Q&A Hero

Q: The systematic collection of data about a specific job or group of jobs used to determine what an employee should be taught to achieve optimal performance is called:a. position summary analysis b. diagnostic analysis c. task analysisd. job review

Q: Which of the following organizational designs is MOST likely to have few managerial levels? a. Flat b. H-form c. M-form d. Conglomerate e. Divisional

Q: Prada, creates fashions that convey status and luxury. It follows a differentiation strategy. Therefore, an important goal of its human resource strategy will likely be to a. focus employee training on cost reduction efforts. b. hire workers who are flexible and can perform a variety of tasks. c. keep the size of the workforce small to increase efficiency. d. retrench using layoffs and terminations. e. provide minimal compensation and benefits.

Q: There are several data sources recommended for strategic/organizational needs analysis. Which of the following is (are) NOT one of the recommended sources?a. organizational goals and objectivesb. skills inventory c. exit interviewsd. performance appraisals

Q: The type of HRD need that identifies new or better ways to perform tasks is known as a:a. democratic needb. diagnostic need c. analytic needd. compliance need

Q: A publisher groups its personnel into different departments on the basis of the customer because the processes are closely related. This is called the ____ design. a. functional b. U-form c. H-form d. divisional e. both functional and U-form

Q: Which adaptation model of business strategy is characterized by ignoring the environment? a. Defender b. Prospector c. Analyzer d. Differentiation e. Reactor

Q: Which of the following is NOT a barrier to conducting HRD needs assessment? a. assessment can be difficult b. research is valued over action c. information already exist that identifies organizational needs d. there is a lack of support for needs assessment

Q: Which adaptation model of business strategy is best used when the situation is highly stable with low uncertainty? a. Defender b. Prospector c. Analyzer d. Differentiation e. Cost leadership

Q: In "The Attack on ISD" which charge or complaint WAS raised by some leaders in the HRD leaders against the process or systems model of HRD used in the text? a. it focuses too heavily on the end results of training b. it focuses too heavily on attitudes and emotions c. it is too slow and clumsy to meet today's training/HRD needs d. it works best with jobs that are rapidly changing and at high organizational levels

Q: An organization made up of various businesses similar in the products or services they provide is pursuing which type of strategy? a. Growth b. Related diversification c. Differentiation d. Stability e. Prospector

Q: Which method of task identification asks people familiar with the job to record behaviors that are particularly effective or ineffective for performing that job?a. job inventory questionnaire b. time sampling c. critical incident methodd. card sort

Q: When a company decides to own and operate several separate companies, which strategy is being employed? a. Diversification b. Stability c. Retrenchment d. Multifaceted e. Branching

Q: A major advantage of using a questionnaire to gather data about training needs is that: a. it is fast and easy to gather a lot of data b. it is always unbiased c. it is completed by the supervisor d. it involves a two way dialog

Q: When organizations are downsizing the number of employees in the hierarchy, this usually involves a ____ strategy. a. growth b. retrenchment c. stability d. business e. diversification

Q: Research suggests that experts develop what through experience?a. A reputation as an expert b. Self efficacy c. More knowledged. Self regulation and control strategies

Q: According to ACT*theory knowing what to do is?a. Process knowledge b. Acquired knowledge c. Declarative knowledged. Procedural knowledge

Q: ____ strategy involves the actions taken by firms to better operate in a relevant industry or market. a. Adaptation b. Business c. Functional d. Competitive e. Corporate

Q: James and Galbraith's seven primary perceptual preferences include:a. The vark b. Reflective and perceptive c. Aural, visual and olfactoryd. Thinking and sensing

Q: Sri is an executive in the corporate headquarters responsible for strategy formulation and implementation. She is likely part of a(n) a. focus group. b. quality circle. c. top management team. d. operations party. e. total quality management team.

Q: Kolb's learning strategies include all of the following except:a. Rehearsal strategies b. Organizational strategies c. Team work strategiesd. Comprehension monitoring strategies

Q: An organization's mission a. specifies how it will achieve its purpose. b. affects its human resource practices. c. is its basic reason for existence. d. describes its unique characteristics and strengths. e. all of these.

Q: Companies can establish a competitive advantage by a. hiring good employees and effectively managing human resources. b. always implementing a hierarchical management scheme. c. adopting a universalistic financial strategy. d. ignoring the external competitive environment. e. all of these.

Q: Ability and self-efficacy are better predictors of performance:a. Late in the skill acquisition phase b. Early in the skills acquisition phase c. At all phases of skill acquisitiond. They are never good predictors

Q: Increasing the likelihood that training will transfer back to the job uses all of the following except?a. Provide support in the work environment b. Develop and state only general learning objectives c. Provide opportunity to perform what is learned on the jobd. Use a variety of examples including both positive and negative examples

Q: How does the area of labor relations affect international human resource management?

Q: How do businesses compensate expatriates?

Q: A continuous-learning work environment means that:a. Supervisors require training each week for all members of their work team b. Training goes on every day c. Members share perceptions that learning is an important part of everyday work lifed. Training is rewarded by paying bonuses each week

Q: Supervisor support for training includes all of the following except?a. Goal setting b. Encouragement to attend training c. Team buildingd. Reinforcement for attending training

Q: When a multinational firm hires local workers, what types of training are needed?

Q: How may an organization choose to compete in the international environment, and how does each strategy affect its human resource function?

Q: According to Kluger and DeNisi which of the following is not a level of control that individuals go through when learning and performing tasks?a. Self-regulatory action b. Self analysis c. Task learningd. Task motivation

Q: Trainability testing is used to determine if the trainees have both the __________ and ________ to learn.a. Basic principles and language skills b. Intelligence and language skills c. Motivation and skill knowledged. Motivation and ability

Q: The following chart reports the average national scores of Hofstede's five dimensions of culture for three different countries. Using the relative differences on these dimensions as the basis of your answer, briefly describe in words each country's national culture.Country PowerDistance Individualism Masculinity UncertaintyAvoidance Long-TermOrientationChina 80 15 55 40 114India 77 48 56 40 61Japan 54 46 95 92 80

Q: Labor relations are not heavily regulated by law.

Q: Which of the following is not one of Gagne's categories of human performance?a. Attitudes b. Motor skills c. Personalityd. Verbal information

Q: During contract negotiations at French operations for Caterpillar, Sony, and 3M, angry labor officials took senior managers hostage in efforts to win better employment contracts.

Q: Gestalt psychologists believe that learning occurs by:a. Insight or epiphany b. Trial and error c. Association of facts and ideasd. Practice

Q: The VARK stands for:a. Video - aural - read/write - kinesthetic b. Visual - aural - read/write - kinesthetic c. Visual - aural - read/write - know and telld. Visual - aural - reflect - kinesthetic

Q: Most companies follow the advice of experts and complete the repatriation process successfully.

Q: Training is instruction directed at enhancing specific job-related skills and abilities and most often focuses on managers.

Q: Which of the following is correct? a. Concrete experiences focuses on thinking b. Abstract conceptualization focuses on feeling c. Reflective observation focuses on watching d. Active experimentation focuses on feeling and watching

Q: Benefit packages are remarkably similar across most countries.

Q: A learning style: a. Tends to be the same for all people at the same age level b. Reflects how choices made during training affect how we select and process information c. Is the same as a mode of learning d. Is unimportant to consider when training adults.

Q: In a relatively underdeveloped country, training and development needs will be very extensive.

Q: Which of the following is not a principle to follow when training older workers? a. Older workers can and do develop b. Supervisors need to be aware of their own bias about not training older workers c. The organization does not need to pay attention to the rewards structure for learning new skills d. Training must be considered within a total career perspective

Q: A joint venture might not involve ownership but still involves cooperation between firms.

Q: Which of the following is true of 'traditional' learners? a. They are highly motivated to learn b. The tend to focus on getting good grades c. If told the sky is bright green they will go outside and look for themselves d. They tend to be practical and are interested in relevant content

Q: Which of the following is true of 'non traditional' learners? a. They need to be motivated to learn b. The tend to focus on getting good grades c. If told the sky is bright green they will believe it d. They tend to be practical and are interested in relevant content

Q: The ethnocentric staffing model utilizes host-country nationals extensively throughout the company.

Q: The interrelatedness of global markets was demonstrated by the recent economic downturn in the United States that affected many other parts of the world.

Q: For individual trainees a learning curve will be: a. The same - curving sharply upward at first and then slowing down b. Different for all trainees c. The same - curving sharply downward at first and then speeding up d. The same - curving sharply upward at first and then speeding up

Q: The United States and Japan have experienced slowing growth rates in employment in recent years.

Q: Training a firefighter to do their job by showing them videos of a fire would violate the principle of:a. Transfer of trainingb. Identical elements c. Contiguityd. Fidelity

Q: Scenario 3.1Mini-PC is a Houston-based maker of handheld computers. In response to high European demand, Mini-PC purchased Marstrand Electronics, a handheld manufacturer in Stockholm, Sweden. Mini-PC allowed the management of Marstrand to continue in their jobs rather than sending U.S. managers to oversee Swedish operations. Mini-PC decided to purchase Marstrand because virtually all Swedes speak English, value women's rights, and are predominantly Christian in religious beliefs. Sweden has an extremely stable political system, a sound economy, a highly educated workforce, and it is a member of the European Union. However, Swedes do take a different view of work time, in that they expect at least two months of vacation per year. Also, the Swedish workforce is about 80% unionized, in comparison to Mini-PC's nonunionized workforce. Sweden has a socialist approach to health benefits, which means higher personal taxes for workers but lower health benefits costs for employers. When comparing average national scores on Hofstede's dimensions of culture, the United States and Sweden are about the same in power distance and long-term orientation, but the United States is higher than Sweden in individualism and uncertainty avoidance and much higher in masculinity.Refer to Scenario 3.1. Which of the domestic human resource issues is most likely affected (i.e., different at Marstrand than at Mini-PC) by conditions described in the scenario?a. Local compensation issuesb. Local selection issuesc. Local training issuesd. Local recruiting issuese. Local development issues

Q: According to Lim and Johnson the number 1 reason for failure of training to transfer to work was: a. A bad instructor b. A poor quality video was shown c. Lack of effective handouts d. Lack of practice in the actual work environment.

Q: Scenario 3.1Mini-PC is a Houston-based maker of handheld computers. In response to high European demand, Mini-PC purchased Marstrand Electronics, a handheld manufacturer in Stockholm, Sweden. Mini-PC allowed the management of Marstrand to continue in their jobs rather than sending U.S. managers to oversee Swedish operations. Mini-PC decided to purchase Marstrand because virtually all Swedes speak English, value women's rights, and are predominantly Christian in religious beliefs. Sweden has an extremely stable political system, a sound economy, a highly educated workforce, and it is a member of the European Union. However, Swedes do take a different view of work time, in that they expect at least two months of vacation per year. Also, the Swedish workforce is about 80% unionized, in comparison to Mini-PC's nonunionized workforce. Sweden has a socialist approach to health benefits, which means higher personal taxes for workers but lower health benefits costs for employers. When comparing average national scores on Hofstede's dimensions of culture, the United States and Sweden are about the same in power distance and long-term orientation, but the United States is higher than Sweden in individualism and uncertainty avoidance and much higher in masculinity.Refer to Scenario 3.1. Which international strategy is Mini-PC using to expand its international operations?a. Exportingb. Licensingc. Direct investmentd. Joint venturee. Strategic alliance

Q: Which is true about 'near transfer' and 'far transfer' of training?a. Near transfer is training that can be applied right away to the jobb. Far transfer is training that can be applied right away to the jobc. Near transfer is also called 'skill generalization'd. Far transfer is also called 'skill reproduction'

Q: Before training Joe produced 20 widgets per day. Four months after training he is producing 30 widgets per day. This is an example of:a. Zero transfer b. Positive transfer c. Negative transferd. None of the above

Q: Scenario 3.1Mini-PC is a Houston-based maker of handheld computers. In response to high European demand, Mini-PC purchased Marstrand Electronics, a handheld manufacturer in Stockholm, Sweden. Mini-PC allowed the management of Marstrand to continue in their jobs rather than sending U.S. managers to oversee Swedish operations. Mini-PC decided to purchase Marstrand because virtually all Swedes speak English, value women's rights, and are predominantly Christian in religious beliefs. Sweden has an extremely stable political system, a sound economy, a highly educated workforce, and it is a member of the European Union. However, Swedes do take a different view of work time, in that they expect at least two months of vacation per year. Also, the Swedish workforce is about 80% unionized, in comparison to Mini-PC's nonunionized workforce. Sweden has a socialist approach to health benefits, which means higher personal taxes for workers but lower health benefits costs for employers. When comparing average national scores on Hofstede's dimensions of culture, the United States and Sweden are about the same in power distance and long-term orientation, but the United States is higher than Sweden in individualism and uncertainty avoidance and much higher in masculinity.Refer to Scenario 3.1. On the basis of scores on Hofstede's dimensions of culture, which organization cultural values will create the most discomfort and resistance among Swedish workers?a. Swedes will resist Mini-PC's policy of calling everyone, from the CEO to the lowest worker, by his or her first name.b. Swedes will place a much greater value on patience and persistence than do Mini-PC's American workers.c. Swedes will prefer to emphasize individual contributions, as opposed to Mini-PC workers in the United States, who value team or group contributions.d. Swedes will be much less competitive, ambitious, and driven than Mini-PC's American workers.e. Swedes will not be comfortable when given tasks that are too structured, as opposed to American workers, who prefer lots of structure.

Q: Which of the following is true about transfer of training: a. Zero transfer means nothing changed after training b. Positive transfer means performance got worse after training c. Negative transfer means performance got better after training d. None of the above are true

Q: Scenario 3.1Mini-PC is a Houston-based maker of handheld computers. In response to high European demand, Mini-PC purchased Marstrand Electronics, a handheld manufacturer in Stockholm, Sweden. Mini-PC allowed the management of Marstrand to continue in their jobs rather than sending U.S. managers to oversee Swedish operations. Mini-PC decided to purchase Marstrand because virtually all Swedes speak English, value women's rights, and are predominantly Christian in religious beliefs. Sweden has an extremely stable political system, a sound economy, a highly educated workforce, and it is a member of the European Union. However, Swedes do take a different view of work time, in that they expect at least two months of vacation per year. Also, the Swedish workforce is about 80% unionized, in comparison to Mini-PC's nonunionized workforce. Sweden has a socialist approach to health benefits, which means higher personal taxes for workers but lower health benefits costs for employers. When comparing average national scores on Hofstede's dimensions of culture, the United States and Sweden are about the same in power distance and long-term orientation, but the United States is higher than Sweden in individualism and uncertainty avoidance and much higher in masculinity.Refer to Scenario 3.1. Which aspect of culture will MOST likely affect Mini-PC's human resource activities at the corporate level because of differences between its U.S. and Swedish business units?a. Languageb. Religious differencesc. Gender rolesd. Personal normse. Differences in views of child labor

Q: Scenario 3.1Mini-PC is a Houston-based maker of handheld computers. In response to high European demand, Mini-PC purchased Marstrand Electronics, a handheld manufacturer in Stockholm, Sweden. Mini-PC allowed the management of Marstrand to continue in their jobs rather than sending U.S. managers to oversee Swedish operations. Mini-PC decided to purchase Marstrand because virtually all Swedes speak English, value women's rights, and are predominantly Christian in religious beliefs. Sweden has an extremely stable political system, a sound economy, a highly educated workforce, and it is a member of the European Union. However, Swedes do take a different view of work time, in that they expect at least two months of vacation per year. Also, the Swedish workforce is about 80% unionized, in comparison to Mini-PC's nonunionized workforce. Sweden has a socialist approach to health benefits, which means higher personal taxes for workers but lower health benefits costs for employers. When comparing average national scores on Hofstede's dimensions of culture, the United States and Sweden are about the same in power distance and long-term orientation, but the United States is higher than Sweden in individualism and uncertainty avoidance and much higher in masculinity.Refer to Scenario 3.1. Which staffing model is Mini-PC using for its Swedish unit?a. Geocentricb. Ethnocentricc. Polycentricd. Egocentrice. Multicentric

Q: Interference refers to: a. Your supervisor being mad at you b. A noisy training room c. Material learned before the session or information received after training d. None of the above are interference

Q: Some countries, such as ______, focus compensation on assessing an individual's performance and then compensating that individual accordingly.a. Japanb. Indiac. Swedend. Francee. the United States

Q: Retention of training depends on all of the following except:a. KSA's b. Meaningfulness of the material c. Degree of original learningd. Interference

Q: HCNs are LEAST likely to work in ______ positions. a. clerical b. line worker c. maintenance d. management e. office worker

Q: Based on the law of effect means that: a. Many people like to be punished. b. Good things happen to bad people c. We repeat things we are punished for - they are usually fun to do d. We repeat actions that give us a pleasurable consequence.

Q: Labor relations in ______ tend to be cordial. a. France b. England c. Japan d. the United States e. Germany

Q: Learning is defined as: a. A permanent change in behavior, cognition or affect. b. A temporary change in behavior, cognition or affect. c. Memorizing some material from a book. d. None of the above are correct definitions.

Q: In ______ , labor "contracts " are not really legal contracts at all but are merely understandings that can be broken at any time by either party with no penalty. a. France b. England c. Germany d. Japan e. the United States

Q: The theory of instruction that focuses on the kinds of things people learn and how they learn them, arguing that there is not one best way to learn everything is known as:a. Myers-Briggs Theory b. Maslow's Theory c. Gagne-Brigg's Theoryd. Senge's Social Leaning Theory

Q: More than ______ the world 's workforce outside the United States belongs to labor unions. a. half b. a third c. a quarter d. two thirds e. three fourths

Q: Andragogy is based on all of the following assumptions about adults EXCEPT: a. adults are self-motivated b. adults have acquired a large amount of experience that can be used a resource c. adults look to apply learned tasks later in life d. adults are motivated to learn

Q: Which of the following has to do with the ability to directly apply, back on the job, what has been learned in training with little or no modification?a. positive transfer b. near transfer c. far transferd. immediate transfer

Q: Which of the following is an accurate statement about labor unions outside the United States? a. In foreign countries, few workers belong to labor unions. b. Labor unions outside the United States are regulated by U.S. laws. c. Foreign labor unions are more likely to be involved in political and social issues. d. Outside the United States, labor contracts are formal legal contracts and employers can be sued in court by the unions for breaking them. e. Foreign employers rarely negotiate with unions in their home country.

Q: Repatriation occurs when a(n) a. company sends a manager to a second foreign assignment. b. expatriate manager comes home from a foreign assignment. c. manager likes a foreign assignment so much that he or she remains in the foreign country. d. manager is sent on a foreign assignment. e. manager on a foreign assignment is compensated in the local currency.

Q: Which of the following principles suggests that learners should be given the opportunity to repeatedly perform the task or use the knowledge being learned?a. mental practice b. whole versus partial learning c. active practiced. repetitive learning

Q: A learning situation where tasks are learned in an appropriate order before the total task is attempted is called:a. task analysis b. component task achievement c. step learningd. job sequencing

Q: Disney chose Andre Lacroix to be CEO of Euro Disney, following his success as CEO of Burger King International. Disney chose an experienced international manager who lived in France, rather than send an American manager overseas, in part to eliminate the risk of expatriate failure. Expatriate failure occurs when the a. expatriate needs extensive training before he or she is able to accept the assignment. b. cost of sending the manager to the foreign assignment is greater than the benefit gained. c. expatriate's coworkers report that he or she is not fitting in well. d. business that is managed by the expatriate loses money. e. expatriate returns early because of an inability to perform.