1. Instructional design logically should begin with needs assessment.
2. True
3. False

1. Readiness for training is a combination of employee characteristics and positive work environment that permit training.
2. True
3. False

1. Presentation methods are preferred over hands-on training methods in helping trainees handle interpersonal issues.
2. True
3. False

1. If a concept involves more than five items, the training program should deliver information in shorter sessions or chunks.
2. True
3. False

1. Orientation training is designed to prepare employees to perform their jobs effectively, learn about the organization, and establish work relationships.
2. True
3. False

1. The approaches to employee development fall into four broad categories: formal education, assessment, job experiences, and interpersonal relationships.
2. True
3. False

1. According to the Myers-Briggs Type Indicator, individuals with a Feeling (F) preference try always to be objective in making decisions, whereas individuals with a Thinking (T) preference are more subjective.
2. True
3. False

1. Assessment centers are primarily used to identify employees’ technical skills.
2. True
3. False

1. A performance appraisal process must identify causes of the performance discrepancy and develop plans for improving performance.
2. True
3. False

1 points

1. In goal setting, it is the employee’s responsibility to identify the goal and the method of determining his or her progress toward that goal.
2. True
3. False

1. Succession planning focuses on high-potential employees.
2. True
3. False

1. To rate employee behaviors, an organization begins by defining which behaviors are associated with the employee’s personality traits.

True

1. False

1. The critical-incident method requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective.
2. True
3. False

1. Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be biased.
2. True
3. False

1. Management by objectives (MBO) links employee performance with the organization’s strategic goals.
2. True
3. False

1. Peer reviews are an excellent source of information about performance in a job where the supervisor does not often observe the employee.
2. True
3. False

1. Self-appraisals are appropriate as the basis for administrative decisions, such as pay increases..
2. True
3. False

1. The improvement of an employee’s performance varies according to the employee’s ability and level of motivation.
2. True
3. False

1. Lawsuits filed against performance management usually involve charges of discrimination or unjust dismissal.
2. True
3. False

1. In procedural justice, the procedures should be consistent from one person to another, and the manager using them should suppress any personal biases.
2. True
3. False

1. In general, employers may conduct random searches of areas like desks, lockers, and toolboxes at any point in time without any justification to the employee.
2. True
3. False

1. The principles of justice convey that the organization must prepare for problems by establishing a formal discipline process in which the consequences become severe if the employee repeats the offense.
2. True
3. False

1. Developing a formal discipline process is a prime responsibility of the human resource department.
2. True
3. False

1. The availability of outplacement counseling while an employee is being encouraged to leave the organization, promotes a sense of fairness on discharge.
2. True
3. False

1. The two primary sets of people in an organization who most affect job satisfaction are co-workers and supervisors.
3. True
4. False

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