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A Framework for Human Resource Management 7th Edition by Gary Dessler Test Bank

A Framework for Human Resource Management 7th Edition by Gary Dessler Test Bank
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WITH ANSWERS
A Framework for Human Resource Management 7th Edition by Gary Dessler Test Bank

 

A Framework for Human Resource Management, 7e (Dessler)

Chapter 5   Training and Developing Employees

 

1) Employee ________ provides new employees with the basic background information required to perform their jobs satisfactorily.

  1. A) recruitment
  2. B) selection
  3. C) orientation
  4. D) development

Answer:  C

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

 

2) To improve the orientation process some firms provide their incoming managers with ________.

  1. A) preloaded personal digital assistants
  2. B) disks containing discussions of corporate culture
  3. C) a free breakfast
  4. D) A and B only

Answer:  D

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

 

3) Who performs the initial orientation?

  1. A) an HR specialist
  2. B) the supervisor
  3. C) Neither A nor B
  4. D) Both A and B

Answer:  D

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

 

4) Orientation typically includes information on ________.

  1. A) employee benefits
  2. B) daily routine
  3. C) safety measures
  4. D) All of the above.

Answer:  D

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

 

 

5) ________ is the continuing process of instilling in all employees the attitudes, standards, and values that the organization expects.

  1. A) Socialization
  2. B) Training
  3. C) Development
  4. D) Orientation

Answer:  A

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

6) A successful orientation should achieve which of the following?

  1. A) The new employee should feel welcome.
  2. B) The new employee should understand the organization in a broad sense.
  3. C) The new employee should have clear understanding of what is expected.
  4. D) The new employee should begin the process of socialization.

Answer:  A

Diff: 2             Page Ref: 132

Objective:  Chapter objective 1

 

7) The methods used to give new or present employees the skills they need to perform their jobs are called ________.

  1. A) orientation
  2. B) training
  3. C) development
  4. D) appraisal

Answer:  B

Diff: 1             Page Ref: 133

Objective:  Chapter objective 1

 

8) The first step in creating a training program is to ________.

  1. A) assess the programs successes or failures
  2. B) design the program content
  3. C) analyze employees training needs
  4. D) train the targeted group of employees

Answer:  C

Diff: 1             Page Ref: 134

Objective:  Chapter objective 1,2

 

9) What is the second step in the training process?

  1. A) assess the programs successes or failures
  2. B) present the program to a small test audience
  3. C) design the training program
  4. D) conduct a needs analysis

Answer:  C

Diff: 2             Page Ref: 136

Objective:  Chapter objective 1,2

 

 

10) The third step in the training process is to ________.

  1. A) develop the program or course
  2. B) design the program content
  3. C) conduct a needs analysis
  4. D) train the targeted group of employees

Answer:  A

Diff: 2             Page Ref: 137

Objective:  Chapter objective 1,2

11) The fourth step in the training process is to ________.

  1. A) assess the programs successes or failures
  2. B) present the program to a small test audience
  3. C) conduct a needs analysis
  4. D) implement the program or course

Answer:  D

Diff: 2             Page Ref: 138

Objective:  Chapter objective 1,2

 

12) What is the final step in the training process?

  1. A) evaluate the programs successes or failures
  2. B) present the program to a small test audience
  3. C) conduct a needs analysis
  4. D) train the targeted group of employees

Answer:  A

Diff: 2             Page Ref: 150

Objective:  Chapter objective 1,5

 

13) Which of the following characterizes training today?

  1. A) training is increasingly more strategic
  2. B) training is more prevalent in the higher levels of an organization
  3. C) training is developing a great reputation for getting results
  4. D) training is being evaluated extensively

Answer:  A

Diff: 2             Page Ref: 133

Objective:  Chapter objective 1

 

14) James is currently identifying the specific job performance skills needed, analyzing the skills of prospective trainees, and developing knowledge and performance objectives based on the deficiencies he finds. James is working on the ________ step in the training and development process.

  1. A) first
  2. B) second
  3. C) third
  4. D) fifth

Answer:  A

Diff: 2             Page Ref: 134

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 1

15) ________ is a detailed study of the job to determine what specific skills the job requires.

  1. A) Needs analysis
  2. B) Task analysis
  3. C) Performance analysis
  4. D) Training strategy

Answer:  B

Diff: 1             Page Ref: 144

Objective:  Chapter objective 2

16) The process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means is called ________.

  1. A) needs analysis
  2. B) task analysis
  3. C) performance analysis
  4. D) development planning

Answer:  C

Diff: 2             Page Ref: 134

Objective:  Chapter objective 2

 

17) Which of the following is not a source of identifying performance deficiencies?

  1. A) supervisor, peer, self-, and 360-degree performance reviews
  2. B) observation by supervisors or other specialists
  3. C) individual employee daily diaries
  4. D) All of the above.

Answer:  D

Diff: 2             Page Ref: 134

Objective:  Chapter objective 1

 

18) All of the following are sources of identifying training needs except:

  1. A) skills gapping.
  2. B) assessment centers.
  3. C) tests of things like job knowledge, skills, and attendance.
  4. D) All of the above.

Answer:  D

Diff: 2             Page Ref: 134

Objective:  Chapter objective 2

 

19) Performance analysis means:

  1. A) verifying that there is a performance deficiency.
  2. B) determining whether a deficiency should be rectified through training or some other means.
  3. C) conducting a detailed study of the job to determine what specific skills are required.
  4. D) Only A and B.

Answer:  D

Diff: 3             Page Ref: 134

Objective:  Chapter objective 2

 

 

20) ________ means having a person learn a job by actually doing it.

  1. A) Practice
  2. B) On-the-job training
  3. C) Social learning
  4. D) Modeling

Answer:  B

Diff: 1             Page Ref: 138

Objective:  Chapter objective 3

21) Which of the following training methods is the most familiar?

  1. A) on-the-job training
  2. B) apprenticeship training
  3. C) informal learning
  4. D) lectures

Answer:  A

Diff: 2             Page Ref: 138

Objective:  Chapter objective 3

 

22) On-the-job training can be accomplished through the use of all of the following techniques except:

  1. A) coaching.
  2. B) programmed learning.
  3. C) understudy.
  4. D) job rotation.

Answer:  B

Diff: 3             Page Ref: 148

Objective:  Chapter objective 3

 

23) All of the following about teamwork or team training is true except:

  1. A) teamwork always comes naturally.
  2. B) team training may be used to support a new organization.
  3. C) team training focuses on technical, interpersonal, and team management issues.
  4. D) All of the above.

Answer:  A

Diff: 3             Page Ref: 143

Objective:  Chapter objective 3

 

24) ________ is a form of management training in which trainees to learn by making realistic   decisions in simulated situations

  1. A) Developmental solutions
  2. B) Improvisation
  3. C) Spontaneity
  4. D) Quick time

Answer:  B

Diff: 2             Page Ref: 145

Objective:  Chapter objective 4

 

 

25) In the ________ method, a manager is presented with a written description of an organizational problem to diagnose and solve.

  1. A) case study
  2. B) diagnose and learn
  3. C) action learning
  4. D) job rotation

Answer:  A

Diff: 2             Page Ref: 144

Objective:  Chapter objective 4

26) Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training.

  1. A) job rotation
  2. B) understudy
  3. C) coaching
  4. D) special assignments

Answer:  A

Diff: 3             Page Ref: 144

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 4

 

27) Jack hopes to be promoted to head of his department next year. In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an example of the ________ form of training.

  1. A) job rotation
  2. B) job instruction
  3. C) coaching
  4. D) informal learning

Answer:  C

Diff: 2             Page Ref: 144

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 4

 

28) A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________.

  1. A) job instruction training
  2. B) understudy training
  3. C) programmed learning
  4. D) apprenticeship training

Answer:  D

Diff: 1             Page Ref: 139

Objective:  Chapter objective 3

 

 

29) What percentage of learning on the job comes from informal learning?

  1. A) 80
  2. B) 75
  3. C) 90
  4. D) 45

Answer:  A

Diff: 1             Page Ref: 138

Objective:  Chapter objective 3

 

30) Which form of on-the-job training usually involves having a learner study under the tutelage of a master craftsperson?

  1. A) job instruction training
  2. B) understudy training
  3. C) programmed learning
  4. D) apprenticeship training

Answer:  D

Diff: 1             Page Ref: 139

Objective:  Chapter objective 3

31) Which of the following goals is the focus of diversity training?

  1. A) to create cross-cultural sensitivity
  2. B) to foster harmonious working relationships
  3. C) to improve interpersonal skills
  4. D) All of the above.

Answer:  D

Diff: 2             Page Ref: 142-143

Skill:  AACSB: Multicultural and Diversity

Objective:  Chapter objective 3

 

32) Another term for vestibule training is ________ training.

  1. A) apprenticeship
  2. B) computer-based
  3. C) cubicle
  4. D) simulated

Answer:  D

Diff: 2             Page Ref: 139

Objective:  Chapter objective 3

 

33) ________ training is a method in which trainees learn on actual or simulated equipment but are trained away from the job.

  1. A) Vestibule
  2. B) Apprenticeship
  3. C) Cubicle
  4. D) Job instruction

Answer:  A

Diff: 2             Page Ref: 139

Objective:  Chapter objective 3

 

34) Pilots train on flight simulators for safety, learning efficiency, and cost savings. This is an example of ________.

  1. A) apprenticeship training
  2. B) on-the-job training
  3. C) simulated training
  4. D) programmed learning

Answer:  C

Diff: 2             Page Ref: 141

Objective:  Chapter objective 3

 

35) Bobby demonstrates the correct way to do a job. He is using which training technique?

  1. A) behavior modeling
  2. B) demonstrational prowess
  3. C) instruction by example
  4. D) None of the above.

Answer:  A

Diff: 1             Page Ref: 139

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 3

36) Which of the following is not a step in behavioral modeling?

  1. A) modeling
  2. B) role playing
  3. C) social reinforcement
  4. D) All of the above.

Answer:  D

Diff: 1             Page Ref: 139

Objective:  Chapter objective 3

 

37) ________ allows people in one location to communicate live with people in another location.

  1. A) Videoconferencing
  2. B) Televising
  3. C) Internet
  4. D) Internet televising

Answer:  A

Diff: 1             Page Ref: 140

Objective:  Chapter objective 3

 

38) ________ allows trainees to use a computer-based system to increase their knowledge and skills interactively.

  1. A) Computer-based training
  2. B) Point-to-point training
  3. C) Videoconferencing
  4. D) Telelearning

Answer:  A

Diff: 1             Page Ref: 140

Objective:  Chapter objective 3

 

39) ________ is a section of an employers Web site that offers employees online access to many or all of the training courses employees need to succeed at their jobs.

  1. A) Videospace
  2. B) A learning portal
  3. C) A training portal
  4. D) None of the above.

Answer:  B

Diff: 1             Page Ref: 141

Objective:  Chapter objective 3

 

40) Delivering learning content on demand via electronic devices when needed is termed ________ learning.

  1. A) mobile
  2. B) cell-based
  3. C) demand driven
  4. D) All of the above.

Answer:  A

Diff: 1             Page Ref: 141

Objective:  Chapter objective 3

41) Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called ________.

  1. A) diversity training
  2. B) on-the-job training
  3. C) performance improvement programs
  4. D) management development
  5. E) coaching

Answer:  D

Diff: 1             Page Ref: 144

Objective:  Chapter objective 4

 

42) ________ is the inability to handle basic reading, writing, and arithmetic.

  1. A) Functional illiteracy
  2. B) Illiteracy
  3. C) Handicapped literacy
  4. D) Redundant literacy

Answer:  A

Diff: 1             Page Ref: 142

Objective:  Chapter objective 3

 

 

43) The ________ process includes improving the firms future performance and make sense in terms of the firms strategy and goals.

  1. A) management development
  2. B) management skills inventory
  3. C) action planning
  4. D) performance support

Answer:  A

Diff: 2             Page Ref: 144

Objective:  Chapter objective 4

 

44) Which of the following is meant to counteract potential problems associated with a diverse workforce?

  1. A) improve interpersonal skills
  2. B) improving math skills
  3. C) understanding/valuing cultural differences
  4. D) All of the above.

Answer:  D

Diff: 2             Page Ref: 143

Skill:  AACSB: Multicultural and Diversity

Objective:  Chapter objective 3

 

45) Which on-the-job training method is used for managerial positions?

  1. A) job rotation
  2. B) coaching
  3. C) outside seminars
  4. D) All of the above.

Answer:  D

Diff: 1             Page Ref: 138

Objective:  Chapter objective 1,3

46) Which of the following is not a motivational guideline?

  1. A) make the learning meaningful
  2. B) make skills transfer easy
  3. C) reinforce the learning
  4. D) All of the above.

Answer:  D

Diff: 1             Page Ref: 137

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.

  1. A) action
  2. B) progressive
  3. C) proactive
  4. D) team-building

Answer:  A

Diff: 1             Page Ref: 148

Objective:  Chapter objective 5

 

48) An outside consultant who questions an executives boss, peers, subordinates, and family in order to determine weaknesses and strengths is a(n) ________.

  1. A) executive coach
  2. B) full time coach
  3. C) a personality modifier
  4. D) None of the above.

Answer:  A

Diff: 1             Page Ref: 146

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.

  1. A) Action learning
  2. B) Off the job training
  3. C) Assessment centers
  4. D) None of the above.

Answer:  A

Diff: 1             Page Ref: 144

Objective:  Chapter objective 4

 

50) In a case study training exercise, the discussion should involve ________.

  1. A) the discussion leader subtly guiding the trainees
  2. B) an analysis of the case
  3. C) the trainees presenting their conclusions
  4. D) All of the above.

Answer:  D

Diff: 1             Page Ref: 144

Objective:  Chapter objective 4

51) In ________, trainees learn by making realistic decisions in simulated situations.

  1. A) improvisation
  2. B) management games
  3. C) case studies
  4. D) action learning

Answer:  B

Diff: 2             Page Ref: 145

Objective:  Chapter objective 4

 

52) ________ is a special approach to organizational change in which the employees diagnose and formulate the change thats required and implement it.

  1. A) Managerial development
  2. B) Action research
  3. C) Succession planning
  4. D) Organizational development

Answer:  D

Diff: 2             Page Ref: 148

 

 

53) The basic aim of ________ is to increase the participants insight into his or her own behavior and the behavior of others by encouraging an open expression of feelings in a trainer-guided group.

  1. A) sensitivity training
  2. B) action research
  3. C) group therapy
  4. D) coaching

Answer:  A

Diff: 2             Page Ref: 148

Skill:  AACSB: Multicultural and Diversity

 

54) According to Kurt Lewin, in order for a change to occur, which stage must first take place?

  1. A) unfreezing
  2. B) moving
  3. C) refreezing
  4. D) shifting

Answer:  A

Diff: 1             Page Ref: 148

 

55) Which of the following is not one of Lewins processes for overcoming resistance?

  1. A) unfreezing
  2. B) refreezing
  3. C) moving
  4. D) disjointing

Answer:  D

Diff: 1             Page Ref: 148

 

56) Which of the following is not measured to evaluate a training program?

  1. A) organizational productivity
  2. B) participants reactions to the program
  3. C) what trainees learned from the program
  4. D) results achieved

Answer:  A

Diff: 2             Page Ref: 150

 

57) All of the following are training outcomes categories that can be measured except:

  1. A) reaction.
  2. B) learning.
  3. C) results.
  4. D) likability.

Answer:  D

Diff: 2             Page Ref: 150

 

 

58) ________ evaluates trainees as to whether they thought the training was worthwhile.

  1. A) Reaction
  2. B) Learning
  3. C) Behavior
  4. D) Results

Answer:  A

Diff: 2             Page Ref: 150

 

59) ________ tests the trainees to determine whether they learned principles, skills, and facts.

  1. A) Reaction
  2. B) Learning
  3. C) Behavior
  4. D) Results

Answer:  B

Diff: 2             Page Ref: 150

 

60) ________ focuses on whether on the job actions have changed.

  1. A) Reaction
  2. B) Learning
  3. C) Behavior
  4. D) Results

Answer:  C

Diff: 2             Page Ref: 150

 

61) ________ focus on whether training had an effect on the organizations objectives.

  1. A) Reaction
  2. B) Learning
  3. C) Behavior
  4. D) Results

Answer:  D

Diff: 2             Page Ref: 150

 

62) About _____ percent of firms collecting end-of-class evaluation data use paper-and-pencil surveys.

  1. A) 90
  2. B) 80
  3. C) 60
  4. D) 50

Answer:  A

Diff: 2             Page Ref: 151

 

 

63) Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs.

Answer:  FALSE

Diff: 1             Page Ref: 132

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.

Answer:  FALSE

Diff: 2             Page Ref: 134

Objective:  Chapter objective 2

 

65) Performance analysis is a detailed study of a job to determine what specific skills the job requires.

Answer:  FALSE

Diff: 1             Page Ref: 134

Objective:  Chapter objective 1

 

66) A disadvantage of on-the-job training is its expense.

Answer:  FALSE

Diff: 1             Page Ref: 138

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.

Answer:  FALSE

Diff: 2             Page Ref: 138

Objective:  Chapter objective 3

 

68) Lewins change process consists of unfreezing, moving, and refreezing.

Answer:  TRUE

Diff: 1             Page Ref: 148

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.

Answer:  FALSE

Diff: 2             Page Ref: 144

Objective:  Chapter objective 4

 

70) In a controlled experiment, the researchers totally influence what is going to happen.

Answer:  FALSE

Diff: 2             Page Ref: 150

 

 

71) Overcoming resistance is perhaps the hardest part of leading a change.

Answer:  TRUE

Diff: 2             Page Ref: 148

Objective:  Chapter objective 5

 

72) Technology hampers efforts at orienting employees.

Answer:  FALSE

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

 

73) The HR specialist usually starts the orientation.

Answer:  TRUE

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

 

74) Learning objectives should address rectifying the performance deficiencies that you identified with needs analysis.

Answer:  TRUE

Diff: 2             Page Ref: 136

Objective:  Chapter objective 2

 

75) Once you have a properly designed training program, motivation is not an issue.

Answer:  FALSE

Diff: 2             Page Ref: 136

Objective:  Chapter objective 2

 

76) Formal learning provides the bulk of on the job learning.

Answer:  FALSE

Diff: 1             Page Ref: 138

Objective:  Chapter objective 3

 

77) University-based executive education is becoming more realistic, relying more on active learning, business simulations, and experiential learning.

Answer:  TRUE

Diff: 1             Page Ref: 145

Objective:  Chapter objective 4

 

78) Vestibule trainings attractiveness is because of its lower costs or increased safety.

Answer:  TRUE

Diff: 2             Page Ref: 139

Objective:  Chapter objective 3

79) Behavior modeling involves showing trainees, or modeling, the right way of doing something, letting each person practice the right way to do it, and providing feedback regarding performance.

Answer:  TRUE

Diff: 1             Page Ref: 139

Objective:  Chapter objective 3

80) Simulated training combines the advantages of on- and off-the-job training.

Answer:  TRUE

Diff: 1             Page Ref: 139, 151

Objective:  Chapter objective 3

 

81) Lifelong learning refers to the need for employees to learn things that they will use for their entire lifetime.

Answer:  FALSE

Diff: 1             Page Ref: 143

Objective:  Chapter objective 3

 

82) Mobile learning lends itself particularly well to training that needs a lot of graphics.

Answer:  FALSE

Diff: 1             Page Ref: 141

Objective:  Chapter objective 3

 

83) One study called the American workforce ill-prepared.

Answer: TRUE

Diff: 2             Page Ref: 142

Objective:  Chapter objective 3

 

84) Teamwork at work comes naturally.

Answer:  FALSE

Diff: 2             Page Ref: 143

Objective:  Chapter objective 4

 

85) Companies devote many hours to training new employees to listen to each other and cooperate.

Answer:  TRUE

Diff: 1             Page Ref: 143

Objective:  Chapter objective 3

 

86) The ultimate aim of managerial development programs is to enhance the organizations future performance.

Answer:  TRUE

Diff: 1             Page Ref: 144

Objective:  Chapter objective 4

 

87) The case study method aims, first, to give trainees realistic experience in identifying and analyzing complex problems in an environment wherein their discussion leader can subtly guide their progress.

Answer:  TRUE

Diff: 1             Page Ref: 144

Objective:  Chapter objective 5

 

88) Employee orientation programs range from brief, informal introductions to lengthy, formal courses.

Answer:  TRUE

Diff: 1             Page Ref: 132

Objective:  Chapter objective 1

 

89) Organizational development usually involves action research.

Answer:  TRUE

Diff: 2             Page Ref: 147

 

90) Sensitivity training seeks to increase participants insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group.

Answer:  TRUE

Diff: 2             Page Ref: 148

 

91) Survey feedback is a convenient way to unfreeze a companys management and employees by crystallizing the fact that the organization does have problems to solve.

Answer:  TRUE

Diff: 1             Page Ref: 148

 

92) When a training program is evaluated by measuring the outcomes of a group who receives the training and another group that receives no training, it is called a time-series design.

Answer:  FALSE

Diff: 3             Page Ref: 150

Skill:  AACSB: Analytical Skills

 

93) The four categories of training outcomes are reactions, learning, behavior, and results.

Answer:  TRUE

Diff: 1             Page Ref: 150

Objective:  Chapter objective 1

 

94) What four things should a successful orientation program accomplish?

Answer:  New employees should feel welcome and at ease. New employees should understand the organization in a broad sense including its past, present, culture, and vision for the future. They should be clear about what is expected in terms of work and behavior. They should have begun the socialization process into the firms way of doing things.

Diff: 2             Page Ref: 132

Skill:  AACSB: Communication

Objective:  Chapter objective 1

 

95) There are several sources of information an employer can use to identify a current employees training needs. List five of these sources of information.

Answer:  The possible sources of information include performance reviews (supervisor, peer, self-, and 360-degree); job-related performance data such as productivity, absenteeism and tardiness, accidents, short-term sickness, grievances, waste, late deliveries, product quality, downtime, repairs equipment utilization, and customer complaints; observation by supervisors or other specialists; interviews with the employee or the supervisor; skill tests; attitude surveys; employee task diaries; and assessment center results.

Diff: 2             Page Ref: 134

Skill:  AACSB: Communication

Objective:  Chapter objective 2

 

96) Trainers often try to solve employee performance deficiencies with training, but some deficiencies cant be overcome with training. What other causes might exist for performance deficiency from an employee?

Answer:  Training is appropriate if the problem is caused by the employee failing to understand how to do something, what to do, or what the standards for performance are. However, if employees are not provided with the proper resources for doing a job well, then training cannot solve this problem. Likewise, if employees have the necessary knowledge and resources, then they may not be motivated to improve performance.

Diff: 2             Page Ref: 134

Objective:  Chapter objective 2

 

97) There are several types of on-the-job training. Identify and describe three types. Which one is used most often? Why?

Answer:  The types of on-the-job training include the coaching or understudy method, the job rotation method, and the special assignments method. Using the understudy method, an experienced worker or the trainees supervisor trains the employee. At lower levels, the trainee might observe the supervisor, but this is also used at higher levels. Job rotation means that an employee moves from job to job at planned intervals. This is common in management training programs. Special assignments give employees firsthand experience in working on actual problems. The coaching or understudy method is used most often. It is the simplest to execute and still offers the advantages of OTJ training.

Diff: 2             Page Ref: 138

Skill:  AACSB: Communication

Objective:  Chapter objective 3

 

98) Changing employee attitudes, skills, and behaviors can be difficult. Explain how Lewins Change Process proposes how change should be implemented.

Answer:  According to Lewin, all behavior in organizations is a product of two kinds of forcesthose striving to maintain the status quo and those pushing for change. Implementing change means either weakening the status quo forces or building up the forces for change. Lewins change process consists of three steps: 1) unfreezing the forces that seek to maintain the status quo, 2) moving to develop new behaviors and attitudes, and 3) refreezing the organization into its new system to prevent it from reverting to its old ways.

Diff: 2             Page Ref: 148

 

99) List five main managerial development techniques.

Answer:  Students are free to list any of the following to satisfy the requirement: managerial on-the-job training, action learning, case study, management games, outside seminars, university-related programs and in-house learning and development centers.

Diff: 2             Page Ref: 144-147

Objective:  Chapter objective 4

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