MGMT 412 Exam 2 TF
A curriculum covers more specific learning objectives and addresses a more limited number of competencies than a course or program.
F
A pencil-and-paper test is ideal for measuring skill-based outcomes.
F
A training activity dashboard does not provide a perspective of future learning.
F
Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance.
F
Hands-on methods are training methods that do not require a trainee to be actively involved in learning.
F
If instructional objectives identify business-related outcomes such as increased customer service, then reaction outcomes should be used in the evaluation.
F
In Kirkpatrick's five-level framework for categorizing training outcomes, the levels indicate the importance of the outcomes.
F
Lecture is one of the most expensive and time-consuming training method.
F
On-the-job training needs huge investment in time and money for materials, the trainer's salary, and instructional design.
F
Outcome measures are perfectly related to each other.
F
People learning interpersonal skills must develop specific key behaviors that are explained in great detail.
F
Presentation methods are methods in which trainees are active participants in training.
F
Presentation methods of training are more effective than the hands-on methods.
F
Results belong to the level 1 criteria in Kirkpatrick's framework for categorizing training outcomes.
F
Return on investment (ROI) is used to show a training program's cost effectiveness before it has been delivered.
F
Social contextual learning consists of formal training activities designed and developed by a company.
F
The Hawthorne effect refers to employees in an evaluation study performing at a low level because of the attention they receive.
F
The believability of study results refers to external validity.
F
The dimensions of Myers-Briggs Type Indicator combine to form eighteen personality types.
F
The only way to deal with disruptive trainees is to ask them to leave the training session.
F
The smaller the room, the more a trainer's gestures and movements must be exaggerated to get the audience's attention.
F
The traditional classroom-type arrangement is good for role-play exercises that involve trainees working in groups of two or three.
F
To encourage self-management, it is important to emphasize that lapses are evidence of personal inadequacy.
F
Using managers and employees as trainers decreases the perceived meaningfulness of the training content.
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.
F
Business games mimic the competitive nature of business.
T
Reaction and cognitive outcomes do not help determine how much trainees actually use training content in their jobs.
T
The Solomon four-group design combines the pretest/post-test comparison group and the post-test-only control group design.
T
The basic level of training support that a manager can provide is acceptance.
T
The competencies that are developed through social learning are typically not necessary for successful performance of one's job.
T
The influence of training is largest for organizational performance outcomes and weakest for financial outcomes.
T
Traditional classroom-type seating makes it difficult for trainees to work in teams.
T
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.
T
According to the opportunity to perform, breadth refers to the number of times or the frequency with which trained tasks are performed on the job.
F
Apprenticeships provide guarantee that jobs will be available to the trainee when the program is completed.
F
Behavior modeling is more appropriate for teaching factual information or knowledge than for teaching interpersonal skills.
F
Case study is inappropriate for developing higher-order intellectual skills such as analysis, synthesis, and evaluation.
F
Effective modeling displays presents models engaging in both positive use of key behaviors and negative use.
F
Evaluation designs without pretest or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees.
F
Fan-type seating is ineffective for training that includes trainees working in groups and teams to analyze problems and synthesize information.
F
A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program.
T
A potential disadvantage of a panel is that trainees who are relatively naive about a topic may have difficulty understanding the important points.
T
A reliable test includes items for which the meaning or interpretation does not change over time.
T
Companies experience loss of explicit and tacit knowledge when older employees retire.
T
Compared to the other groups, baby boomers are especially motivated to learn if they believe that training content will benefit them personally.
T
Context-based learning is unique to an employee's needs.
T
Giving trainees frequent breaks so that they can leave the room and return ready to start learning again is a good practice in training.
T
Group building methods focus on individual as well as team learning.
T
In a role play, outcomes depend on the emotional reactions of other trainees.
T
In behavior modeling, key behaviors are typically performed in a specific order for a task to be completed.
T
In developing a lesson outline, trainers need to consider the proper sequencing of topics.
T
In self-directed learning, trainers do not control or disseminate instruction.
T
It is necessary to limit return on investment analysis only to certain training programs as it can be costly.
T
Lesson plans are typically more detailed than design documents.
T
Negative expectations held by instructors can lead to learners' negative evaluation of the training and the trainer.
T
No evaluation design can ensure that the results of the evaluation are completely due to training.
T
On-the-job training is considered informal because it does not occur as part of a training program.
T
Once the costs and benefits of the training program are determined, ROI is calculated by dividing return or benefits by costs.
T
Opportunity to perform is influenced by both the work environment and trainee motivation.
T
Pilot testing refers to the process of previewing the training program with potential trainees and managers or with other customers.
T
