Leadership and Team Development Exam Review
Course Introduction
Leadership and Team Development explores the foundational theories, principles, and practices necessary for effective leadership in a variety of organizational contexts. The course emphasizes the development of leadership skills, self-awareness, and the ability to foster high-performing teams. Students will analyze leadership styles, motivation, communication, conflict resolution, and decision-making, as well as strategies for building trust and collaboration. Through case studies, experiential learning, and group projects, participants will enhance their ability to lead diverse teams and drive organizational success.
Recommended Textbook
Managing Performance through Training and Developmen 8th Edition by
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14 Chapters
944 Verified Questions
944 Flashcards
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Page 2
Alan M Saks
Chapter 1: The Training and Development Process
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) The main goal of the Edmonton Police Service's mental health program was to improve interactions between police officers and mentally ill individuals. This is clearly an example of a training initiative, NOT a development program.
A)True
B)False Answer: True
Q2) Human capital refers to the knowledge, skills, and abilities of an organization's employees.
A)True
B)False Answer: True
Q3) In what year did the government of Quebec introduce and pass the Act to Foster the Development of Manpower Training?
A) 1975
B) 1985
C) 1995
D) 2005
Answer: C
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Chapter 2: Learning and Motivation
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) John wants to be a member of Canada's Olympic hockey team in ten years. What kind of goal is John pursuing?
A) mastery
B) distal
C) proximal
D) performance
Answer: B
Q2) According to the "resource allocation theory," performance of a new task is determined by individual differences in attentional and cognitive resources, the level of complexity of the task, and external environmental factors used to allocate attention across tasks.
A)True
B)False
Answer: False
Q3) It has been reported that 70 to 90 percent of what employees learn and know about their jobs is learned through formal processes rather than through informal programs
A)True
B)False
Answer: False
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Page 4
Chapter 3: The Needs Analysis Process
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68 Verified Questions
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Sample Questions
Q1) Describe how Mager and Pipe's decision tree is used in determining if training is the best solution to performance problems.
Answer: The decision tree is helpful in first clarifying what the performance discrepancy is, as well as in asking the question of whether or not the discrepancy is important enough to invest resources in correcting. It then asks the question of whether or not the problem is a result of a skills deficiency. It the answer is "yes," then there are a number of options to consider that include formal training, practice, feedback, goal setting, changing the job, or even the person in the job. If the answer is "no," then there are several questions asked to help determine what the barrier to effective performance is, and how to remove that barrier. For example, if non-performance is being rewarded, then remove that reward, and arrange a positive consequence for performing properly. The decision tree is useful to encourage an exploration of all the possible barriers to effective performance, and not just jumping to the conclusion that training is the best or only solution.
Q2) Self-assessment is best used when there is no time or resources to conduct a needs analysis.
A)True
B)False
Answer: False
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Chapter 4: Training Design
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Sample Questions
Q1) Bloom's taxonomy of learning objectives includes six main categories (Remember, Understand, Apply, Analyze, Synthesize, and Create).
A)True
B)False
Q2) Which of the following is NOT one of the categories from Bloom's taxonomy of learning objectives?
A) synthesize
B) Bloom's Analyze
C) Bloom's Evaluate
D) create
Q3) A training objective has five key elements of the desired outcome, including who is to perform the task, what is the behaviour to be observed, when and where the behaviour is displayed, and why the behaviour is important.
A)True
B)False
Q4) Describe the differences between massed and distributed practice, and explain the benefits of each.
Q5) Define and briefly describe the term active practice.
Q6) Distinguish between error training and error-avoidant training.
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Chapter 5: Off The Job Training Methods
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Sample Questions
Q1) Duane, a corporate trainer, is putting together a training program that will help new managers learn how to make decisions based on realistic management scenarios. He wants to make sure trainees experience different scenarios with different challenges and goals. Which of the following would be an ideal instructional method given Duane's learning goals?
A) lectures and role plays
B) lectures and discussions
C) case studies and case incidents
D) discussions and role plays
Q2) What is an aptitude-treatment interaction and what are its implications for choosing a training method and training effectiveness?
Q3) An example of physical fidelity is providing mechanics with the same tools in training as the tools they will be using on the job.
A)True
B)False
Q4) The case study method of training works best in structured and formalized classroom settings.
A)True
B)False
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Chapter 6: On The Job Training Methods
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Sample Questions
Q1) Evidence appears to suggest that on-the-job training methods are very popular with small and medium-sized enterprises (SMEs). Which of the following variables likely support the wide usage of on-the-job training methods by SMEs?
A) they require little planning to be effective
B) they are less expensive
C) they are much more flexible and offer lower training transfer rates
D) more experienced employees make the best instructors
Q2) From a trainer's perspective, what is the reasoning behind using performance aids on the job?
A) all employees require tools to do their jobs
B) trainees do not always perform consistently
C) trainees develop shortcuts to keep up with the work
D) memorization of tasks takes too much training time
Q3) From the perspective of an employee, what are some of the benefits associated with job rotation?
A) greater responsibility and accountability
B) indication that the company is careful with its training budget
C) opportunities for greater remuneration and enhanced career opportunities
D) more work for the same level of pay
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Page 8
Chapter 7: Technology-Based Training Methods
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72 Verified Questions
72 Flashcards
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Sample Questions
Q1) Which of the following would NOT be considered a best practice when designing effective virtual training programs?
A) use short modules followed by application of module content on the job
B) delivery should have two-way communication
C) use multimedia content to illustrate complex concepts
D) the ideal number of trainees should be fewer than 35
Q2) When reviewing the design of a computer-based training session, the trainer turns to the computer programmer and says, "please make sure the text explaining the correct sales sequence is placed near the diagram demonstrating the five-step sales process." Which principle that covers many aspects of computer-based training design is the trainer referencing?
A) the multimedia principle
B) the contiguity principle
C) the modality principle
D) the personalization principle
Q3) The use of technology for training is becoming more popular in both Canada and the United States, albeit it is doing so at a relatively slow rate.
A)True
B)False
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Page 9
Chapter 8: Training Delivery
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Sample Questions
Q1) Define and discuss the ethics of training and development. What are some ethical guidelines?
Q2) What is a trainability test? How is it useful for training employees?
Q3) You have been tasked by your university to design and deliver a training program that will help new students better adapt to university life. Use the ethical guidelines described in the textbook in developing such a training initiative.
Q4) Which of the following terms best describes the role of a training administrator?
A) lead
B) develop C) coordinate D) analyze
Q5) One of the most effective means of overcoming a poor trainer is having a robust and detailed lesson plan.
A)True
B)False
Q6) Discuss the significance of the climate of learning. Name and describe the four elements that constitute the climate of learning.
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Page 10
Chapter 9: Transfer of Training
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Sample Questions
Q1) Baldwin and Ford's model of "transfer of training process" has three main factors including training inputs, training outputs, and organizations.
A)True
B)False
Q2) According to the transfer of training framework, which of the following is NOT an activity that management should do to encourage transfer after training?
A) ensure trainees have the opportunity to use skills learned during training
B) evaluate employees using performance metrics that are congruent with the newly acquired skills
C) publicly praise usage of newly acquired skills
D) evaluate performance and results irrespective of method used to accomplish performance
Q3) Which of the following is NOT a barrier to the transfer of training?
A) resources not available to use the skills
B) no time provided to use the skills
C) the culture does not support the training
D) poor training methodology
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Chapter 10: Training Evaluation
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Sample Questions
Q1) Those organizations that perform training evaluations tend to focus their metrics on evaluating training benefits associated with return on investment (ROI), with far fewer focusing on behaviour and reaction metrics.
A)True
B)False
Q2) Causal evaluations require more sophisticated experimental and statistical procedures versus the less sophisticated descriptive evaluations.
A)True
B)False
Q3) Training evaluation is a process that helps organizations determine if expected training outcomes actually materialize.
A)True
B)False
Q4) Affective reaction measures the level of perceived usefulness of a training program.
A)True
B)False
Q5) Compare and contrast the concepts of perceived support and anticipated support.
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Page 12
Chapter 11: Training Costs and Benefits
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67 Flashcards
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Sample Questions
Q1) What would be an appropriate explanation for classifying clerical and administrative salaries as an indirect cost in the Wood Panel Plant example?
A) those costs are directly associated with this particular training program
B) those costs would have been incurred even if the program were cancelled by management
C) this classification decision was the authors' choice
D) clerical and administrative staff support many different departments, not just HR
Q2) According to the textbook, what percentage of CEOs would like to see training and development linked to return on investment data?
A) 47 percent
B) 68 percent
C) 74 percent
D) 96 percent
Q3) Often, the benefit-cost ratio of a training program will be the same as the return on investment ratio.
A)True
B)False
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Chapter 12: Training Programs
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Sample Questions
Q1) The notion of training rigour is associated with what type of training?
A) diversity training
B) team training
C) ethics training
D) cross-cultural training
Q2) What type of training addresses basic numeracy and literacy issues among employees?
A) essential skills training
B) everyday skills training
C) foundational skills training
D) cognitive skills training
Q3) What contributory factor is associated with exceptional customer service?
A) selection and recruitment
B) training commitment
C) education levels
D) management
Q4) a) Define sexual harassment and explain the importance of sexual harassment training.?b) What are three actionable recommendations you would make to an organization that wanted to decrease or even eliminate sexual and racial harassment ?
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Chapter 13: Management and Leadership Development
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Sample Questions
Q1) What activity do the textbook's authors suggest should be added to the acronym COP to better reflect management's role in the 21st century?
A) "I" for informational
B) "D" for decisional
C) "S" for socializing
D) "L" for leadership
Q2) Why is the development of managers and of leadership a particularly critical issue right now?
A) change in technology
B) lack of effective leaders
C) change in global competition
D) change in demographics
Q3) The training and development initiatives introduced by the Société des Transports de Montréal (STM) used cohorts of 12 to 15 managers drawn from similar functions at STM.
A)True
B)False
Q4) Identify and briefly describe the four components all management development programs should include.
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Chapter 14: The Evolution and Future of Training and Development
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Sample Questions
Q1) The Institute for Performance and Learning has developed a set of competencies for learning professionals that is used by organizations for hiring learning professionals.
A)True
B)False
Q2) The Association for Talent and Development has recently introduced a detailed set of competencies addressing the training styles required of training and development professionals.
A)True
B)False
Q3) Variables such as demographics, industry-centric learning, changes in the nature of work, and social media are the driving forces behind the concept of Learning 2.0.
A)True
B)False
Q4) Discuss the multilevel systems model of organizational learning and its implications for training and development.
Q5) Discuss the key factors that make training and development programs effective.
Q6) Discuss how the role of learning professionals has changed over the last several decades.
Page 16
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