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29 Cards in this Set
- Front
- Back
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Inlecture I suggested that training is often ineffective. Regarding this issue, which of the followingstatements is least accurate?a. Trainingis often poorly designed because it is not linked to performance problems orbusiness strategies. b. Trainingshould be evaluated on the basis of learning, behavioral change, andperformance improvement. c. Trainingevaluation, as it is usually done, relies too heavily on reaction measuresrather than improved performance. d. Trainingshould be evaluated mostly on the basisof the number of programs offered and how much training activity exists ratherthan on cognitive, skill-based, or affective outcomes. |
d. Training should be evaluated mostly on the basis of the number of programs offered and how much training activity exists rather than on cognitive, skill-based, or affective outcomes.
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Continuouslearning requires all but which of the following of employees?
a. Thatthey apply utility analysis to the evaluation of knowledge management systems. b. Thatthey understand work systems and processes c. Thatthey acquire knowledge and skill and apply them to their work d. Thatthey share information with others e. Itrequires all of these |
a. That they apply utility analysis to the evaluation of knowledge management systems.
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Tacit knowledge:
a. Is knowledge that is well-documented and easily transferred to others. b. Is knowledge that is normally developed through formal training. c. Is knowledge based on personal experience and acquired through informal learning. d. Both a and b |
c. Is knowledge based on personal experience and acquired through informal learning.
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Knowledge management:
a. Refers to designing and implementing tools that allow creation, sharing, and use of knowledge. b. Contributes to informal learning. c. Both a and b d. Neither a nor b |
c. Both a and b
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The instructional design process is a systems approach to training that begins with:
a. Utility analysis b. Needs assessment c. The development of quasi experimental methodologies for evaluation processes. d. Developing training objectives and evaluation criteria e. Any of the above depending on circumstances |
b. Needs assessment
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Which of the following needs would prompt an organization to conduct a needs assessment?
a. Observations that some employees lack basic skills. b. A decision to produce new products that require new skills. c. The need to apply new technology to production processes that requires changes in job design. d. Changes in laws that create changes in customers needs and demands. e. All the above would prompt the organization to conduct a needs assessment. |
e. All the above would prompt the organization to conduct a needs assessment.
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Which of the following would not be an organizational (external systems) factor affecting the appropriateness of training that might be identified in an organizational analysis?
a. An incentive system that rewards outcomes other than those desired by the organization. b. A compensation system that pays below market wages and makes it difficult to attract trainable employees. c. Obsolete technology that prevents employees from effectively performing their jobs. d. The existence of skill or knowledge deficiencies among employees. e. All of these are external systems factors that an organizational analysis might identify. |
e. All of these are external systems factors that an organizational analysis might identify.
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The individual or person analysis involves answering which of the following questions?
a. Do performance deficiencies result from a lack of knowledge, skill, or ability? b. Who needs to be trained? c. Do the employees that need training have the ability to succeed in training? d. All the above e. None of the above |
d. All the above
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The focus in the task analysis portion of needs assessment is on ____ so that tasks can be identified and the KSAOs required to perform the tasks can be identified.
a. Job evaluation b. Performance evaluation c. Job analysis d. Workplace safety and ergonomics e. Critical elements of work behavior |
c. Job analysis
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The Needs Assessment process tells us:
a. What our instructional objectives should be. b. The criteria that can be used to evaluate training success. c. Information that identifies the type of training necessary. d. Whether training is likely to address organizational problems or will other functions have to be addressed. e. All the above |
c. Information that identifies the type of training necessary.
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The text describes several important individual characteristics that affects individual readiness for training. Which of the following is not one of these factors?
a. The employee’s basic learning skills especially cognitive ability b. Employee knowledge of the benefits or consequences of training c. The employee’s leadership skills, personality traits, and emotional intelligence d. An appropriate work environment and a social support system. |
c. The employee’s leadership skills, personality traits, and emotional intelligence
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The learning principle we call meaningfulness of material means that we should:
a. Set individual goals to make training meaningful. b. Provide specific and relevant examples that enhance transfer. c. Account for individual differences in learning styles. d. Provide opportunity for practice the exact behaviors required to make them more meaningful. |
b. Provide specific and relevant examples that enhance transfer.
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Learning principles such as whole versus part learning and massed versus distributed learning suggest that we:
a. Try to incorporate as much material as possible in each training session to maximize efficiency. b. Fit the amount of material and time per session to the nature of the subject matter and the abilities of trainees. c. Schedule opportunity to practice the whole skill for at least once every two-three training sessions d. Provide whole (massed) examples of appropriate and inappropriate behavior in training. e. Account for individual differences (distributed) rather than offer one teaching style for all (massed). |
b. Fit the amount of material and time per session to the nature of the subject matter and the abilities of trainees.
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Which of the following list of general concepts or fundamentals related to learning is not correct?
a. People learn in similar ways so training methods should be the same for everyone to insure consistency. b. Training goals should be clear, accepted, and moderately difficult c. Repetition and practice improves performance. d. Behavior modeling requires trainers to provide examples of appropriate and inappropriate behavior. e. Providing continuous feedback on the learner’s progress enhances learning. |
a. People learn in similar ways so training methods should be the same for everyone to insure consistency.
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Transfer of training:
a. Implies that training is done by (transferred to) outside consultants to maximize its effectiveness. b. Refers to the concept of moving training off site rather than on-the-job. c. Requires that employees learn the content of the training program and apply what they learn to the job. d. Implies that informal learning occurs when newly trained employees tell others about what they learned. e. Both a and b |
c. Requires that employees learn the content of the training program and apply what they learn to the job.
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Readiness for training also depends on two broad characteristics of the work environment including::
a. Situational constraints and social support b. The psychological contract and the employment contract. c. Managerial attributions and reciprocal causality d. Cognitive ability and emotional intelligence e. Locus of control and conscientiousness |
a. Situational constraints and social support
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Based on your text, an organization should ______ to select a training contractor.
a. Check with the Better Business Bureau b. Develop an RFP and contact vendors c. Use only established consulting firms d. Check multiple references and get several cost estimates |
b. Develop an RFP and contact vendors
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19. Which statement is false? Establishing internal validity:
a. Requires demonstrating that a change in learning or behaviors occurred. b. Requires evaluating training success using affective measures of trainee reactions to training. c. Requires demonstrating that a training intervention was responsible for a change in learning or behavior. d. Requires the use of control groups to eliminate the impact of threats such as history and maturation. |
d. Requires the use of control groups to eliminate the impact of threats such as history and maturation.
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In class we discussed regression to the mean as a threat to internal validity. This term most nearly means that:
a. We need to use statistics to evaluate training success. b. We use linear regression to demonstrate that a training technique will significantly predict job success. c. On-the-job learning creates a threat to internal validity. d. Selection bias in how we select individuals for training can affect training evaluation outcomes. |
b. We use linear regression to demonstrate that a training technique will significantly predict job success.
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In our case we discussed a situation in which trainees are working during the weeks in which they are also in training. Because some learning likely occurs on the job, a threat to internal validity called ____ occurs.
a. Selection bias b. History c. Maturation d. Mortality |
c. Maturation
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In our lecture we discussed a situation in which Red Cross were in training during the days of the Joplin tornado. Because of informal learning from wide-spread media reports, a threat to internal validity called ____ occurs.
a. Selection bias b. History c. Maturation d. Mortality |
b. History
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A experimental design using one group in which individuals are assigned to training and given both pre and post tests will be able to tell you:
a. If learning did occur b. If the training caused the learning to occur. c. Both of the above d. Neither of the above |
a. If learning did occur
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Using the costly but accurate Solomon Four Group design to evaluate learning from a training program would involve all but which of the following?
a. Administering a post-training reaction measure to all trainees b. Administering a pretest to one control and one training group. c. Randomly assigning individuals to training groups. d. Using control groups of employees who do not receive training. e. Administer a post-test to assess achievement and compare scores of trained and untrained groups. |
d. Using control groups of employees who do not receive training.
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On‑the‑job training, OJT, has an important disadvantage in that:
a. It is the most expensive type of training to conduct. b. It tends to have little transferability of learning the actual job. c. Training often lacks structure and trainers often have poor skills. d. It does not provide Ahands on experience to trainees. |
c. Training often lacks structure and trainers often have poor skills.
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A system of training most common in the skilled trades in which instruction is provided both on and off the job is called:
a. Vestibule training b. Apprenticeship training c. An internship d. Behavioral modeling e. Dual method training |
b. Apprenticeship training
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E-learning has all but which of the following advantages over other conventional training techniques such as classroom training?
a. It can save travel costs. b. Research suggests that people would rather read material on the web than hear about it in a lecture. c. It is self-paced. d. It can allow for collaboration and interaction. |
d. It can allow for collaboration and interaction.
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If your training objectives suggest that trainees need to learn through active involvement, practice decision-making, and develop higher-order intellectual skills such as analysis, synthesis, your choice would be to use:
a. Role-playing b. Business games and case studies c. On-the-job training d. Programmed or computer-assisted instruction |
b. Business games and case studies
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New pharmaceutical sales employees need to be trained on product knowledge. You need a consistent, standardized, self‑paced, individualized mode of delivery. Your best choice would be:
a. Lecture or classroom instruction b. Role play. c. Programmed or computer-assisted instruction. d. Business games and case studies. e. Simulations |
a. Lecture or classroom instruction
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You are interested in applying the interpersonal skills being emphasized in training such as oral communication and leadership styles to specific problems employees encounter in their jobs such as conflict situations. The best way would be:
a. Role-playing or behavioral modeling b. Business games and case studies c. Programmed or computer-assisted instruction d. Cross-functional training |
a. Role-playing or behavioral modeling
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