MGT363 Ch 5-7 test Qs

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

include broader learning objectives

Which of the following requires the least amount of participation from trainees? Apprenticeship Case study Simulation Audiovisual instruction

audiovisual instruction

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

creating a new product

Six Sigma and Kaizen, black belt training programs, involve principles of _____. adventure learning action learning vicarious reinforcement social learning theory

action learning

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. concept map design document performance appraisal action plan

action plan

Which of the following training methods involve assisting a certified tradesperson at a work site? Apprenticeships Simulations Business games Role plays

apprenticeships

Front-line supervisors are likely most concerned with which training outcomes? Reactions Return on expectations (ROE) Cognitive outcomes Behavior and skill-based outcomes

behavior and skill based outcomes

_____ relate to whether trainees are using training content back on the job. reactions learning cognitive outcomes behavior and skill based outcomes

behavior and skill based outcomes

Vicarious reinforcement is most relevant to _____. simulations behavior modeling case studies lectures

behavior modeling

Which of the following statements best differentiates formative evaluation from summative evaluation? PICK LETTER FOR ANSWER a. Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data. b. Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development. c. Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training. d. Formative evaluation includes measuring the monetary benefits that a company receives from a training program, whereas summative evaluation measures beliefs and opinions of the trainees.

c

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

can be managed by a knowledge management system

Development of effective self-directed learning typically begins with _____. writing trainee-centered learning objectives directly related to the tasks conducting a job analysis to identify the tasks that must be covered developing content for the learning package developing an evaluation package

conducting a job analysis to identify the tasks that must be covered

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

conference type

_____ involves training teams how to share information and make decisions. Cross training Team sharing training Coordination training Guided team self-correction

coordination training

_____ best prepares team members to step in and take the place of a member who may temporarily leave the team. Guided team self-correction Cross training Coordination training Temporary team training

cross training

Which of the following is a major aid in communicating tacit knowledge? Product formula Manual Discussion Procedure document

discussion

If trainers are interested in the generalizability of a study's results to other groups of employees, then they are said to be interested in the _____ of the study. outcome practicality criterion relevance external validity outcome believability

external validity

According to the Myer-Briggs Type Indicator, which of the following types of learners require instructors to emphasize personal needs, beliefs, values and experiences? reactive learners proactive learners thinking learners feeling learners

feeling learners

Which of the following is an affective learning outcome? Learners' satisfaction with training Greater appreciation of diversity Increased production Reduced costs of production

greater appreciation of diversity

_____ learning focuses on well-defined competencies typically trained via lecture and online methods. Guided competency Social competency learning Guided contextual learning Social contextual learning

guided competency

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

have easy access to information within the context of their jobs

A case study _____. is a training method that replicates the physical equipment is a description about how employees or an organization dealt with a difficult situation involves assisting a certified tradesperson involves observing peers performing a case and then trying to imitate their behavior

is a description about how employees or an organization dealt with a difficult situation

Which of the following is a presentation method of training? On-the-job training Lecture Simulation Case study

lecture

_______ prefers blended learning traditionalists baby boomers millennials gen xers

millennials

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

older employees retiring

If companies have a limited budget for developing new training methods, the most appropriate hands-on training method would be _____. simulation team training on-the-job training (OJT) action learning

on the job training

Typically, _____ are used to assess cognitive outcomes. attitude surveys observations focus groups pencil-and-paper tests

pencil and paper tests

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

potential vendors and consultants for training services

Which training outcome relates to trainees providing feedback about their satisfaction with a trainer? Results Cognitive Reactions Behavior and skill-based

reactions

Which of the following training methods is best suited for attitudinal learning outcomes? On-the-job training Self-directed learning Apprenticeship Role play

role play

Which of the following methods allows employees to take responsibility for all aspects of learning, including when it is conducted and who will be involved in it? Self-directed learning Adult learning Apprenticeship Informal learning

self directed learning

Return on investment (ROI) analysis is best suited for training programs that are _____. attended by few employees inexpensive and have limited visibility significant financial investments one-time events

significant financial investments

_____ focuses on context-dependent knowledge and skills learned via social media and informal interactions through others. Guided competency Social competency learning Guided contextual learning Social contextual learning

social contextual learning

_____ refers to concrete examples of the impact of training that show how learning has led to results that a company finds worthwhile and credible. Utility analysis Success cases Return on expectations (ROE) Outcome practicality

success cases

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? Quality circle Focus group Support network Strategic group

support network

Which of the following is not characteristic of case studies? They often depict realistic situations. They allow trainees to analyze situations and make recommendations. They allow trainees to act out skills. Trainees' recommendations are hypothetical.

they allow trainees to act out skills

Evaluation designs without pre-test or comparison groups are most appropriate when _____. information regarding training effectiveness is not needed immediately companies are interested in determining how much change has occurred a company has a strong orientation toward evaluation a company is only interested in whether trainees have achieved a certain proficiency level

a company is only interested in whether trainees have achieved a certain proficiency level

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

they ensure that both the trainee and the trainer are aware of the course and program objectives

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

they value direct presentation of information that is organized logically

A firm that aims at improving readily observable outcomes such as productivity by collecting related data at periodic intervals before and after training is typically applying the _____ evaluation design. Solomon four-group pre-test/post-test return on investment time series

time series

Appropriate training outcomes need to discriminate. This means that _____. tests given to employees before and after a training program should differ trainees should be asked to take a reliable test that includes items for which the meaning or interpretation change over time trainees' performance on the outcome should actually reflect true differences in performance different employees should be given different tests for measuring their performance on the same outcome

trainees performance on the outcome should actually reflect true differences in performance

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

training content is not important for the employees job

______ refers to the process of collecting the outcomes needed to determine whether training is effective. training evaluation program design performance appraisal needs assessment

training evaluation

The first and the most important step in choosing a training method is to identify the _____. cost type of learning outcome effectiveness time required to complete training

type of learning outcome

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

using standardized procedures, processes, and checklists

In the context of big data, _____ refers to the large number of sources and types of data. valence volume variety velocity

variety

Which of the following statements is true of random assignment? It assigns employees to a training program without considering their individual differences. It results in an unequal distribution of individual characteristics such as age, gender, and motivation. It increases the effects of employees dropping out of the study. It increases the differences between the training group and comparison group.

it assigns employees to a training program without considering their individual differences

In the context of big data, _____ refers to the huge amount of data that is being generated and the speed with which it must be evaluated, captured, and made useful. valence volume variety velocity

velocity

_____ relate to trainees' attitudes toward training content and motivation to transfer. Reactions Affective outcomes Cognitive outcomes Behavior and skill-based outcomes

affective outcomes