Test Bank For Industrial and Organizational Psychology Research and Practice 7th Edition Paul e Spector Download

Test Bank for Industrial and Organizational Psychology: Research and Practice, 7th Edition,
Test Bank for Industrial and Organizational

Psychology: Research and Practice, 7th Edition, Paul
E. Spector Â
To download the complete and accurate content document, go to:

https://testbankbell.com/download/test-bank-for-industrial-and-organizational-psychol
ogy-research-and-practice-7th-edition-paul-e-spector/
Visit TestBankBell.com to get complete for all chapters

CHAPTER 7: TRAINING
Learning Objectives
After studying this chapter, students should be able to:
1. List the steps involved in developing and implementing a training program in an

organization.
2. Describe how needs assessment is conducted.
3. Explain the various factors that affect learning and transfer of training.
4. Discuss the various training methods, including their advantages.
5. Discuss how training is evaluated.
TESTBANK
Multiple Choice Questions
1. The text discusses five steps to developing an effective training program, all but one
step falls within the domain of I/O psychology. Which of the following does NOT usually
fall within the domain of 1/0 psychology?
a. Conduct a training needs assessment
b. Design the training
c. Deliver training
d. Evaluate training
Answer: b Learning Objective: 1 Approx. Page: 168, 180
2. The first step in developing an effective training program is:

a. Deliver the training.
b. Design the training.
c. Evaluate the training.
d. Conduct needs assessment.
Answer: d Learning Objective: 1 Approx. Page: 168
3. As the newly hired training coordinator for New Millennium Enterprises you are charged
with making sure that all employees have the necessary skills to complete their jobs
efficiently. Your first step in developing an organizational training program is to
a. Design effective training sessions on a broad variety of skills.
b. Conduct a needs assessment of the skills needed by the people and the organization.
c. Deliver a set of pre-developed training sessions until you learn the company culture.
d. Administer a test to trainees to determine what they learned in training.
Answer: b Learning Objective: 1 Approx. Page: 168
4. A statement describing how the training objectives can be assessed is known as a

a. performance criterion.
b. learning criterion.
c. training criterion.
d. results criterion.
Answer: c Learning Objective: 1 Approx. Page: 169
5. Training objectives should be based on:
a. higher level management opinion.
b. the results of the training evaluation.
c. the expertise of the trainer.
d. the results of the needs assessment.
6. Training is only necessary for new employees.

a. true
b. false
7. Which of the following describes training criteria?

a. They serve as the basis for the design of organizational training.
b. They serve as the standards against which training programs can be evaluated.
c. They should be based on the results of a needs assessment.
d. All of the above
8. Once we have conducted our needs assessment and know what training is needed, what
must we do before we can design the training?
a. Choose an evaluation design
b. Set objectives
c. Pick training methods
d. Deliver training
Answer: c Learning Objective: 1 Approx. Page: 168-169
9. The last step in developing an effective training program is:

a. Deliver the training.
b. Design the training.
c. Evaluate the training.
d. Conduct needs assessment.
10. Goldstein (1993) claims that needs assessments should focus on three levels. What are
the three levels?
a. person, task, job
b. task, job, organization
c. job, organization, person
d. organization, task, person
11. A _____________________needs assessment is concerned with the objectives of the

organization and how they are addressed by the performance of employees.
a. person level
b. task level
c. job level
d. organization level
12. Our needs assessment reveals that customer satisfaction is a major goal of New
Millennium Enterprises, so we decide to focus on training of customer relations skills.
What level of needs assessment have we conducted?
a. person
b. task
c. job
d. organization
13. Our needs assessment reveals that all employees must use electronic mail to
communicate within and outside the organization. What level of needs assessment
have we conducted?
a. person
b. task
c. job
d. organization
14. What level of a needs assessment is concerned with how well job applicants or present
employees are able to do job tasks?
a. person
b. task
c. job
d. organization
Answer: a Learning Objective: 2 Approx. Page: 168
15. Our needs assessment reveals that few of our employees can deal with the new e-mail
system. What level of needs assessment have we conducted?
a. person
b. task
c. job
d. organization
Answer: a Learning Objective: 2 Approx. Page: 168-169
16. Which of the following information is gathered during the needs assessment phase of
designing an organizational training program?
a. The goals of the organization.
b. The abilities of the employees in the organization.
c. The tasks required to complete all of the jobs in the organization.
d. All of the above
17. Organizations hope that employees will apply to their jobs what they learn during
training. This is called
a. learning criteria.
b. transfer of training.
c. validity generalization.
d. reactions criteria.
Answer: b` Learning Objective: 3 Approx. Page: 169
18. Transfer of training

a. usually only occurs when elaborate training methods have been used.
b. is demonstrated when an employees uses a newly trained skill on the job.
c. does not occur with cognitive abilities training.
d. is part of needs assessment
19. You are designing new training sessions for the employees of New Millennium
Enterprises and are concerned about whether they will transfer the training to their
jobs. Therefore as you design the training sessions you recall that you learned in your
I/O psychology class that enhanced transfer of training is affected by numerous factors.
Which of the following is NOT one of these factors?
a. trainee characteristics.
b. the design of the training.
c. the type of work environment.
d. reactions criteria
20. People’s preferences for different types of training are considered a

a. trainee characteristic.
b. factor that affects training design.
c. work environment factor.
d. results criteria
21. You are given an introduction to the principles of computer design during a computer
training session. This information is included because of the importance of
a. feedback.
b. general principles.
c. identical elements.
d. overlearning.
22. Without __________ it is doubtful that learning can occur at all because trainees can’t
tell if they are learning the correct material.
a. feedback.
b. overlearning.
c. identical elements.
d. automaticity.
23. Which of the following would NOT be used to encourage positive transfer of training?
a. The use of general principles.
b. The use of identical elements.
c. The use of overlearning.
d. The use of pretest-posttest design.
Answer: d Learning Objective: 3 Approx. Page: 171-172
24. When the required responses in the training situation are identical to those in the job
situation, we say the training program includes which of the following design factors?
a. General principles
b. Identical elements
c. Overlearning
d. Sequencing
25. When trainees consolidate new knowledge such that they can use what they have learned
with little thought, _________________ has occurred.
a. autoinstruction
b. modeling
c. automaticity
d. feedback
26. Often, because the job being trained is a difficult one, the training program will break
the job into components, which are learned one at a time. This type of training is called
a. part training.
b. whole training.
c. spaced training.
d. massed training.
27. training is more efficient, but is more effective in the long run.
a. Part; whole
b. Whole; part
c. Massed; spaced
d. Spaced; massed
28. Which of the following is an example of massed training?

a. Practicing your musical instrument daily for 1 hour at a time.
b. Cramming for a test.
c. Reading a few pages of your textbook each night.
d. Learning to play tennis in half hour increments for three weeks.
29. It has been suggested that organizations should teach employees the underlying
principles for tasks rather than the tasks themselves to facilitate adaptation to future
changes in the job.
a. true
b. false
30. Often employees do not use the skills they learned in a training session once they go
back to their job. This may occur because
a. supervisors may not support the application of skills learned in training.
b. they encounter many opportunities to apply their new skills on the job.
c. training sessions are always too short and do not allow for enough time to practice the
new skills.
d. the organization failed to implement a pretest-posttest design.
31. What type of training involves the presentation of materials using an audio or
videotape?
a. Audiovisual instruction
b. Autoinstruction
c. Modeling
d. Simulation
32. You sign up for a correspondence course that is self-paced and does not use an
instructor. What type of training method is being used?
a. Role play
b. Autoinstruction
c. Modeling
d. Simulation
33. Your instructor prefers to use a type of training that involves meetings of trainees with a
trainer to discuss the material in question. A free flow of ideas between trainees and
trainer then follows. What type of training does your instructor prefer?
a. Modeling
b. Autoinstruction
c. Conference
d. Simulation
34. The most popular form of training involves an oral presentation by a trainer to a group
of trainees, and is very efficient. This type of training is called
a. audiovisual instruction.
b. lecture.
c. autoinstruction.
d. modeling.
35. In designing a new training session for the employees at New Millennium Enterprises
you decide to have your trainees watch someone perform a task and then have them
perform the same task. What type of training have you used?
a. Autoinstruction
b. Conference
c. Simulation
d. Modeling
36. Which type of training method has the advantage of giving the trainees the most
immediate practice of new skills?
a. audiovisual instruction
b. autoinstruction
c. conference
d. simulation
37. Which type of training method is best used when a large number of people must be
trained at the same time?
a. On the job training
b. Role play
c. Modeling
d. Lecture
38. Audiovisual instruction has the added advantage over traditional lecture because
a. often they use a variety of techniques to present the material.
b. they can be presented to a large group of trainees at once.
c. they are self-paced and do not use an instructor.
d. the trainee pretends to do the task
39. Which training method provides the highest level of feedback?

a. audiovisual instruction
b. conference
c. lecture
d. role playing
40. An apprenticeship is an example of what type of training?

a. conference
b. modeling
c. on-the-job
d. role playing
41. While training to be a manager, Sue pretends to give feedback to an employee. This is an
example of what type of training?
a. on-the-job
b. role playing
c. autoinstruction
d. overlearning
42. Which of the following situations would be best suited for use of a lecture type of
training session?
a. Training secretaries on the use of a new e-mail system.
b. Training doctors on new malpractice laws.
c. Training someone on new glass blowing techniques.
d. Training customer service technicians in the use of new computer software.
Answer: b Learning Objective: 4 Approx. Page: 176-177
43. You must design a new training program to teach your co-workers a new task. Which of
the following is the best way to present new material when trying to train a group of
people?
a. Use an oral presentation.
b. Use written materials.
c. Have them practice it.
d. It depends on the content of training and on attributes of the trainees.
44. _________ reentering the workforce face certain challenges, such as having an
unfinished education, lack of marketable skills, and PTSD.
a. Military veterans
b. Victims of domestic violence
c. High school graduates
d. Graduate students
45. Which of the following describes a disadvantage of E-learning?

a. It is difficult to customize e-learning to meet individual employee needs.
b. Learners often have little control over when and where the training is delivered.
c. Employees must be absent to attend the training.
d. Because it is self-paced, it is difficult to motivate trainees who have little intrinsic
interest.
46. Several benefits of electronic training, or e-learning, have been identified. Which of the
following is NOT one of these benefits?
a. E-learning allows the learner to have a lot of control over the training process.
b. E-learning allows the organization to rapidly develop and modify training programs.
c. E-learning allows employees to select which trainings will be best meet their needs and
interests.
d. E-learning allows training to be easily customized to the individual trainee’s needs.
Answer: c Learning Objective: 4 Approx. Page: 178-179
47. Mentoring has been associated with which of the following outcomes for protégés?
a. better job performance
b. quicker promotion
c. better job attitudes
d. All of the above
48. Which of the following statements about mentoring is true?

a. Assigned mentorships don’t always work as well as those that develop naturally.
b. Mentors tend to have lower job performance and satisfaction.
c. In general, female mentors are more likely to give career assistance than male mentors.
d. Men and women are equally likely to receive emotional support from a mentor.
49. Formal mentoring programs have been found to work just as well as those that develop
more naturally.
a. true
b. false
50. A major identified concern surrounding executive coaching is that

a. executives may become too dependent on their coaches
b. executive coaches are not credentialed
c. executive coaches may gain too much power within the organization.
d. All of the above
51. Executive coaches primarily provide emotional support and inspiration to executives.
a. true
b. false
52. According to an I/O psychologist training is not complete until which of the following are
completed?
a. The trainee uses the trained skill efficiently and effectively 65 % of the time.
b. The trainee’s performance appraisal increases by 10 %.
c. The training program has been evaluated.
d. The training criteria have been established.
53. The five steps for evaluating a training program do NOT include
a. setting criteria.
b. choosing a design.
c. analyzing and interpreting results.
d. conducting a performance appraisal of the trainees.
54. Quick Burger, Inc. has been having problems with turnover because the supervisors are
rude to the employees. Quick Burger institutes a training program that teaches
supervisors how to treat employees with respect. At the end of the session, the trainer
asks the participants how much they liked the training program. This is an example of
what type of criteria?
a. reactions
b. learning
c. behavior
d. results
55. Success Community College has been having problems with turnover in its registration
department because the supervisors are rude to the employees. SCC institutes a
training program that teaches supervisors how to treat employees with respect. At the
end of the session the supervisors are given an exam on the material. This is an
example of what type of criteria?
a. reactions
b. learning
c. behavior
d. results
56. New Millennium Enterprises institutes a training program that teaches employees how
to treat customers with respect. Three weeks later the trained employees are observed
at work to see how they treat their customers. This is an example of a _________
criterion.
a. reactions
b. learning
c. behavior
d. results
57. New Millennium Enterprises (NME) has been having problems with turnover because
the supervisors are rude to the employees. NME institutes a training program that
teaches supervisors how to treat employees with respect. Six months later the
organization checks to see if the rate of turnover has gone down. This is an example of
what type of criteria?
a. reactions
b. learning
c. behavior
d. results
58. Behavior and results criteria are both examples of what level of criteria?
a. performance-level
b. training-level
c. trainee-level
d. organization-level
59. Before training begins, trainees are given a test to assess their knowledge and skills. At
the end of training, they are given another test to assess their knowledge and skills.
What evaluation design was used?
a. control group
b. pretest-posttest
c. posttest only
d. all of the above follow this basic design
60. Which is the first step in evaluating a training program?

a. collect data
b. choose a design
c. choose measures
d. develop criteria
61. What is the last step in evaluating a training program?

a. collect data
b. choose a design
c. choose measures
d. analyze and interpret results
62. In evaluating the effectiveness of your training program you use a design that compares
trainees with a group of employees who have not received the training. You have used
what type of design to evaluate your training?
a. pretest-posttest
b. control group design
c. posttest-only
d. reactions criteria
63. Which statistic should be used to analyze data from a pretest-posttest design or a
control-group study?
a. the Mean
b. a Correlation
c. a T-test
d. an ANOVA
64. The major disadvantage of the pretest-posttest design is that

a. the observed changes may be due to factors other than the training.
b. it is hard to get enough people to train.
c. nobody wants to be in the control group.
d. reactions criteria don’t tell you what the trainees learned.
65. Which of the following statements is correct about designs used to evaluate training?
a. The pretest-posttest design is superior to the control group design.
b. The control group design is superior to the pretest-posttest design.
c. The pretest-posttest and control group designs are both worthless.
d. The pretest-posttest and control group designs are equally effective.
66. At which criteria level is it most important to observe a significant change in order to
conclude that a training program is effective?
a. Performance
b. Learning
c. Reactions
d. Training
67. You have conducted an evaluation study of the new training program at New
Millennium Enterprises. You have measured all criteria levels. You can conclude that
the training is effective if the evaluation shows that it works at which of the following
levels?
a. Reactions
b. Performance
c. Learning
d. Training
68. You find that your training program is effective at the training level, but not the
performance level. You should
a. continue using the training program.
b. eliminate the training program.
c. modify the training program.
d. do nothing
Essay Questions
1. List in order the five steps to developing an effective training program, and describe
each step briefly. (Page 168)
2. Why should a needs assessment be conducted before a training program is begun?
(Page 168-169)
3. Explain how the organization, job, and person level needs assessments are jointly used
to develop a training program. (Page 168-169)
4. Discuss the various characteristics of the trainee that might influence the effectiveness
of training programs. (Page 170-171)
5. Identify and explain the various design factors that affect transfer of training to the
workplace. (Page 171-176)
6. How does overlearning contribute to transfer of training? What are some ways that
overlearning can be built into training? (Page 173-174)
7. Explain the difference between part and whole training and why a trainer would use one
or the other. (Page 175)
8. Explain why a trainer might use massed training rather than spaced training. (Page 175)
9. How does the work environment influence the success of a training session? (Page 175)
Test Bank for Industrial and Organizational Psychology: Research and Practice, 7th Edition,
10. Define two of the training methods discussed in the text, and list one advantage of each.
(Page 176-180)
11. What is the difference between modeling and role playing? (Page 177-178)
12. List and define the two training-level criteria and the two performance-level criteria.
(Page 181-182)
13. When evaluating training, why is it important to examine both training level and
performance level criteria? (Page 183-184)
14. Explain the importance of criteria in organizational training. Where do we get the
criteria? (Page 181-182)
15. Discuss the major advantage(s) and disadvantage(s) of the pretest-posttest design for
evaluating the success of training. (Page 184-185)
16. What are some future trends that someone entering the training field might need to be
aware of? (Page 187)
17. What are the unique challenges that veterans face as they reintegrate into the
workforce that the book discusses? What kinds of programs are needed to help
veterans reentering the workforce?
Key Terms
➢ Transfer of training ➢ On-the-job training

➢ Feedback ➢ Apprenticeship
➢ General principles ➢ Role-play
➢ Identical elements ➢ Simulation
➢ Overlearning ➢ E-learning
➢ Automaticity ➢ Blended learning
➢ Part training ➢ Mentoring
➢ Whole training ➢ Executive coaching
➢ Massed training ➢ Training-level criteria
➢ Spaced training ➢ Performance-level criteria
➢ Audiovisual instruction ➢ Reactions criteria
➢ Autoinstruction ➢ Learning criteria
➢ Programmed instruction ➢ Behavior criteria
➢ Conference ➢ Results criteria
➢ Lecture ➢ Prettest-posttest design
➢ Modeling ➢ Control group design
Visit TestBankBell.com to get complete for all chapters

Test Bank For Industrial and Organizational Psychology Research and Practice 7th Edition Paul e Spector Download

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Test Bank For Industrial and Organizational Psychology Research and Practice 7th Edition Paul e Spector Download

Uploaded by

Copyright:

Available Formats

Test Bank for Industrial and Organizational Psychology: Research and Practice, 7th Edition,

Test Bank for Industrial and Organizational

To download the complete and accurate content document, go to:

Visit TestBankBell.com to get complete for all chapters

1. List the steps involved in developing and implementing a training program in an

2. The first step in developing an effective training program is:

4. A statement describing how the training objectives can be assessed is known as a

6. Training is only necessary for new employees.

7. Which of the following describes training criteria?

9. The last step in developing an effective training program is:

11. A _____________________needs assessment is concerned with the objectives of the

18. Transfer of training

20. People’s preferences for different types of training are considered a

28. Which of the following is an example of massed training?

39. Which training method provides the highest level of feedback?

40. An apprenticeship is an example of what type of training?

45. Which of the following describes a disadvantage of E-learning?

48. Which of the following statements about mentoring is true?

50. A major identified concern surrounding executive coaching is that

60. Which is the first step in evaluating a training program?

61. What is the last step in evaluating a training program?

64. The major disadvantage of the pretest-posttest design is that

➢ Transfer of training ➢ On-the-job training

Visit TestBankBell.com to get complete for all chapters

You might also like