Ch. 5 - Program Design

b. curriculum

A _____ refers to an organized program of study designed to meet a complex learning objective. a. course b. curriculum c. training map d. lesson plan

Answer: false

T/F? Traditionalists prefer active learning environments and innovative training techniques.

c. Millennials

_____ prefer blended learning. a. Traditionalists b. Baby Boomers c. Millennials d. Gen Xers

a. potential vendors and consultants for training services

A request for proposal (RFP) is a document mainly used to identify _____. a. potential vendors and consultants for training services b. employees who do not require training c. trainee prerequisites d. disruptive trainees

Answer: false

T/F? A curriculum covers more specific learning objectives and addresses a more limited number of competencies than a course or program.

Answer: false

T/F? A metaphor is a device such as a pattern of letters, ideas, or associations that assists in remembering something.

Answer: true

T/F? Companies experience loss of explicit and tacit knowledge when older employees retire.

Answer: false

T/F? Conference type seating is most appropriate when training involves small group discussions.

c. Discussion

Which of the following is a major aide in communicating tacit knowledge? a. Product formula b. Manual c. Discussion d. Procedure document

d. have easy access to information within the context of their jobs

Effective knowledge sharing is most likely when employees _____. a. believe knowledge management is mandatory b. see knowledge sharing as an additional responsibility c. view knowledge as a means to have power over others d. have easy access to information within the context of their jobs

Answer: false

T/F? Fan-type seating is ineffective for training that includes trainees working in groups and teams.

Answer: true

T/F? In developing a lesson outline, trainers need to consider the proper sequencing of topics.

a. concept map

A(n) _____ gets learners into the appropriate mental state for learning and allows them to understand the personal and work-related meaningfulness of course content. a. concept map b. request for proposal c. ice breaker d. application assignment

d. action plan

A(n) _____ is a written document that includes the steps that a trainee and manager will take to ensure that training transfers to the job. a. concept map b. design document c. performance appraisal d. action plan

b. Feeling learners

According to the Myers-Briggs Type Indicator (MBTI), which of the following types of learners require instructors to emphasize personal needs, beliefs, values, and experiences? a. Proactive learners b. Feeling learners c. Thinking learners d. Reactive learners

c. can be managed by a knowledge management system

Explicit knowledge _____. a. mainly consists of personal knowledge based on individual experience b. can be communicated only through discussion and demonstrations c. can be managed by a knowledge management system d. is highly influenced by perceptions and values

a. conference-type

If training emphasizes total group discussion with limited presentation and no small-group interaction, a _____ seating arrangement will be most effective. a. conference-type b. horseshoe c. fan-type d. classroom-type

a. participate in training as an instructor

In training, the greatest level of support that a manager can provide is to _____. a. participate in training as an instructor b. allow trainees to attend training c. provide trainees opportunity to practice what they have learned d. discuss progress of the training sessions with trainees

d. Self-fulling prophecy

Kitty has been a trainer for many years, and she has become disillusioned with her trainees. She believes that trainees today lack any motivation to learn. This attitude is apparent to her trainees, and her trainees then fail to exert personal initiative, as expected. What phenomenon is most likely occurring in this instance? a. Expectancy theory b. Low self-efficacy c. Behavior modeling d. Self-fulling prophecy

a. training content is not important for the employee's job

Low levels of opportunity to perform may indicate that _____. a. training content is not important for the employee's job b. refresher courses for trainees are not necessary c. there is no decay in learned capabilities of employees d. the work environment supports transfer

c. preparing, motivating, and energizing trainees to attend the learning event

The pre-training phase primarily involves _____. a. encouraging learners to apply what they have learned to their work b. preparing a concept map and curriculum road map to facilitate learning c. preparing, motivating, and energizing trainees to attend the learning event d. preparing instruction (classes, courses, programs, lessons) to facilitate learning

c. Creating a new product

Which of the following instances call for training with an emphasis on far transfer? a. Securing offices and buildings b. Handling routine client questions c. Creating a new product d. Logging into computers and using software

b. Performance appraisal

_____ review meetings are meetings between a manager and employee, during which the strengths and weaknesses of the employee's performance are discussed and improvement goals are agreed upon. a. Performance testing b. Performance appraisal c. Performance engineering d. Performance budget

d. Trainees should be encouraged to focus only on important differences between training tasks and work tasks rather than unimportant differences.

5.14. Which of the following statements is true of near transfer? a. If the tasks emphasized in training involve more variable interactions with people or equipment and unpredictable responses, then instruction should emphasize near transfer. b. Programs that emphasize near transfer should ideally include general principles that might apply to a greater set of contexts than those presented in the training session. c. Teaching learners to create a new product or solve a difficult problem requires training with an emphasis on near transfer. d. Trainees should be encouraged to focus only on important differences between training tasks and work tasks rather than unimportant differences.

Answer: true

T/F? Lesson plans are typically more detailed than design documents.

Answer: true

T/F? Millennials like to learn by working alone and helping others to learn.

Answer: true

T/F? Opportunity to perform is influenced by both the work environment and trainee motivation.

Answer: false

T/F? Regarding opportunity to perform, breadth refers to the number of times or the frequency with which trained tasks are performed on the job.

Answer: true

T/F? The basic level of training support that a manager can provide is acceptance.

Answer: false

T/F? The dimensions of Myers-Briggs Type Indicator combine to form eighteen personality types.

Answer: false

T/F? The smaller the room, the more a trainer's gestures and movements must be exaggerated to get the audience's attention.

Answer: false

T/F? The traditional classroom-type arrangement is good for role-play exercises that involve trainees working in groups of two or three.

Answer: false

T/F? To encourage self-management, it is important to emphasize that lapses are evidence of personal failure.

Answer: true

T/F? Traditional classroom-type seating makes it difficult for trainees to work in teams.

Answer: false

T/F? Using managers and employees as trainers decreases the perceived meaningfulness of the training content.

Answer: false

T/F? When a series of steps must be followed in a specific way to complete a task successfully, then training should be designed with an emphasis on far transfer.

Answer: true

T/F? When using an outside vendor to provide training services, it is important to consider the extent to which the training program will be customized based on a company's needs.

c. Older employees retiring

Which of the following is a major cause for loss of explicit and tacit knowledge? a. Creating chief information officer (CIO) and chief learning officer (CLO) positions b. Requiring employees to give presentations to other employees c. Older employees retiring d. Use of social networking

b. Encouragement of trainees' participation in training

Which of the following represents the lowest level of manager support for training? a. Participation in training themselves b. Encouragement of trainees' participation in training c. Allowing trainees to practice their skills d. Serving as a trainer

d. They value direct presentation of information that is organized logically.

Which of the following statements is most true of Traditionalists? a. They don't mind being put on the spot in front of other trainees unlike Boomers. b. They dislike trainers asking them to share their experiences or anecdotes. c. They prefer dynamic learning environments. d. They value direct presentation of information that is organized logically.

d. Creating communities of practice and using "after-action reviews" at the end of each project facilitates knowledge management.

Which of the following statements is true of knowledge management? a. Use of social networking sites hinders knowledge management. b. It involves acquiring knowledge, studying problems, attending training, and using technology only within work. c. It should be a central focus of training program design. d. Creating communities of practice and using "after-action reviews" at the end of each project facilitates knowledge management.

b. They ensure that both the trainee and the trainer are aware of the course and program objectives.

Which of the following statements is true of lesson plans? a. They are typically less detailed than a design document. b. They ensure that both the trainee and the trainer are aware of the course and program objectives. c. They include several courses and mainly focus on developing a set of competencies needed to perform a job. d. They are not documented.

c. Using standardized procedures, processes, and checklists

Which of the following strategies is least appropriate for far transfer? a. Teaching general concepts, broad principles, or key behaviors b. Focusing on principles that might apply to a greater set of contexts beyond those presented in the training session c. Using standardized procedures, processes, and checklists d. Providing a list of prompts or questions to help trigger thoughts and questions from trainees

c. Support network

Which term refers to a group of two or more trainees who agree to meet and discuss their progress using learned capabilities on the job? a. Quality circle b. Focus group c. Support network d. Strategic group

b. frequency with which trained tasks are performed on the job

With opportunity to perform, activity level refers to the _____. a. number of trained tasks performed on the job b. frequency with which trained tasks are performed on the job c. critical nature of the trained tasks d. number of employees performing a similar trained task

b. include broader learning objectives

Curricula differ from courses in that curricula _____. a. consist of narrower learning objectives b. include broader learning objectives c. address a more limited number of competencies d. take less time to complete