Training concept project

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1. As an information source for person analysis, _______ typically shows who's meeting performance standards, but not why those individuals are meeting performance standards.

A. a supervisor performance appraisal

B. work sampling

C. performance data

D. a job description

2. How would an employee who deals with nonroutine technology be described?

A. Follows detailed instructions that are easy to memorize

B. Possesses very little training and decision-making power

C. Exercises little control over the outcome of the work

D. Possesses a great deal of training and decision-making power

3. As part of a proactive TNA approach, analysts at McKee Paper factory are attempting to determine whether the factory needs to employ more workers to meet ISO 9000 standards. This means that the analysts are conducting _______ analysis.

A. person

B. organizational

C. operational

D. performance

4. Tracy has decided to test her new-employee orientation training on a small group of recently hired employees before the program is implemented throughout the entire company. Tracy is therefore in the _______ phase of the training process model.

A. design

B. implementation

C. development

D. analysis

5. The training process phase that involves obtaining or creating all the things that are needed to implement the training program is the _______ phase.

A. analysis

B. development

C. design

D. evaluation

6. Skills such as delegating, prioritizing, and making to-do lists are generally referred to in North America as

A. attitudes.

B. procedural knowledge.

C. incumbents.

D. competencies.

7. Alan is writing training objectives for a new leadership development program. He's therefore working in the _______ phase of the training model process.

A. design

B. analysis

C. development

D. implementation

8. Which one of the following questions would you ask to assess how someone has organized procedural knowledge?

A. Why would you do that?

B. What would you do if that didn't work?

C. How would you describe the relationship between topic A and topic B?

D. What are the three main steps listed in the handbook?

9. Companies that adopt a cost leader competitive strategy

A. survey environmental conditions and trends.

B. introduce innovative production methods.

C. find and exploit new product and market opportunities.

D. are always the best in the market.

10. The servers at Sarah's Beef and Brew are supposed to enter orders into the computer no later than two minutes after they're taken. The servers, on average, have been entering their orders four minutes after they've been taken. The difference between the time entries is an example of

A. a performance gap.

B. an instructional strategy.

C. expected organizational performance.

D. a triggering event.

11. Carl is expected to cut down 10 trees per day as a lumberjack. If he has consistently cut down 8 trees per day, then his performance gap is _______ tree(s) per day.

A. 2

B. 4

C. 3

D. 1

12. In Gagné-Briggs Nine Events of Instruction, an instructional event that involves providing learning guidance causes the trainee to

A. retrieve prior learning to working memory.

B. consider how the new material fits into the trainee's overall schema.

C. perform an action.

D. demonstrate what has been learned by completing a predetermined activity.

13. Which one of the following is an example of a reactive strategy?

A. Requiring employees to attend workplace safety training after they've been injured on the job

B. Training employees in the procedures of different departments so they can fill in for sick employees if the need arises

C. Training line managers to more effectively train their employees so the organization can benefit from the constant development of its employees

D. Offering a three-day employee orientation program so new hires can ease into their new environment to increase employee retention

14. Through a training needs analysis, Jim determined that Missy doesn't have the skills needed to correctly perform the tasks required by her job. Jim used _______ analysis to make this determination.

A. person

B. organizational

C. task-oriented job

D. operational

15. A job aid or training can be an effective solution when there's a performance gap that's worth fixing because it's caused by

A. obstacles in the system.

B. worth fixing because it's caused by inadequate feedback.

C. poor performance rewards.

D. a KSA deficiency.

16. Sarah is an OD practitioner hired by a small automotive parts manufacturing firm to create and implement new systems and procedures for the company. Her role is therefore primarily

A. situational.

B. strategic.

C. reactive.

D. tactical.

17. Which of the following combinations of environmental stability and environmental complexity creates low environmental uncertainty?

A. Low stability and high complexity

B. High stability and low complexity

C. Low stability and low complexity

D. High stability and high complexity

18. Which of the following scenarios illustrates a relatedness need according to ERG theory?

A. Jim runs marathons for fun.

B. Jim constantly seeks the approval of his coworkers and supervisor.

C. Jim eats lunch when he's hungry in the afternoon.

D. Jim takes a smoke break after he has been at work for an hour.

19. Which of the following factors will directly influence the type and amount of training materials that a trainee needs?

A. Valences

B. KSA base

C. Goal setting

D. Anxiety

20. The highest level of knowledge is _______ knowledge.

A. declarative

B. procedural

C. step-by-step

D. strategic

1. What is the purpose of the lecturette in the experiential learning model of training?

A. To provide a chance for trainees to raise questions about the training

B. To provide information related to the topic at hand

C. To provide an opportunity for generalization

D. To provide a common experience for all trainees

2. The invisible barrier that prevents minorities and women from moving up the corporate ladder is called the

A. downward spiral.

B. developmental conundrum.

C. equity differential.

D. glass ceiling.

3. Mark is developing a training model for new-hire orientation. During which training model development phase does Mark need to identify the steps that new hires must take to transfer their knowledge and skills to their jobs?

A. The design phase

B. Implementation

C. The development phase

D. The TNA

4. A _______ is an important piece of information that a trainee must acquire to accomplish the learning objective.

A. strategic point

B. training point

C. learning point

D. key point

5. Which of the following is an example of a manager who has a high nPow?

A. A manager who works hard because she eventually wants to be president of the company

B. A manager who lets her employees take advantage of her good nature and becomes very unproductive

C. A manager who insists on working on projects independently of the other managers

D. A manager who always asks for performance feedback from his employees

6. In which of the following areas might a 360-DF be a useful tool for assessing employee development needs?

A. Interpersonal communication

B. Training equity

C. Strategic knowledge

D. Procedural knowledge

7. Susan has to decide which of her employees can go on vacation during certain times of the year. Which of the following decision roles of a manager is Susan using?

A. Entrepreneur

B. Disturbance handler

C. Resource allocator

D. Negotiator

8. Which of the following points would likely be considered during a process analysis of training delivery?

A. The effectiveness of lecture portions

B. The evaluation system designed to measure the accomplishment of objectives

C. Steps included in the training to facilitate recall and transfer

D. Identification of knowledge and skill deficiencies

9. Kevin is a manager who's going through training to develop his conceptual skills. One of the tools the training facilitator used with Kevin is the incident technique. What form of training is the facilitator using?

A. Decision making

B. On-the-job training

C. Managerial roles

D. Management/business games

10. _______ are sometimes used in place of a lecture to convey information to new hires.

A. Written assessments

B. Written handouts

C. Role-playing activities

D. Simulations

11. Through training evaluation, a training course was determined to be ineffective because it doesn't contain any learning objectives. This information is an example of _______ data.

A. job behavior

B. cost/benefit

C. outcome

D. process

12. Which of the following scenarios illustrates quid pro quo sexual harassment?

A. A supervisor who puts his arm around the waist of a female employee as they walk down the hall

B. A supervisor who demands sexual favors from an employee in return for giving that employee a promotion

C. An employee who posts lewd posters and jokes on her office door

D. An employee who continually calls her supervisor at home to discuss work-related issues

13. Which of the following skills are typically required of lower-level managers?

A. Conceptual and technical

B. Interpersonal and technical

C. Leadership and decisional

D. Decisional and conceptual

14. Jacob is the vice president of operations for Adatech, Inc. For the last two years, he has been going through training that will prepare him to take over the company president's position because the president is planning to retire. This type of training is an example of

A. succession planning.

B. special job assignments.

C. job rotation.

D. team building.

15. Training reaction questionnaires typically assess

A. compilation knowledge.

B. management's reaction to the effectiveness of the training.

C. procedural knowledge.

D. trainees' attitudes and perceptions about the training.

16. George is a trainer who's dealing with a difficult trainee. He talks to the trainee during the break and thanks her for her input and her morale boosters. George also tells the trainee that her comments, although enjoyed by her coworkers, are disrupting the flow of training. What type of trainee is George dealing with?

A. Quiet trainee

B. Angry trainee

C. Talkative trainee

D. The comedian

17. The Quasar Corporation realized a savings of over $100,000 after they sent their quality control employees to a total quality management seminar. This savings is an example of

A. organizational results.

B. behavior outcomes.

C. reaction outcomes.

D. learning outcomes.

18. The _______ should be the first to identify the target population, the overall training objective, and the initial configuration of the training space.

A. objective

B. case analysis

C. instructional strategy

D. effectiveness summary

19. Marcia has been hired to assist in designing a team training program for Hardy Cheese, Inc., a Wisconsin dairy goods manufacturer. To develop the skills of talented employees so that they can achieve the team's purpose, which of the following KSAs should Marcia examine when designing her training program?

A. Knowledge of the benefits of diversity

B. Cross-cultural awareness

C. Consensus decision-making skills

D. Foreign language knowledge

20. Doreen's greatest strength as a manager is her ability to forecast sales and set priorities up to a year in advance. This strength exemplifies her

A. technical knowledge and skills.

B. interpersonal knowledge and skills.

C. conceptual knowledge and skills.

D. personal traits.