Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Human Resource
Q:
Involuntary turnover is the same as firing.
Q:
Classroom training is training conducted within the normal work setting.
Q:
If a company uses many contingent workers, the easiest way to downsize involves employing more of these contingent workers while keeping the number of permanent employees constant.
Q:
Job rotation can be best done by working in one department for a long time
Q:
Computer based training will be less important in the next 20 years.
Q:
Employee leasing involves paying a fee to a company that provides a pool of employees on a temporary basis.
Q:
Social learning theory suggests we learn best from listening to others talk.
Q:
Someone's sense of ethics is always part of any decision made, but individuals as well as countries can differ in terms of their sense of what constitutes ethical behavior.
Q:
Ethics and the law always coincide precisely.
Q:
Role plays are very seldom used by organizations for training?
Q:
A case study presents a story about an organization and asks the trainees to analyze the situation.
Q:
Scenario 6.1In 2003, managers at Bambino, a national retailer of baby products, noticed that sales and profits were slumping. Store managers were ordered not to fill any vacant positions, which saved some money. However, by January of 2004, it was essential that Bambino cut expenses further. The firm decided to offer incentives for early retirement to some of the more senior top managers. Many of them decided to voluntarily leave for retirement or other jobs. Expenses still remained high, and in May, the firm asked store managers to reduce staff by laying off 10 percent of their workers (about two workers per store). When those cuts were still not enough, management called for store closings in some locations. For example, in Phoenix the store closing was announced to employees on August 1 and accomplished by December 1. In locations where stores were not closed, managers were ordered to terminate any underperforming employees, identified by low performance appraisal scores on the last two evaluations.Refer to Scenario 6.1. Which of the following is NOT a likely outcome of Bambino's actions?a. Workers will suffer from the survivor syndrome.b. Voluntary turnover will increase.c. Job satisfaction and morale will decline.d. There will be more organizational citizenship behaviors.e. The layoffs and store closings will be a "shock" to remaining workers.
Q:
Scenario 6.1In 2003, managers at Bambino, a national retailer of baby products, noticed that sales and profits were slumping. Store managers were ordered not to fill any vacant positions, which saved some money. However, by January of 2004, it was essential that Bambino cut expenses further. The firm decided to offer incentives for early retirement to some of the more senior top managers. Many of them decided to voluntarily leave for retirement or other jobs. Expenses still remained high, and in May, the firm asked store managers to reduce staff by laying off 10 percent of their workers (about two workers per store). When those cuts were still not enough, management called for store closings in some locations. For example, in Phoenix the store closing was announced to employees on August 1 and accomplished by December 1. In locations where stores were not closed, managers were ordered to terminate any underperforming employees, identified by low performance appraisal scores on the last two evaluations.Refer to Scenario 6.1. Which of Bambino's actions is likely to have a positive impact on profitability in the long term?a. Early retirementsb. Layoffsc. Store closingsd. Natural attritione. All of these
Q:
In using the discussion method one of the trainer's jobs is to see that only really smart people participate in the discussion.
Q:
Scenario 6.1In 2003, managers at Bambino, a national retailer of baby products, noticed that sales and profits were slumping. Store managers were ordered not to fill any vacant positions, which saved some money. However, by January of 2004, it was essential that Bambino cut expenses further. The firm decided to offer incentives for early retirement to some of the more senior top managers. Many of them decided to voluntarily leave for retirement or other jobs. Expenses still remained high, and in May, the firm asked store managers to reduce staff by laying off 10 percent of their workers (about two workers per store). When those cuts were still not enough, management called for store closings in some locations. For example, in Phoenix the store closing was announced to employees on August 1 and accomplished by December 1. In locations where stores were not closed, managers were ordered to terminate any underperforming employees, identified by low performance appraisal scores on the last two evaluations.Refer to Scenario 6.1. What was the SECOND reduction strategy that Bambino tried?a. Terminationb. Layoffsc. Natural attritiond. Performance appraisale. Early retirement
Q:
A reflective question mirrors what someone else said.
Q:
Scenario 6.1In 2003, managers at Bambino, a national retailer of baby products, noticed that sales and profits were slumping. Store managers were ordered not to fill any vacant positions, which saved some money. However, by January of 2004, it was essential that Bambino cut expenses further. The firm decided to offer incentives for early retirement to some of the more senior top managers. Many of them decided to voluntarily leave for retirement or other jobs. Expenses still remained high, and in May, the firm asked store managers to reduce staff by laying off 10 percent of their workers (about two workers per store). When those cuts were still not enough, management called for store closings in some locations. For example, in Phoenix the store closing was announced to employees on August 1 and accomplished by December 1. In locations where stores were not closed, managers were ordered to terminate any underperforming employees, identified by low performance appraisal scores on the last two evaluations.Refer to Scenario 6.1. Was it legal for Bambino to lay off 10 percent of their workers?a. No, because of employment-at-will concerns.b. No, because the Worker Adjustment and Retraining Notification Act prohibits mass layoffs.c. No, because Bambino didn't provide verbal and written warnings of the layoffs.d. No, because the layoffs were not based on job performance.e. Yes.
Q:
A key element of JIT is preparing the learner.
Q:
Scenario 6.1In 2003, managers at Bambino, a national retailer of baby products, noticed that sales and profits were slumping. Store managers were ordered not to fill any vacant positions, which saved some money. However, by January of 2004, it was essential that Bambino cut expenses further. The firm decided to offer incentives for early retirement to some of the more senior top managers. Many of them decided to voluntarily leave for retirement or other jobs. Expenses still remained high, and in May, the firm asked store managers to reduce staff by laying off 10 percent of their workers (about two workers per store). When those cuts were still not enough, management called for store closings in some locations. For example, in Phoenix the store closing was announced to employees on August 1 and accomplished by December 1. In locations where stores were not closed, managers were ordered to terminate any underperforming employees, identified by low performance appraisal scores on the last two evaluations.Refer to Scenario 6.1. The process Bambino tried is considereda. ethical.b. unethical because they laid of 10% no matter how each store was performing.c. unethical because they closed stores.d. unethical because they fired people.e. unethical because they fired people based on just two performance evaluations.
Q:
Discussion is a form of classroom training.
Q:
Ethics is formed primarily from the ____ context in which people and organizations function.a. corporateb. groupc. professionald. societale. organizational
Q:
Job rotation involves moving different people into one job to see who is the best worker?
Q:
An individual's beliefs about right and wrong are considered to be part of individual
a. voice.
b. representativeness.
c. ethics.
d. consistency.
e. personality.
Q:
On the job training (OJT) is the most common type of training found?
Q:
The merger of ______ was considered an utter failure.
a. United/Continental
b. Chevron/Texaco
c. Merrill Lynch/ Bear
Stearns
d. AOL/Time Warner
e. BP/AMOCO
Q:
When deciding which training method to use it is useful to consider the current level of expertise of the trainees?
Q:
Failure (or success) or mergers and acquisitions can be assessed by looking at
a. employee surveys.
b. stock prices.
c. accounting measures.
d. research-and-development (R&D) expenditures.
e. all of these.
Q:
Blended learning means:a. Movies are added to the program b. Classroom training is enhanced with technology c. Multiple instructors teach the programd. Multiple topics are covered in one session
Q:
Realistic information during the merger or acquisition process can
a. reduce stress.
b. increase job satisfaction.
c. increase commitment.
d. reduce turnover.
e. all of these.
Q:
An LMS is a:a. Learning Management System b. Learning Maintenance System c. Living Management Systemd. Less Management System
Q:
Which of the following is NOT a critical dimension of procedural justice?
a. ethicality
b. free from bias
c. representativeness
d. work autonomy
e. voice
Q:
When scheduling an HRD program during work hours trainers should consider which of the following:a. The day of week b. The time of day c. Peak work hours constraintsd. All of the above
Q:
Which of the following strategies would likely be MOST effective in allowing a high-tech company to retain its engineers and computer scientists for an extended period of time?
a. Realistic job previews
b. Stock options
c. Stock options that cannot be exercised for the first five years of employment
d. Reducing the job requirements to make the jobs simpler and easier to do
e. Regular administration of job satisfaction surveys
Q:
Copyright infringement is:a. Of no concern to trainers - they are exempt b. A way we can copy anything we need without paying for it c. Something trainers need to be aware of and pay attention tod. Legal in all cases
Q:
Today, there is a severe shortage of nurses in some medical specialties, and hospitals are working hard to retain their current nursing staff. What would be MOST effective in retaining nurses?
a. Realistic job previews
b. Better working conditions
c. Job satisfaction surveys
d. Increasing job specialization
e. Early retirements
Q:
What is true about training manuals?a. They provide a hands-on approach to the subject b. They provide a broad of the subject c. They are difficult for the organization to reproduced. They are never used in real training programs
Q:
Job satisfaction is often based on a person's
a. coworkers.
b. pay.
c. supervisors.
d. type of work.
e. all of these.
Q:
Which of the following is not a part of the program outline?a. Course objectives b. Tools needed for the program c. A tentative schedule of eventsd. A list of participants
Q:
Allison often stays at work after hours to help fellow coworkers with their training and tasks; this is known as
a. organizational citizenship behavior.
b. job satisfaction.
c. turnover.
d. absenteeism.
e. job dissatisfaction.
Q:
Trainee characteristics and preferences include:a. Trainee literacy b. Trainee readiness and target population diversity c. Trainee learning styled. Diversity of trainees
Q:
John often gets into heated arguments with his bosses over his job responsibilities. He is likely to be dissatisfied with his job due to
a. the pay.
b. the work itself.
c. relationships with supervisors.
d. relationships with coworkers.
e. a negative personality.
Q:
The most frequent topics covered by vendors are:a. Management development, technical training and computer training b. Supervisor training and skills training c. Orientation programs and computer trainingd. Performance appraisal and skills training
Q:
A shock, or profound event, can sometimes cause turnover if the
a. shock is negative.
b. labor market is currently favoring employers.
c. shock increases job satisfaction.
d. worker is very embedded in his or her job.
e. shock causes the worker to reexamine his or her fit with the firm.
Q:
Trainers report spending what percent of their budget on outside vendors?a. 3 b. 5 c. 25d. 90
Q:
A firm would likely hire an outside vendor to conduct an HRD program for all of the following reasons except:a. They do not have the time to develop an in-house program b. They do not have the budget to develop an in-house program c. They do not have the expertise to design an in-house programd. They do not have an HRD department
Q:
An advantage of seeking to retain effective employees is
a. the retained employees can bring fresh ideas to the organization.
b. turnover opportunities create advancement for current employees.
c. morale will increase if dissatisfied workers stay at the firm.
d. avoiding the expense involved in replacing employees.
e. nothing. There are NO advantages to retaining effective employees.
Q:
Outside vendors can provide which of the following services:a. Assistance with the needs assessment b. Presenting an off the shelf program they have available c. Conducting a train the trainer programd. All of the above
Q:
In addition to job satisfaction, what other factors are thought to play a role in job turnover?
a. The economy
b. Profound events that impact the employee
c. The labor market
d. The degree of job embeddedness
e. All of these
Q:
Langdon has proposed moving beyond objectives to what he calls:a. ellipses b. proformas c. performance goalsd. outcomes
Q:
When an organization seeks to keep qualified workers, this is called
a. natural attrition.
b. voluntary turnover.
c. retention.
d. termination.
e. downsizing.
Q:
According to Mager and the text a good objective would be:a. Discuss principles and techniques of computer programming b. Write a program to calculate arithmetic means using Cobol c. Illustrate principles and techniques of computer programmingd. Understand how a computer works
Q:
Julie fired Annette. Which of the following circumstances would MOST improve the chances of Annette getting her job back?
a. Julie did not document Annette's poor performance in writing.
b. Julie is white and Annette is Asian-American.
c. Julie used a positive discipline plan rather than a more traditional plan.
d. Annette is a member of a labor union.
e. The company was hiring new workers at the same time as the firing.
Q:
Which of the following is NOT an exception to employment-at-will?
a. A law forbids termination for a specific reason.
b. An employee is terminated for cause.
c. An individual has an implied contract.
d. An individual has a contractual right to his or her job.
e. A person's right to due process has been violated.
Q:
Broad and unobservable objectives:a. Never happen in a good HRD program b. Can be measured using unobservable behaviors c. Are OK if that is the best you can dod. Need to have observable behaviors spelled out
Q:
According to Mager if you do not know where you are going:a. You might wind up somewhere else and not even know it b. You should wind up where you want to be c. You might accomplish a more important objectived. You cannot know when you get where you want to be
Q:
What is the term for the ability of an employer or employee to terminate an employment relationship at any time?
a. Employment-by-right
b. Work rights
c. Employment-at-will
d. Contingent work
e. Psychological contract
Q:
All of the following are key activities in designing an effective HRD program except?a. Setting objectives b. Selecting the trainer c. Scheduling the programd. Assessing the need for training
Q:
Which of the following disciplinary problems is MOST likely to lead to immediate termination?
a. Errors in work products
b. Physically fighting another coworker
c. Frequent absenteeism
d. Telling an unprofessional joke
e. Lying to one's superior
Q:
A general lesson plan would include all of the following except:
a. Time allowed for a topic
b. Instructor activity
c. Trainee activity
d. Instructions on how to do a needs analysis
Q:
Tom, one of Pino's employees, is failing to perform to standard. Pino wants to use progressive discipline to change Tom's behavior. What should Pino do the next time he observes Tom's failure to perform?
a. Put a written record of the incident in Tom's personnel file.
b. Tell Tom's superior.
c. Ask the human resources department for help.
d. Give Tom a verbal warning.
e. Write a negative performance appraisal of Tom.
Q:
Voluntary turnover occurs when
a. employees choose to leave the organization for a variety of reasons.
b. a facility is closed and all of its workers are put out of work.
c. an unsatisfactory employee must be terminated.
d. job satisfaction is very high.
e. managers choose to leave job vacancies unfilled.
Q:
A lesson plan is:
a. A trainers guide for the actual delivery of the training content
b. Good for handouts to trainees
c. Needed only by new, inexperienced trainers
d. Most a waste of time and paper
Q:
Following a bankruptcy in 2003, Air Canada laid off thousands of employeesapproximately 10 percent of its workforce. Which of the following is NOT one of the likely outcomes for Air Canada?
a. Workers who were not laid off will feel guilty.
b. Turnover will increase among workers who were not laid off.
c. Employee morale will decline.
d. Remaining workers will have higher disability claims.
e. Workers who were not laid off will be satisfied and happy.
Q:
When selecting from among the many methods that can be used to train employees which of the following is true:
a. The choice depends on many factors, including budget and trainee characteristics
b. They all work well so which one you pick doesn't matter
c. Lecture is always most effective - so use that most of the time
d. Computer based training always works the best
Q:
Guo-Ping would like to take action to stop a recent decline in profits and stock price at his firm. What strategy would you recommend to Guo-Ping?
a. Lay off employees to increase profits the most.
b. Make no changes. Employees and investors will react positively when they see you are not panicking.
c. Reduce facilities and other tangible assets to cut expenses.
d. Acquire a competitor to increase size and market power.
e. Lay off employees so that the survivor syndrome will cause the other workers to increase productivity.
Q:
When choosing which training method is most effective a trainer should consider all of the following except:
a. Program objectives
b. How the trainer likes to train
c. Time and money available
d. Characteristics and preferences of the trainees
Q:
Which of the following statements is MOST accurate in describing the outcomes of downsizing?
a. Downsizing is more effective at increasing performance than is a reduction in tangible assets.
b. Downsizing usually does NOT increase profits in the long run.
c. Downsizing is more effective in the long run than in the short run.
d. Downsizing is almost always effective in reducing long-run expenses.
e. Downsizing is effective in increasing stock prices in the long run.
Q:
Which of the following is not a major factor in determining how training will be conducted?
a. How big the budget is
b. How fast you need the program
c. The current stock price of the organizations
d. Trainee characteristics
Q:
Andy tries to be fair to his employees but does not tolerate lateness. Will, one of his employees, reported to work late one day because he had a car wreck, the first tardy since he was hired over a year ago. Andy decided to give Will a written warning to make an example for the other employees. Will felt that he did NOT receive ____ justice.
a. procedural
b. involuntary
c. distributive
d. legal
e. interactional
Q:
Preparing a lesson plan requires the trainer to do which of the following:
a. Determine the sequence of activities
b. Determine what material is to be covered
c. Determine how much time to spend on each area
d. All of the above are needed for a good lesson plan
Q:
Describe internal human resource planning.
Q:
A lesson plan is:
a. A waste of time and paper
b. A good idea - it tells everyone what is going on and when
c. Needed only by new trainers
d. Used only for on-line courses
Q:
Describe some of the actions that a firm might take to implement a human resource plan when it has a strategy of growth, stability, and reduction.
Q:
Content to be covered, activity sequence, training media, exercises, and the timing of each activity are considered parts of a:a. training outline b. training schedule c. evaluation pland. lesson plan
Q:
Describe knowledge, skills, and abilities and provide some examples for a job in which you have worked.
Q:
Which of the following is not a quality of a useful training objective?
a. It describes what you intend trainees to achieve
b. It describes the constraints under which they will perform
c. It describes some of the difficulties that may be encountered in doing this job
d. It identifies the criteria for acceptable performance
Q:
Discuss the specific job analysis techniques in terms of the types of information generated, the degree of specificity to the job being analyzed, and relationship to the characteristics of the job or of the worker.
Q:
All of the following are factors to consider before purchasing an HRD program EXCEPT:a. registration issues b. expertise c. subject matterd. cost
Q:
Describe how economic conditions affect human resources.
Q:
All of the following are advantages of using an outside trainer (e.g., a consultant)
EXCEPT:
a. they have the specialized expertise needed
b. they can prepare the program in a more timely fashion
c. they are committed to the company and its problems in the long run
d. they can help if you have no dedicated HRD department