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HRM 326 Week 3 Quiz
Complete the multiple choice questions and one short answer response. Each multiple choice question is worth 3 points each and the short essay response is worth 50 points. When responding to the essay questions, any direct quotes must be cited. Answers in their entirety, a response copied and pasted from the source, such as your textbook, will not receive credit. Direct quotes can be used, when properly cited, but should not be the entire answer.
- Which of the following are reasons usually given by managers for not evaluating training?
- Nothing to evaluate
- Too complex a job
- No one cares about the evaluation
- Both A & C
- All of the above
- In the evaluation of training, a determination of whether the trainer actually covered all aspects of the training as designed is called
- outcome evaluation.
- outcome.
- phase evaluation.
- process evaluation.
- procedural evaluation
- _____ are measures of the trainee’s perceptions, emotions, and subjective evaluations of the training experience.
- Reaction outcomes
- Learning outcomes
- Job behavior outcomes
- Organizational results
- Value outcomes
- What are the outcome levels of evaluation identified in the text?
- Proactive and reactive
- Cost benefit and cost effectiveness
- Reaction, learning, behavior, and organizational results
- Utility, value, and evaluative
- If a major constraint is “short lead time,” (therefore there is not much time to prepare training) one viable option is use
- of programmed instruction.
- of modularization.
- of external consultants.
- of massed practice.
- How many parts are there to an effective learning objective?
- Two
- Three
- Four.
- Five
- “…. read an altimeter with an error of no more than 5 feet” is an example of what part of a learning objective?
- Desired outcome
- Condition
- Standard
- Requirement
- Without _____, it is very difficult to evaluate training.
- personnel objectives
- performance appraisals
- organizational outcomes
- learning objectives
- Social learning theory would indicate that a trainee’s _____ influences where attention is directed.
- KSA
- retention
- behavior
- motivation
- none of the above
- According to Alderfer’s ERG theory
- self-actualization is the highest need.
- the three sets of needs are set up hierarchically and lower levels need to be met before higher order needs.
- the three sets of needs can exist at the same time, a hierarchy is not present.
- growth is actually Maslow’s esteem need.
- Who used the “law of effect” to develop the operant conditioning model and reinforcement theory?
- Maslow
- Skinner
- Bandura
- Freud
- Vroom
- Stimulus leads to response which leads to consequence, best illustrates which theory?
- Punishment
- Consequence
- Reinforcement
- Needs
- Hierarchy of needs
- Who is responsible for development of Expectancy theory?
- Maslow
- Skinner
- Vroom
- Freud
- Bandura
- Which of the following is a “process” theory of motivation?
- ERG theory
- Maslow’s hierarchy of needs
- Reinforcement theory
- Both A & B
- Anticipatory learning is
- a process tied to “reinforcement.”
- when a person learns through observation rather than through doing.
- a process tied to “problem solving.”
- when a person answers questions before the full question is asked.
- Social learning theory is
- a behaviorist approach to learning
- demonstrated when a person learns through observation rather then through doing.
- where symbolic coding is a stage of the attention process
- demonstrated when a person answers questions before the full question is asked
- Very similar to Skinners Reinforcement theory
- The Gagne-Briggs theory of instructional design
- has three events: attention, retention, and behavioral reproduction.
- has “gaining attention” as its first event.
- is only useful for designing effective lectures.
- both A & B.
- The power of the group comes from the group _______ members that follow group norms, or _______ those that do not.
- punishing, rewarding
- rewarding, training
- requesting, training
- rewarding, punishing