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Human Resource
Q:
____ occurs when a company indicates to employees the importance of certain behaviors by paying for such behaviors.
a. Supporting
b. Suggesting
c. Spiraling
d. Benchmarking
e. Signaling
Q:
Testing refers to:
a. Gaining job experience
b. The effect of a pretest on a posttest score
c. Differential loss of respondents from various groups
d. Using different procedures to select individuals for experimental and control groups
Q:
Differential selection refers to:
a. Gaining job experience
b. The effect of a pretest on a posttest score
c. Differential loss of respondents from various groups
d. Using different procedures to select individuals for experimental and control groups
Q:
Information used to assess external equity is likely collected with
a. pay surveys.
b. benefits administrators.
c. compensation calculators.
d. random telephone interviews.
e. none of these.
Q:
Maturation refers to:
a. Gaining job experience
b. The effect of a pretest on a posttest score
c. Differential loss of respondents from various groups
d. Using different procedures to select individuals for experimental and control groups
Q:
Jorge, a supervisor for a large luxury hotel, compared his salary to other supervisors in the same organization. He found that his base pay was about 25 percent less than other individuals in similar supervisory jobs. Jorge is experiencing
a. internal inequity.
b. lateral inequity.
c. position inequity.
d. external inequity.
e. compensation inequity.
Q:
Internal validity can be affected by all of the following, except:a. Instrumentation b. Testing c. Differential investigationd. Experimental mortality
Q:
Which of the following employee behavioral outcomes is MOST likely under conditions of perceived internal inequity as compared to external inequity?
a. Lower morale
b. Higher conflict
c. Lower satisfaction
d. Lower motivation
e. All of these
Q:
____ refers to all of the pay and benefits provided to employees for the completion of work.
a. Salary
b. Pay substructure
c. Total compensation
d. Fair labor standards
e. Incentives
Q:
Internal validity can be affected by all of the following, except:a. History b. Maturation c. Differential selectiond. Statistical abnormality
Q:
Which of the following is not a form of research design validity?a. Internal b. External c. Statistical conclusiond. Statistical initial
Q:
Discuss the characteristics of a multicultural organization.
Q:
Summarize the six arguments that are used to describe how diversity contributes to competitiveness.
Q:
Sackett and Mullen begin their analysis of non-experimental research design by asking the question "How much change has occurred".
Q:
What are some similarities among people in the workforce? What are some differences?
Q:
Relational research involves measuring two or more variables to see if they are measuring the same thing.
Q:
Should employers pay a minimum wage or a living wage? Support your answer.
Q:
A case study involves training followed by post training measurement.
Q:
What are some factors that have led to increased diversity in the workforce?
Q:
Statistical power is the probability of concluding there is a difference between the training and the control groups when such a difference actually exists.
Q:
While immigration and a living wage are key social issues that companies face, prison labor is considered to be more of a legal issue.
Q:
History means that unrelated events occur during the training process that influences the training measurements.
Q:
Employees, especially older employees, are more interested in social issues.
Q:
External validity means you are comparing your results to those of similar size organizations.
Q:
Internal validity deals with the question - could something besides the training program have caused the observed change to occur.
Q:
The biggest challenge facing firms that employ knowledge workers is figuring out how to attract and retain them.
Q:
Only people can learn, not organizations.
Q:
Goldstein has suggested that training evaluation has moved through ______ stages since the 1960's.a. 4 b. 5 c. 2d. 22
Q:
Utility analysis:
a. Is easy for trainers to calculate
b. Compares training gain to training costs
c. Is done using a computer program like Blackboard
d. Has never been used for training
Q:
The multicultural organization is characterized by pluralism.
Q:
Informed consent:
a. Informs participants about any risks
b. Must be obtained before any training is done
c. Is completed at time of hire for all employees
d. Is never needed
Q:
Problems often become magnified over diversity issues because people discuss the issues too much and end up misunderstood.
Q:
Ideally, the control group and the training group have:a. A lot in common b. The same scores before training c. The same supervisorsd. The exact same job description
Q:
When a firm becomes truly diverse, to such an extent that there really are no identifiable "minority groups" within the workforce, the positive results of diversity can be truly maximized while most of the problems disappear.
Q:
The creativity argument suggests that organizations that learn to cope with diversity will generally have higher levels of productivity and lower levels of turnover and absenteeism.
Q:
Which of the following is NOT a factor used to compute a utility estimate?
a. "A" ( available number of employees for training
b. "N" ( number of employees trained
c. "T" ( length of time benefits of training is expected to last
d. "C" ( cost of conducting the training
Q:
The average age of the workforce in the United States is actually decreasing despite the large numbers of baby boomers who are remaining in the labor market.
Q:
Which of the following is NOT an example of indirect training program costs?
a. instructor preparation
b. administrative support
c. course materials
d. all of the above are examples of indirect costs
Q:
The essence of EEO legislation encourages companies to recognize employees' individual differences as long as people are treated fairly.
Q:
Practicality of a measure deals with:
a. Is it consistent
b. Does it measure what it is supposed to measure
c. Is it legal
d. Is there sufficient time, money and resources for this evaluation method
Q:
Scenario 8.1Ray Caldwell is the human resource manager of a management consulting firm. The consultants are mostly white males and are a cohesive group. Very few conflicts exist between them and decisions are made quickly and without much disagreement. A number of the qualified applicants for new positions are multicultural and Ray wonders if he should consider hiring them. He is currently assessing the advantages and disadvantages of the firm's becoming more multicultural.Refer to Scenario 8.1. Ray wants to find a good example of an organization that is truly multicultural. Which of the following is NOT a characteristic of such an organization?a. Pluralismb. Low levels of internal conflictc. No barriers to entry and participation in any organizational activityd. Organizational roles identified with particular cultural groupse. The diversity of the organization accurately reflecting its market
Q:
Validity asks the question:
a. Does the information evaluate a trainees reaction
b. Is the measure consistent
c. Does the data measure what it is supposed to measure
d. Is the data legal
Q:
Scenario 8.1Ray Caldwell is the human resource manager of a management consulting firm. The consultants are mostly white males and are a cohesive group. Very few conflicts exist between them and decisions are made quickly and without much disagreement. A number of the qualified applicants for new positions are multicultural and Ray wonders if he should consider hiring them. He is currently assessing the advantages and disadvantages of the firm's becoming more multicultural.Refer to Scenario 8.1. Ray understands that an increase in diversity will require certain individual strategies for dealing with multiculturalism. Which of the following is NOT such a strategy?a. Understandingb. Separationc. Empathyd. Tolerancee. Communication
Q:
Recent efforts to combine data from different research studies are known as:a. macro-analysis b. meta-analysis c. combined analysisd. collaborative analysis
Q:
Scenario 8.1Ray Caldwell is the human resource manager of a management consulting firm. The consultants are mostly white males and are a cohesive group. Very few conflicts exist between them and decisions are made quickly and without much disagreement. A number of the qualified applicants for new positions are multicultural and Ray wonders if he should consider hiring them. He is currently assessing the advantages and disadvantages of the firm's becoming more multicultural.Refer to Scenario 8.1. Which of the following arguments can Ray NOT use for justifying the contribution of diversity to competitiveness?a. Diversity leads to higher levels of productivity and lower levels of absenteeism.b. Diversity creates a better understanding of different market segments and how to market products to them.c. Diversity is likely to generate new ideas and better ways of doing things.d. Diversity creates a larger pool of unique information that can be brought to bear on problems.e. Diversity narrows the perspective of organizations, permitting them to make decisions more quickly.
Q:
Which of the following is NOT an example of an ethical issue in evaluation research?a. confidentiality b. informed consent c. adverse impactd. use of deception
Q:
Scenario 8.1Ray Caldwell is the human resource manager of a management consulting firm. The consultants are mostly white males and are a cohesive group. Very few conflicts exist between them and decisions are made quickly and without much disagreement. A number of the qualified applicants for new positions are multicultural and Ray wonders if he should consider hiring them. He is currently assessing the advantages and disadvantages of the firm's becoming more multicultural.Refer to Scenario 8.1. If Ray wants to hire the ethnic group that is expected to increase by the greatest percentage of the U.S. workforce over the next decade, he would hire morea. Hispanics.b. African Americans.c. whites.d. Asians.e. Native Americans.
Q:
All of the following are guidelines for writing effective questionnaires except:
a. Combine several ideas into one question to save on paper
b. Use clear and simple questions
c. Limit the number of response options
d. Match the mode of the response to the question
Q:
Scenario 8.1Ray Caldwell is the human resource manager of a management consulting firm. The consultants are mostly white males and are a cohesive group. Very few conflicts exist between them and decisions are made quickly and without much disagreement. A number of the qualified applicants for new positions are multicultural and Ray wonders if he should consider hiring them. He is currently assessing the advantages and disadvantages of the firm's becoming more multicultural.Refer to Scenario 8.1. Ray is concerned that if he hires female managers, they may not be given opportunities to advance to top management positions in the firm. Ray is concerned abouta. accommodating knowledge workers.b. accommodations that might be legally required.c. the glass ceiling.d. diversity training.e. communication barriers.
Q:
A method of evaluation, which measures the trainee's Evaluation prior to and after training, is known as:a. return on investment b. variance improvement methodc. pre-test, post-testd. gap closure method
Q:
Employees who add value to the firm because of their expertise, background, or training are called ____ workers.a. knowledgeb. conflictc. integrationd. networke. structural
Q:
The most commonly used type of data in HR evaluation is:a. self-report data b. return on investment c. customer satisfaction surveysd. organizational report data
Q:
The process by which a company adapts to its environment is called
a. organizational pluralism.
b. organizational conflict.
c. organizational integration.
d. organizational synergy.
e. organizational learning.
Q:
Which of the following is NOT an issue to consider when determining which data collection method to use in HRD evaluation?a. reliability b. validity c. provabilityd. practicality
Q:
Donald Kirkpatrick described which of the following four training evaluation criteria?
a. reaction, learning, job behavior, modification
b. reaction , learning, job behavior and results
c. context, input, process and product
d. context, input, process and modification
Q:
Applying business skills and tools to deal with social problems is called
a. corporate social responsibility.
b. social entrepreneurship.
c. conscious capitalism.
d. equal employment opportunity.
e. diversity management.
Q:
A cost-benefit analysis compares:
a. The benefits of one program to those of another one
b. The cost of training to its benefits
c. The costs of two different HRD programs
d. Actually - any two numbers you want to use would work
Q:
______ is a dedication to build organizations that are accountable, responsible, transparent, and ecologically sustainable.
a. Corporate social responsibility
b. Social entrepreneurship
c. Conscious capitalism
d. Compassionate conservatism
e. Diversity management
Q:
______ is a key social issue affecting HRM.
a. Prison labor
b. Immigration
c. Social responsibility
d. Living wage
e. Each of these
Q:
ROI stands for:a. return on inventory b. reduction of indirect costs c. referral of informationd. return on investment
Q:
Confidentiality in training evaluation is:
a. not important - the trainees work for the organization already
b. up to the trainer - they should not discuss what they find out during training
c. a good reason not to evaluate a training program
d. assured by using code numbers, rather than names, to identify trainees
Q:
______ refers to the collective, institutional record of past events.
a. Organizational memory
b. Organizational learning
c. Organizational knowledge
d. Organizational knowledge workers
e. Organizational experience
Q:
Why is it a good idea to randomly assign people to the training group and the control group?
a. it is the easiest way to select equivalent groups
b. it is the easiest way to measure both pre and post training
c. it guarantees that training evaluation will be believed by management
d. it allows us to assume that attitude toward training is positive for all trainees
Q:
Knowledge workers include
a. computer scientists.
b. engineers.
c. physical scientists.
d. experts in some abstract knowledge base.
e. all of these.
Q:
Which of the following is not a purpose of training evaluation?
a. deciding who should participate in future programs
b. helping to design future training programs
c. establishing a data base for management
d. all of the above are purposes of training evaluation
Q:
Which of the following BEST represents a multicultural organization?
a. A corporation that does business in many different countries
b. A company that hires people of all races
c. An organization where the top managers are all female
d. A business that does not discriminate in providing services to its customers
e. A firm that capitalizes on diversity and has few diversity problems
Q:
A control group is:
a. a second group of trainees
b. of no value in helping us evaluate training programs
c. often critical to determining whether changes were due to a training program rather than some other factor
d. an added cost that is generally too expensive
Q:
Olive Garden restaurants actively work to recruit diverse applicants, accommodate diverse employees through flexible schedules and other means, and include diverse employees in decisions at every level of the organization. Which organizational strategy for dealing with diversity is shown in these actions by Olive Garden?
a. Organizational policies
b. Diversity training
c. Organizational practices
d. Individual differences
e. Organization culture
Q:
Trainee reaction to a training program is:
a. critical - if they don't like it, they can't learn
b. limited because it does not tell us if the program met its objective
c. in most cases, the only evaluation method that can be accomplished
d. the only level of evaluation worth doing
Q:
Sung says, "My employer assigns a mentor to each new hire. Employees can discuss racial or sexual harassment issues with the mentor in confidentiality. If there is any wrongdoing, my employer's rules require a thorough investigation." Sung's employer is using which organizational strategy for dealing with diversity?
a. Organizational policies
b. Diversity training
c. Organizational practices
d. Individual differences
e. Organization culture
Q:
Which of the following statements provides the best explanation for why training professionals often don't evaluate the results of their training programs:
a. results don't matter in training
b. fear of criticism or program cuts if a program was not effective
c. it can be done only if you majored in statistics in college
d. management refuses to spend the money to do it right
Q:
Sometimes managers must realize that individual differences cause employees to act in very different ways, which suggests that workers cannot all be treated similarly. Which of the following is the BEST individual strategy for dealing with this issue?
a. Understanding
b. Communication
c. Development
d. Tolerance
e. Training
Q:
A pre/post comparison is used to evaluate learning so that:
a. we know how much change took place during the program
b. we can calculate a t-test to get nice-looking statistics
c. we can compare the trained group to the control group
d. we know where the group was at the start
Q:
Which of the following is the BEST definition of empathy?
a. Understanding that differences exist among people
b. Tolerating behavior of others even though you do not understand it
c. Openly discussing problems that you have with others
d. Understanding the perspectives of others who are different
e. Treating people fairly and equitably
Q:
According to studies by ASTD, the most common form of evaluation is:a. reaction b. learning c. behaviord. results
Q:
The systems flexibility argument suggests that more diverse organizations will be more competitive because they will
a. be better able to understand different market segments.
b. be characterized by multiple perspectives and ways of thinking.
c. be better able to respond to changes in environment.
d. become known among women and minorities as good places to work.
e. have higher levels of productivity and lower levels of turnover and absenteeism.
Q:
Questionnaires are often used for evaluation because:
a. trainees like to fill them out
b. they can be completed and analyzed quickly
c. they are very interactive
d. they measure all 4 levels quickly and easily
Q:
The problem-solving argument suggests that more diverse organizations will be more competitive because they will
a. be better able to understand different market segments.
b. have a larger pool of unique information.
c. be better able to respond to changes in its environment.
d. become known among women and minorities as good places to work.
e. have higher levels of productivity and lower levels of turnover and absenteeism.
Q:
Collecting data in a pretest and posttest design allows us to:
a. Be certain the training caused any change
b. See what has changed after training
c. Develop the cost effectiveness of our training
d. Know whether or not we should revise the training design.
Q:
Siemens actively recruits U.S. military veterans. Siemens employees who are veterans, mentor newly hired veterans to help them adjust to the organization. Siemens is able to easily recruit talented employees. Which argument for diversity is demonstrated in Siemens' actions?
a. The systems flexibility argument
b. The problem-solving argument
c. The cost argument
d. The marketing argument
e. The resource acquisition argument