Question 1

As an organization begins to embrace a philosophy of continuous learning and improvement,more active participation in the design and delivery of the organization's training system by all stakeholders is seen as both undesirable and unnecessary.

Accepted Answer

As an organization begins to embrace continuous learning and improvement, active participation in the design and delivery of the organization's training system by all stakeholders becomes more desirable and necessary to ensure that the system meets the changing needs of the organization and its employees.

Question 2

The only affective outcome of a training system is the building of team spirit and socializing employees into the corporate culture.

Accepted Answer

While building team spirit and socializing employees are important outcomes of training, they are not the only affective outcomes. Other outcomes can include increasing job knowledge and improving job performance, which can lead to higher productivity and profitability for the organization.

Question 3

Like rush and initiation activities in fraternities and sororities,intense socialization tends to increase employee's commitment to the company.

Accepted Answer

Studies have shown that socialization activities, such as rush and initiation in Greek organizations, can also be applied to workplaces and can increase employee commitment to the company. These activities help new employees form strong connections with their colleagues and develop a sense of belonging and commitment to their organization.

Question 4

Disney begins the socialization process during recruitment as a way to discourage applicants who may not fit the corporate culture.

Accepted Answer

Disney is known for its strong corporate culture and places a lot of emphasis on hiring employees who align with its values and vision. As a result, the company incorporates its culture into the recruitment and hiring process to ensure that only those who share its values are welcomed into the organization. This is done through interviews, orientation sessions, and various other activities that give potential employees a glimpse into what it's like to work at Disney. By doing this, the company hopes to discourage applicants who may not be a good fit for the culture, thereby preventing potential issues down the line.

Question 5

Roger is a new assistant manager.His supervisor is trying to make Roger more assertive with his former co-workers.For the first couple of weeks,every time Roger was able to issue an order or make a decision based on what is good for the company rather than according to the wish of the employee making the request,Roger's supervisor congratulated him.With such positive reinforcement,Roger gradually assumed the managerial role.This is an example of:
A)shaping
B)enactive mastery
C)knowledge management
D)behavior modeling
E)task segmentation

Accepted Answer

This scenario describes shaping, which involves gradually reinforcing behaviors that move a person closer to a desired behavior or goal. In this case, Roger's supervisor is using positive reinforcement to encourage him to be more assertive in his managerial role.

Question 6

Possible recipients of global leadership training and development include
A)expatriates
B)inpatriates
C)global managers
D)headquarters staff
E)all of the above

Accepted Answer

All of the above are possible recipients of global leadership training and development. Expatriates and inpatriates are individuals who are sent to work in a foreign location, and they need to develop skills to effectively work across cultures. Global managers also need training and development to effectively manage a culturally diverse workforce. Headquarters staff may also need training to better understand the global business environment and interact with colleagues from different countries.

Question 7

A demographic needs analysis can be used to assess whether all employees are given equal access to growth experiences and developmental challenges,which are known to be useful on-the-job methods for promoting skill development.

Accepted Answer

A demographic needs analysis can help identify any disparities in access to growth experiences and developmental challenges among employees based on factors such as age, gender, race, and job tenure. This can help to ensure that all employees are receiving equal opportunities for skill development and advancement within the organization.

Question 8

A customer service representative who was being trained on how to enter data into a customer database would be engaged in skill-based learning.

Accepted Answer

Skill-based learning involves learning and developing specific skills through practice, repetition, and feedback. Learning how to enter data into a customer database would require the development of specific skills, making it a good example of skill-based learning.

Question 9

Together,job analysis and competency modeling establish the tasks performed in a job and the competencies required for effective job performance.

Accepted Answer

Job analysis identifies the specific tasks and responsibilities of a job, while competency modeling identifies the knowledge, skills, abilities, and behaviors required for successful job performance. Together, job analysis and competency modeling provide a comprehensive understanding of the job and the skills and qualities needed to perform it effectively.

Question 10

Person-needs analysis are always narrow in scope because they focus on the individual employee.

Accepted Answer

Person-needs analysis can vary in scope; while they focus on individual employees, they can also consider broader aspects such as the employee's role within a team, interactions with other departments, and alignment with organizational goals.

Question 11

Jared is an engineer on a self-managing work team.Although an expert in his technical area,Jared is very nervous about public speaking.The team process requires each member to give presentations on their projects every week.Jared tends to make a shambles of his presentations.Finally,Jared's boss sent him for training in public speaking.At Jared's first presentation after his training,his boss sat in the back of the room,nodding and smiling,and giving Jared a thumbs-up sign when Jared finished.Jared's boss was using:
A)positive reinforcement
B)transfer of training
C)specific goals
D)motivation
E)practical encouragement

Accepted Answer

Jared's boss is using positive reinforcement, which involves providing a desirable consequence after a behavior to increase the likelihood of that behavior happening again in the future. In this case, Jared's boss is giving him a thumbs-up sign and positive feedback, which reinforces his successful presentation and encourages him to continue improving his public speaking skills.

Question 12

The organizational needs analysis should translate the organization's objectives into a clear statement of goals for training and development.

Accepted Answer

The purpose of the organizational needs analysis is to identify the gap between the organization's desired goals and the current knowledge, skills, and abilities of its employees. This analysis should result in a clear statement of goals for training and development that are aligned with the organization's objectives.

Question 13

In the feature "Managing Globalization: PriceWaterhouseCoopers",Tahir Ayub's Namibian assignment
A)was a life-changing experience
B)taught him that "perhaps the way you see things isn't necessarily the best way"
C)was shared with two other PwC partners whom he had never met before:
D)helped him recognize the importance of listening to different perspectives before making decisions.
E)All of the abovE.

Accepted Answer

All the options are correct. Tahir Ayub's Namibian assignment was a life-changing experience that taught him to be open to different perspectives and recognize the importance of listening to them before making decisions. He also shared the experience with two other PwC partners whom he had never met before, which highlights the global nature of the company and its assignments.

Question 14

As an HR manager for a large national bookstore chain,you have received complaints from some of the employees in your flagship store,which has 27 staff members.Apparently,several lesbian and gay employees brought their significant others to the staff family picnic.This triggered arguments,animosities and inappropriate behaviors at the store,despite the store manager's best efforts.You decide to use cultural awareness training.Which of the following statements is true?
A)Cultural awareness training is inappropriate because gender issues are not cultural issues.
B)The store manager should conduct sexual harassment and diversity training.
C)A consultant should be brought in to do team building instead.
D)Cultural awareness training alone is probably not going to solve the problem.
E)None of the above is truE.

Accepted Answer

While cultural awareness training can be helpful in promoting understanding and respect for different lifestyles, it may not necessarily address the specific issues that arose at the staff family picnic. Sexual harassment and diversity training may also be necessary to ensure a safe and inclusive workplace. Bringing in a consultant for team building may be helpful, but may not necessarily address the underlying issues related to discrimination and inappropriate behavior. Therefore, the best choice would be to use a combination of cultural awareness training, sexual harassment and diversity training, and potentially bringing in a consultant for additional support.

Question 15

Employers usually evaluate the effectiveness of their training and development efforts by assessing only short-term effects.

Accepted Answer

Employers often evaluate the effectiveness of their training and development efforts by measuring the short-term impact on employee performance and productivity, such as immediate changes in behavior or knowledge acquisition. However, it is also important to assess the long-term effects of training, including employee retention, job satisfaction, and overall organizational performance.

Question 16

Attitude surveys are used to determine employees' own assessment of what they feel are their personal deficiencies.

Accepted Answer

Attitude surveys are used to assess employees' attitudes and perceptions towards various aspects of their job and workplace, such as work environment, communication, leadership, etc. They are not typically used to identify personal deficiencies or weaknesses.

Question 17

Knowledge management is about making sure that knowledge from employees,teams,and units in an organization is captured,remembered,stored,and shared with others.

Accepted Answer

This statement accurately describes the purpose and goals of knowledge management within organizations.

Question 18

To help ensure that a company's knowledge management technology is fully integrated with other learning activities,many learning organizations have created a position titled Chief Integration Officer.

Accepted Answer

The answer of To help ensure that a company's knowledge...

Question 19

A major purpose of training is to enhance competency deficits that cause employees to perform at less than the desired level.

Accepted Answer

Training is designed to address competency deficiencies and improve employee performance.

Question 20

Kelly is a new data entry clerk.Her job entails entering 83 different pieces of information into a computerized form.Kelly's goal for the first week was to complete each form in 30 minutes with no more than two errors.During her second week of employment,Kelly was told to cut her time to 20 minutes with no more than one error.During her third week,her goal was to cut her time to 15 minutes with no errors.By the end of a month,Kelly was supposed to be able to complete the data entry on one form in 10 minutes without any errors.To facilitate the mastery of this data entry task,Kelly's supervisor used:
A)task segmentation
B)proximal goals
C)shaping
D)behavior modeling
E)distal goals

Accepted Answer

The supervisor used proximal goals, which are short-term, achievable targets that help in gradually improving performance towards a final goal.

Quiz 8: Training and Developing a Competitive Workforce