Question 1

Reinforcement is the behavior that precedes the consequence.

Accepted Answer

Reinforcement is a consequence that follows a behavior, increasing the likelihood of that behavior occurring again.

Question 2

What kind of knowledge is built by orientation programs?

Accepted Answer

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Question 3

Diversity is seldom disruptive to an organization.

Accepted Answer

Diversity can be disruptive as it introduces different perspectives and ideas, which can challenge existing norms and practices within an organization. However, this disruption can lead to innovation and improved problem-solving.

Question 4

There is no real way to train high-level executives who hold visible and somewhat unique jobs.

Accepted Answer

While high-level executives may have unique jobs, there are ways to train them through leadership development programs, executive coaching, mentorship, on-the-job learning, and other types of professional development.

Question 5

Training at the work site but not on the job is appropriate for required afterhours programs and for programs in which contact needs to be maintained with work units but OJT would be too distracting or harmful.

Accepted Answer

Training at the work site but not on the job can be appropriate in certain situations such as afterhours programs or when it is important to maintain contact with work units but actual on-the-job training would be too distracting or harmful to the job performance.

Question 6

What kind of knowledge is acquired by an employee who repeatedly practices repairing copy machines?

Accepted Answer

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Question 7

An advantage of the lecture method is that it efficiently and simultaneously conveys large amounts of information to large groups of people.

Accepted Answer

The lecture method is known for its ability to convey a significant amount of information to a large audience efficiently.

Question 8

Internship and assistantship programs are somewhat less formalized and extensive than apprenticeships.

Accepted Answer

Internship and assistantship programs typically involve shorter term arrangements and do not have the rigorous requirements and structure of apprenticeships.

Question 9

Assessment centers cannot be used to for training.They are a selection tool.

Accepted Answer

Assessment centers can be used for both selection and training purposes, as they provide a comprehensive evaluation of skills and competencies that can inform development needs.

Question 10

A method for minimizing the disadvantages of on-the-job training is combining it with off-the-job training.

Accepted Answer

By incorporating off-the-job training, employees can receive additional education and training that may not be practical or safe to receive on the job. This combination can provide a well-rounded learning experience that minimizes the potential drawbacks of on-the-job training alone.

Question 11

If individuals dwell on their personal deficiencies relative to the task,potential difficulties may seem less formidable than they really are.

Accepted Answer

Dwelling on personal deficiencies can make potential difficulties seem more formidable, not less, as it can lead to increased anxiety and self-doubt.

Question 12

Some tasks,such as those necessary in an emergency situation,must be overlearned.

Accepted Answer

Overlearning is the process of practicing a skill beyond the point of mastery, which helps to ensure that it can be performed quickly and accurately in high-pressure situations, such as emergencies. Therefore, it is true that certain tasks, particularly those that are critical in emergency situations, must be overlearned.

Question 13

When choosing a training format,transfer is one of the most important considerations.Research has shown that the more dissimilar the training environment to the actual work environment,the less likely trainees will be able to apply the training back at their jobs.

Accepted Answer

This statement is true. Research has indeed shown that similarity between the training environment and the actual work environment is an important factor for transfer of training.

Question 14

What is the first phase in the training program model?

Accepted Answer

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Question 15

When a task is overlearned,the trainee must think consciously about behavior before responding.

Accepted Answer

When a task is overlearned, the behavior becomes automatic and effortless. The trainee does not need to think consciously about the behavior before responding.

Question 16

Global leadership competency is especially important in global organizations that are structured according to geographic regions rather than around products.

Accepted Answer

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Question 17

List the three types of locations for training activities.

Accepted Answer

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Question 18

Individuals perform better if they are actively involved in the learning process.

Accepted Answer

Research has shown that individuals who are actively engaged in the learning process tend to retain more information and perform better than those who simply passively receive information. Active involvement can include activities such as problem-solving, discussion and collaborative learning, hands-on experiences, and self-assessment.

Question 19

One of the most urgent focuses of team training is to eliminate all conflict and disagreement.

Accepted Answer

One of the main goals of team training is to help team members learn how to effectively navigate and manage conflict and disagreements, rather than simply eliminating them. Conflict can lead to improved decision-making and creativity when managed properly, and teams that avoid conflict altogether may actually experience negative consequences in the long run.

Question 20

How do the processes of training and development differ?

Accepted Answer

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Quiz 8: Training and Developing a Competitive Workforce