Chapter 7 Integrated Talent Managment Flashcards
Which of the following is an example of an informal development method? (Choose the best response.)
Succession planning programs
Internal group training programs
On-the-job training
Self-study
Self-study
Response D is correct because informal development includes self-study programs and job-rotation programs, as well as job assignments that expose individuals to various duties, responsibilities, tasks, projects, or people.
Which of the following best describes the purpose of manager and leader development? (Choose the best response.)
To affect organizational goals and objectives
To provide guidance and coaching to employees
To create individual development plans for workforce planning
To direct the work of individuals in a department
To affect organizational goals and objectives
Response A is correct because with changes in the roles of managers and leaders comes a need to develop programs that ensure they have the skills required to have a positive effect on the goals and objectives of the organization. A strategic management and leadership development process enables companies to go the distance and increase their competitive knowledge.
Strategic workforce planning includes all of the following EXCEPT ______________. (Choose the option that completes the sentence accurately.
Clarifying the drivers of business strategies
Researching current and anticipated labor markets
Modeling past workforce scenarios
Identifying expected talent gaps
Modeling past workforce scenarios
Response C is correct because modeling future workforce scenarios would be proactive versus modeling based on the past.
Performance management is an important talent management function that involves all of the following EXCEPT______________. (Choose the option that completes the sentence accurately.)
Clarifying responsibilities
Establishing sales goals for the organization
Developing action plans
Taking corrective action
Establishing sales goals for the organization
Response B is correct because performance management does not include establishing an organization’s goals; that is the responsibility of senior leaders. Performance management focuses on goal-setting at the individual level. It involves establishing accountability for individuals meeting goals, standards, and expectations.
Engaged employees show significant differences from other employees in ______________. (Choose the option that completes the sentence accurately.)
Productivity, absenteeism, and online learning scores
Productivity, absenteeism, and safety incidents
Productivity, absenteeism, and management skills.
Profitability, online learning scores, and management skills
Productivity, absenteeism, and safety incidents
Response B is correct because research shows that there are differences between engaged versus disengaged employees in these three areas.
Interrelationships among key components of talent management ______________. (Choose the option that completes the sentence accurately.)
Ensure that organizations have the right people with the right skills in the right place at the right time
Guarantee organizations have competent talent
Have little effect on ensuring employees have the right skills
Require TD professionals to continuously develop training programs
Ensure that organizations have the right people with the right skills in the right place at the right time
Response A is correct because having an integrated talent management initiative connects all the functions that maximize an organization’s talent.
As a TD manager, your leadership asked you to identify a way to provide experience and development to a high-potential manager who is being groomed for future leadership positions. In the program, the manager will spend one year working in a number of departments. During the first six months, the manager is moving to a same-level position in the sales department. After that assignment, the manager will move for six months to another same-level position in the marketing department. What is this type of development strategy known as and why did you select it? (Choose the best response.)
External group development because this employee has already proven himself to be high-potential
Job rotation because it is one of the most effective ways to keep high-potential employees engaged
Job rotation because exposure to different functions increases employees’ knowledge of the organization and builds new skills
Job rotations because it is the fastest way to a promotion
Job rotation because exposure to different functions increases employees’ knowledge of the organization and builds new skills
Response C is correct because job rotation involves moving to other, same-level jobs in the organization with the goal of providing future management and leadership candidates with experiences that facilitate changes in thinking and perspective.
As a TD professional you have been asked to work with a manager in the marketing department on options for getting unbiased feedback about her performance from employees in her department. What advice do you give her to encourage candid feedback? (Choose the best response.)
Internal training
Competency assessments
Simulations
Coaching
Coaching
Response D is correct because as senior leaders and executives move up the ladder, it becomes more difficult for them to get objective feedback about their performance. This can be remedied by coaching leaders to solicit feedback.
You were hired three months ago as the Talent Development Manager in a small family-owned paint business. The owners brought you in to help them determine how to keep their best talent in their business since they are often hired away by large chains. The TD Manager position is new to the organization since they provide little development to their employees. When you were hired you asked for 90 days to review the company practices and get your bearings. You are preparing for your meeting with the owners and are confident that you have some ideas for the business. Your report will include which of the following ideas? (Choose the best response.)
Systems review of all job descriptions and a compensation study because the big chains are able to match employees with the best jobs and pay more
A survey that measures employee satisfaction of employee development, career growth opportunities, level of stimulating work, clarity of how they contribute to the business success, and pride in their work and the company
A succession plan that identifies and analyzes critical roles as well as potential attrition from the critical roles and establishes which jobs employees will move into next
A performance review that establishes accountability and provides feedback and coaching
A survey that measures employee satisfaction of employee development, career growth opportunities, level of stimulating work, clarity of how they contribute to the business success, and pride in their work and the company
Response B is correct. While the other three items may contribute to the situation, you must first find out the root cause for people leaving and why they are not engaged enough to stay. All of these items are drivers that increase employees’ engagement and desire to remain on the job.
When conducting a current capability assessment, TD professionals should examine baseline assessments from all these perspectives EXCEPT______________. (Choose the option that completes the sentence accurately.)
What basic skills are needed just to maintain the status quo and keep the organization running?
What skills are needed to improve the organization?
What are the new business drivers on the horizon, and what skills are needed to meet those future needs?
What skills did not contribute to performance in the past?
What skills did not contribute to performance in the past?
Response D is correct because TD professionals can provide thoughtful leadership to HR about the organization’s talent capabilities by looking at the current skills and those needed in the future. Although historical perspective can be useful, forward thinking is needed to build the talent pool of the future.
Estimated organizational talent needs should be based on ______________. (Choose the option that completes the sentence accurately.)
Past retirement statistics
Supply-and-demand projections for the workforce
Possible mergers
Project timelines
Supply-and-demand projections for the workforce
Response B is correct because supply and demand changes constantly and is important in estimating future talent needs.
Under which condition might the organization want to consider acquiring talent from the outside? (Choose the best response.)
The position requires continuity and institutional knowledge
The position has a steep learning curve
The position is a new direction for the organization and requires a fresh perspective
The position is difficult to fill
The position is a new direction for the organization and requires a fresh perspective
Response C is correct because a fresh perspective is more likely to come from an outsider who is not influenced by organizational history.
Which of the following best defines strategic planning? (Choose the best response.)
A process of surveying employees for the purpose of developing reward and recognition systems
A process of systematically organizing the future
A process of facilitating group brainstorming and gathering knowledge management data
A process of identifying performance gaps and selecting appropriate learning solutions
A process of systematically organizing the future
Response B is correct because strategic planning should be used as a tool to enable managers to accomplish more of the things critical to the TD function and the HR process. For that reason, strategic planning should not be a one-time effort, but ongoing. Finally, strategic planning should help integrate the TD program into the organization, to include developing workforce and succession planning processes, which allow for systematically organizing the future of the organization.
A workforce plan identifies______________. (Choose the option that completes the sentence accurately.)
The skill and knowledge gaps and skill and knowledge required to meet future needs
The organization’s goals and objectives
The future roles and responsibilities of a job
The best candidates with potential to move into a new job
The skill and knowledge gaps and skill and knowledge required to meet future needs
Response A is correct because workforce planning identifies skill and knowledge gaps and the skill and knowledge required to meet future workforce needs. In general, a workforce plan provides managers with a framework for making staffing decisions based on an organization’s mission, strategic plan, budget resources, and desired competencies.
Which of the following analysis methods uses a questionnaire, often with open-ended questions, when input is needed from employees and managers? (Choose the best response.)
Interviews
Observations
Surveys
Work diaries
Surveys
Response C is correct because an open-ended survey or questionnaire should be used when input is needed from employees and managers. When job analysis is conducted using a computer model, a highly structured questionnaire is strongly recommended. Off-the-shelf and online surveys are available.
Competencies focus on the skills, knowledge, behaviors, and ______________of those employees who are performing jobs at a high level of proficiency. (Choose the option that completes the sentence accurately.)
Talents
Attitudes
Abilities
Requirements
Attitudes
Response B is correct because, unlike job descriptions which outline the requirements of the work, competencies speak to the skills, knowledge, behaviors, and attitudes employees need to be successful.
You are a TD manager whose VP has asked you to design a program to develop the high-potential employees within your company. The VP also wants to begin to match these people with prospective roles within the company as needed. How will you begin to meet your VP’s request? (Choose the best response.)
Initiate strategic planning
Develop a replacement planning module
Create a succession plan
Design career planning for the company
Create a succession plan
Response C is correct because developing high-potential employees and matching them with prospective roles is one aspect of the focus of succession planning, which is to create a self-reliant workforce in which organizations gain increased productivity and a pool of developed talent.
As a TD manager for a publisher, you have collected information on the skills gaps that exist as well as the skills required for the auditor role in a finance team. In addition to collecting this information, you have also aligned the goals of the role to the organization’s mission and strategy. You are pleased with the results since this is your first effort to complete a ______________. (Choose the option that completes the sentence accurately.)
Business plan
Training plan
Workforce plan
Succession plan
Workforce plan
Response C is correct because a workforce plan identifies skill and knowledge gaps and the skills and knowledge required to meet future workforce needs. In general, a workforce plan provides managers with a framework for making staffing decisions based on an organization’s mission, strategic plan, budgetary resources, and set of desired competencies.
You have been a TD director for a Department of Defense (DoD) contractor for 15 years. Your company has a contract for several high-tech replacement parts for the drones that the DoD uses. You have never seen such uncertainty in the economy or ambiguity coming from Congress. The upcoming year could be one of a huge amount of work or very little. To add to this uncertainty, you know that a large number of your employees are retirement eligible this year, but have not yet stated their intentions. How will you approach this dilemma? (Choose the best response.)
Create a realistic estimate of the range of future talent demand, identify skill gap options, and design training to address them
Create a realistic estimate of the range of future talent demand, and go to your leadership for advice
Create a realistic estimate of the range of future talent demand, create a succession plan that is ready to implement as soon as you are certain about the future
Create a realistic estimate of the range of future talent demand, identify creative options for new talent that includes contract support and a recruitment plan
Create a realistic estimate of the range of future talent demand, identify creative options for new talent that includes contract support and a recruitment plan
Response D is correct. In this case estimating future talent requires a creative workforce plan and a strategy to manage it. The uncertainty means you will be unable to pinpoint the exact size of the talent gap. You may have a large amount of work or very little. You may have many retirements or few. The uncertainty requires you to be prepared with actions you will take depending upon what happens. If you are prepared with options to use contract employees and a recruitment plan, you will be ready for whatever occurs.
Which of the following best describes Williamson’s trait-and-factor theory? (Choose the best response.)
Starting at the age of 18, people move from career exploration to a series of events
People can be understood in terms of the characteristics they possess, such as intelligence, ambition, aptitude, and self-esteem
Careers move through five distinct phases from childhood through adulthood
The consistency of career choices depends on a match between an individual’s core strengths and characteristics
People can be understood in terms of the characteristics they possess, such as intelligence, ambition, aptitude, and self-esteem
Response B is correct because Williamson’s trait-and-factor approach to counseling is based on the theory that people can be understood in terms of the traits they possess. Traits can include intelligence, ambition, aptitude, and self-esteem. Factors are statistical representations of the traits.
Which of the following best describes Super’s developmental framework? (Choose the best response.)
Starting at the age of 18, people move from career exploration to a series of events
People can be understood in terms of the characteristics they possess
Careers move through five distinct phases from childhood through adulthood
The consistency of career choices depends on a match between an individual’s core strengths and characteristics
Careers move through five distinct phases from childhood through adulthood
Response C is correct because Super’s developmental framework is based on the idea that careers move through five distinct phases from childhood through adulthood. In addition, Super theorized that the choice of an occupation is highly influenced by each person’s self-image and how this self-image mapped to people already in a particular occupation.
Who is credited with the DECIDES model, a seven-step, decision-making process that provides a direct link between social learning theory, career development, and decision making? (Choose the best response.)
Krumboltz
Williamson
Ginzberg
Schein
Krumboltz
Response A is correct because Krumboltz’s model is known as the DECIDES model and is a rational decision-making process with seven steps: define the problem, establish an action plan, clarify values, identify alternatives, discover probable outcomes, eliminate alternatives systematically, and start action.
Which of the following is NOT an issue associated with career planning theories? (Choose the best response.)
Human capital and organizational needs
Approaches to work across generations
Multicultural influences
Organizational structure
Organizational structure
Response D is correct because responses A, B, and C are common issues associated with the application of career planning theories. They are balancing the need for financial ROI with human capital and other organizational needs, working with and understanding the differences among generations and their approaches to work, and the influence of cultural differences.
Developing key roles and jobs requires ______________. (Choose the option that completes the sentence accurately.)
Attendance at a leadership conference
A focus on two to three approaches
A variety of approaches
A singular track
A variety of approaches
Response C is correct because a successful succession plans use a variety of approaches for developing talent for key roles and jobs throughout an organization.
You are a TD professional who has studied numerous career development theories. You are incorporating a combination of career development theories into your actual situation, working to ensure the right balance of reality and theory. Based on your knowledge of career development, you have chosen ______________. (Choose the option that completes the sentence accurately.)
Holland’s Occupational Congruency Model and DECIDE
Roe’s Theory of Occupation and Schein’s Career Anchors
Balance between personal assessment and the market
A growth model for occupational development
Balance between personal assessment and the market
Response C is correct because determining the ideal future of the organization in terms of career development is a process that must be based on appropriate concepts and theories. The vision must be realistic and provide a strong link between the present situation and future possibilities, including organizational needs and appropriate solutions to address those needs.
You are mentoring your TD professional colleagues. Today the group is discussing theories about how people develop. You suggest that people make career choices based on their level of comfort or self-knowledge. What approach are you discussing with your co-workers? (Choose the best response.)
Career anchors theory
Occupation theory
Occupational congruency model
Krumboltz’s model
Career anchors theory
Response A is correct because the career anchors theory shows that as individuals learn more about themselves, their career choices are affected by this self-knowledge. If the individual moves away from this comfort zone, he or she is pulled back to this self-knowledge and toward choices that suit him or her better. Schein categorized the basic drivers of these career decisions—talents, motives, and values—into eight career anchors that fit all individuals.
You are a TD Director for a large 75-year-old wholesale food distribution company. You realize that the margins on food products are small and everyone needs to keep expenses to a bare minimum; however, the C-suite’s recent request is just not going to work. Because they are focused on a return-on-investment (ROI), they expect you to use the same career development approaches for the employees the company employs today as it did 10 years ago. What concerns you the most about their request? (Choose the best response.)
Your ability to maintain a balance between personal assessment and the market career development approach
Your ability to implement Williamson’s trait-and-factor career development theory
Your ability to continue using Roe’s theory of occupation and its eight groups of service for career development
Your ability to meet career development expectations of the employees you hire today
Your ability to meet career development expectations of the employees you hire today
Response D is correct. In this role, you need to balance ROI and the need to develop people. Your organization has a need to see an economic payback for investing in people. Often these investments organizations make in people are based on the “hope” that the investment will pay off. In this case however, you also must consider that today’s workforce is not the same as it was 10 years ago. You need to work with and understand the differences between generations as well as the influence of cultural differences. This will most likely require different approaches to career development.
Multi-rater feedback is a process in which at least two levels of management review employees and agree on their candidacy for specific positions. Which of the following types of multi-rater feedback uses a questionnaire to ask superiors, direct reports, peers, and other internal and external customers how well an employee performs? (Choose the best response.)
Assessment centers
Myers-Briggs Type Indicator
Leadership assessments
360-degree feedback
360-degree feedback
Response D is correct because a 360-degree feedback questionnaire asks people—superiors, direct reports, peers, and internal and external customers—how well an employee performs in any number of behavioral areas. These raters should know the employee, and they should have opinions that the organization respects. Sometimes the employee also will want to rate himself or herself as a personal benchmark.
Which of the following uses a four-dimensional model in an assessment, inventory, and survey format to indicate several characteristics, including dominance and steadiness? (Choose the best response.)
Myers-Briggs Type Indicator
DiSC Personality Profile
Career profiles
Leadership assessments
DiSC Personality Profile
Response B is correct because it uses a four-dimensional model in an assessment, inventory, and survey format. The results indicate dominance (direct and decisive), influence (optimistic and outgoing), steadiness (sympathetic and cooperative), and conscientiousness (concerned and correct).
An TD manager is documenting the paths employees need to follow to achieve various positions in the organization. This type of tool or process is best described as a______________. (Choose the option that completes the sentence accurately.)
Career profile
360-degree feedback
DiSC Personality Profile
Assessment center
Career profile
Response A is correct because a career profile is used in connection with a resume, a summary statement that highlights a person’s work history and skills and competencies.
Which of the following affects the development and administration of assessments and is concerned with the ability of the same instrument to produce consistent results over time? (Choose the best response.)
Reliability
Validity
Fairness
Central tendency
Reliability
Response A is correct because reliability is the ability of the same instrument to produce consistent results over time. Stated in a different way, reliability concerns the accuracy or precision of the instrument. Certain types of data are inherently reliable, such as a person’s age. When evaluating this type of data, TD professionals can feel confident that they will get reliable results every time.
Which of the following affects the development and administration of assessments and is concerned with the ability of the same instrument to produce consistent results over time? (Choose the best response.)
Reliability
Response A is correct because reliability is the ability of the same instrument to produce consistent results over time. Stated in a different way, reliability concerns the accuracy or precision of the instrument. Certain types of data are inherently reliable, such as a person’s age. When evaluating this type of data, TD professionals can feel confident that they will get reliable results every time.
Validity
X Incorrect
Fairness
X Incorrect
Central tendency
Validity
Response C is correct because validity determines that an instrument accurately measures what it’s intended to measure; for example, if a group of participants misinterprets the intended meaning of a particular test question, the resulting data would not be valid.
You are a TD manager who has been asked to identify the developmental needs of future leaders at various levels in the organization. How do you plan to go about accomplishing this task? (Choose the best response.)
Career profile
Leadership assessment
DiSC Personality Profile
Myers-Briggs Type Indicator
Leadership assessment
Response B is correct because leadership assessments identify developmental needs of current and future leaders at all levels in the organization. The assessment process helps organizations identify potential and helps employees develop career plans.
As a TD professional, you are conducting a measurement analysis of leadership skills for a management role. The difficulty lies in the fact that the role has gone through tremendous change in the last four years. Based on this, what best describes the situation you are facing when working with past and present data surrounding this role? (Choose the best response.)
The validity of the data is automatically compromised because of all of the changes
The reliability of the data is automatically compromised because of all of the changes
The validity of the data is affected because it was administered to test subjects before being administered to actual subjects
The reliability of the data should be examined closely to determine whether the effects of the changes have affected the results of the data
The reliability of the data should be examined closely to determine whether the effects of the changes have affected the results of the data
Response D is correct because reliability refers to the ability of the same instrument to produce consistent results over time and determines how frequently it succeeds. Reliability is concerned with the accuracy or precision of the instrument. TD professionals can attempt to improve reliability by considering the types of data being measured and carefully wording questions to increase the likelihood that participants will respond consistently. TD professionals can also assess consistency by evaluating responses over time.
As a TD director new to your job at the headquarters of a big-box store chain, you are surprised to receive a registered letter from an employment attorney in Atlanta. The attorney represents an employee who claims that she was discriminated against when a man was selected for a training program instead of her. This program is required before an employee can be moved to section supervisor. What is the appropriate next step? (Choose the best response.)
This is a serious accusation and the next step is to contact the company’s legal department
Ignore the letter since the company has been using this process for over a decade without a problem; if you address it you are admitting guilt
Contact the employee and explain that the burden of proof lies with the employee
Contact the employee and explain that no discrimination occurred because no testing occurred
This is a serious accusation and the next step is to contact the company’s legal department
Response A is correct. The employer bears the burden of proof to demonstrate that any given requirement for employment is related to job performance. In the context of human resource development, a decision to select someone for a training program is a test. For example, an interview to determine eligibility for a training opportunity is just as much a test under the law as the requirement to pass a pencil-and-paper assessment for verbal fluency for entry into an organization-sponsored program.
Regression analysis is used to______________. (Choose the option that completes the sentence accurately.)
Analyze data resulting in a statistical direct correlation, inverse correlation, or zero correlation
Quantify how certain behaviors are tied to outputs
Illustrate the probability that a true relationship exists between two variables
Analyze data to prove validity of the correlation
Quantify how certain behaviors are tied to outputs
Response B is correct because regression analysis helps define the behaviors that drive a rating or output.
Methods for capturing learner data include all of the following EXCEPT______________. (Choose the option that completes the sentence accurately.)
Game scores
Survey results
Focus groups
Compensation market surveys
Compensation market surveys
Response D is correct because compensation market surveys are not used in evaluating learner data. Compensation market surveys help drive benchmarking of salary levels.
As a TD professional, you are advising an employee about which courses would be most helpful with her career advancement. The employee is asking for “proof” and you have decided to use an analysis method to support your recommendations. What will you use as the best talent management analytics method? (Choose the best response.)
Regression analysis
Correlation analysis
Multiple regression analysis
Significance testing
Correlation analysis
Response B is correct because through the use of talent management analytics a correlation between courses taken and career advancement can be linked and provide the “proof” the employee is requesting.
One step in evaluating talent management software is to ask selected suppliers to ______________. (Choose the option that completes the sentence accurately.)
Integrate their software into the organization’s software to show value prior to purchase
Provide a pilot period
Integrate a generic version
Customize modules
rovide a pilot period
Response B is correct because suppliers, eager to sell their software, will provide a demo or a pilot period to customers. The system can then be evaluated for compatibility.
Strategies for keeping up-to-date with emerging technologies include all of the following EXCEPT______________. (Choose the option that completes the sentence accurately.)
Suppliers’ webinars
Industry reports
Instructional design textbooks
Questioning suppliers
Instructional design textbooks
Response C is correct because textbooks are usually out-of-date about technology. The best course of action is to rely on the three other choices plus read industry journals, talk with peers, and visit conference expos.
You manage the TD department for a car parts distributor. Last year was a good year for the company, so you budgeted for talent management software to better provide services to the rest of the company. You are particularly interested in identifying professional needs information to guide the development of future training programs. You need to present an explanation to management about how you will use the organization’s talent management software to help inform future decisions. How will you lead off the explanation to the management team? (Choose the best response.)
Talent management software allows the TD professional to view the number of employees who have taken courses
Talent management software allows the TD professional to use data for needs analysis
Talent management software allows the TD professional to assist in workforce planning
Talent management software allows the TD professional to commit budget dollars to courses
Talent management software allows the TD professional to use data for needs analysis
Response B is correct because the data housed in the software can be used to determine what additional development is necessary to improve the capability of the workforce.
Which of the following personal space guidelines between adults is most appropriate for co-workers and social acquaintances in the United States? (Choose the best response.)
18 inches
18 inches to four feet
Four to 12 feet
12 or more feet
Four to 12 feet
Response C is correct because Edward T. Hall defined four spatial relationships among adults in the United States, who may encounter difficulties in communicating with people from other cultures because of different ideas of appropriate personal space. The U.S. arm’s-length approach may be uncomfortable in societies where friendly or serious conversations are conducted close enough to feel the other’s breath on one’s face.
Which of the following personal space guidelines between adults is most appropriate for co-workers and social acquaintances in the United States? (Choose the best response.)
18 inches
X Incorrect
18 inches to four feet
X Incorrect
Four to 12 feet
Response C is correct because Edward T. Hall defined four spatial relationships among adults in the United States, who may encounter difficulties in communicating with people from other cultures because of different ideas of appropriate personal space. The U.S. arm’s-length approach may be uncomfortable in societies where friendly or serious conversations are conducted close enough to feel the other’s breath on one’s face.
12 or more feet
Personal space
Response B is correct because proxemics is the relationship of people’s positions in space. Anthropologist Edward T. Hall defined four spatial relationships among adults in the United States: intimate (18 inches around the body, for family and lovers); personal (18 inches to four feet, for family and friends); social (four to 12 feet, for co-workers and social acquaintances); and public (more than 12 feet, for platform speakers and entertainers).
A TD professional is working with her organization to institute a diversity program. Which is the most likely reason why this type of program is being implemented? (Choose the best response.)
The company has recently grown to include international operations
The company is growing its product line to include more features
The company is being sold to a competitor in a different industry
The company’s largest competitor is not offering training in this area
The company has recently grown to include international operations
Response A is correct because more businesses are operating globally today. This requires skills in cross-cultural communication and necessitates valuing different cultural models. TD professionals may need to facilitate inclusion of new cultural ideas or minority and gender groups during training analysis and planning processes for employee development programs. To help facilitate inclusion of employees while minimizing differences, many organizations celebrate differences to help build awareness of different cultures and groups.
A TD professional is building a diversity program. Of the following, which is NOT considered a factor that should be included? (Choose the best response.)
Race
Ethnicity
Gender
Role
Role
Response D is correct because organizations use a variety of factors to maximize workplace diversity, but “role” is not one of them. Organizations use diversity initiatives to reflect the changing population of the general workforce. It is important that there is an awareness of the various aspects of diversity and appropriate methods are used to meet strategic initiatives for a diverse population.
Some people believe that diversity training, while increasing race awareness, ______________. (Choose the option that completes the sentence accurately.)
Reinforces differences between individuals rather than concentrating on commonalities
Causes an increase in diversity problems
Reinforces stereotypes
Should not be a part of formal organizational training
Reinforces differences between individuals rather than concentrating on commonalities
Response A is correct because there are two schools of thought concerning diversity training. One belief is that increasing race awareness will increase appreciation for diversity and inclusion. The other school of thought is that race awareness reinforces differences between races and decreases support for diversity.
You work for a small consulting firm and have been invited to develop a training session for a high-power-distance culture. You want to customize your session to best meet their needs. Which instructional method should you use? (Choose the best response.)
Experimentation
Role play
Fishbowl
Lecture
Lecture
Response D is correct because a high-power-distance culture emphasizes differences in status and authority relationships, thus favoring a traditional teacher-student orientation. High-power-distance cultures emphasize the lecture form of teaching.
You are a TD professional from Germany who has moved to the United States to take a job with a German car manufacturing firm. You speak German and English but experience difficulty when delivering your first course in the United States. Upon reading the first day Level 1 evaluations you realize that some of the material is not coming across with the same effect as it does in Germany. Which of the following is a probable reason for this situation given your knowledge of diversity, learning transfer, and multiple languages? (Choose the best response.)
Nuance errors
Gross translation errors
Creative differences
Inclusion approach
Nuance errors
Response A is correct because when two parties do not have similar command of a language, mild distinctions between meanings can lead to misunderstandings.
You are a TD professional from Germany who has moved to the United States to take a job with a German car manufacturing firm. You speak German and English but experience difficulty when delivering your first course in the United States. Upon reading the first day Level 1 evaluations you realize that some of the material is not coming across with the same effect as it does in Germany. Which of the following is a probable reason for this situation given your knowledge of diversity, learning transfer, and multiple languages? (Choose the best response.)
Nuance errors
Response A is correct because when two parties do not have similar command of a language, mild distinctions between meanings can lead to misunderstandings.
Gross translation errors
X Incorrect
Creative differences
X Incorrect
Inclusion approach
Inclusion
Response A is correct because an inclusive culture develops more flexible and broader-thinking leaders who are better prepared for a global economy. TD professionals may identify the need to facilitate inclusion of new cultural ideas or minority and gender groups during training analysis and planning processes for management development programs. During this process, the HR function and top management may develop a strategy to interview and hire for differences to broaden diversity within the organization.
You are a TD professional who has been asked to be a part of a cross-functional team led by the HR director. The team’s goal is to develop a hiring strategy to broaden the diversity of the organization’s leadership team. Based on your knowledge of approaches to diversity, which type of approach is being used in this scenario? (Choose the best response.)
Inclusion
Response A is correct because an inclusive culture develops more flexible and broader-thinking leaders who are better prepared for a global economy. TD professionals may identify the need to facilitate inclusion of new cultural ideas or minority and gender groups during training analysis and planning processes for management development programs. During this process, the HR function and top management may develop a strategy to interview and hire for differences to broaden diversity within the organization.
Socialization
X Incorrect
Ethnicity
X Incorrect
Configuration
Generational differences
Response B is correct because a lack of understanding of how different generations perceive and approach things can often lead to conflict. In this case, Gen Y employees have a need to be connected through social media, and if there is no policy, they feel it is okay to do so. Other generations, such as the Baby Boomers, may view it as wasting time. Baby Boomers also see the value in face-to-face communication while the Gen Y find email more efficient and a better way to monitor and track expectations and interactions. They may believe going to visit other departments wastes time.
