Exam Prep Program Design Chapter 5

Employee Training and Development, 8e (Noe)

Chapter 5 Program Design

1) 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

2) If training emphasizes total group discussion and no small-group interaction, a ________ seating arrangement will be most effective.

A) conference-type

B) horseshoe

C) fan-type

D) classroom-type

3) Which of the following statements is most true of Traditionalists?

A) They don't mind being put on the spot in front of others.

B) They dislike trainers asking them to share their experiences.

C) They prefer dynamic learning environments.

D) Most Traditionalists are now in retirement.

4) Which generational cohort tends to prefer blended learning?

A) Traditionalists

B) Baby Boomers

C) Millennials

D) Gen Xers

5) 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

6) In the context of the Myers-Briggs Type Indicator (MBTI), ________ types prefer a learning atmosphere in which an emphasis is placed on meaning and associations. Insight is valued more than careful observation.

A) sensing

B) feeling

C) perceiving

D) intuitive

7) In the context of the Myers-Briggs Type Indicator (MBTI), ________ types thrive in flexible learning environments in which they are stimulated by new and exciting ideas. Such individuals like to "go with the flow" and are receptive to new opportunities.

A) perceiving

B) extraverted

C) feeling

D) intuitive

8) Jane has been a trainer for many years. She believes that trainees today lack any motivation to learn. This attitude is apparent to her trainees. 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

9) 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) action plan

D) application assignment

10) 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

11) 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

12) Which of the following statements is true of lesson plans?

A) They are typically less detailed than a design document.

B) They include the sequence of activities that will be conducted and identify administrative details.

C) They include several courses and focus primarily on developing a set of competencies needed to perform a job.

D) They include a storyboard to graphically represent content to trainees.

13) ________ review meetings are meetings between a manager and employee during which the employee's performance is discussed, and improvement goals are agreed upon.

A) Performance testing

B) Performance appraisal

C) Performance engineering

D) Performance budget

14) ________ is a way of delivering content to learners in small, very specific bursts. With such learning, individuals are in control of what and when they're learning.

A) Microtraining

B) Micromanagement

C) Macrolearning

D) Microlearning

15) A(n) ________ refers to a memory tool to encode difficult-to-remember information in a way that is much easier to remember.

A) mnemonic

B) meta-cognitive strategy

C) concept map

D) advanced organizer

16) 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

17) 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

18) Which of the following statements is true of near transfer?

A) If the tasks emphasized in training involve variable interactions with people, then instruction should emphasize near transfer.

B) Programs that emphasize near transfer must include general principles that apply to a greater set of contexts than those presented in training.

C) Teaching learners to create a new product requires training with an emphasis on near transfer.

D) Trainees should be encouraged to focus on important differences between training tasks and work tasks.

19) 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

20) 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

21) 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) provide incentives to attend training

22) 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

23) Which term refers to a group of two or more trainees who agree to meet to discuss their progress using learned capabilities on the job?

A) quality circle

B) focus group

C) support network

D) strategic group

24) 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

25) 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

26) Explicit knowledge ________.

A) mainly consists of personal knowledge based on individual experience

B) can be communicated only through discussion

C) can be managed by a knowledge management system

D) is highly influenced by perceptions and values

27) Which of the following is a major aide in communicating tacit knowledge?

A) Product formula

B) Manual

C) Discussion

D) Procedure document

28) Which of the following statements is true of knowledge management?

A) Social media 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 design.

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

29) Which of the following is a concern in organizations regarding the loss of explicit and tacit knowledge?

A) the creation of chief information officer (CIO) positions

B) involuntary employee turnover

C) the retirement of Baby Boomers

D) the increased use of social networking

30) Effective knowledge sharing is most likely when employees ________.

A) believe knowledge management is mandatory

B) see knowledge sharing as a way to obtain a promotion

C) view knowledge as a means to have power over others

D) have easy access to information in the context of their jobs

31) Fan-type seating is ineffective for training that includes trainees working in groups and teams.

32) Traditional classroom-type seating makes it difficult for trainees to work in teams.

33) Conference type seating is most appropriate when training involves small group discussions.

34) The traditional classroom-type arrangement is good for role-play exercises that involve trainees working in groups of two or three.

35) In general, it is considered best practice to avoid the use of incandescent lighting in a training room. Such lighting is typically too bright and "harsh."

36) Compared to other generations, Millennials prefer training methods that allow them to work at their own pace and look to trainers to share their expertise.

37) Millennials like to learn by working alone and helping others to learn.

38) Counter to intuition, using managers and employees as trainers decreases the perceived meaningfulness of the training content.

39) The dimensions of Myers-Briggs Type Indicator combine to form eighteen personality types.

40) In the context of the Myers-Briggs Type Indicator (MBTI), sensing types will thrive when information is organized and structured. Such individuals are motivated to complete assignments in order to gain closure.

41) It is generally considered best practice to use slang and sports analogies when training groups of trainees from different cultural backgrounds. Doing so helps to promote fun in the learning environment, and such strategies can serve as useful mnemonic devices.

42) The larger the room, the more a trainer's gestures and movements must be exaggerated to get the audience's attention.

43) A metaphor is a device, such as a pattern of letters, ideas, or associations, that assists in remembering something.

44) Using "HOMES" to remember the five Great Lakes (Huron, Ontario, Michigan, Erie, and Superior) is an example of concept map.

45) "I" before "e", except after "c", or when sounding like "a" in "neighbor" and "weigh", is an example of a mnemonic.

46) Incorporating novelty and fun into a training course can promote learner engagement, but may have little effect on helping learners commit training content to memory.

47) A curriculum covers more specific learning objectives and addresses a more limited number of competencies than a course or program.

48) Lesson plans are typically more detailed than design documents.

49) Content curation refers to creating a group of pictures that tell a story.

50) In developing a lesson outline, trainers need to consider the proper sequencing of topics.

51) 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.

52) When a series of steps must be followed in a specific way to complete a task successfully, training should be designed with an emphasis on far transfer.

53) To encourage self-management, it is important to emphasize that lapses are typically the result of personal failure.

54) A low level of training support a manager can provide is acceptance.

55) Opportunity to perform is influenced by both the work environment and trainee motivation.

56) Regarding opportunity to perform, breadth refers to the number of times or the frequency with which trained tasks are performed on the job.

57) Companies experience loss of explicit and tacit knowledge when older employees retire.

58) Name and describe the three phases of training program design.

59) Name the four different types of seating arrangements discussed in the text and indicate when each is most appropriate.

60) Describe how awareness of generational differences can help create an appropriate learning environment. Consider at least three of the generations discussed in the text.

61) Describe different strategies to involve learners in a training session and how to facilitate discussions.

62) Describe the difference between near and far transfer and then articulate strategies to enhance each type of transfer.

63) How can opportunity to perform be measured? What might low levels of opportunity to perform indicate?

64) What features are necessary to make microlearning effective?