43) The ________ process includes improving the firm’s future performance and
make sense in terms of the firm’s strategy and goals.
A) management development
B) management skills inventory
C) action planning
D) performance support
Objective: Chapter objective 4
44) Which of the following is meant to counteract potential problems associated
with a diverse workforce?
A) improve interpersonal skills
B) improving math skills
C) understanding/valuing cultural differences
D) All of the above.
Skill: AACSB: Multicultural and Diversity
Objective: Chapter objective 3
45) Which on-the-job training method is used for managerial positions?
A) job rotation
B) coaching
C) outside seminars
D) All of the above.
Objective: Chapter objective 1,3
46) Which of the following is not a motivational guideline?
A) make the learning meaningful
B) make skills transfer easy
C) reinforce the learning
D) All of the above.
Objective: Chapter objective 3
47) Gathering data about the organization and its operations and attitudes, with an
eye toward solving a particular problem is ________ research.
A) action
B) progressive
C) proactive
D) team-building
Objective: Chapter objective 5
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48) An outside consultant who questions an executive’s boss, peers, subordinates,
and family in order to determine weaknesses and strengths is a(n) ________.
A) executive coach
B) full time coach
C) a personality modifier
D) None of the above.
Objective: Chapter objective 4
49) ________ is a training technique by which management trainees are allowed
to work full time analyzing and solving problems in other departments.
A) Action learning
B) Off the job training
C) Assessment centers
D) None of the above.
Objective: Chapter objective 4
50) In a case study training exercise, the discussion should involve ________.
A) the discussion leader subtly guiding the trainees
B) an analysis of the case
C) the trainees presenting their conclusions
D) All of the above.
Objective: Chapter objective 4
51) In ________, trainees learn by making realistic decisions in simulated
situations.
A) improvisation
B) management games
C) case studies
D) action learning
Objective: Chapter objective 4
52) ________ is a special approach to organizational change in which the
employees diagnose and formulate the change that’s required and implement it.
A) Managerial development
B) Action research
C) Succession planning
D) Organizational development
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53) The basic aim of ________ is to increase the participant’s insight into his or
her own behavior and the behavior of others by encouraging an open expression
of feelings in a trainer-guided group.
A) sensitivity training
B) action research
C) group therapy
D) coaching
Skill: AACSB: Multicultural and Diversity
54) According to Kurt Lewin, in order for a change to occur, which stage must
first take place?
A) unfreezing
B) moving
C) refreezing
D) shifting
55) Which of the following is not one of Lewin’s processes for overcoming
resistance?
A) unfreezing
B) refreezing
C) moving
D) disjointing
56) Which of the following is not measured to evaluate a training program?
A) organizational productivity
B) participants’ reactions to the program
C) what trainees learned from the program
D) results achieved
57) All of the following are training outcomes categories that can be measured
except:
A) reaction.
B) learning.
C) results.
D) likability.
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58) ________ evaluates trainees as to whether they thought the training was
worthwhile.
A) Reaction
B) Learning
C) Behavior
D) Results
59) ________ tests the trainees to determine whether they learned principles,
skills, and facts.
A) Reaction
B) Learning
C) Behavior
D) Results
60) ________ focuses on whether on the job actions have changed.
A) Reaction
B) Learning
C) Behavior
D) Results
61) ________ focus on whether training had an effect on the organization’s
objectives.
A) Reaction
B) Learning
C) Behavior
D) Results
62) About _____ percent of firms collecting end-of-class evaluation data use
paper-and-pencil surveys.
A) 90
B) 80
C) 60
D) 50
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63) Orientation refers to the methods used to give new or present employees the
skills they need to perform their jobs.
Objective: Chapter objective 1
64) The main task in analyzing current employees’ training needs is to determine
what the job entails, break the job down into subtasks, and then teach each
subtask to the employee.
Objective: Chapter objective 2
65) Performance analysis is a detailed study of a job to determine what specific
skills the job requires.
Objective: Chapter objective 1
66) A disadvantage of on-the-job training is its expense.
Objective: Chapter objective 3
67) Estimates are that only about 20% of what employees learn on the job is
learned through informal means while the rest is learned through formal training
programs.
Objective: Chapter objective 3
68) Lewin’s change process consists of unfreezing, moving, and refreezing.
Objective: Chapter objective 4
69) Managerial development is a special approach to organizational change in
which the employees themselves formulate the change that is required and
implement it.
Objective: Chapter objective 4
70) In a controlled experiment, the researchers totally influence what is going to
happen.
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