Employee Training and Development Set-2 - 90112

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1. A program to improve safety behavior involving posting data on safe work behavior and supervisor recognition of safe behaviors relies primarily on _______________ learning theory. a. social learning b. goal setting c. McClelland’s n-ach d. reinforcement 2. When an employee learns and practices behaviors that reduce conflict with others, they are experiencing: a. positive reinforcement. b. negative reinforcement. c. automization. d. vicarious reinforcement. 3. An owner of a casino who seeks to maximize his slot machine profits would most likely have them programmed on a ________________ reinforcement schedule. a. variable ratio and variable interval combined b. variable interval c. fixed ratio and variable interval combined d. continuous 4. ________________ reinforcement schedule is characterized by rapid learning and rapid extinction. a. Variable ratio b. Fixed ratio c. Fixed interval d. Variable interval 5. In the famous, humorist Will Rogers’ saying, “There are three kinds of men: the one that learns by reading, the few that learn by observation, and the rest of ‘em that have to pee on the electric fence for themselves,” what learning theory best fits learning by observation? a. Reinforcement b. Goal setting c. Social learning d. Expectancy 6. In the famous, humorist Will Rogers’ saying, “There are three kinds of men: the one that learns by reading, the few that learn by observation, and the rest of ‘em that have to pee on the electric fence for themselves,” what learning theory best fits learning by experiencing the electric fence? a. Reinforcement b. Goal setting c. Social learning d. Expectancy 7. _______________ assumes that behavior results from a person’s conscious goals and intentions. a. Social learning theory b. Need for achievement c. Goal setting theory d. Expectancy theory 8. According to goal setting theory, learning is facilitated by: a. telling trainees to do your best. b. appealing to their needs. c. allowing trainees to set their own goals. d. setting specific and challenging goals. 9. Which of the following does not contribute to a learning orientation? a. Encouraging competition among trainees b. Allowing trainees to make errors c. Experimenting with new ways to perform trained tasks d. Creating a community of learning 10. ________________ occur(s) when trainees use previously learned, less effective capabilities instead of trying to apply recently learned capabilities. a. Regression b. Lapses c. Forgetting d. Reverse inhibition 11. The greatest level of support a manager can provide for training is _________________. a. attend training sessions b. provide financial support for training activities c. teach in training programs d. provide support to trainees in use of new capabilities 12. All of the following except _________________ are work environment characteristics that influence transfer. a. technological support b. opportunity to perform c. peer support d. subordinate support 13. Electronic performance support systems (EPSS) __________________. a. tend to cause lapses in skills. b. require extra training if transfer is desired. c. facilitate transfer of new skills by providing information as needed. d. do not appear to have an impact on transfer of training in spite of their potential. 14. All of the following are true regarding a learning organization except __________________. a. learning at the group and organizational level is the primary focus. b. training processes are aligned with company goals. c. training is viewed as part of a system to create human capital. d. it has a capacity to adapt and change. 15. ________________ refers to converting explicit knowledge to tacit knowledge. a. Combination b. Externalization c. Internalization d. Socialization 16. According to recent research, __________________ outcome measures have the largest relationship with changes in affective learning outcomes. a. results b. affective c. reactions d. behavior and skills 17. Transfer of learned skills to the job is usually measured by _________________. a. surveys b. interviews c. tests d. observation 18. Which of the following would not be a good way to measure affective outcomes? a. observation b. surveys c. focus groups d. interviews 19. Criteria relevance is: a. an issue of whether training covered the necessary material. b. the extent to which the trainees care about the outcomes of the training. c. the extent to which training outcomes reflect the content of the training program. d. the extent to which training outcomes are related to the learned capabilities emphasized in the training program. 20. The ease of collecting outcome measures is an important issue to companies. This is referred to as: a. collectability. b. practicality. c. acceptability. d. efficiency. 21. Which of the following types of evaluation do organizations do the least often? a. Reactions b. Results c. ROI d. Cognitive 22. A case study is a scenario describing a work situation: a. requiring trainees to analyze the actions described and to recommend alternatives. b. for the purpose of developing manual skills. c. from which individual trainees select the best action. d. that, as a training method, is costly and relatively passive. 23. All of the following are true regarding role play except: a. outcomes depend upon the emotional reactions of other trainees. b. role play provide trainees with detailed situational information. c. debriefing is a critical part of role play. d. interpersonal responses are the major focus. 24. Vicarious reinforcement is most relevant for: a. simulations. b. behavior modeling. c. case studies. d. business games. 25. In behavior modeling, at what stage are key behaviors introduced? a. Application planning b. Skill preparation c. Introduction d. Performance feedback Text: Employee Training and Development Fifth Edition, 2010 ISBN: 13: 978-0-07-353034-5 Raymond A. Noe McGraw-Hill/Irwin
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