Question 1

Which of the following is the process by which an individual acquires the attitudes, behaviors, and knowledge needed to participate as an organizational member?

Accepted Answer

A) on-the-job training 
B) coaching 
C) organizational socialization 
D) behavior modeling 
A) on-the-job training 
B) coaching 
C) organizational socialization 
D) behavior modeling

Question 2

Research by Gully and colleagues (2002) has indicated that making mistakes during training:

Accepted Answer

A) is a good predictor to identify those trainees that will ultimately fail training. 
B) is often helpful in building self-efficacy, particularly for trainees high in conscientiousness. 
C) is distracting and traumatizing to trainees. 
D) can help trainees learn the material at a deeper level. 
A) is a good predictor to identify those trainees that will ultimately fail training. 
B) is often helpful in building self-efficacy, particularly for trainees high in conscientiousness. 
C) is distracting and traumatizing to trainees. 
D) can help trainees learn the material at a deeper level.

Question 3

In the augmented framework of training criteria, trainees' feelings about the training program are categorized as:

Accepted Answer

A) learning. 
B) behavioral criteria. 
C) affective reactions. 
D) utility reactions. 
A) learning. 
B) behavioral criteria. 
C) affective reactions. 
D) utility reactions.

Question 4

What are the three primary objectives of diversity training?

Accepted Answer

Increasing awareness about div

Question 5

Choose two of the technology-based approaches to training and discuss their strengths and weaknesses.

Accepted Answer

Virtual reality training, e-learning, mu

Question 6

Approximately _____ of Fortune 500 companies have some type of formal training program.

Accepted Answer

A) 20% 
B) 50% 
C) 90% 
D) 100% 
A) 20% 
B) 50% 
C) 90% 
D) 100%

Question 7

"Learning how to learn" is a process known as:

Accepted Answer

A) meta-learning. 
B) active learning. 
C) overlearning. 
D) continuous learning. 
A) meta-learning. 
B) active learning. 
C) overlearning. 
D) continuous learning.

Question 8

Terry is teaching new employees psychomotor tasks that are low in complexity. According to research, the MOST appropriate training for Terry to use is:

Accepted Answer

A) massed practice. 
B) whole practice. 
C) distributed practice. 
D) part practice. 
A) massed practice. 
B) whole practice. 
C) distributed practice. 
D) part practice.

Question 9

Which of these comprises all activities that are developed and coordinated to support trainees' learning processes?

Accepted Answer

A) instructional design 
B) distributed training 
C) transfer of training 
D) knowledge of results 
A) instructional design 
B) distributed training 
C) transfer of training 
D) knowledge of results

Question 10

When Corinna was in school, she learned to save her work after every page just in case her computer crashed. Now she automatically saves her work after every page-she doesn't even notice she's doing it. This is an example of:

Accepted Answer

A) job-relevant practice. 
B) overlearning. 
C) massed practice. 
D) divided practice. 
A) job-relevant practice. 
B) overlearning. 
C) massed practice. 
D) divided practice.

Question 11

According to Kirkpatrick's (1976) taxonomy of training criteria, which type of criteria reflects the ultimate value of training to an organization?

Accepted Answer

A) learning 
B) results 
C) reaction 
D) behavioral 
A) learning 
B) results 
C) reaction 
D) behavioral

Question 12

Oliver is an auto mechanic who was recently retrained on how to change a transmission. Since the training, it appears, however, that Oliver's performance has become worse, and he is making more mistakes. This outcome is an example of:

Accepted Answer

A) negative transfer. 
B) negative fidelity. 
C) positive transfer. 
D) overlearning. 
A) negative transfer. 
B) negative fidelity. 
C) positive transfer. 
D) overlearning.

Question 13

What are two major changes Alliger and colleagues (1989; 1997) have made to Kirkpatrick's original four-criteria framework for training evaluation?

Accepted Answer

Kirkpatrick's reaction criteria has been

Question 14

Nick is determining what training older employees need in cutting-edge computer technology. Nick is likely conducting a:

Accepted Answer

A) diversity assessment. 
B) skills analysis. 
C) demographic analysis. 
D) matrix analysis. 
A) diversity assessment. 
B) skills analysis. 
C) demographic analysis. 
D) matrix analysis.

Question 15

Describe three actions an organization can take to help employees who have undergone training to transfer their new skills to their jobs.

Accepted Answer

The training context and the work contex

Question 16

What are the three dimensions of the consequences of sexual harassment?

Accepted Answer

Work outcomes, psychological a

Question 17

The term human capital refers to:

Accepted Answer

A) the KSAOs that require training. 
B) how much employees should be paid for their work, considering working conditions, skills required, and other factors. 
C) the education, training, and experiences of employees that provide value to organizations. 
D) the utility of keeping a seasoned employee rather than hiring a new employee. 
A) the KSAOs that require training. 
B) how much employees should be paid for their work, considering working conditions, skills required, and other factors. 
C) the education, training, and experiences of employees that provide value to organizations. 
D) the utility of keeping a seasoned employee rather than hiring a new employee.

Question 18

What are two issues that might prevent transfer of training, and what might an organization do to combat these issues?

Accepted Answer

Responses will vary. The textbook notes

Question 19

When Larinda returned from training, her manager did ask how her training went but gave her a very heavy workload. We can argue that Larinda's job has:

Accepted Answer

A) a poor training climate. 
B) a poor transfer climate. 
C) a strong overlearning climate. 
D) a low maintenance climate. 
A) a poor training climate. 
B) a poor transfer climate. 
C) a strong overlearning climate. 
D) a low maintenance climate.

Question 20

The textbook notes that the Solomon four-square design is much stronger than the pre-/post-test design for assessing training outcomes. Explain why the Solomon four-square is more helpful for providing evidence that training works.

Accepted Answer

The Solomon four-square design uses two

Which of the following is the process by which an individual acquires the attitudes, behaviors, and knowledge needed to participate as an organizational member?

Research by Gully and colleagues (2002) has indicated that making mistakes during training:

In the augmented framework of training criteria, trainees' feelings about the training program are categorized as:

What are the three primary objectives of diversity training?

Choose two of the technology-based approaches to training and discuss their strengths and weaknesses.

Approximately _____ of Fortune 500 companies have some type of formal training program.

"Learning how to learn" is a process known as:

Terry is teaching new employees psychomotor tasks that are low in complexity. According to research, the MOST appropriate training for Terry to use is:

Which of these comprises all activities that are developed and coordinated to support trainees' learning processes?

When Corinna was in school, she learned to save her work after every page just in case her computer crashed. Now she automatically saves her work after every page-she doesn't even notice she's doing it. This is an example of:

According to Kirkpatrick's (1976) taxonomy of training criteria, which type of criteria reflects the ultimate value of training to an organization?

Oliver is an auto mechanic who was recently retrained on how to change a transmission. Since the training, it appears, however, that Oliver's performance has become worse, and he is making more mistakes. This outcome is an example of:

What are two major changes Alliger and colleagues (1989; 1997) have made to Kirkpatrick's original four-criteria framework for training evaluation?

Nick is determining what training older employees need in cutting-edge computer technology. Nick is likely conducting a:

Describe three actions an organization can take to help employees who have undergone training to transfer their new skills to their jobs.

What are the three dimensions of the consequences of sexual harassment?

The term human capital refers to:

What are two issues that might prevent transfer of training, and what might an organization do to combat these issues?

When Larinda returned from training, her manager did ask how her training went but gave her a very heavy workload. We can argue that Larinda's job has:

The textbook notes that the Solomon four-square design is much stronger than the pre-/post-test design for assessing training outcomes. Explain why the Solomon four-square is more helpful for providing evidence that training works.

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Criterion Measurement

Performance Appraisal

Predictors

Selection Decisions and Personnel Law

Motivation

Job Attitudes: Antecedents and Consequences

Stress and Worker Well-Being

Group Processes and Work Teams

Leadership

Organizational Theory and Development

Filters

Exam 8: Training and Development

Which of the following is the process by which an individual acquires the attitudes, behaviors, and knowledge needed to participate as an organizational member?

Research by Gully and colleagues (2002) has indicated that making mistakes during training:

In the augmented framework of training criteria, trainees' feelings about the training program are categorized as:

What are the three primary objectives of diversity training?

Choose two of the technology-based approaches to training and discuss their strengths and weaknesses.

Approximately _____ of Fortune 500 companies have some type of formal training program.

"Learning how to learn" is a process known as:

Terry is teaching new employees psychomotor tasks that are low in complexity. According to research, the MOST appropriate training for Terry to use is:

Which of these comprises all activities that are developed and coordinated to support trainees' learning processes?

When Corinna was in school, she learned to save her work after every page just in case her computer crashed. Now she automatically saves her work after every page-she doesn't even notice she's doing it. This is an example of:

According to Kirkpatrick's (1976) taxonomy of training criteria, which type of criteria reflects the ultimate value of training to an organization?

Oliver is an auto mechanic who was recently retrained on how to change a transmission. Since the training, it appears, however, that Oliver's performance has become worse, and he is making more mistakes. This outcome is an example of:

What are two major changes Alliger and colleagues (1989; 1997) have made to Kirkpatrick's original four-criteria framework for training evaluation?

Nick is determining what training older employees need in cutting-edge computer technology. Nick is likely conducting a:

Describe three actions an organization can take to help employees who have undergone training to transfer their new skills to their jobs.

What are the three dimensions of the consequences of sexual harassment?

The term human capital refers to:

What are two issues that might prevent transfer of training, and what might an organization do to combat these issues?

When Larinda returned from training, her manager did ask how her training went but gave her a very heavy workload. We can argue that Larinda's job has:

The textbook notes that the Solomon four-square design is much stronger than the pre-/post-test design for assessing training outcomes. Explain why the Solomon four-square is more helpful for providing evidence that training works.

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Criterion Measurement

Performance Appraisal

Predictors

Selection Decisions and Personnel Law

Motivation

Job Attitudes: Antecedents and Consequences

Stress and Worker Well-Being

Group Processes and Work Teams

Leadership

Organizational Theory and Development

Filters