

A. A multitude of training content
B. Commit training content to memory
C. Feedback
D. Good program coordination and administration

45. _____ 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. Rationalizing

46. Which of the following is not a work environment characteristic that influences transfer of
training?
A. Community support
B. Technological support
C. Managerial support
D. Peer support

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47. Action plans are developed to facilitate:

A. instructional design.
B. program presentation.
C. transfer of training.
D. training program evaluation.

48. What is the process of enhancing company performance by designing and using tools,
systems, and cultures to improve creation, sharing, and use of knowledge?
A. Business management
B. Business analysis
C. Performance analysis
D. Knowledge management

49. Presentation training techniques are most effective for:

A. developing specific skills or dealing with interpersonal issues on the job.
B. teaching new facts or alternative problem-solving solutions.
C. continuously attempting to learn new things to apply for quality improvements.
D. sharing ideas and experiences and getting to know one's strengths and weaknesses.

50. What involves classroom instructions that are provided online through live broadcasts?
A. Blogging
B. Podcasting
C. Web conferencing
D. Webcasting

51. Which of the following is a major disadvantage of distance learning?

A. The level of self-discipline required by participants.
B. The potential lack of interaction between the trainer and the audience.
C. The high cost of equipment.
D. The lack of face-to-face interaction.

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52. Which of the following is not an advantage to the use of audiovisual in training?
A. The trainer has the flexibility to customize the session.
B. Trainees can attribute poor performance to the bias of external evaluators such as the
trainer or peers.
C. Trainees can be exposed to equipment, problems, and events that cannot be easily
demonstrated.
D. Trainees are provided with consistent instruction.

53. Hands-on training techniques are most effective for:

A. developing specific skills or dealing with interpersonal issues on the job.
B. teaching new facts or alternative problem-solving solutions.
C. continuously attempting to learn new things to apply for quality improvements.
D. sharing ideas and experiences and getting to know one's strengths and weaknesses.

54. What refers to new or inexperienced employees learning through observing peers or
managers performing the job and trying to imitate their behaviors?
A. Behavioral training
B. Performance training
C. Observation training
D. On-the-job training

55. From a company perspective, which one of the following is not true of self-directed
learning?
A. Requires fewer trainers
B. Provides consistent training content that captures the knowledge of experts
C. Decreases development costs and time
D. Makes multiple-site training more realistic

56. A work-study training method that uses both on-the-job training and classroom training is
called:
A. apprenticeship.
B. simulation.
C. virtual reality training.
D. case study learning.

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57. Which one of the following is not true of simulations as a training technique?
A. Simulations need to have identical elements to those found in the work environment.
B. Simulations are used to teach production and process skills as well as management and
interpersonal skills.
C. Simulations allow trainees to see the impact of their decisions in an artificial, risk-free
environment.
D. Simulations are inexpensive to develop and maintain due to virtual reality technologies.

58. _____ is a computer-based technology that provides trainees with a three-dimensional

learning experience.
A. Electronic performance support system
B. Virtual reality
C. Learning management system
D. Integrated performance support system

59. Which of the following are components found in a typical behavior modeling session?
A. Presentation of the key behaviors, videotape of a model, practice opportunities, and a
planning session.
B. Videotape of a model, planning session, one-on-one coaching, and practice opportunities.
C. Presentation of key behaviors, videotape of a model, participation in a case study group,
and planning session.
D. Lecture, videotape of a model, on-the-job coaching, and practice opportunities.

60. Behavior modeling training is best for improving:

A. technical skills.
B. interpersonal skills.
C. conceptual skills.
D. leadership skills.

61. Which of the following is a disadvantage of interactive video training?

A. Training is not individualized
B. Costs of developing the courseware are relatively high
C. Employees do not receive immediate feedback about their performance
D. Training is not convenient for both employees and employers

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62. Which one of the following is not characteristic of e-learning?

A. It involves the use of web-based training, distance learning, and virtual classrooms.
B. It enhances learning as learners are more engaged through the use of video, graphics,
sound, and text.
C. It increases training time due to its "remote" nature and lack of trainer interaction.
D. It focuses on learning solutions that go beyond traditional training.

63. Repurposing refers to:

A. the ability for trainees to actively learn through self-pacing exercises, exploring links to
other materials, and holding conversations with other trainees and experts.
B. directly translating an instructor-led, face-to-face training program online.
C. any effort designed to redirect or modify an employee's behavior.
D. tying e-learning to the company's strategic business objectives.

64. _____ refers to the ability of trainees to actively learn through self-pacing, exercises,
exploring links to other material, and conversations with other trainees and experts.
A. E-learning
B. Repurposing
C. Blended learning
D. Learner control

65. Adventure learning appears to be best suited for:

A. developing skills related to group effectiveness.
B. developing specific on-the-job production skills.
C. teaching new facts or alternative problem-solving solutions.
D. continuously attempting to learn new things to apply for quality improvement.

66. What method of team training shows a team how to share information and decisions to
maximize team performance?
A. Six sigma training
B. Cross-training
C. Coordination training
D. Team leader training

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67. Giving teams or work groups an actual problem, having them work on solving it and
commit to an action plan, and holding them accountable for carrying out the plan describes:
A. adventure learning.
B. self-directed learning.
C. action learning.
D. team training.

68. _____ training provides employees with measurement and statistical tools to help reduce
defects and to cut costs.
A. Six Sigma
B. TQM
C. Team quality
D. Variance training

69. _____ costs relate to design of the training program, including costs to buy or create the
program.
A. Development
B. Operational
C. Administrative
D. General services

70. Training evaluation that measures what trainees thought of the training content and
instructors is called:
A. cognitive outcomes.
B. results outcomes.
C. content outcomes.
D. affective outcomes.

71. Training evaluation that uses observation, work-samples, and ratings to measure behaviors
is called:
A. skill-based outcomes.
B. results outcomes.
C. affective outcomes.
D. cognitive outcomes.

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72. Transfer of training is best assessed by which types of training evaluation?

A. Affective and content outcomes
B. Cognitive and behavior outcomes
C. Results and learning outcomes
D. Skill-based and results outcomes

73. Being unable to rule out the effects of business conditions or other factors as explanations
for change is a disadvantage of the:
A. pretest/posttest evaluation design.
B. time series evaluation design.
C. pretest/posttest comparison group evaluation design.
D. pretest only with comparison group evaluation design.

74. An appropriate design to be used when trainees can be expected to have similar levels of
skills or knowledge prior to training is:
A. pretest/posttest evaluation design.
B. time series evaluation design.
C. pretest/posttest comparison group evaluation design.
D. posttest only evaluation design.

75. When training outcome measures are collected at periodic intervals before and after
training, which one of the following evaluation designs is being used?
A. Pretest/posttest evaluation design
B. Time series evaluation design
C. Pretest/posttest comparison group evaluation design
D. Pretest only with comparison group evaluation design

76. Which of the following is not a factor to be considered in choosing an evaluation design?
A. Experience level of the trainer
B. Size of the training program
C. Purpose of training
D. Implications if a training program does not work

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77. What type of evaluation design is necessary if a manager wants to compare the effect of
two training programs?
A. Pretest/posttest evaluation design
B. Time series evaluation design
C. Pretest/posttest comparison group evaluation design
D. Pretest only with comparison group evaluation design

78. _____ is the process of determining the economic benefits of a training program using
accounting methods.
A. Income training analysis
B. Asset-liability analysis
C. Profitability analysis
D. Cost-benefit analysis

79. _____ training programs assess the benefits for a small group of trainees before a
company commits more resources.
A. Cost-assessment
B. Collaborative
C. Pilot
D. Team leader

80. Which of the following is not one of steps in calculating the return on investment?
A. Identify outcomes
B. Obtain the operational results from training
C. Calculate the total savings
D. Determine the inconsistencies in the program

81. An individual that works in a country other than his/her country of origin is called a(n):
A. nonpatriate.
B. repatriate.
C. expatriate.
D. inpatriate.

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82. Which one of the following is not true of cross-culture preparation?

A. Most U.S. companies send employees overseas only after educating employees and their
families.
B. Research suggests that the comfort of an expatriate's spouse and family is the most
important determinant of whether the employee will complete the assignment.
C. Virtual expatriates eliminate exposing the family to the culture shock of an overseas move.
D. Foreign assignments involve three phases—predeparture, on-site, and repatriation—and
training is necessary in all three phases.

83. Which of the following steps in cross-cultural preparation do employees need and receive
on 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

84. All of the following are goals of diversity training except:

A. to eliminate values, stereotypes, and managerial practices that inhibit employees' personal
development.
B. to allow employees to contribute to organizational goals regardless of their race, sexual
orientation, and gender.
C. to allow employees to contribute to organizational goals regardless of their family status,
religious orientation, or cultural background.
D. to allow employees to contribute to organizational goals regardless of their educational
qualification, social connections, and political views.

85. One approach to managing _____ is through affirmative action policies.

A. conflict
B. diversity
C. repatriation
D. turnover

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86. _____ programs focus on changing the organizational policies and individual behaviors
that inhibit employees' personal growth and productivity.
A. Cultural immersion
B. Change
C. Attitude awareness
D. Behavior-based

87. Sending employees directly into communities where they have to interact with persons
from different cultures, races, and nationalities is called:
A. attitude shifting.
B. cultural awareness.
C. cultural immersion.
D. cultural dispersion.

88. Through _____, expectations about the company, job, working conditions, and
interpersonal relationships are developed through interactions with representatives of the
company.
A. orientation socialization
B. anticipatory socialization
C. settling in
D. encounter socialization

89. In which phase of the socialization process do employees begin to feel comfortable with
their job demands?
A. Settling-in phase
B. Encounter phase
C. Anticipatory phase
D. Evaluation phase

90. Shock is likely to occur at which stage within the socialization process?
A. Anticipatory socialization phase
B. Encounter phase
C. Settling-in phase
D. Probationary phase

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Essay Questions

91. Discuss several ways that training helps companies gain a competitive advantage.

92. Discuss high-leverage training, including the characteristics of a high-leverage training

strategy and how it can be linked to continuous learning.

93. What is the purpose of a training design process? Discuss the six steps of the Instructional
System Design training process.

94. Discuss the organizational analysis step in the needs assessment process, including the
three types of analyses it involves.

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Chapter 07 - Training

95. Discuss the person analysis step in the needs assessment process, including the questions
or variables managers should consider when deciding whether performance deficiencies can
be corrected by training.

96. Explain what "motivation to learn" means in connection with framing. Discuss what a
manager can do to help influence an employee's motivation to learn.

97. Discuss four of the seven conditions necessary to create a learning environment and their
implications for instruction.

98. Describe distance learning and apprenticeship training techniques, including when you
would likely use the techniques and any associated advantages and disadvantages.

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99. Describe the five types of training outcomes. Which one (if any) is best?

100. What is organizational socialization? Discuss the three phases of socialization.

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Chapter 07 - Training

Chapter 07 Training Answer Key

True / False Questions

1. (p. 273) Training refers to any planned effort by a firm to facilitate the learning of job-related
knowledge, skills, or behavior by employees.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-1
Topic: High-Leverage Training Strategy: A Systematic Approach

2. (p. 273) Training is moving from a primary focus on teaching employees specific skills to a
broader focus of creating and sharing knowledge, an intellectual capital view.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-1
Topic: High-Leverage Training Strategy: A Systematic Approach

3. (p. 273) Continuous learning requires employees to understand the entire work system,
including the relationships among their jobs, their work units, and the company.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-1
Topic: High-Leverage Training Strategy: A Systematic Approach

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Chapter 07 - Training

4. (p. 276) The last step in the instructional design process involves choosing a training method.
FALSE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-2
Topic: Designing Effective Training Activities

5. (p. 276) The first step of the instructional design process, needs assessment, refers to the
process used to determine if training is necessary.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Designing Effective Training Activities

6. (p. 277) Person analysis and task analysis are often conducted at the same time.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-3
Topic: Needs Assessment

7. (p. 281) Person analysis helps the manager identify whether training is appropriate and which
employees need training.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Person Analysis

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Chapter 07 - Training

8. (p. 291) Communities of practice are members of the surrounding community who work
together, learn from each other, and give the company ideas on how to operate.
FALSE

AACSB: Group/Individual Dynamics in Organizations

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-4
Topic: Creating a Learning Environment

9. (p. 292) One way to think about the work environment's influence on transfer of training is to
consider the overall climate for transfer.
TRUE

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-4
Topic: Climate for Transfer

10. (p. 293-294) Opportunity to perform is influenced only by the work environment.
FALSE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-4
Topic: Opportunity to Use Learned Capabilities

11. (p. 297) An advantage of distance learning is that the company can save on the amount of
labor hours used to perform a task.
FALSE

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: Presentation Methods

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Chapter 07 - Training

12. (p. 300) On-the-job training, simulations, case studies, and business games are examples of
hands-on learning.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: Hands-on Methods

13. (p. 301-302) From a company perspective, self-directed learning results in lower development
costs, and development time is shorter than with other types of training programs.
FALSE

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

14. (p. 303) One of the advantages of apprenticeships is the guarantee of a job upon completion
of the program.
FALSE

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Easy
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

15. (p. 303) Simulations are used to teach production and process skills as well as management
and interpersonal skills.
TRUE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

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Chapter 07 - Training

16. (p. 307) E-learning not only provides training content but lets learners control what they
learn, the speed at which they progress through the program, how much they practice, and
when they learn.
TRUE

AACSB: Use of Information Technology

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

17. (p. 309) A learning management system combines online learning, face-to-face instruction,
and other methods for distributing learning content and instruction.
FALSE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

18. (p. 312) Adventure learning focuses on developing creativity through the use of video
games.
FALSE

AACSB: Group/Individual Dynamics in Organizations

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

19. (p. 314) The first step in choosing a training method is to consider the extent to which the
method facilitates learning and transfer of training.
FALSE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-7
Topic: Advice for Choosing a Training Method

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Chapter 07 - Training

20. (p. 318) Break-even analysis is the process of determining the economic benefits of a
training program using accounting methods.
FALSE

AACSB: Financial Theories

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-8
Topic: Determining Return on Investment

21. (p. 321) Expatriates are employees with citizenship in the country where a company is
located.
FALSE

AACSB: Multicultural and Diversity Understanding

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-9
Topic: Cross-Cultural Preparation

22. (p. 324) Inpatriation prepares expatriates for return to the parent company and country from
the foreign assignment.
FALSE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-9
Topic: Cross-Cultural Preparation

23. (p. 329) Attitude awareness programs have had more positive results than other approaches
to diversity training.
FALSE

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-10
Topic: Attitude Awareness and Change Programs

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Chapter 07 - Training

24. (p. 333-334) Organizational socialization is the process by which new employees are
transformed into effective members of the company and involves three phases: anticipatory
socialization, encounter, and settling in.
TRUE

AACSB: Group/Individual Dynamics in Organizations

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-10
Topic: Socialization and Orientation

25. (p. 334) Anticipatory socialization occurs before the individual joins the company.
TRUE

AACSB: Group/Individual Dynamics in Organizations

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-10
Topic: Socialization and Orientation

Multiple Choice Questions

26. (p. 273) Which of the following is not true of high-leverage training?
A. It benchmarks the company's training programs with other companies' programs.
B. It is linked to strategic business goals and objectives.
C. It relies on an instructional design process.
D. It uses the video-teleconferencing training techniques.

The video-teleconferencing is a type of distance learning which refers to synchronous

exchange of video between two or more individuals or groups at two or more locations.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-1
Topic: High-Leverage Training Strategy: A Systematic Approach

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Chapter 07 - Training

27. (p. 274) Accelerating the pace of employee learning and capturing and sharing knowledge is
a part of which stage in the strategic training and development process?
A. Business strategy
B. Strategic training and development initiatives
C. Training and development activities
D. Metrics that show value of training

The strategic training and development process involves identifying strategic training and
development initiatives that will help achieve the business strategy. Employees participate in
specific training and development activities that support these initiatives.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-1
Topic: High-Leverage Training Strategy: A Systematic Approach

28. (p. 275) The first step in the instructional design process is:
A. creating a learning environment.
B. conducting a needs assessment.
C. selecting training methods.
D. ensuring employees' readiness for training.

Needs assessment refers to the process used to determine if training is necessary.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-2
Topic: Needs Assessment

7-28
Chapter 07 - Training

29. (p. 276) This is the fourth step in the training process and includes self-management
strategies and peer and management support.
A. Ensuring employees' readiness for training
B. Creating a learning environment
C. Ensuring transfer of training
D. Evaluating training programs

Transfer of training refers to on-the-job use of knowledge, skills, and behaviors learned in
training.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-3
Topic: Designing Effective Training Activities

30. (p. 277) When conducting a needs assessment, which type of analysis is generally performed
first?
A. Task analysis
B. Organizational analysis
C. Person analysis
D. High-leverage analysis

Organizational analysis involves determining the business appropriateness of training, given

the company's business strategy, its resources available for training, and support by managers
and peers for training activities.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Needs Assessment

7-29
Chapter 07 - Training

31. (p. 277) _____ analysis involves determining the business appropriateness of training, given
the company's business strategy.
A. Person
B. Organizational
C. Task
D. Information

Organizational analysis considers the context in which training will occur. This analysis is
generally performed first.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Needs Assessment

32. (p. 279) Ensuring that employees have product and service knowledge and understand their
roles and decision-making authority are implications of which of the following strategic
training and development initiatives?
A. Accelerate the pace of employee learning
B. Provide development opportunities and communicate to employees
C. Diversify portfolio
D. Improve customer service

This initiative also involves ensuring that employees have skills needed to interact with
customers.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Organizational Analysis

7-30
Chapter 07 - Training

33. (p. 281) Instructions that tell employees what, how, and when to perform are called:
A. delegations.
B. consequences.
C. outputs.
D. inputs.

Input also refers to the support given to employees to help them perform. This support
includes resources such as equipment, time, or budget. Support also includes feedback and
reinforcement from managers and peers.

AACSB: Communication Abilities

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Person Analysis

34. (p. 281) The information employees receive while they are performing is called:
A. a consequence.
B. an output.
C. feedback.
D. an input.

Factors that influence Employee Performance and Learning include Person characteristics,
Input, Output, Consequences and Feedback.

AACSB: Communication Abilities

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Person Analysis

7-31
Chapter 07 - Training

35. (p. 283) Which of the following is not true of task analysis?
A. Results in a description of work activities, including tasks performed and skills,
knowledge, and abilities required to successfully complete job tasks.
B. Involves developing a preliminary list of tasks performed on the job by interviewing and
observing expert employees and their managers.
C. Results in an assessment of employees' readiness for training.
D. Involves the verification of tasks using subject matter experts.

Ensuring employees' readiness for training is a part of the Training Process. Readiness for
training refers to whether (1) employees have the personal characteristics (ability, attitudes,
beliefs, and motivation) necessary to learn program content and apply it on the job and (2) the
work environment will facilitate learning and not interfere with performance.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Hard
Learning Objective: 7-3
Topic: Needs Assessment

36. (p. 283) A _____ is a specific position requiring the completion of specific tasks, whereas a
_____ is a statement of an employee's work activity in a specific job.
A. job; position
B. job; task
C. requirement; task
D. requirement; position

Task analysis results in a description of work activities, including tasks performed by the
employee and the knowledge, skills, and abilities required to successfully complete the tasks.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-3
Topic: Task Analysis

7-32
Chapter 07 - Training

37. (p. 286) Self-efficacy is:

A. the employee's belief that he/she can successfully learn the content of a training program.
B. the desire of the trainee to learn the content of the training program.
C. the willingness of managers and peers to provide feedback and reinforcement.
D. a statement of an employee's work activity in a specific job.

Research has demonstrated that self-efficacy is related to performance in training programs.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-4
Topic: Self-Efficacy

38. (p. 286) Which of the following management actions could least likely increase employees'
self-efficacy levels?
A. Letting employees know the purpose of the training programs.
B. Providing as much information as possible about the training program and its purposes
prior to the actual training.
C. Showing employees the training success of their peers who are now in similar jobs.
D. Using off-site rather than on-site formal training programs.

Managers can increase employees' self-efficacy level by 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 and providing employees with feedback that
learning is under their control and they have the ability and the responsibility to overcome any
learning difficulties they experience in the program.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Hard
Learning Objective: 7-4
Topic: Self-Efficacy

7-33
Chapter 07 - Training

39. (p. 287) Which of the following statements about cognitive ability is false?
A. Cognitive ability includes four dimensions: verbal comprehension, quantitative ability,
interpersonal relationships, and reasoning ability.
B. Research shows that cognitive ability is related to successful performance in all jobs.
C. The importance of cognitive ability for job success increases as the job becomes more
complex.
D. Research shows that cognitive ability influences learning.

Cognitive ability includes verbal comprehension (understand and use written and spoken
language), quantitative ability (speed and accuracy in solving math problems), and reasoning
ability (logic in solving problems).

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-4
Topic: Basic Skills

40. (p. 287) To ensure that the work environment enhances trainees' motivation to learn,
managers need to do any of the following except:
A. encourage work group members to do their jobs individually and not involve each other.
B. speak positively about the company's training programs.
C. give employees time and opportunities to practice and apply new skills or behaviors.
D. let employees know they are doing a good job when they use training content in their
work.

Managers should encourage work group members to involve each other in trying to use new
skills on the job by soliciting feedback and sharing training experiences and situations in
which training content was helpful.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-4
Topic: Work Environment Characteristics

7-34
Chapter 07 - Training

41. (p. 288) If trainees' reading levels did not match the level needed for the training materials,
which one of the following options would be least cost-effective and practical?
A. Use instructional techniques such as video or on-the-job training, which involve learning
by watching and practicing rather than by reading.
B. Redesign the job to accommodate the employees' reading levels.
C. Identify employees who lack the necessary reading skills and provide them with remedial
training.
D. Identify employees who lack the necessary reading skills and transfer them to other
positions more congruent with their skill levels.

Readability refers to the difficulty level of written materials. A readability assessment usually
involves analysis of sentence length and word difficulty.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Hard
Learning Objective: 7-4
Topic: Basic Skills

42. (p. 288) What refers to the difficulty level of written materials?
A. Comprehension
B. Readability
C. Material understanding
D. Written ability

A readability assessment usually involves analysis of sentence length and word difficulty.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-4
Topic: Basic Skills

7-35
Chapter 07 - Training

43. (p. 288) Which of the following is the first step in conducting a literacy audit?
A. Interview employees to determine the basic skills necessary for each job.
B. Collect all materials that are written.
C. Observe employees to determine the basic skills they need to succeed in their jobs.
D. Compare test results with the description of the basic skills required for each job.

The first step also includes noting the materials employees use on the job, the tasks
performed, and the reading, writing, and computations completed by employees.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-4
Topic: Ensuring Employees' Readiness for Training

44. (p. 290) Which of the following is not a condition for learning?
A. A multitude of training content
B. Commit training content to memory
C. Feedback
D. Good program coordination and administration

Conditions for learning are (1) Need to know why they should learn, (2) Meaningful training
content, (3) Opportunities for practice, (4) Feedback, (5) Observe experience, and interact
with others, (6) Good program coordination and administration and (7) Commit training
content to memory.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-4
Topic: Creating a Learning Environment

7-36
Chapter 07 - Training

45. (p. 291) _____ 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. Rationalizing

Transfer of training is influenced by the climate for transfer, manager support, peer support,
opportunity to use learned capabilities, technology support, and self-management skills.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-4
Topic: Ensuring Transfer of Training

46. (p. 292) Which of the following is not a work environment characteristic that influences
transfer of training?
A. Community support
B. Technological support
C. Managerial support
D. Peer support

Transfer of training is influenced by the climate for transfer, manager support, peer support,
opportunity to use learned capabilities, technology support, and self-management skills.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-4
Topic: Ensuring Transfer of Training

7-37
Chapter 07 - Training

47. (p. 293) Action plans are developed to facilitate:

A. instructional design.
B. program presentation.
C. transfer of training.
D. training program evaluation.

An action plan is a written document that includes the steps that the trainee and manager will
take to ensure that training transfers to the job.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-4
Topic: Manager Support

48. (p. 294) What is the process of enhancing company performance by designing and using
tools, systems, and cultures to improve creation, sharing, and use of knowledge?
A. Business management
B. Business analysis
C. Performance analysis
D. Knowledge management

Companies move toward becoming a learning organization with the help of knowledge
management.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-4
Topic: Technological Support: EPSS and Knowledge Management Systems

7-38
Chapter 07 - Training

49. (p. 296) Presentation training techniques are most effective for:
A. developing specific skills or dealing with interpersonal issues on the job.
B. teaching new facts or alternative problem-solving solutions.
C. continuously attempting to learn new things to apply for quality improvements.
D. sharing ideas and experiences and getting to know one's strengths and weaknesses.

Presentation methods refer to methods in which trainees are passive recipients of information.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: Presentation Methods

50. (p. 297) What involves classroom instructions that are provided online through live
broadcasts?
A. Blogging
B. Podcasting
C. Web conferencing
D. Webcasting

Webcasting helped spread the sales force training throughout the year rather than cramming it
into twice-a-year sales meetings. Webcasting also helped ensure that the salespeople all
received the same information.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: Presentation Methods

7-39
Chapter 07 - Training

51. (p. 298) Which of the following is a major disadvantage of distance learning?
A. The level of self-discipline required by participants.
B. The potential lack of interaction between the trainer and the audience.
C. The high cost of equipment.
D. The lack of face-to-face interaction.

Distance learning is used by geographically dispersed companies to provide information about

new products, policies, or procedures as well as skills training and expert lectures to field
locations.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: Presentation Methods

52. (p. 298) Which of the following is not an advantage to the use of audiovisual in training?
A. The trainer has the flexibility to customize the session.
B. Trainees can attribute poor performance to the bias of external evaluators such as the
trainer or peers.
C. Trainees can be exposed to equipment, problems, and events that cannot be easily
demonstrated.
D. Trainees are provided with consistent instruction.

With audiovisual in training, trainees cannot attribute poor performance to the bias of external
evaluators such as the trainer or peers.

AACSB: Use of Information Technology, Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-5
Topic: Presentation Methods

7-40
Chapter 07 - Training

53. (p. 300) Hands-on training techniques are most effective for:
A. developing specific skills or dealing with interpersonal issues on the job.
B. teaching new facts or alternative problem-solving solutions.
C. continuously attempting to learn new things to apply for quality improvements.
D. sharing ideas and experiences and getting to know one's strengths and weaknesses.

Hands-on methods are training methods that require the trainee to be actively involved in
learning.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: Hands-on Methods

54. (p. 300) What refers to new or inexperienced employees learning through observing peers or
managers performing the job and trying to imitate their behaviors?
A. Behavioral training
B. Performance training
C. Observation training
D. On-the-job training

OJT can be useful for training newly hired employees, upgrading experienced employees'
skills when new technology is introduced, cross-training employees within a department or
work unit, and orienting transferred or promoted employees to their new jobs.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

7-41
Chapter 07 - Training

55. (p. 301) From a company perspective, which one of the following is not true of self-directed
learning?
A. Requires fewer trainers
B. Provides consistent training content that captures the knowledge of experts
C. Decreases development costs and time
D. Makes multiple-site training more realistic

Self-directed learning involves having employees take responsibility for all aspects of
learning—when it is conducted and who will be involved.

AACSB: Reflective Thinking

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

56. (p. 302) A work-study training method that uses both on-the-job training and classroom
training is called:
A. apprenticeship.
B. simulation.
C. virtual reality training.
D. case study learning.

The majority of apprenticeship programs are in the skilled trades, such as plumbing,
carpentry, electrical work, and bricklaying.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

7-42
Chapter 07 - Training

57. (p. 303) Which one of the following is not true of simulations as a training technique?
A. Simulations need to have identical elements to those found in the work environment.
B. Simulations are used to teach production and process skills as well as management and
interpersonal skills.
C. Simulations allow trainees to see the impact of their decisions in an artificial, risk-free
environment.
D. Simulations are inexpensive to develop and maintain due to virtual reality technologies.

The use of simulations has been limited by their development costs.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

58. (p. 304) _____ is a computer-based technology that provides trainees with a three-
dimensional learning experience.
A. Electronic performance support system
B. Virtual reality
C. Learning management system
D. Integrated performance support system

Using specialized equipment or viewing the virtual model on the computer screen, trainees
move through the simulated environment and interact with its components.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

7-43
Chapter 07 - Training

59. (p. 306) Which of the following are components found in a typical behavior modeling
session?
A. Presentation of the key behaviors, videotape of a model, practice opportunities, and a
planning session.
B. Videotape of a model, planning session, one-on-one coaching, and practice opportunities.
C. Presentation of key behaviors, videotape of a model, participation in a case study group,
and planning session.
D. Lecture, videotape of a model, on-the-job coaching, and practice opportunities.

Behavior modeling is one of the most effective techniques for teaching interpersonal skills.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

60. (p. 306) Behavior modeling training is best for improving:

A. technical skills.
B. interpersonal skills.
C. conceptual skills.
D. leadership skills.

Each Behavior modeling training session, which typically lasts four hours, focuses on one
interpersonal skill, such as coaching or communicating ideas.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

7-44
Chapter 07 - Training

61. (p. 307) Which of the following is a disadvantage of interactive video training?
A. Training is not individualized
B. Costs of developing the courseware are relatively high
C. Employees do not receive immediate feedback about their performance
D. Training is not convenient for both employees and employers

Interactive video combines the advantages of video and computer based instruction.
Instruction is provided one-on-one to trainees via a personal computer.

AACSB: Use of Information Technology

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-5
Topic: On-the-Job Training (OJT)

62. (p. 307-308) Which one of the following is not characteristic of e-learning?
A. It involves the use of web-based training, distance learning, and virtual classrooms.
B. It enhances learning as learners are more engaged through the use of video, graphics,
sound, and text.
C. It increases training time due to its "remote" nature and lack of trainer interaction.
D. It focuses on learning solutions that go beyond traditional training.

There are three important characteristics of e-learning. First, e-learning involves electronic
networks that enable information and instruction to be delivered, shared, and updated
instantly. Second, e-learning is delivered to the trainee via computers with Internet
technology. Third, it focuses on learning solutions that go beyond traditional training to
include information and tools that improve performance.

AACSB: Use of Information Technology, Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

7-45
Chapter 07 - Training

63. (p. 309) Repurposing refers to:

A. the ability for trainees to actively learn through self-pacing exercises, exploring links to
other materials, and holding conversations with other trainees and experts.
B. directly translating an instructor-led, face-to-face training program online.
C. any effort designed to redirect or modify an employee's behavior.
D. tying e-learning to the company's strategic business objectives.

In their haste to develop online learning, many companies are repurposing bad training.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

64. (p. 309) _____ refers to the ability of trainees to actively learn through self-pacing, exercises,
exploring links to other material, and conversations with other trainees and experts.
A. E-learning
B. Repurposing
C. Blended learning
D. Learner control

Online learning allows activities typically led by the instructor (presentation, visuals, slides),
trainees (discussion, questions), and group interaction (discussion of application of training
content) to be incorporated into training without trainees or the instructor having to be
physically present in a training room.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

7-46
Chapter 07 - Training

65. (p. 312) Adventure learning appears to be best suited for:

A. developing skills related to group effectiveness.
B. developing specific on-the-job production skills.
C. teaching new facts or alternative problem-solving solutions.
D. continuously attempting to learn new things to apply for quality improvement.

Adventure learning focuses on the development of teamwork and leadership skills by using
structured outdoor activities.

AACSB: Group/Individual Dynamics in Organizations

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-6
Topic: Group-or Team-Building Methods

66. (p. 313) What method of team training shows a team how to share information and decisions
to maximize team performance?
A. Six sigma training
B. Cross-training
C. Coordination training
D. Team leader training

Coordination training is especially important for commercial aviation and surgical teams, who
monitor different aspects of equipment and the environment but must share information to
make the most effective decisions regarding patient care or aircraft safety and performance.

AACSB: Group/Individual Dynamics in Organizations

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

7-47
Chapter 07 - Training

67. (p. 313) Giving teams or work groups an actual problem, having them work on solving it and
commit to an action plan, and holding them accountable for carrying out the plan describes:
A. adventure learning.
B. self-directed learning.
C. action learning.
D. team training.

Action learning involves between 6 and 30 employees; it may also include customers and
vendors.

AACSB: Group/Individual Dynamics in Organizations

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

68. (p. 314) _____ training provides employees with measurement and statistical tools to help
reduce defects and to cut costs.
A. Six Sigma
B. TQM
C. Team quality
D. Variance training

Six Sigma is a quality standard with a goal of only 3.4 defects per million processes.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-6
Topic: On-the-Job Training (OJT)

7-48
Chapter 07 - Training

69. (p. 315) _____ costs relate to design of the training program, including costs to buy or create
the program.
A. Development
B. Operational
C. Administrative
D. General services

Two types of costs are important: development costs and administrative costs.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-7
Topic: Advice for Choosing a Training Method

70. (p. 316) Training evaluation that measures what trainees thought of the training content and
instructors is called:
A. cognitive outcomes.
B. results outcomes.
C. content outcomes.
D. affective outcomes.

Training outcomes can be categorized as cognitive outcomes, skill-based outcomes, affective

outcomes, results, and return on investment.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-8
Topic: Evaluating Training Programs

7-49
Chapter 07 - Training

71. (p. 316) Training evaluation that uses observation, work-samples, and ratings to measure
behaviors is called:
A. skill-based outcomes.
B. results outcomes.
C. affective outcomes.
D. cognitive outcomes.

Training outcomes can be categorized as cognitive outcomes, skill-based outcomes, affective

outcomes, results, and return on investment.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-8
Topic: Evaluating Training Programs

72. (p. 316) Transfer of training is best assessed by which types of training evaluation?
A. Affective and content outcomes
B. Cognitive and behavior outcomes
C. Results and learning outcomes
D. Skill-based and results outcomes

Skill-based, affective, and results outcomes measured following training can be used to
determine transfer of training.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-8
Topic: Evaluating Training Programs

7-50
Chapter 07 - Training

73. (p. 317) Being unable to rule out the effects of business conditions or other factors as
explanations for change is a disadvantage of the:
A. pretest/posttest evaluation design.
B. time series evaluation design.
C. pretest/posttest comparison group evaluation design.
D. pretest only with comparison group evaluation design.

In general, designs that use pretraining and posttraining measures of outcomes and include a
comparison group reduce the risk that factors other than training itself are responsible for the
evaluation results.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Hard
Learning Objective: 7-8
Topic: Evaluation Designs

74. (p. 317) An appropriate design to be used when trainees can be expected to have similar
levels of skills or knowledge prior to training is:
A. pretest/posttest evaluation design.
B. time series evaluation design.
C. pretest/posttest comparison group evaluation design.
D. posttest only evaluation design.

Evaluation Designs can be classified as Posttest only, Pretest/posttest, Posttest only with
comparison group, Pretest/posttest with comparison group and Time series.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-8
Topic: Evaluation Designs

7-51
Chapter 07 - Training

75. (p. 317) When training outcome measures are collected at periodic intervals before and after
training, which one of the following evaluation designs is being used?
A. Pretest/posttest evaluation design
B. Time series evaluation design
C. Pretest/posttest comparison group evaluation design
D. Pretest only with comparison group evaluation design

Evaluation Designs can be classified as Posttest only, Pretest/posttest, Posttest only with
comparison group, Pretest/posttest with comparison group and Time series.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-8
Topic: Evaluation Designs

76. (p. 318) Which of the following is not a factor to be considered in choosing an evaluation
design?
A. Experience level of the trainer
B. Size of the training program
C. Purpose of training
D. Implications if a training program does not work

The factors need to be considered in choosing a training program are Size of the training
program, Purpose of training, Implications if a training program does not work, Company
norms regarding evaluation, Costs of designing and conducting an evaluation and Need for
speed in obtaining program effectiveness information.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-8
Topic: Evaluation Designs

7-52
Chapter 07 - Training

77. (p. 318) What type of evaluation design is necessary if a manager wants to compare the
effect of two training programs?
A. Pretest/posttest evaluation design
B. Time series evaluation design
C. Pretest/posttest comparison group evaluation design
D. Pretest only with comparison group evaluation design

Evaluation Designs can be classified as Posttest only, Pretest/posttest, Posttest only with
comparison group, Pretest/posttest with comparison group and Time series.

AACSB: Reflective Thinking Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-8
Topic: Evaluation Designs

78. (p. 318) _____ is the process of determining the economic benefits of a training program
using accounting methods.
A. Income training analysis
B. Asset-liability analysis
C. Profitability analysis
D. Cost-benefit analysis

Cost-benefit analysis involves determining training costs and benefits.

AACSB: Financial theories, Analysis, Reporting, and Markets

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-8
Topic: Determining Return on Investment

7-53
Chapter 07 - Training

79. (p. 319) _____ training programs assess the benefits for a small group of trainees before a
company commits more resources.
A. Cost-assessment
B. Collaborative
C. Pilot
D. Team leader

Pilot training program may help identify the benefits of training.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-8
Topic: Determining Return on Investment

80. (p. 319) Which of the following is not one of steps in calculating the return on investment?
A. Identify outcomes
B. Obtain the operational results from training
C. Calculate the total savings
D. Determine the inconsistencies in the program

The steps in calculating the return on investment are-Identifying outcomes, Placing a value on
the outcomes, Determining the change in performance, Obtaining an annual amount of
benefits, Determining the training costs, Calculating the total savings and Calculating the ROI
by dividing benefits.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-8
Topic: Determining Return on Investment

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Chapter 07 - Training

81. (p. 320-321) An individual that works in a country other than his/her country of origin is
called a(n):
A. nonpatriate.
B. repatriate.
C. expatriate.
D. inpatriate.

The most frequently selected location for expatriate assignments include the United States,
China, United Kingdom, Singapore, Germany, and Japan.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-9
Topic: Cross-Cultural Preparation

82. (p. 321-322, 325) Which one of the following is not true of cross-culture preparation?
A. Most U.S. companies send employees overseas only after educating employees and their
families.
B. Research suggests that the comfort of an expatriate's spouse and family is the most
important determinant of whether the employee will complete the assignment.
C. Virtual expatriates eliminate exposing the family to the culture shock of an overseas move.
D. Foreign assignments involve three phases—predeparture, on-site, and repatriation—and
training is necessary in all three phases.

Most U.S. companies send employees overseas without any preparation.

AACSB: Multicultural and Diversity Understanding, Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-9
Topic: Cross-Cultural Preparation

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Chapter 07 - Training

83. (p. 322) Which of the following steps in cross-cultural preparation do employees need and
receive on 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

Expatriates and their families need information about housing, schools, recreation, shopping,
and health care facilities in the areas where they will live.

AACSB: Multicultural and Diversity Understanding

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-9
Topic: Cross-Cultural Preparation

84. (p. 325) All of the following are goals of diversity training except:
A. to eliminate values, stereotypes, and managerial practices that inhibit employees' personal
development.
B. to allow employees to contribute to organizational goals regardless of their race, sexual
orientation, and gender.
C. to allow employees to contribute to organizational goals regardless of their family status,
religious orientation, or cultural background.
D. to allow employees to contribute to organizational goals regardless of their educational
qualification, social connections, and political views.

One of the goals of diversity training is to to allow employees to contribute to organizational

goals regardless of their race, sexual orientation, gender, family status, religious orientation,
or cultural background.

AACSB: Multicultural and Diversity Understanding

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-10
Topic: Managing Workforce Diversity

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Chapter 07 - Training

85. (p. 326) One approach to managing _____ is through affirmative action policies.
A. conflict
B. diversity
C. repatriation
D. turnover

One approach to managing diversity is through affirmative action policies and by making sure
that human resource management practices meet standards of equal employment opportunity
laws.

AACSB: Multicultural and Diversity Understanding

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-10
Topic: Managing Diversity through Adherence to Legislation

86. (p. 328) _____ programs focus on changing the organizational policies and individual
behaviors that inhibit employees' personal growth and productivity.
A. Cultural immersion
B. Change
C. Attitude awareness
D. Behavior-based

These programs can take three approaches. They are (1) Identifying incidents that discourage
employees from working up to their potential, (2) Teaching managers and employees basic
rules of behavior in the workplace and (3) Cultural immersion.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-10
Topic: Behavior-Based Programs

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Chapter 07 - Training

87. (p. 328) Sending employees directly into communities where they have to interact with
persons from different cultures, races, and nationalities is called:
A. attitude shifting.
B. cultural awareness.
C. cultural immersion.
D. cultural dispersion.

The degree of interaction varies but may involve talking with community members, working
in community organizations, or learning about religious, cultural, or historically significant
events.

AACSB: Multicultural and Diversity Understanding

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-10
Topic: Behavior-Based Programs

88. (p. 334) Through _____, expectations about the company, job, working conditions, and
interpersonal relationships are developed through interactions with representatives of the
company.
A. orientation socialization
B. anticipatory socialization
C. settling in
D. encounter socialization

The expectations are also based on prior work experiences in similar jobs.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Easy
Learning Objective: 7-10
Topic: Socialization and Orientation

7-58
Chapter 07 - Training

89. (p. 334) In which phase of the socialization process do employees begin to feel comfortable
with their job demands?
A. Settling-in phase
B. Encounter phase
C. Anticipatory phase
D. Evaluation phase

They begin to resolve work conflicts (like too much work or conflicting job demands) and
conflicts between work and nonwork activities.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-10
Topic: Socialization and Orientation

90. (p. 334) Shock is likely to occur at which stage within the socialization process?
A. Anticipatory socialization phase
B. Encounter phase
C. Settling-in phase
D. Probationary phase

No matter how realistic the information provided during interviews and site visits, individuals
beginning new jobs will experience shock and surprise.

AACSB: Business Knowledge and Analytic Skills

BT: Knowledge
Difficulty: Medium
Learning Objective: 7-10
Topic: Socialization and Orientation

Essay Questions

7-59
Chapter 07 - Training

91. (p. 272) Discuss several ways that training helps companies gain a competitive advantage.

Training:
1. Increases employees' knowledge of foreign competitors and cultures, which is critical for
success in foreign markets.
2. Helps ensure that employees have the basic skills to work with new technology, such as
robots and computer-assisted manufacturing process.
3. Helps employees understand how to work effectively in teams to contribute to product and
service quality.
4. Ensures that the company's culture emphasizes innovation, creativity, and learning.
5. Ensures employment security by providing new ways for employees to contribute to the
company when their jobs change, their interests change, or their skills become obsolete.
6. Prepares employees to accept and work more effectively with each other, particularly with
minorities and women.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-1
Topic: Introduction

92. (p. 273) Discuss high-leverage training, including the characteristics of a high-leverage
training strategy and how it can be linked to continuous learning.

Training that has been reconfigured in order to gain competitive advantage is referred to as
high-leverage training. It:
1. Is linked to strategic business goals and objectives.
2. Is supported by top management.
3. Relies on an instructional design model to ensure the quality of training and to contain
costs.
4. Is compared or benchmarked to programs in other organizations.
High-leverage training practices help create working conditions that encourage continuous
learning. Continuous learning requires employees to understand the relationship between their
jobs, their work units, and the company, and to be familiar with the company's business goals.
Employees are expected to teach and learn from other employees.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Hard
Learning Objective: 7-1
Topic: High-Leverage Training Strategy: A Systematic Approach

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Chapter 07 - Training

93. (p. 275-276) What is the purpose of a training design process? Discuss the six steps of the
Instructional System Design training process.

The training design process is a systematic approach for developing training programs. These
programs contribute to competitiveness of the organization. The six steps of the training
process are:
1. Needs assessment – includes organizational analysis, person analysis, and task analysis.
2. Ensuring employees' readiness for training – includes attitudes and motivation and basic
skills.
3. Creating a learning environment – includes identification of learning objectives and
training outcomes, meaningful material, practice, feedback, observation of others, and
administering and coordinating the program.
4. Ensuring transfer of learning – includes self-management strategies and peer and manager
support.
5. Selecting training methods – includes presentational methods, hands-on-methods, and
group methods.
6. Evaluating training programs – includes identification of training outcomes and evaluation
design, and cost-benefit analysis.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-2
Topic: Designing Effective Training Activities

94. (p. 276-277) Discuss the organizational analysis step in the needs assessment process,
including the three types of analyses it involves.

A needs assessment helps determine whether training is necessary, in part by examining

"pressure points." The three types of analyses it involves are organizational analysis, task
analysis, and person analysis. Organizational analysis involves determining the
appropriateness of training, given the company's business strategy, its resources available for
training, and support by managers and peers for training activities.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-3
Topic: Organizational Analysis

7-61
Chapter 07 - Training

95. (p. 277, 281-282) Discuss the person analysis step in the needs assessment process, including
the questions or variables managers should consider when deciding whether performance
deficiencies can be corrected by training.

The person analysis step in the needs assessment process includes:

1. Determining whether performance deficiencies result from a lack of knowledge, skill, or
ability (a training issue) or from a motivational or work-design issue.
2. Identifying who needs training.
3. Determining employees' readiness for training.
From the organization's perspective, training should be considered if any of the following is
true:
1. The performance problem is important and has the potential to cost the company a
significant amount of money from lost productivity or customers.
2. Employees do not know how to perform effectively.
3. Employees cannot demonstrate the correct knowledge or behavior.
4. Performance expectations are clear (input) and there are no obstacles to performance.
5. There are positive consequences for good performance, whereas poor performance is not
rewarded.
6. Employees receive timely, relevant, accurate, constructive, and specific feedback.
7. Other solutions are too expensive or unrealistic.

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-3
Topic: Person Analysis

7-62
Chapter 07 - Training

96. (p. 285-288) Explain what "motivation to learn" means in connection with framing. Discuss
what a manager can do to help influence an employee's motivation to learn.

1. Motivation to learn is the desire of the trainee to learn the content of the training program.
Motivation is related to knowledge gain, behavior change, or skill acquisition in training
programs.
2. Managers need to ensure that employees' motivation to learn is as high as possible. They
can do this by ensuring employee's self-efficacy; understanding the benefits of training; being
aware of training needs, career interests, and goals; understanding work environment
characteristics; and ensuring employees' basic skill levels.
3. Self-efficacy—Employees' belief that they can successfully learn the content of the training
program. Managers can increase employees' self-efficacy level by (1) letting employees know
that training is to improve performance, not identify incompetence areas, (2) providing as
much information as possible about training prior to starting, and (3) showing employees
peers in similar jobs who had training success.
4. Understanding the benefits of training—Communicate potential job-related, personal, and
career benefits in as realistic a manner as possible.
5. Awareness of training needs, career interests, and goals—Managers must let employees
know why they are being asked to attend training and the link between training and
improvement of some of their weaknesses.
6. Work environment characteristics—Important that employees perceive a lack of situational
constraints (e.g., lack of proper tools, time, etc.) and good social support (managers' and peers'
willingness to provide feedback and reinforcement).
7. Basic skills—Employees need the necessary reading, writing, and communication skills to
understand the training program. Managers may need to conduct a literacy audit to determine
employees' basic skill levels. The training program should contain the following: (1) purpose
of training explained; (2) basic skill instruction integrated into the training; (3) tasks, work
contexts, materials, and procedures in training taken from the jobs for which trainees' are
being trained; (4) content of the training program should build on employees' current
knowledge; and (5) reading level of materials should not exceed that required for the job.

AACSB: Reflective Thinking Skills

BT: Analysis
Difficulty: Hard
Learning Objective: 7-4
Topic: Ensuring Employees' Readiness for Training

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Chapter 07 - Training

97. (p. 290) Discuss four of the seven conditions necessary to create a learning environment and
their implications for instruction.

1. Employees need to know why they should learn—Employees need to understand the
purpose or objectives of the training program to help them understand why they need training
and what they are expected to accomplish.
2. Employees need meaningful training content—Motivation to learn is enhanced when
training is related to helping learner (such as related to current job tasks, problems, enhancing
skills, or dealing with jobs or company changes). The training context should be similar to the
work environment.
3. Employees need to have opportunities to practice—Trainees need to demonstrate what is
learned (knowledge, skill, behavior) to become more comfortable using it and to commit it to
memory. Let trainees choose their practice strategy.
4. Employees need feedback—Feedback helps learner modify behavior, skill, or use
knowledge to meet objectives. Videotape, other trainees, and the trainer are useful feedback
sources.
5. Employees learn by observing others—Adults learn best by doing. Gain new perspectives
and insights by working with others. Can learn by observing the actions of models or sharing
experiences with each other in communities of practice.
6. Employees need to commit training content to memory—Facilitate recall of training
content after training. Examples include using concept maps showing relationships among
ideas, using multiple types of review (writing, drawing, role-plays), teaching key words, or
providing a visual image. Limit instruction to manageable units that don't exceed memory
limits; review and practice over multiple days (overlearning).
7. Employees need the training program to be properly coordinated and arranged—Eliminate
distractions that could interfere with learning, such as cell-phone calls. Make sure the room is
properly organized, comfortable, and appropriate for the training method (e.g., movable
seating for team exercises). Trainees should receive announcements of the purpose of
training, place, hour, and any pretraining materials such as cases or readings.

AACSB: Reflective Thinking Skills, Group/Individual Dynamics in Organizations

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-4
Topic: Creating a Learning Environment

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Chapter 07 - Training

98. (p. 296-298, 302-303) Describe distance learning and apprenticeship training techniques,
including when you would likely use the techniques and any associated advantages and
disadvantages.

Distance learning—Used by geographically dispersed companies to quickly provide

information about new policies or procedures to field locations. Usually includes a telephone
link so that trainees can call in questions and comments to the trainer. Satellite networks allow
companies to link up with industry-specific and educational courses to receive college credit
and job certification. Advantages—Company can save on travel costs. Gives employees in
geographically dispersed locations access to expert trainers that might not otherwise be
possible. Disadvantage—Lack of interaction between the trainer and the audience.
Apprenticeships—A work-study training method with both on-the-job training and classroom
instruction. The majority of apprenticeships are in the skilled trades. Advantages—Learners
can earn pay while they learn, with their wages automatically increasing as their skills
improve. Apprenticeships are usually effective because they involve learning why and how a
task is performed. Apprenticeships also usually result in full-time employment for trainees
when the program is completed. Disadvantages—Limited access for minorities and women to
these programs. Also, there is no guarantee jobs will be available upon program completion.
Apprenticeship programs prepare trainees who are well trained in one craft or occupation.
Due to the changing nature of jobs, many employers may be reluctant to employ workers
from apprenticeship programs.

AACSB: Use of Information Technology, Reflective Thinking Skills

BT: Comprehension
Difficulty: Hard
Learning Objective: 7-5
Topic: Selecting Training Methods

7-65
Chapter 07 - Training

99. (p. 315-316) Describe the five types of training outcomes. Which one (if any) is best?

1. Affective—What trainees thought of the program. Consists of a brief survey on facilities,

trainers, and content. Is the most frequently used method of evaluating training; useful for
identifying what trainees thought was successful and what inhibited learning.
2. Cognitive—Familiarity with principles, facts, techniques, skills or processes presented;
typically, tests are used to assess learning (could be role playing or simulation if training
technique was a hands-on approach), typically collected before leaving training, therefore
doesn't help assess transfer of training.
3. Skill-based—Extent to which the trainees' behavior changes on the job as a result of
participation in training. Assessment usually involves having trainees' managers or peers
provide ratings.
4. Results—Used to determine the payoff the training program had for the company.
5. Return on investment—ROI refers to comparing the training's monetary benefits with the
cost of the training.
The "best" method depends on the training objectives. Skill-based, affective, and results
outcomes measured following training can be used to determine transfer of training—that is,
the extent to which training has changed behavior, skills, or attitudes or directly influenced
objective measures related to company effectiveness (such as sales).

AACSB: Reflective Thinking Skills

BT: Comprehension
Difficulty: Hard
Learning Objective: 7-8
Topic: Evaluating Training Programs

100. (p. 333-334) What is organizational socialization? Discuss the three phases of socialization.

Organizational socialization is the process by which new employees are transformed into
effective members of the company. The three phases of socialization are: anticipatory
socialization, encounter, and settling in. Through anticipatory socialization, expectations
about the company, job, working conditions, and interpersonal relationships are developed
through interactions with representatives of the company. At this time, employees are given a
realistic job preview. The encounter phase occurs when the employee begins a new job.
Individuals beginning new jobs will experience shock and surprise. In the settling-in phase,
employees begin to feel comfortable with their job demands and social relationships. They
begin to solve work conflicts and conflicts between work and nonwork activities.

AACSB: Group/Individual Dynamics in Organizations

BT: Comprehension
Difficulty: Medium
Learning Objective: 7-10
Topic: Socialization and Orientation

7-66