Organizational Behavior
Pre-Test Questions
Course Introduction
Organizational Behavior explores the dynamics of human behavior within professional settings, focusing on how individuals, groups, and structures impact an organizations effectiveness. This course examines key concepts such as motivation, leadership, team dynamics, communication, decision-making, organizational culture, and change management. Through theoretical frameworks and real-world case studies, students gain insights into improving workplace productivity, fostering positive work environments, and addressing organizational challenges. The course equips students with analytical tools and strategies to better understand and manage behavior in diverse organizational contexts.
Recommended Textbook
Employee Training and Development 5th Edition by Raymond A. Noe
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13 Chapters
701 Verified Questions
701 Flashcards
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Page 2
Chapter 1: Introduction to Employee Training and Development
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Sample Questions
Q1) Transfer of training refers to successful application of material learned in training to the job.
A)True
B)False
Answer: True
Q2) In the training design process,selection of training methods is the _____ step.
A)first
B)third
C)final
D)next to final Answer: D
Q3) Between 2006 and 2016,the labor force growth rates for Asians and Hispanics is expected to be much faster than for white,non-Hispanics.
A)True
B)False Answer: True
Q4) An ISBN number is an example of an ISO standard.
A)True
B)False Answer: True
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Chapter 2: Strategic Training
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Sample Questions
Q1) The places a company prefers to obtain human resources to fill open positions is called assignment flow.
A)True
B)False
Answer: False
Q2) Personal knowledge based on individual experience is called:
A)explicit knowledge.
B)tacit knowledge.
C)SWOT.
D)learning.
Answer: B
Q3) All of the following except _____ are metrics that can be used to assess training's contribution to a balanced scorecard.
A)employees trained divided by total number of employees
B)time-to-market of new products
C)total training costs divided by total training hours
D)total training costs divided by number of employees trained
Answer: B
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Chapter 3: Needs Assessment
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Sample Questions
Q1) Regardless of the impact of a pressure point on business,a rapid needs assessment should amount of information gathering should be relatively small and quick.
A)True
B)False
Answer: False
Q2) Interviewing as a needs assessment technique:
A)is less expensive than most other assessment methods.
B)can explore unanticipated issues that come up.
C)only provides information directly related to questions asked.
D)minimizes interruption of work.
Answer: B
Q3) The best needs assessment method for sexual harassment and diversity issues is:
A)observation.
B)focus groups.
C)questionnaires.
D)online technology. Answer: B
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Page 5
Chapter 4: Learning:Theories and Program Design
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Sample Questions
Q1) According to _____ theory,people are motivated to perform or avoid specific behaviors because of past outcomes resulting from those behaviors.
A)information processing theory
B)social learning theory
C)reinforcement theory
D)goal setting theory
Q2) For learning requiring high collaboration and either low or high self-direction,break out room would not be necessary.
A)True
B)False
Q3) Showing how training relates to company strategy and repeating application of ideas in different contexts are examples of:
A)demonstration of training meaningfulness.
B)practice opportunities.
C)providing feedback.
D)providing training objectives.
Q4) What types of training rooms are most appropriate for learning requiring varying levels of collaboration and self-direction?
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6
Chapter 5: Transfer of Training
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Sample Questions
Q1) An action plan is a tool specifying steps both the manager and trainee will take to ensure training transfers to the job.
A)True
B)False
Q2) A pass-fail policy for components of a training program has been shown to change employees' view of training from one of a "vacation from the job" to one of greater engagement with training.
A)True
B)False
Q3) Research shows that just over ______ percent of employees successfully transfer training immediately after completing training and ____ percent one year after training.
A)90,50
B)80,40
C)60,30
D)40,10
Q4) What is transfer of training? What are the important components of the transfer process? Which component is most important in the process?
Q5) What are the key features of a learning organization?
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Chapter 6: Training Evaluation
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Sample Questions
Q1) If your test covering this chapter contained no questions covering evaluation designs,the test would be ____________
A)irrelevant.
B)deficient.
C)contaminated.
D)unreliable.
Q2) The first step of the evaluation process is ______.
A)a needs analysis
B)develop outcome measures
C)choose an evaluation strategy
D)develop measurable leaning objectives
Q3) Criterion contamination refers to the failure to measure training outcomes that were emphasized in the training objectives.
A)True
B)False
Q4) Cost-benefit analysis is the process of determining the economic benefits of a training program using marketing methods.
A)True
B)False
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Chapter 7: Traditional Training Methods
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Sample Questions
Q1) Vicarious reinforcement is most relevant for _____________
A)simulations.
B)behavior modeling.
C)case studies.
D)business games.
Q2) Your boss says she wants to start utilizing on-the-job training and she asks you what needs to be incorporated and/or considered.How would you respond?
Q3) Research on the effectiveness of adventure learning shows that it increases the productivity of teams.
A)True
B)False
Q4) On-the-job training
A)is best when it occurs naturally and is not structured.
B)is an expensive,time-consuming method of training.
C)has the advantage of utilizing expertise that exists among managers and peers.
D)requires no preparation on the part of managers or peers who will conduct the training.
Q5) Explain the advantages and disadvantages of the lecture method and self-directed learning.
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Chapter 8: E-Learning and Use of Technology in Training
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Sample Questions
Q1) Collaboration and sharing,links to resources,learner control,delivery,and administration are all features of e-learning.
A)True
B)False
Q2) While technology has had significant effects on how people learn,learning is done primarily through the instructor.
A)True
B)False
Q3) All of the following except ____________ are benefits of using technology in training.
A)employees gain control over when and where they receive training
B)trainee travel costs are reduced
C)coaching and mentoring are improved
D)paperwork and administrative time are reduced
Q4) Repurposing instructor-led training to on-line training is an effective and efficient way to design on-line training programs.
A)True
B)False
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Chapter 9: Employee Development
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Sample Questions
Q1) Most employee development occurs through job experiences.
A)True
B)False
Q2) 360-degree feedback is a game commonly found among assessment centers activities for teaching team members how to be inclusive.
A)True
B)False
Q3) The primary reason assessment centers are useful for development purposes is participants receive feedback on their strengths and weaknesses.
A)True
B)False
Q4) The MBTI is the most popular psychological test used for employee development.
A)True
B)False
Q5) ___________ is not an approach used to develop employees.
A)Formal education
B)Assessment
C)Job experiences
D)Action learning
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Chapter 10: Special Issues in Training and Employee Development
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Sample Questions
Q1) Awareness of Hofstede's five dimensions helps trainers prepare cross-cultural preparation programs.
A)True
B)False
Q2) For overseas assignments that require a considerable degree of interpersonal interaction,the best type of training method is ______________
A)interactive video
B)e-learning
C)case studies
D)experiential
Q3) _______ is a unique,comprehensive database and directory of occupational titles,worker competencies,and job requirements and resources.
A)O*NET
B)HRIS
C)The Department of Labor Job Bank
D)The Workforce Investment Act data base
Q4) What are Hofstede's five cultural dimensions and what are their implications for training?
Q5) List the training related situations that may result in legal action?
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Chapter 11: Careers and Career Management
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Sample Questions
Q1) Turnover rates and quality of job candidates are examples of measures of success of career management systems.
A)True
B)False
Q2) The manager's role in career management includes:appraiser,referral agent and advisor.
A)True
B)False
Q3) Which among the following individuals in an organization is responsible to generate options,experiences,and relationships?
A)Referral agent
B)Coach
C)Appraiser
D)Advisor
Q4) List the four major categories of different generations of employees and state their ages and traits.
Q5) Discuss the common components of career management systems.
Q6) Why should companies help employees manage their careers?
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Chapter 12: Special Challenges in Career Management
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Sample Questions
Q1) Effective socialization programs result in more satisfied employees in the short run,but have no effect on turnover.
A)True
B)False
Q2) Approximately 35% of organizations offer flextime.
A)True
B)False
Q3) (p.489-490. )How would you advise an individual to avoid obsolescence?
Q4) Attitudes of employees regarding the fairness of layoffs is affected by all except
A)if they were asked to cut costs to avoid layoffs.
B)if advance notice was provided.
C)the amount of severance pay provided.
D)if factors used to determine layoffs were applied to both line and staff.
Q5) Many companies in knowledge-based industries are displeased because the recession is leading many older,experienced employees to delay retirement.
A)True
B)False
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Page 14
Chapter 13: The Future of Training and Development
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Sample Questions
Q1) Noe argues that providing training to suppliers,customers and vendors is good business.
A)True
B)False
Q2) Data-flow diagrams are used in the reengineering process to illustrate the flow of information between departments within the company.
A)True
B)False
Q3) All of the following are trends in delivery of training except _________
A)shorter courses the focus on the necessary content.
B)managers are asked to serve as coaches.
C)on-the-job training will decline due to its length.
D)there will be more pre-training assignments.
Q4) ___________ is a mapping tool that can be used to reduce costs and improve communications within an organization.
A)RID
B)Protean career analysis
C)O*NET
D)Social network analysis
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