Chapter 15

Question 1

What is training?

Answer 1

An organization’s planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors for use on the job.

Question 2

What is development?

Answer 2

Combination of education, job experience, and assessment to prepare employees for future careers.

Question 3

Difference between training and development

Answer 3

Training focuses on the current job; development focuses on future career preparation.

Question 4

Participation difference between training and development

Answer 4

Training is required; development is voluntary.

Question 5

True or False: Training is future oriented, while development focuses on past experiences.

Answer 5

❌ False

Question 6

True or False: The goal of training is preparation for the current job, while the goal of development is preparation for future career.

Answer 6

✅ True

Question 7

What is the first step in instructional design?

Answer 7

Assess needs.

Question 8

Needs assessment definition

Answer 8

Evaluation of organization, employees, and tasks to determine what training is needed.

Question 9

Three types of analysis in needs assessment

Answer 9

Task analysis, Person analysis, Organization analysis.

Question 10

Task analysis definition

Answer 10

Identifying tasks, knowledge, skills, and behaviors training should emphasize.

Question 11

Person analysis definition

Answer 11

Determining individual needs and readiness for training.

Question 12

Organization analysis definition

Answer 12

Evaluating appropriateness of training based on strategy, resources, and management support.

Question 13

True or False: Task analysis identifies knowledge, skills, and behaviors training should emphasize.

Answer 13

✅ True

Question 14

True or False: Person analysis determines who needs training and if they are ready.

Answer 14

✅ True

Question 15

Readiness for training definition

Answer 15

Combination of employee characteristics and work environment that allows effective training.

Question 16

Employee characteristics for readiness

Answer 16

Ability to learn, favorable attitude, motivation to learn.

Question 17

Work environment factors supporting training

Answer 17

Situational constraints, social support, and opportunity to learn.

Question 18

True or False: Readiness for training is a combination of employee characteristics and work environment.

Answer 18

✅ True

Question 19

Planning a training program

Answer 19

Establish objectives, select training methods, and decide between in-house or outsourced training.

Question 20

Learning outcomes

Answer 20

Whether trainees acquired the intended knowledge, skills, or abilities.

Question 21

Behavior outcomes

Answer 21

Whether trainees apply what they learned at work.

Question 22

just a reminder

Answer 22

youre doing great

Question 23

Reaction outcomes

Answer 23

Trainee and trainer perceptions of training effectiveness.

Question 24

Transfer of training definition

Answer 24

Application of knowledge, skills, and behaviors learned in training to the job.

Question 25

Measuring transfer of training

Answer 25

Ask employees if, how often, and to what extent they use learned skills.

Question 26

Factors affecting transfer of training

Answer 26

Opportunity to use skills, supportive climate, technological, manager, and peer support, and reinforcement.

Question 27

True or False: Training transfer can be improved by peer and supervisor support.

Answer 27

✅ True

Question 28

What is development tension in practice?

Answer 28

Training used directly at work; development may remove current labor temporarily.

Question 29

Formal education examples

Answer 29

Workshops, courses, lectures, training centers, and tuition reimbursement programs.

Question 30

Job experiences for development

Answer 30

Job enlargement, job rotation, job extension, job enrichment, transfers, temporary assignments.

Question 31

What is job enlargement?

Answer 31

Broadening the types of tasks performed.

Question 32

What is job rotation?

Answer 32

Moving employees between different specialized jobs.

Question 33

What is job extension?

Answer 33

Combining multiple jobs into one role.

Question 34

What is job enrichment?

Answer 34

Increasing responsibility and authority in existing tasks.

Question 35

What is a transfer?

Answer 35

Assigning an employee to a different area, often lateral in responsibility.

Question 36

What is a sabbatical?

Answer 36

Paid leave for personal renewal or skill development.

Question 37

What is an assessment in development?

Answer 37

Collecting and providing feedback about behavior, communication style, and skills.

Question 38

What are assessment centers?

Answer 38

Multi-rater evaluations to determine managerial readiness.

Question 39

What is mentoring?

Answer 39

Relationship where a senior employee helps develop a less experienced protégé.

Question 40

Formal vs informal mentoring

Answer 40

Formal is organization-assigned; informal develops naturally through attraction.

Question 41

True or False: All mentoring relationships are initiated by the organization.

Answer 41

❌ False

Question 42

True or False: Formal mentoring is always more effective than informal mentoring.

Answer 42

❌ False

Question 43

True or False: Mentoring relationships are always short-term.

Answer 43

❌ False

Question 44

True or False: Gender composition can affect mentoring outcomes.

Answer 44

✅ True

Question 45

Career functions of mentoring

Answer 45

Coaching, protection, and challenging assignments that advance careers.

Question 46

What is sponsorship in mentoring?

Answer 46

Mentor nominates protégé for projects or promotions.

Question 47

What is visibility/exposure in mentoring?

Answer 47

Mentor provides opportunities to be seen by decision-makers.

Question 48

Psychosocial functions of mentoring

Answer 48

Role modeling, acceptance, counseling, and friendship.

Question 49

Benefits of mentoring

Answer 49

Improves performance, satisfaction, motivation, and career success; reduces stress and turnover.

Question 50

Who benefits from informal mentoring?

Answer 50

Protégés often receive higher compensation and more career success than with formal mentors.

Question 51

True or False: Voluntary mentoring can be more successful than formal mentoring.

Answer 51

✅ True

Question 52

Key success factors for mentoring

Answer 52

Similarity, emotional stability, internal locus of control, and career motivation.