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85) ________ is a training method that coordinates the performance of individuals who work
together to achieve a common goal.
A) Simulation
B) Internship
C) Team training
D) Virtual reality
E) Apprenticeship
86) Which work setting is most likely to benefit from team training?
A) a technical support call center
B) a stock brokerage firm
C) a military brigade
D) a research laboratory
E) a group of school teachers
87) Team training in which team members understand and practice each other's skills so that they
are prepared to step in and take another member's place is referred to as
A) coordination training.
B) experiential training.
C) behavior modeling.
D) cross-training.
E) action learning.
88) All Natural Grocer hired Tim to maintain inventory records and Jenny to place orders for
new inventory when stocks run low. To ensure that the warehouse can continue to function when
either is on vacation, the company also trained Tim to place orders and trained Jenny to maintain
inventory records. Which training method does this situation illustrate?
A) coordination training
B) experiential training
C) behavior modeling
D) cross-training
E) action learning
89) Which of the following is an example of the cross-training method?
A) Jill, a cashier, is being trained to stock shelves in case there is a shortage of employees.
B) Henry, along with his colleagues, participates in a 5K run sponsored by the company.
C) Alicia and five other managers analyze a business problem to suggest changes.
D) Laura reviews videos of other employees exhibiting certain important behaviors related to the
workplace.
E) Stan has team members visualize what they have to do to release a new product.
90) The difference between adventure learning and cross-training is that
A) adventure learning is a team activity, while cross-training is an organization-wide activity.
B) adventure learning helps team members understand themselves and each other, while cross-
training helps team members learn each other's job roles.
C) adventure learning focuses on improving job-related skills of employees, while cross-training
is focused on a person's behavior.
D) adventure learning is easier but more expensive to conduct than cross-training.
E) adventure learning is a team program, while cross-training is an experiential program.
91) ________ is a team training method that trains a team on how to share information and
decisions to obtain the best team performance.
A) Behavior modeling
B) Experiential program
C) Diversity training
D) Coordination training
E) Simulation
92) Which form of group building gives teams or work groups an actual problem, has them work
on solving it and commit to an action plan, and holds them accountable for carrying out the plan?
A) virtual reality
B) self-directed learning
C) action learning
D) business games
E) simulations
93) Bruce heads a waste management firm. Recently, his firm was under scrutiny from
environmental organizations. To counter any possible negative claims by these organizations
against his company, Bruce assigned five of his junior managers to study the issue and propose
plans or initiatives that could make the company appear more environmentally friendly. He also
instructed senior managers to mentor their subordinates as they devised new ideas. Which of the
following form of team training was applied by Bruce?
A) action learning
B) adventure learning
C) cross-training
D) internship
E) apprenticeship
94) Gavin and his team, employees of an online retailing company, are being trained on cyber
surveillance and user security. As part of their training, they are working to identify a solution to
the problem of cyber-phishing and data breaches. Which group-building method is being
employed by Gavin's team?
A) cross-learning
B) action learning
C) adventure learning
D) virtual reality
E) behavior modeling
95) In the context of principles of learning, which of the following is defined as the difficulty
level of written materials?
A) virtual reality
B) simulation
C) modularity
D) action learning
E) readability
96) Michael, the training coordinator at Jaxon Solutions, inspected the written materials for a
new training program and concluded that the materials were not very readable. Which condition
would most likely lead Michael to this conclusion?
A) The training material contained many checklists.
B) Most statements of the training materials were limited to simple words.
C) The training material was devoid of technical jargon.
D) The text of the materials was combined with illustrations.
E) The training material consisted of too many long sentences.
97) Identify a guideline that helps increase the readability of training materials.
A) replace concrete words with abstract words
B) combine two or more sentences into one long sentence
C) combine two or more paragraphs into one long paragraph
D) add checklists and illustrations to clarify the text
E) substitute written material for video, hands-on learning, or other nonwritten methods
98) ________ requires that employees actually learn the content of the training program and that
the necessary conditions are in place for employees to apply what they learned.
A) Behavior modeling
B) Transfer of training
C) Simulation
D) Virtual reality
E) Action learning
99) To ensure transfer of training, an organization's training programs should prepare employees
to self-manage their use of new skills and behaviors on the job. Which is NOT a way for trainee
employees to manage their new skills and behaviors?
A) Trainees should identify the positive and negative consequences of using their new skills.
B) Trainees should set goals for using skills or behaviors on the job.
C) Trainees should set goals for using skills and behaviors on the job.
D) Trainees should practice monitoring their use of the new skills and behaviors.
E) Trainees should employ their new skills and behaviors perfectly.
100) The stage to prepare for evaluating a training program is
A) before the request for proposal is developed.
B) when the organization ensures readiness.
C) after the program has been developed.
D) during the implementation of the program.
E) when the program is being developed.
101) Information such as facts, techniques, and procedures that trainees can recall after training
is an example of
A) training outcomes.
B) transfer of training.
C) return on investment on training.
D) training credits.
E) training improvements.
102) What is the most accurate way to evaluate a training program?
A) use only a pretest
B) conduct pretests, train only part of the employees, then compare the trained employees to the
untrained
C) conduct pretests and posttests on all untrained employees
D) use only a posttest
E) check trainees' performance, knowledge, and attitudes only after they have completed the
training program
103) StrongSkills Consulting tests its salespeople on listening skills and then implements a
training program to teach all of them to be better listeners. At the conclusion of the last training
session, it conducts a posttest to measure listening skills again. Based on the results, the training
manager reports that the training program increased listening skills by a significant amount.
Which statement represents the main weakness in the manager's conclusion?
A) The actual impact of the training can only be evaluated by comparing the performance of
employees who underwent training and those who did not.
B) The posttest evaluated employees for the same levels of knowledge, skill, and competency as
the pretest did.
C) Posttests and pretests are very complex, and StrongSkills Consulting should have used a
simpler form of evaluation.
D) The duration of the training was three days, which is comparatively short when compared
with the duration of many other training programs.
E) The posttest was conducted immediately after the training program, which is too soon for
accurate measurement of learning.
104) The simplest approach to evaluating training is to
A) use only a pretest.
B) calculate the return on investment.
C) conduct pretests and posttests on all trainees.
D) use only a posttest.
E) compare pretest and posttest scores of the trained group with those of an untrained group.
105) Which form of training prepares employees to perform their jobs effectively, learn about
the organization, and establish work relationships?
A) orientation
B) benchmarking
C) sensitivity training
D) bumping
E) conditioning
106) Which statement best expresses the reason why orientation programs for new employees
are valuable to employers?
A) The federal government requires orientation for all new employees.
B) Employees starting a new job need to become familiar with job tasks and learn the
organization's policies and procedures.
C) New employees do not perform sufficient research on their employers before starting work.
D) Employers generally fail to provide a realistic job profile during the selection process.
E) An orientation program is a cost-effective substitute for training programs after an employee
has begun work.
107) Par On, a firm that creates games for mobile devices and PCs, has an unusual training
program for all its new employees. The program lasts for five days and does not involve doing
any work. During this period the trainees, in teams of three, visit different departments, gathering
information about the company and various department functions. Additionally, they are paired
with more experienced employees to discuss their goals at the company and to learn more about
the organization's culture and policies. The form of training used for new employees at Par On is
known as
A) onboarding.
B) benchmarking.
C) sensitivity training.
D) diversity training.
E) conditioning.
108) Identify the main purpose of diversity training programs that focus on attitudes.
A) to teach employees not to have any stereotypes about other people
B) to teach employees to be effective at behaviors that inhibit personal growth
C) to change organizational policies that inhibit employees' personal growth and productivity
D) to teach skills for constructively handling inevitable communication barriers and
misunderstandings
E) to increase participants' awareness of cultural, ethnic, personal, and physical differences in the
workforce
109) What is the main objective of diversity training programs that focus on behavior?
A) to increase participants' awareness of cultural and ethnic differences as well as differences in
personal and physical characteristics, such as disabilities
B) to teach employees to be effective at different tasks and roles
C) to send participants directly into communities where they interact with persons from different
cultures, races, and nationalities
D) to change organizational policies and individual conduct that inhibit employees' personal
growth and productivity
E) to make people aware of cultural differences and stereotypes
110) Compared with other forms of diversity training, which approach do trainees tend to
respond to most positively?
A) increasing participants' awareness of cultural and ethnic differences
B) teaching employees skills for constructively handling communication barriers, conflicts, and
misunderstandings that normally arise
C) discussing differences in personal and physical characteristics, such as disabilities
D) identifying incidents that discourage people from working up to their full potential
E) discussing promotion opportunities or management decisions that some employees believe
were handled unfairly
111) What are the different stages of the instructional design process?
112) Discuss the three elements of a needs assessment process.
113) What should managers do to support training?
114) What are some of the effective ways of implementing a training program?
115) Identify three approaches of evaluating the success of a training program.
57
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written consent of McGraw-Hill Education.
The simplest approach is to use only a posttest. Use of only a posttest can show if trainees have
reached a specified level of competency, knowledge, or skill. Of course, this type of
measurement does not enable accurate comparisons, but it may be sufficient, depending on the
cost and purpose of the training.
Difficulty: 3 Hard
Topic: Evaluating Training Programs
Learning Objective: 07-07 Evaluate the success of a training program.
Bloom's: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
116) What is a request for proposal (RFP) and why is it important?
117) In the context of training, what is e-learning?
118) What are the merits of apprenticeship?
119) What are experiential programs?
120) What are the three approaches to diversity training?
