Industrial organizational psychology an applied approach 8th edition aamodt test bank

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Multiple Choice 1. _______ is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance. a. Training b. Motivation c. Job analysis d. Stress management ANSWER: a 2. On average, organizations annually spend about _____ per employee on training. a. $200 b. $1,100 c. $5,600 d. $5,600 ANSWER: b 3. Conducting a _______ analysis is the first step in developing an employee training system. a. organizational b. demographic c. task d. needs ANSWER: d 4. Your text outlines three types of needs analysis. Which of the following is NOT referred to by your text as a needs analysis? a. Organizational b. Demographic c. Task d. Person ANSWER: b 5. Which of the following types of needs analysis has the purpose of determining factors that either facilitate or inhibit training effectiveness? a. Organizational

b. Demographic c. Task d. Person ANSWER: a 6. According to your text, if the results of the organizational analysis indicate that a positive climate for training exists, the next step is to conduct a ____analysis. a. climate

b. demographic c. task d. person ANSWER: c 7. A task analysis conducted as part of a training needs assessment is made easier if: a. a person analysis is conducted first Cengage Learning Testing, Powered by Cognero

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b. job descriptions are available c. training has previously been conducted d. training has previously been conducted ANSWER: b 8. An organization decides to send cashiers who have a high incidence of shortages on the job to a retraining program in order to correct this problem. This practice demonstrates which type of needs analysis? a. Organizational analysis

b. Person analysis c. Choice analysis d. Job analysis ANSWER: b 9. Which training needs assessment technique is concerned with an individual employee's training needs? a. Organizational analysis b. Job analysis c. Person analysis d. Operations analysis ANSWER: c 10. Using _______ are perhaps the easiest method of person analysis. a. performance appraisal scores b. surveys c. interviews d. skill and knowledge tests ANSWER: a 11. Which of the following types of person analysis methods eliminates the problems of performance rating errors and is based on the premise that employees know best their own strengths and weaknesses? a. Performance appraisal scores

b. Surveys c. Skill tests d. Knowledge tests ANSWER: b 12. The type of person analysis that yields in-depth answers about training needs and more clearly reveals employee feelings and attitudes is the ________. a. survey

b. skill and knowledge test c. performance appraisal score d. interview ANSWER: d 13. With the critical incident methods of needs assessment, job dimensions with ______ should be targeted for future training. a. many good incidents b. many bad incidents c. few good incidents Cengage Learning Testing, Powered by Cognero

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d. few bad incidents ANSWER: b 14. Lectures, use of videos, discussions, and question and answer periods are activities which belong to which of the following training methods? a. classroom training

b. distance learning c. computer-assisted instruction d. on-the-job training ANSWER: a 15. According to your text, _______ are a good training method for teaching analysis and synthesis skills. a. critical incidents b. case studies c. computer assisted instruction d. programmed instruction ANSWER: b 16. _______ exercises allow the trainee to work with equipment and in an environment like that found in the actual job. a. Case study b. Simulation c. Programmed instruction d. Critical incident ANSWER: b 17. For two days prior to "opening," employees in a Food and Beverage Department actually take orders, prepare food, serve meals, and compute check totals for other employees posing as tourists. These exercises allow the staff members to work in an environment that closely resembles the actual work environment. These exercises are referred to as: a. apprentice training

b. simulations c. behavior modeling d. role playing ANSWER: b 18. Whatever the method used, a simulation exercise can only be effective if it _______. a. simulates actual job conditions b. produces job related behaviors c. is designed by a trained professional d. has a high level of face validity ANSWER: a 19. Which of the following training methods is best for learning interpersonal skills? a. Role play b. Critical incidents c. Case study d. Modeling ANSWER: a Cengage Learning Testing, Powered by Cognero

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20. Which of the following training methods requires trainees to discuss appropriate and inappropriate employee behaviors, watch the appropriate behavior being performed and role play the appropriate behavior? a. Job rotation

b. Apprentice training c. Behavior modeling d. Role playing ANSWER: c 21. An organization that provides food during training and allows the employees to choose the training topics, is trying to motivate employees to: a. come to training

b. perform better in training c. pay attention during training d. transfer what is learned in training to the job ANSWER: a 22. If an organization provided the same training program twice a week, it would make sense for the training to be conducted by: a. a consultant b. an external trainer c. an internal trainer d. a large training company ANSWER: c 23. An advantage of holding a training session off-site is: a. the location can serve as a reward b. a reduction in training expenses c. that it is easier to organize the training d. all of the above are advantages ANSWER: a 24. Waiting until the night before a test to read the chapters and review your notes may be referred to as: a. overlearning b. massed practice c. distributed practice d. social learning ANSWER: b 25. Employees who perform well in training are generally: a. bright b. motivated c. goal oriented d. all of the above ANSWER: d 26. During a training session, breaks should be given approximately every: a. 30 minutes b. 60 minutes Cengage Learning Testing, Powered by Cognero

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c. 2 hours d. 4 hours ANSWER: b 27. Which of the following is NOT a consideration in selecting an icebreaker for a training program? a. Goal of the icebreaker b. Length of the training session c. Nature of the audience d. All three should be considered ANSWER: d 28. Which of the following is most true about the use of humor during training presentations? a. It should always be used b. As a trainer, don’t pick on yourself c. The humor should serve a purpose d. All three are true ANSWER: c 29. Programmed instruction is effective because it takes advantage of several important learning principles. Which of the following is NOT one of the learning principles? a. Learning is self-paced

b. Trainees are actively involved in learning c. Information is presented in small units d. Information is presented in large units ANSWER: d 30. Modeling is a very useful training method. Which of the following is NOT a characteristic of someone we would model? a. Similarity b. Success c. Status d. Personality ANSWER: d 31. For an employee to model another's behavior, employees must: a. pay attention b. be able to retain the information c. be able to reproduce the behavior d. all three of these are required ANSWER: d 32. It is important to limit the number of behaviors being modeled so the employee can: a. pay attention b. retain the information c. reproduce the behavior d. model the behavior for others ANSWER: b Cengage Learning Testing, Powered by Cognero

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33. Which of the following is NOT an advantage of job rotation? a. Allows for lateral transfer b. Allows for greater staffing flexibility c. Can increase job satisfaction d. Expands employees' levels of responsibility ANSWER: d 34. Which training method allows trainees to experience working in many or all of the jobs in an organization, allows for greater flexibility in replacing absent workers, and helps improve job satisfaction? a. Role playing

b. Behavior modeling c. Job rotation d. Apprentice training ANSWER: c 35. Though ______ are/is a valuable method of training, it has been said that unions often use them to restrict entry into their trades. a. role plays b. behavioral modeling c. job rotation d. apprenticeships ANSWER: d 36. Which training technique assigns a new employee with an experienced employee who is told to "show the kid the ropes?" a. Apprenticeship training b. Job rotation c. Coaching d. Person analysis ANSWER: c 37. Though coaching has many strong points as a training method, it is not without its problems. Which of the following is a problem associated with using coaching as a training method? a. Coaching reduces the expert's productivity

b. Good workers are not always good trainers c. Neither of the two are problems d. Both are problems ANSWER: d 38. To reduce the loss of productivity associated with coaching, some organizations such as Pitney-Bowes have ______. a. decided not to use coaching b. adopted pass-through programs c. adopted total quality management d. adopted mentoring as a training method ANSWER: b 39. A training program that has experienced workers temporarily assigned to the training department is called a(n) _______. a. pass-through programs b. apprenticeship programs Cengage Learning Testing, Powered by Cognero

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c. job enlargement programs d. none of these is correct ANSWER: a 40. Discussing an employees' strengths and weaknesses on the job is characteristic of _______ to training. a. a performance appraisal approach b. a coaching approach c. a role playing approach d. none of these approaches ANSWER: a 41. Skill-based pay is primarily a(n) _______ method. a. goal setting b. incentive c. feedback d. modeling ANSWER: b 42. Employees who are paid for learning specialized skills are participants in a ____ skill plan. a. depth b. vertical c. basic d. horizontal ANSWER: a 43. Feedback works best when it is given in _____ amounts and ______ feedback is provided. a. small / only positive b. moderate / only negative c. large / positive d. small / both positive and negative ANSWER: d 44. Overlearning helps increase: a. role applicability b. job satisfaction c. transfer of training d. boredom ANSWER: c 45. Overlearning: a. increases stress in training b. decreases trainee performance c. increases retention of material d. increases retention of material ANSWER: c 46. An organization requires its managers to "get away" for a few days and participate in a training program designed to increase their Cengage Learning Testing, Powered by Cognero

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effectiveness as managers. Following the training program, managers often feel the training program was worthwhile; however, it is not uncommon for these managers to return to their operations and perform their old habits while ignoring the recently presented principles. This scenario is related to the issue of: a. transfer of training

b. massed practice c. distributed practice d. feedback ANSWER: a 47. Practicing a task even after it has been successfully learned refers to: a. transfer of training b. massed practice c. overlearning d. distributed practice ANSWER: c 48. Which of the following will NOT contribute to effective transfer of training? a. Overlearning b. Feedback c. Incentives d. Massed practice ANSWER: d 49. Supervisors who set goals, provide feedback, and encourage employees to use their training are trying to motivate employees to: a. come to training b. perform better in training c. pay attention during training d. transfer what is learned in training to the job ANSWER: d 50. Nagy Enterprises had a 32% increase in sales after sending its employees to the Reilly School of Sales. However, without the use of a control group, it is difficult to determine if: a. the money was spent wisely

b. the 32% increase was actually due to the training c. the increase was due to outside factors d. the trainees actually learned anything ANSWER: b 51. Including a(n) ____ in the research design allows a researcher to look more closely at the effects of ______. a. control group / outside factors b. experimental group / outside factors c. control group / training program d. experimental group / training program ANSWER: a 52. A Solomon Four Groups Design attempts to do all of the following except: a. control for the effects of outside factors b. control for the effects of pretesting Cengage Learning Testing, Powered by Cognero

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c. control for the effects related to time d. be more practical than other designs ANSWER: d 53. Having trainees evaluate how much they learned from and enjoyed a training program taps which of the following criteria? a. Employee reactions

b. Content validity c. Employee learning d. Application of training ANSWER: a 54. Giving employees a 100-item test after they complete a training program is an example of which of the following training evaluation criteria? a. Content validity

b. Employee learning c. Application of training d. Employee reactions ANSWER: b 55. There is a _____ correlation between how well employees liked a training program and how much they learned. a. small (r = .02) b. moderate (r = .40) c. large (r = .80) d. almost perfect (r = .94) ANSWER: a Objective Short Answer 56. What are the three major methods for determining training needs?

ANSWER: • organizational analysis • task analysis • person analysis

57. What are five methods of person analysis?

ANSWER: • use of performance appraisal scores • surveys • interviews • skill and knowledge tests • critical incidents

58. What are five training methods that involve sample job performance?

ANSWER: • simulation • role play • modeling • behavioral modeling • job rotation Cengage Learning Testing, Powered by Cognero

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59. What are the three learning principles used in programmed instruction?

ANSWER: • self-paced learning • active involvement in learning • material presented in small units (distributed practice)

60. For modeling to be effective, the observer must: ANSWER: • pay attention to the model's behavior • be able to retain the observed behavior • be able to reproduce the observed behavior

61. What three factors affect the effectiveness of incentives?

ANSWER: • type of consequence • timing of the consequence • contingency of the consequence

62. What are the five criteria used to evaluate training success?

ANSWER: • content validity • employee reactions • employee learning • application of training • bottom-line measures

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