Exam III

Question 1

Importance of learning

Answer 1

trainers need to know how people learn in order to change or shape employee behavior

Question 2

Def: Learning

Answer 2

A response that results in a change in the way someone acts

Question 3

Classical conditioning

Answer 3

Stimulus response

learning results in a direct, involuntary, learned behavior

Question 4

Operant Conditioning

Answer 4

learning as a result of desired rewards or avoiding punishment

direct, voluntary, learned behavior

Question 5

Social Learning

Answer 5

Also known as vicarious learning

watching the actions of others and consequences of their actions

indirect, voluntary learned behavior

More knowledge work = more social learning

Question 6

Def: Constructivism

Answer 6

All things are placed in the context of the organization when learning a topic
ex. interactive videos

Question 7

Def: Training

Answer 7

process of teaching employees the skills necessary to perform a job

-KSA’s they will need in order to succeed at work

Question 8

Def: Employee Development

Answer 8

an ongoing education to improve knowledge and skills for present and future jobs within the firm

Question 9

Def: Competency Models

Answer 9

identifies the KSAs needed in order to perform a particular job in the organization and the types of training a new employee or someone who changes jobs will need

Question 10

Def: New Employee Orientation

Answer 10

the process of introducing new employees to the organization and their jobs

for new job requirements or processes

Question 11

Def: Remediation

Answer 11

the correction of a deficiency or failure in a process or procedure

for employee development for advancement

Question 12

Def: Needs assessment

Answer 12

the process of analyzing the difference between what is currently occurring within the job and what is required (now or later) based on the firm’s operations and strategic goals

Question 13

What can happen if a needs assessment isn’t done correctly?

Answer 13

1. a training course may be poorly designed
2. the wrong employees may participate
3. trainers may create programs that are unnecessary or incomplete

Question 14

Written material, lectures, videos, question and answer sessions, discussions, and demonstrations develop what type of skill?

Answer 14

Technical

Questions or problems are presented to the trainee, they are asked to choose a response, and then are given feedback on their response

Question 15

Programmed Learning develops what type of skill?

Answer 15

Technical

can also develop interpersonal and communication skills depending on presentation format

Question 16

Job rotations develop what kind of skill?

Answer 16

Technical

employees are training to perform different jobs and helps them to also develop conceptual skills

Question 17

Projects develop what kind of skill?

Answer 17

Technical

trainee given special assignments to help develop interpersonal and conceptual skills as well

Question 18

Role playing develops which kind of skill?

Answer 18

Human relations skills

act out situations that may occur to develop skills at handling such situations

Question 19

Behavior modeling develops which kind of skill?

Answer 19

Human relations skills

observe how to perform a task correctly, then they role play it out and receive feedback. From there they develop a plan for utilizing the skill on the job

Question 20

Cases develop which kind of skill?

Answer 20

Conceptual and design/business

presented a simulated situation and asked to diagnose and solve problems; usually given Q’s about their process

Question 21

In-Basket Exercises develop which kind of skill?

Answer 21

Conceptual and design/business

given actual or simulated documents from the workplace. Trainee must determine what action would be required and assign priorities

Question 22

Management games develop which type of skill?

Answer 22

Conceptual and design/business

work in teams to manage a simulated company of the course of “quarters” or “years”\

Question 23

Interactive Videos develop which type of skill?

Answer 23

Conceptual and design/business

trainees can view videos that present situations requiring conceptual skills or decision making

Question 24

What are the three things to keep in mind when delivering a training?

Answer 24

what information is being transferred

the options available to the organization

the best type of training to use in order to maximize the transfer of knowledge while minimizing costs to the organization

Question 25

Four steps for successful OJT

Answer 25

1. Preparation of the trainee
2. Presentation of the task by the trainer
3. Performance of the task by the trainee
4. Follow-up

Question 26

Def: Synchronous distance learning

Answer 26

all trainees sign into a particular website where the instructor interacts with the students and teaches the topics for the day

Question 27

Def: Asynchronous distance learning

Answer 27

trainees can sign in to the training site at any point in time and materials are available for their studies

Question 28

Def: assessing training

Answer 28

to evaluate whether or not the training achieved the shaped behavior identified through the needs assessment

Question 29

Def: Performance management

Answer 29

the process of identifying, measuring, managing, and developing the performance of human resources

Question 30

Def: performance appraisal

Answer 30

the ongoing process of evaluating employee performance

Question 31

Accurate performance measures must be: (4)

Answer 31

valid/reliable
acceptable/feasible
specific
based on the mission and objectives

Question 32

Why do we conduct performance appraisals?

Answer 32

communicate employee’s performance strengths ans improvement needs

make employee-related decisions

motivate and develop

Question 33

What three things can we assess in a performance appraisal?

Answer 33

Traits (physical or psychological)

Behaviors (actions)

Results/outcomes (how well goals were achieved)

(ALL MUST BE JOB RELATED

Question 34

Def: Base Pay

Answer 34

wages are paid on an hourly basis

salary is based on a longer period of time

Question 35

Def: wage and salary add-ons

Answer 35

includes overtime, shift differential, premium pay for working weekends and holidays, etc.

Question 36

Def: Incentive pay

Answer 36

aka variable pay

“pay for performance” commonly includes piece work in production and commission sales

Question 37

Def: benefits

Answer 37

indirect compensation

provides something of value to the employee

Question 38

What’s the goal of compensation?

Answer 38

to motivate employees to do the things the firm needs, consistently, over time

Question 39

Def: expectancy theory

Answer 39

employee believe the rewards for accomplishing a task are worth the effort

clearly define goals and how to achieve them

tie performance to rewards

be sure rewards have value to the employee

make sure management does what is says it will

Question 40

Fair Labor Standards Act of 1938 (amended)

*came after great depression

Answer 40

Covers minimum wage, overtime issues, and child labor rules for most U.S based businesses

Question 41

Def: Minimum wage

Answer 41

the lowest hourly rate of pay generally permissible by federal law
(some exemptions ex. farming)

Question 42

Def: comparable worth

Answer 42

jobs are distinctly different but entail similar levels of ability, responsibility, skills, and working conditions, they are of “equal value”

(consistently rejected by the courts because different than equal pay for equal work)

Question 43

Def: job evaluation

Answer 43

the process of determining the worth of each position relative to the other positions within the organization

Question 44

Def: Job ranking

Answer 44

subjectively ranking jobs from lowest to highest in terms of value to the organization

Question 45

Def: Point-factor

Answer 45

objectively breaking down a job into compensable factors and applying points to each factor based on the job’s level of difficulty

Question 46

Def: Factor comparison

Answer 46

Analyzing and ranking compensable factors of benchmark jobs in pay surveys and ranking the jobs against the benchmark

most commonly used

Question 47

Def: Pay structure

Answer 47

creates a hierarchy of jobs and their rates of pay within the organization

made up of job surtaxes and pay levels

Question 48

Def: Job structure

Answer 48

the stacking up of the jobs in the organization from the lowest to the highest levels

Question 49

Def: Pay levels

Answer 49

provide minimum and maximum pay for a group or subset of jobs within the organization

Question 50

Def: delayering

Answer 50

the process of changing the company structure to get rid of some levels in the hierarchy (reporting levels)

Question 51

Def: Broadbanding

Answer 51

the combining of multiple pay levels into one

Question 52

Def: Incentive Pay

Answer 52

aka variable pay

compensation that depends on some measure of individual performance or results in order to be awarded

Question 53

Individual incentives work best when:

Answer 53

there are distinct and measurable outcomes for individual efforts

individual jobs require autonomy

Question 54

Group incentives work best when:

Answer 54

you need people to cooperate

individual contributions are difficult to identify

members possess similar or complimentary skills

Question 55

What may be wrong about executive compensation?

Answer 55

excessive pay - while employees get wage cuts/freezes, CEOs pay increases

ethics

Question 56

What did excessive executive compensation result in?

Answer 56

Dodd-Frank Wall Street Reform and Consumer Protection Act

Question 57

Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010

Answer 57

limits executive pay in public corporations and adds requirements for reporting of compensation and shareholder involvement with executive compensation

Question 58

What were the three manor provisions of the Dodd-Frank /Consumer Protection Act?

Answer 58

1. shareholders vote on executive compensation packages (say on pay and golden parachutes)
2. every public company must disclose the CEO’s total compensation, the median compensation of all employees, and the ratio
3. all public firms must provide annual info on the relationship between executive compensation and total shareholder return

Question 59

Executive Incentives should:

Answer 59

be designed to motive the executive to make decisions that will benefit the organization in the short and long term

Question 60

What are 4 types of executive incentives?

Answer 60

1. stock incentives
2. perquisites
3. short-term bonuses
4. long-term sock awards or options

Question 61

What is the goal of executive compensation?

Answer 61

to create a system that aligns the behavior of the executive with the interests of the owners of the firm by combining short and long term incentives