Test Bank for Effective Training 5th Edition by Blanchard

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Test Bank for Effective Training 5th Edition by Blanchard

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WITH ANSWERS
Effective Training 5th Edition by Blanchard  
Test Bank 

 

CHAPTER TWO: aligning training with strategy

MULTIPLE-CHOICE questions

 

  1. Strategic planning is best defined as
    1. The development of a relatively longterm mission consistent with internal tactics.
    2. The development of relatively shortterm objectives that meet the executive committee objectives.
    3. A process for determining how best to pursue the organizations mission while meeting the demands of the environment.
    4. The development of values and ideals of the organization relevant to long-term objectives.

Answer:        C

Difficulty:     Moderate

Page Ref:      27

 

  1. Strategic planning that focuses on the long term is a(n)
    1. Reactive strategy.
    2. Proactive strategy.
    3. Less formal analysis.
    4. Objective setting process.

Answer:        B

Difficulty:     Challenging

Page Ref:      27

 

  1. HRD should be involved in strategic planning by
    1. Helping shape strategy.
    2. Influencing the HR strategy.
    3. Developing its own strategy in line with the strategic plan.
    4. Both B & C.
    5. All of the above.

Answer:        E

Difficulty:     Challenging

Page Ref:      28

 

  1. Which of the following is a market leader strategy?
    1. Keep costs low
    2. Develop new markets
    3. Development of economies of scale
    4. None of the above
    5. All of the above

Answer:         B

Difficulty:      Moderate

Page Ref:       29

 

  1. The defender strategy is also referred to as
    1. Cost leader.
    2. Market leader.
    3. Market follower.

Answer:         C

Difficulty:      Moderate

Page Ref:       29

 

  1. Which of the following statements is true in an uncertain environment?
    1. The organization must rigidly define operating methods.
    2. A market leader strategy is the best strategy to adopt.
    3. There is less complexity in the environment.
    4. Cost leader strategy is the best strategy to adopt.

Answer:        B

Difficulty:    Easy

Page Ref:     30

 

  1. Low uncertainty in the external environment is created by
    1. High complexity and low stability.
    2. Low stability and low complexity.
    3. High stability and low complexity.
    4. Both A & B.

Answer:         C

Difficulty:      Easy

Page Ref:       30

 

  1. __________ refers to the number of factors in an organizations environment and how they are interrelated.
    1. Environmental uncertainty
    2. Environmental flexibility
    3. Environmental complexity
    4. Environmental stability
    5. None of the above

Answer:         C

Difficulty:      Easy

Page Ref:       30

 

  1. A non-routine technology label is applied to tasks that have
    1. Well structured and defined solutions to occurring problems.
    2. Few problems.
    3. Problems that occur often and unexpectedly.
    4. A high degree of predictability.
    5. All of the above.

Answer:         C

Difficulty:      Easy

Page Ref:       31

 

  1. You would typically associate routine technology with which of the following?
    1. Those with market leader strategies
    2. A low degree of predictability of outcomes or results
    3. No defined solutions when problems do occur
    4. Highly specialized technologies
    5. All of the above are associated with routine technologies

Answer:         D

Difficulty:      Easy

Page Ref:       31

 

  1. Organizational design refers to
    1. The type of technology used.
    2. The type and style of decision making used.
    3. How the division of labor is set up.
    4. Both B & C.
    5. None of the above.

Answer:         E

Difficulty:      Moderate

Page Ref:       32

 

  1. A mechanistic design is best applied in which of the following situations?
    1. Nonroutine technologies
    2. Small businesses
    3. High volume assembly lines
    4. Where there are not clear answers to many of the problems that arise
    5. A & D

Answer:         C

Difficulty:      Easy

Page Ref:       32

 

  1. What is one reason companies should invest in strategic HR?
    1. To be able to grow
    2. To increase their market value
    3. To centralize their strategies
    4. To involve management

Answer:         B

Difficulty:      Moderate

Page Ref:       33

 

  1. According to the text, the strategic planning process at Hewlett Packard Canada in the late 1980s resulted in
    1. The sales force reorganizing around specific products.
    2. A concentration on the laser printer and increasing the profit margin on each unit.
    3. Hewlett Packard being one of the toughest competitors in the marketplace.
    4. Both A & C.

Answer:         C

Difficulty:      Easy

Page Ref:       34

 

  1. How can HRD align itself with the organizations strategies?
    1. By developing training that focuses on the market
    2. By developing training to meet strategic performance objectives
    3. By delivering training to the right people
    4. Both B & C are correct
    5. None of the above

Answer:         D

Difficulty:      Challenging

Page Ref:       35

 

  1. Organizational development is best defined as
    1. A profession that deals with reacting to changes in the external environment.
    2. A profession and field of study that creates and implements planned change in organizations.
    3. A profession and field of study that deals with creating and implementing new ideas in the organization.
    4. A field of study and profession that deals with explaining serendipitous events.

Answer:         B

Difficulty:      Easy

Page Ref:       35

 

  1. Which of the following is NOT a step in the generic planned change model?
    1. Goals are developed and handed down by a centralized top management team.
    2. A compelling need for change is established.
    3. The results of the approach are evaluated.
    4. An approach to addressing the cause is selected.
    5. All of the above are steps in a general planned change model.

Answer:         A

Difficulty:      Challenging

Page Ref:       Table 2-1, p. 36

 

  1. Which of the following statements is true regarding change?
    1. Resistance is most often from non-management personnel.
    2. Change requires effort and new learning.
    3. Resistance is easily overcome.
    4. The change process should only focus on the individual, group, or organizational level, not on all three.
    5. OD practitioners and trainers have a similar tactical focus in dealing with change.

Answer:         B

Difficulty:      Moderate

Page Ref:       36-39

 

  1. What can be done to reduce resistance to change?
    1. Focus on changing one level (organizational, group, and individual) at a time.
    2. Involve employees.
    3. Let those who are satisfied with the status quo lead the way.
    4. Both A & B.
    5. All of the above.

Answer:         B

Difficulty:      Challenging

Page Ref:       37

 

  1. Which of the following is NOT a source of conflict and disagreement between OD and training professionals?
    1. The difference between their perceived role and power base.
    2. The nature of OD practices challenges assumptions underlying organizational practices.
    3. OD principles interfere with the implementation of effective training programs.
    4. OD professionals are more likely to be guided by data than training professionals.
    5. Companies typically organize around their functional areas.

Answer:         C

Difficulty:      Challenging

Page Ref:       39

 

  1. A reason there might be conflict among HRD and OD professionals is that the OD practitioner
    1. Has a more tactical approach.
    2. Tends to be seen as overly analytical.
    3. Deals with mostly middle management.
    4. Both A & B.
    5. Both A & C.

Answer:         B

Difficulty:      Moderate

Page Ref:       39

 

  1. OD interventions could be implemented more successfully if they included training where employees
    1. Developed a common knowledge and skill base in the area of the intervention.
    2. Understood group dynamics and became skilled at working within groups.
    3. Understood and became skilled at using a common problemsolving model.
    4. Both A & C.
    5. All of the above.

Answer:         E

Difficulty:      Moderate

Page Ref:       41

 

  1. The outsourcing of training
    1. Is useful when the company is large and has diverse training needs.
    2. Is often used by small business.
    3. Is not a good idea when you have a decentralized HRD function.
    4. A & B
    5. All of the above.

Answer:         D

Difficulty:      Moderate

Page Ref:       44

 

  1. Which best explains the strategic training alternative of the internal provider?
    1. All or most training developed in house, each phase handled by specialists, and needs developed from a decentralized HRD function
    2. All or most training purchased from outside sources, each phase handled by specialists, and needs developed from a centralized HRD function
    3. All or most training activities provided by outside trainers and training functions role is to select and manage training suppliers
    4. All or most training developed in house, each phase handled by specialists, and needs developed from a centralized HRD function

Answer:         D

Difficulty:      Easy

Page Ref:       44

 

  1. Most companies use the _____ strategy when addressing their training and development needs.
    1. Primary provider
    2. Mixed
    3. Manager intermediary
    4. Both A & C

Answer:         B

Difficulty:      Easy

Page Ref:       46

 

  1. Which of the following is a reason why some small businesses do not engage in strategic planning?
    1. Time constraints
    2. Unfamiliarity
    3. Lack of skills
    4. Lack of trust
    5. All of the above

Answer:         E

Difficulty:      Easy

Page Ref:       47

 

  1. Cavalier Tool and Manufacturing decided not to pursue ISO certification because
    1. They could not afford the cost associated with certification.
    2. They had attempted certification a few years earlier and it had been unsuccessful.
    3. Sometimes a customer required a down and dirty mold which would not be allowed under ISO certification.
    4. The owner was not interested in certification.

Answer:         C

Difficulty:      Challenging

Page Ref:       49

 

 

TRUE/FALSE questions

 

  1. ___Competitive strategy focuses on positioning products and services in the marketplace. (T; p. 29)
  2. ___If the external environment is highly complex and highly stable, there is low uncertainty. (F; p. 30)
  3. ___The main activity associated with producing an organizations principle products and services is often called the core technology. (T; p. 31)
  4. ___Organizational design refers to the way the work is divided and organized. (F; p. 32)
  5. ___HRD contributes to the development of new strategies. (T; p. 33)
  6. ___Trainers and OD practitioners have problems getting along because trainers tend to be more strategic and more overly analytical than OD practitioners. (F; p. 39)
  7. ___Force field analysis is a type of analysis used in a TNA. (F; p. 40)
  8. ___ The internal provider is a strategic training alternative whereby the training department provides all or most of the training for the organization. (T; p. 43)
  9. ___A small business is much more likely to be involved in strategic planning than a larger one because it is easier for them. (F; Table 2.4, p. 48)

 

 

SHORT-ANSWER QUESTIONS

 

  1. Name and briefly describe the three components to organization structure that are discussed in the text.

 

The three components to organizational structure are

  • Organizational design a component of how the organization is structured.
  • Decision autonomy the amount of decision-making authority employees have in choosing how to complete a given task and the degree to which they are able to influence goals and strategies for their work unit.
  • Division of labor the way in which work is divided up and organized.

 

  1. Should an organizations strategies be reactive, proactive, or both?

Support your answer.

 

It is suggested that both reactive and proactive strategies are necessary for the organization to be effective.  A strategic plan that positions the firm for long-term expectations, but is modified by the firms experience as it moves forward is preferable to a rigidly held long-term plan or reactions to short-term experience without a long-term plan.

 

 

ESSAY QUESTION

 

  1. HRD and OD seem to complement one another but do not often work together in an organization. What are some of the reasons for this lack of cooperation? Why do HRD professionals need OD competencies and OD professionals need training competencies?

 

Pages 39-415 provide this answer.  

The answer to the first part is related to their differences in terms of focus as noted in Table 2-2.

 

For the next part of the question, the simple answer is HRD trains employees and that training requires employees to change. Creating an environment for change to occur is what OD is all about. By having OD skills, the HRD will have tools to help ensure change occurs back at the workplace, the ultimate goal of training. This is particularly true given that organizational analysis as part of a TNA will surface some issues that will inhibit new behaviors being trained. Effectively removing these barriers is where the expertise of OD specialists lies.

 

Similarly, OD efforts, when they fail, is often because of a lack of training. OD efforts often require groups of individuals to come together to plan, solve problems, or deal with intergroup conflict. These groups need certain skills to do this effectively; problem-solving skills, understanding group process, and also to be skilled in working in groups. So a common skill set in these areas is important. Design development and implementation of training in these areas is important to the overall effectiveness of the group effort. Training is critical at three points in time, the initial start up, after some time has elapsed and a refresher is useful, and finally new employees who join a team need to be trained.

 

Obviously, given the interrelationship between these two disciplines, the ideal situation is for them to work together and learn each others skills. In that way both reap the benefits and the organization can operate at a more effective level.

 

CHAPTER FIVE: training design

MULTIPLE-CHOICE QUESTIONS

 

  1. If a major constraint is short lead time (therefore there is not much time to prepare training), one viable option is use of
    1. Programmed instruction.
    2. External consultants.
    3. Massed practice.

Answer:           C

Difficulty:       Easy

Page Ref:        Table 5-1, p. 147

 

  1. When estimating training costs, it is a good idea to build in a contingency fund of about _____ percent.
    1. 2
    2. 10
    3. 25
    4. 30

Answer:           B

Difficulty:       Moderate

Page Ref:        150

 

  1. When the TNA identifies different levels of KSAs among the trainees
    1. Computer-based instruction could be used.
    2. Training could be designed in a modular manner.
    3. Small classes could be used.
    4. All of the above.

Answer:           D

Difficulty:       Challenging

Page Ref:        151

 

  1. How many types of training objectives are indicated in the text?
    1. Three
    2. Four
    3. Five
    4. Eight

Answer:           B

Difficulty:       Easy

Page Ref:        Table 5-5, p. 152

 

  1. The way that trainees are required to demonstrate that they have learned a KSA they are expected to acquire through training is called a
    1. Training objective.
    2. Learning objective.
    3. Transfer of training objective.
    4. Organizational outcome objective.

Answer:           B

Difficulty:       Moderate

Page Ref:        Table 5-5, p. 152

 

  1. How many parts are there to an effective learning objective?
    1. Two
    2. Three
    3. Four
    4. Five

Answer:           B

Difficulty:       Moderate

Page Ref:        153

 

  1. Which of the following statements about learning objectives is true?
    1. You must always include three components: outcome, conditions, and standards.
    2. They should be general so not to limit the training.
    3. Anyone reading the objective should be able to tell you what the trainees must do to show they have learned the KSAs.
    4. Specific standards are helpful but not always necessary.

Answer:           C

Difficulty:       Challenging

Page Ref:        153-154

 

  1. . read an altimeter with an error of no more than 5 feet is an example of what part of a learning objective?
    1. Desired outcome
    2. Condition
    3. Standard
    4. Requirement

Answer:           C

Difficulty:       Moderate

Page Ref:        154

 

  1. Which of the following is true with regards to learning objectives?
    1. They are relatively easy to compose.
    2. They contain 3 parts desired outcome, standard, and criteria.
    3. There is usually only one for a training program.
    4. They are used only for skill level training.
    5. None of the above is true.

Answer:           E

Difficulty:       Moderate

Page Ref:        154

 

  1. Using a standard climbing harness and spikes is an example of what part of a learning objective?
  2. A) Desired outcome
  3. B) Condition
  4. C) Standard
  5. D) Requirement

Answer:           B

Difficulty:       Moderate

Page Ref:        154

 

  1. What is missing from this learning objective? The trainee will splice 6 sets of wires while at the top of a telephone pole wearing all safety gear.
    1. Standard
    2. Condition
    3. Complete behavior
    4. Nothing, it is a proper learning objective

Answer:           A

Difficulty:       Moderate

Page Ref:        154

 

  1. A purpose statement
    1. Describes the purpose of the objective.
    2. Brings all the training objectives into one statement.
    3. Describes the purpose of the TNA.
    4. None of the above.

Answer:           B

Difficulty:       Moderate

Page Ref:        156

 

  1. Which of the following statements is true?
    1. Some argue that developing objectives inhibits flexibility.
    2. Some argue that developing objectives is not practical in todays workplace.
    3. The text suggests learning objectives keep the trainer focused on the correct material.
    4. All of the above are true.

Answer:           D

Difficulty:       Moderate

Page Ref:        157

 

  1. Training objectives provide value to
    1. The trainee.
    2. The training designer.
    3. The trainer and the training evaluator.
    4. Both A & C.
    5. All of the above.

Answer:           E

Difficulty:       Easy

Page Ref:        157

 

  1. Which of the following statements is true?
    1. Intuitive learners appreciate practical applications in training.
    2. To assist active learners, have group discussion.
    3. To assist global learners, provide them with lecture notes with missing key terms, etc. and have them fill in the blanks after a module is completed.
    4. Sensor learners appreciate a theoretical focus.

Answer:           B

Difficulty:       Easy

Page Ref         160-161

 

  1. ____________ learners like to learn facts and solve problems using well-tested methods.
    1. Intuitive
    2. Sensing
    3. Visual
    4. Verbal

Answer:           B

Difficulty:       Easy

Page Ref:        160

 

  1. Trainees with _______ learning style remember material best if they can see how it is connected to the real world.
    1. Global
    2. Verbal
    3. Sensor
    4. Visual

Answer:           C

Difficulty:       Moderate

Page Ref:        160

 

  1. Trainees with _______ learning style remember material best if they are first given the big picture.
    1. Global
    2. Verbal
    3. Sensor
    4. Visual

Answer:           A

Difficulty:       Moderate

Page Ref:        161

 

  1. Trainees with _______ learning style remember material best if they are given the opportunity to think about the new information before discussing it with others.
    1. Global
    2. Verbal
    3. Active
    4. Reflective

Answer:           D

Difficulty:       Moderate

Page Ref:        161

 

  1. Which of the following statements regarding self efficacy is true?
    1. Those with high self efficacy are more likely to learn, but not necessarily transfer this learning to the job.
    2. A persons self efficacy is almost impossible to change in adulthood.
    3. It can be improved through vicarious learning.
    4. Self efficacy is similar to Expectancy 2 in Expectancy theory.

Answer            C

Difficulty        Moderate

Page Ref:        163

 

  1. Expectancy 1 is the belief that
    1. Desired performance will lead to desired outcome.
    2. Training will lead to desired outcome.
    3. Trainees should be aware of what can be achieved.
    4. Effort will lead to desired performance.

Answer:           D

Difficulty:       Easy

Page Ref:        163

 

  1. Without _____, it is very difficult to evaluate training.
    1. Personnel objectives
    2. Performance appraisals
    3. Organizational outcomes
    4. Learning objectives

Answer:           D

Difficulty:       Easy

Page Ref:        167

 

  1. Asking trainees to think about events in their past that are related to the content of the training is designed to facilitate
    1. cognitive organization.
    2. symbolic coding.
    3. symbolic rehearsal.
    4. A & B.
    5. All of the above.

Answer:           D

Difficulty:       Moderate

Page Ref:        169

 

  1. At which point should trainees be notified of the training objectives?
    1. When they are notified they will be participating in a training program
    2. At the onset of training
    3. After the completion of the training
    4. It doesnt matter as long as the trainees supervisor is aware
    5. Both A & B

Answer:           E

Difficulty:       Easy

Page Ref:        170

 

  1. Before a training session, a trainee should be provided with the
    1. Training objectives.
    2. Training agenda.
    3. Training manual.
    4. Both A & B.

Answer:           D

Difficulty:       Easy

Page Ref:        170

 

  1. Symbolic coding is
    1. The second stage of attracting attention.
    2. Where you rehearse in your mind how to do it.
    3. Part of the retention process.
    4. A design method for assuring learning.

Answer:           C

Difficulty:       Easy

Page Ref:        171

 

  1. Converting the external world into our own mental language is called
    1. cognitive organization.
    2. symbolic coding.
    3. symbolic rehearsal.

Answer:           C

Difficulty:       Moderate

Page Ref:        171

 

  1. ____ is practicing symbolically and _____ is the transformation of the learning into actual behavior.
    1. Symbolic coding; rehearsal behavior
    2. Symbolic rehearsal; behavioral reproduction
    3. Symbolic rehearsal; symbolic behavior
    4. Cognitive rehearsal; behavioral reproduction
    5. Cognitive organization; reproduction

Answer:           B

Difficulty:       Easy

Page Ref:        171-172

 

  1. Which macro theory of training design is outlined in the text?
    1. Elaboration theory
    2. Systems theory
    3. Gagn-Briggs theory of training design
    4. Social learning theory
    5. Both A & B

Answer:           A

Difficulty:       Easy

Page Ref:        173

 

  1. Elaboration theory is relevant for
    1. Simple tasks.
    2. Complex tasks.
    3. Attitudinal training.
    4. A & B.
    5. All of the above.

Answer:           D

Difficulty:       Easy

Page Ref:        173

 

  1. Sequencing in elaboration theory is the process of
    1. How to seat trainees for the most impact.
    2. How to organize the training to be assured everyone has the opportunity to speak.
    3. How to group and order the content of training.
    4. Assigning trainees to groups.

Answer:           C

Difficulty:       Easy

Page Ref:        173

 

  1. In the elaboration theory of training design, SCM refers to
    1. The sequencing conditions method.
    2. Sequencing cognitive material.
    3. The simplifying conditions method.
    4. Simple cognitive material.
    5. None of the above.

Answer:           C

Difficulty:       Easy

Page Ref:        174

 

  1. In the elaboration theory, the process of identifying the simplest version of a complex task which is still representative of the total task is called
    1. Cognitive simplification.

Answer:           A

Difficulty:       Moderate

Page Ref:        175

 

  1. In the elaboration theory, the process of identifying progressively more complex versions of the task is known as
    1. Cognitive extrapolation.

Answer:           B

Difficulty:       Moderate

Page Ref:        175

 

  1. The text discusses the process in the elaboration theory of having an air traffic controller presented with a simulation where only one aircraft is on the screen and there is no wind or other adverse weather conditions. This type of task is called the
    1. Relevant task.

Answer:           B

Difficulty:       Moderate

Page Ref:        175

 

  1. The GagnBriggs theory of training design is applicable to
    1. Cognitive learning.
    2. Behavioral learning.
    3. Attitudinal learning.
    4. All of the above.

Answer:           D

Difficulty:       Easy

Page Ref:        175

 

  1. The micro theory of training design proposed by Gagn-Briggs has ____ events of instruction.
    1. Three
    2. Four
    3. Eight
    4. Nine
    5. Twelve

Answer:            D

Difficulty:         Easy

Page Ref:          175

 

  1. The final event in the Gagn-Briggs model is to
    1. Elicit performance.
    2. Provide feedback.
    3. Assess performance.
    4. None of the above.

Answer:           D

Difficulty:       Moderate

Page Ref:        Table 5-10, p. 176

 

  1. Incorporating _____ into training requires that the training content be extended to include learning when and why the use of a skill or knowledge is appropriate and the taskrelevant strategies for planning, monitoring, and revising behavior.
    1. Expectancy theory
    2. Team building
    3. Strategic human resource management
    4. Strategic knowledge development

Answer:           D

Difficulty:       Moderate

Page Ref:        179-180

 

  1. When examining transfer of training, how many possibilities are there beyond positive transfer?
    1. One
    2. Two
    3. Three
    4. Four

Answer:           B

Difficulty:       Easy

Page Ref:        180

 

  1. If after training, the trainee is performing at a level lower than before, this means that there is (are)
    1. Zero transfer.
    2. Negative transfer.
    3. Obstacles in the system preventing transfer.
    4. Negative outcomes associated with the trained behavior.

Answer:           B

Difficulty:       Easy

Page Ref:        180

 

  1. How many extra steps are required when doing strategic knowledge training, compared to traditional training?
    1. One
    2. Two
    3. Three
    4. None, each step has more information provided but there is the same number of steps

Answer:           A

Difficulty:       Moderate

Page Ref:        Table 5-12, p. 181

 

  1. Should training be designed to teach everything together or the individual component parts?
    1. Everything together, the big picture
    2. The component parts
    3. It depends on the trainer
    4. It depends on the task

Answer:           D

Difficulty:       Challenging

Page Ref:        181-182

 

  1. Which of the following terms is used to reflect maximizing the similarity of the training to the job?
    1. Identical elements
    2. Increased similarity
    3. Repetitive responding
    4. Identical skills

Answer:           A

Difficulty:       Moderate

Page Ref:        183

 

  1. _____ is particularly valuable for tasks that are not used frequently or if the opportunity to practice them is limited.
  2. A) Massed practice
  3. B) Over learning
  4. C) Whole learning
  5. D) Spaced practice

Answer:           B

Difficulty:       Moderate

Page Ref:        183

 

  1. _____ is the process of providing trainees with continued practice far beyond the point at which the trainees have performed the task successfully.
    1. Effective training
    2. Inefficient training
    3. Over learning
    4. Maximized similarity
    5. Mass production training

Answer:         C

Difficulty:      Easy

Page Ref:       183

 

  1. Often training is intended to give trainees concepts and principles they can use to address a wide variety of situations they will find on the job. In these cases, the training should use the _________ approach.
    1. Identical elements
    2. Global positioning
    3. General principles
    4. Repetitive responses

Answer:           B

Difficulty:       Moderate

Page Ref:        184

 

  1. The process of relapse prevention was
    1. Not very effective until combined with expectancy theory.
    2. Not at all effective alone
    3. More effective when combined with goal setting.
    4. Only effective for blue-collar training.

Answer:         C

Difficulty:      Moderate

Page Ref:       184-185

 

  1. To facilitate transfer, support from _________ should be incorporated into the training design.
    1. Supervisors
    2. Peers
    3. Trainers
    4. Both A & B
    5. All of the above

Answer:           E

Difficulty:       Easy

Page Ref:        187-188

 

  1. The perception of salient characteristics of an organization is
    1. All of the above.

Answer:           C

Difficulty:       Moderate

Page Ref:        189

 

  1. Organizational culture can be described as
    1. Shared basic assumptions.
    2. Shared values or understandings.
    3. A pattern.
    4. All of the above.

Answer:           D

Difficulty:       Challenging

Page Ref:        189

 

 

TRUE/FALSE questions

 

  1. ____Classical conditioning issues are not relevant for consideration in training as it is the most basic of learning which we have no control over. (F; p. 166)
  2. ____Individuals who are given hard or challenging goals perform better than those given easy goals. (T; p. 167)
  3. ____Cognitive organization is where you rehearse in your mind how to do the task being trained. (F; p. 171)
  4. ____Guided discovery is a method for facilitating symbolic coding. (T; p. 171)
  5. ____In the elaboration theory of design, the epitome is the most important concept. (T; p. 175)
  6. ____Gagn-Briggs nine events of instruction is a macro theory of design. (F; p. 175)
  7. ____The simplifying conditions method (SCM) is relevant to the Gagn-Briggs nine events of instruction. (F; p. 175)
  8. ___The final event in the Gagn-Briggs nine events of instruction is enhance retention and transfer. (T; Table 5-10, p. 176)
  9. ____Massed practice is another term for overlearning. (F; p. 180)
  10. ____Negative transfer occurs when the trainee goes back on the job and there is no change in his performance level. (F; p. 180)
  11. ____Goal setting, when combined with relapse prevention, is effective at facilitating positive transfer of training. (T; pp. 184-185)
  12. ____One of the key determining factors for the successful transfer of training is supervisory support. (T; p. 187)
  13. ____Reward systems should be aligned to support the behaviors learned in training. (T; p. 188)
  14. ____Changing the organizational culture can be done quickly through training (F; p. 189)

 

 

SHORT-ANSWER QUESTIONS

 

  1. What is a sit-in and what are the conditions necessary for it to be effective?

 

A sit-in is where the trainer sits in with a trainee once the trainee is back on the job and observes the trainee when they are expected to be using the behavior learned in the training. To be effective, a sit-in must be voluntary on the part of the trainee, but be confidential between trainer and trainee and must be used only for developmental purposes.

 

  1. When should the whole learning method be utilized?

 

If the task can be divided into parts, the whole method is more advantageous when (a) trainee intelligence is high, (b) training material is high in task organization, but low in task complexity, and (c) practice is spaced rather than massed.

 

  1. Understanding the various factors that facilitate learning is one of the outputs of the design phase. What are the other two outputs? Describe them.

 

The other two outputs are development of evaluation methods and identification of alternative methods of instruction. The design of the evaluation method is defined by the objectives set in the training program. Ideally, the same methods used to determine organizational and individual gaps will be used to evaluate whether training has reduced these gaps. The second output is identifying alternative methods of instruction. To do this, you must understand the various methods available and be able to choose the most effective for your specific needs.

 

  1. Why are peer support and supervisor support important to the transfer process?

 

Peer support is important to transfer because if everyone is involved in the training process, it continues beyond the classroom.  Additionally, peer pressure can be a strong motivator and you want that pressure to be toward doing the learned behavior, not against it.

 

Supervisor support is important because if supervisors set goals and reinforce appropriate behaviors learned in training, it will facilitate transfer.

 

 

ESSAY QUESTION

 

  1. List two of the organizational/environmental constraints and three of the trainee population constraints to training and suggestions for how to handle each.

 

Refer to Table 5.1 for a complete list of constraints and suggestions for how to handle each constraint.

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