Chapter 21: Training

1. Training interventions tend to be targeted at which of the following two main types of organizational member?

Those who are required to perform new roles associated with managing change and those who will be required to behave differently Those who are required to perform new roles within different functions of the organization and those who will be required to behave the same Everybody None of the above

2. Which of the following is a factor which will determine whether or not the new behaviours required from organizational members will be forthcoming?

The quality of the match competences and task demands The effect of reward systems on the motivation to deliver revised performance outcomes The availability of feedback to enable individuals and managers to assess whether new standards are being achieved All of the above

3. Goldstein (1993) and others argue that effective training involves three main steps. Which of the following is NOT one of these steps?

Investigations into successes and failures of previous training interventions Analysis of training needs Design and delivery of training Evaluation of training effectiveness

4. A systems-level review will determine how the proposed change will affect:

specific roles discrepancies between required competencies and those that organizational members currently posses both a and b organizational goals and task demands

5. The most useful way of expressing training objectives is in terms of _____________________ that specify what trainees will be able to do after training.

task-oriented objectives behavioural objectives strategy-focused objectives developmental objectives

6. Where the aim of a training is to impart knowledge and information, some of the most effective training methods might include:

lectures role play informal discussions mentoring

7. One example of a training method effective where the training focuses on perceptual and motor skills is the discrimination method, designed to help trainees:

reduce their prejudices avoid irrational decision-making detect differences between similar items all of the above

8. Which of the following is NOT one of three main steps involved in effective training, according to Goldstein (1993) and others?

The analysis of training needs The attitudes of organizational members to training The design and delivery of training Evaluation of training effectiveness

9. A systems-level review determines how the proposed change will affect:

organizational goals, objectives and task demands the design of specific jobs or roles the existing competences of organizational members none of the above

10. Reid and Barrington (1999) classify training methods under _____ main headings, one of which is ______________.

three/on-the-job training two/planned organization experience ten/ in-house courses five/external courses

11. When might a change agent want to develop training materials for an in-house course?

When the budget is tight When the change agent is confident they have the necessary skills to design and deliver the course When an external consultant could help to develop in-house materials All of the above

12. What is involved at level one of Kirkpatrick’s (1983) four-level approach to training evaluation?

Assessing what trainees learned Evaluating whether trainees applied what they had learned to their work Assessing how trainees reacted to the training Looking at whether the training led to intended results

13. Smith et al. (2003) found that lean production was consistently associated with:

cost-cutting and this included measures to cut the cost of training increased expenditure on training better overall results None of the above

14. Smith (2005) reports that there has been an increase in the number of organizations that are conscious of the need to link training to:

product development business strategy staff retention cost-cutting

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