Test Bank for Employee Training & Development 9th Edition By Raymond Noe Chapter 1-11 Answers are at

TEST BANK Employee Training & Development 9th Edition By Raymond Noe Chapters 1-11 Test Bank for Employee Training & Development 9th End Edition of

By Raymond Noe Answers are at the Each Chapter Chapter 1-11 Answers are at the End of Each Chapter

Chapter 1 Student name:__________ 1)

Name and describe the different ways that learning occurs in a company.

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : manual

2) Name and describe the four types of capital described in the text and identify which are most directly influenced by training and development?

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : manual

3)

Describe why some have criticized the Instruction System Design (ISD) model.

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-03 Discuss various aspects of the training design process.

Difficulty : 2 Medium Gradable : manual

4)

What is the relationship between diversity, inclusion, and equity?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : manual

5)

How has the COVID-19 pandemic influenced current and future training practices?

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-03 Discuss various aspects of the training design process.

Difficulty : 2 Medium Gradable : manual

6)

Describe the core values of Total Quality Management (TQM).

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : manual

7) __________ refers to training, formal education, job experiences, relationships, and assessments of personality, skills, and abilities that help employees prepare for future jobs or positions.

7) ______ A) Knowledge management B) Formal training C) Development D) Succession planning

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

8)

Which of the following statements is true of human capital?

8) ______ A) Human capital is an organization’s tangible asset.

B) It is easy to imitate or purchase an organization’s human capital.

C) Motivation to deliver high-quality products and services is a part of human capital.

D) Human capital is standardized in companies.

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

9)

Informal learning __________.

9) ______ A) is developed and organized by a company B) is not required for the development of human capital C) cannot be controlled by the employees D) leads to the effective development of tacit knowledge

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

10)

Which of the following is true of tacit knowledge?

10) ______ A) It is easily codified and transferred from person-to-person.

B) Formulas and definitions are examples of tacit knowledge.

C) It is best acquired through formal training and development.

D) It is best acquired through informal learning.

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

11)

__________ is an example of tacit knowledge.

11) ______ A) Personal knowledge based on experience B) Knowledge of formal processes C) Knowledge of definitions D) Knowledge of formulas

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

12)

__________ refers to a systematic approach for developing training programs.

12) ______

A) Total quality management B) Continuous learning C) The Instructional System Design (ISD) model D) Training and development

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-03 Discuss various aspects of the training design process.

Gradable : automatic

13) Which of the following statements is true of the Instructional System Design (ISD) model?

13) ______ A) The model is generally universally accepted.

B) The model specifies an orderly, step-by-step approach to training design.

C) The model eliminates the need for trainers to use their own judgment.

D) The model has no underlying assumptions, which makes it very flexible.

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-03 Discuss various aspects of the training design process.

Difficulty : 2 Medium Gradable : automatic

14) The fifth step in the training design process is to develop an evaluation plan that involves identifying __________.

14) ______

A) an appropriate training method B) the requirements for training C) employees with motivation and basic skills D) the types of outcomes training is expected to influence

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-03 Discuss various aspects of the training design process.

Difficulty : 2 Medium Gradable : automatic

15) Which of the following steps of the training design process involves person and task analysis?

15) ______ A) ensuring transfer of training B) developing an evaluation plan C) conducting needs assessment D) monitoring and evaluating the program

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-03 Discuss various aspects of the training design process.

Gradable : automatic

16)

The ADDIE model is most closely associated with 16) ______

A) creating a learning organization.

B) formal training and development.

C) informal learning.

D) knowledge management.

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-03 Discuss various aspects of the training design process.

Gradable : automatic

17)

Which of the following is not included in the ADDIE model?

17) ______ A) analysis B) design and development C) implementation D) engagement

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-03 Discuss various aspects of the training design process.

Difficulty : 2 Medium Gradable : automatic

18) __________ refers to the process of moving jobs from the U.S. to other locations in the world.

18) ______

A) Expatriation B) Job rotation C) Offshoring D) Insourcing

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

19) Which of the following intangible assets does training and development indirectly influence?

19) ______ A) human capital B) intellectual capital C) customer capital D) All of these choices are correct

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

20) __________ capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work.

20) ______

A) Intellectual B) Human C) Talent D) Social

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

21)

Which of the following is an example of human capital?

21) ______ A) corporate culture B) patents C) customer loyalty D) work-related competence

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

22)

Which of the following is not an example of human capital?

22) ______ A) corporate culture B) education C) tacit knowledge D) work-related competence

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

23)

Which of the following statements is not true of knowledge workers?

23) ______

A) They generally have limited employment opportunities in other companies because their knowledge and expertise tend to be firm specific.

B) They are common in organizations that value intangible assets.

C) They typically do not perform manual labor.

D) They share knowledge and collaborate with others.

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

24) Which of the following visas is for individuals in highly skilled and technical occupations involving the completion of higher education?

24) ______ A) H-1A B) H-1B C) H-2A D) H-2b Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

25)

Which of the following statements is true of Millennials?

25) ______

A) They are also known as Generation X or Baby Boomers.

B) They grew up during a time when the divorce rate doubled.

C) They are often considered to be workaholics and rigid in conforming to rules.

D) They are believed to have high levels of self-esteem, sometimes the point of narcissism.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

26) __________ is a companywide effort to continuously improve the ways people, machines, and systems accomplish work.

26) ______ A) Stakeholder management B) Diversity management C) Total quality management D) Talent management

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

27) A core value of __________ is the prevention of the occurrence of errors in a product or service rather than detection and correction.

27) ______

A) ISD B) ADDIE C) HRM D) TQM

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

28) __________ involves highly trained employees known as Champions, Master Black Belts, Black Belts, and Green Belts.

28) ______ A) Six Sigma B) Lean manufacturing C) Instructional Systems Design D) TQM

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

29) __________ refer to teams that are separated by time, geographic distance, culture, or organizational boundaries that rely almost exclusively on technology to interact and complete their projects.

29) ______

A) Quality circles B) Virtual teams C) Six Sigma teams D) Ad hoc teams

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

30)

Which of the following is not a criterion for the Baldrige Award?

30) ______ A) strategic planning B) workforce focus C) legal compliance D) customer focus

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

31)

The ATD competency model __________.

31) ______

A) describes how to effectively design training interventions B) describes companywide effort to continuously improve the ways people and systems accomplish work C) specifies what it takes for an individual to be successful in the training field D) is a framework to analyze competition in an industry to formulate a training strategy

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-05 Discuss the key roles for training professionals.

Gradable : automatic

32)

According to the ATD competency model, a business partner __________.

32) ______

A) determines how workplace learning can be best used to help meet the company’s business strategy B) plans and monitors the delivery of learning and performance solutions to support the business C) designs, delivers, and evaluates learning and performance solutions D) uses business industry knowledge to create training that improves performance

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-05 Discuss the key roles for training professionals.

Difficulty : 3 Hard Gradable : automatic

33) In the ATD competency model, a __________ plans, obtains, and monitors the effective delivery of learning and performance solutions to support the business.

33) ______

A) project manager B) learning strategist C) business partner D) knowledge worker

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-05 Discuss the key roles for training professionals.

Gradable : automatic

34)

Training activities are said to be outsourced when they are provided by __________.

34) ______ A) in-house consultants B) company managers C) company trainers D) individuals outside the company

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

35)

Which of the following statements is true?

35) ______

A) The reporting relationship between human resource management and the training function is standard across companies.

B) Including training as part of the human resource function allows training to be decentralized to better respond to unique needs in different business units.

C) Organizational development professionals are seldom responsible for training.

D) For training and development to succeed, employees, managers, training professionals, and top managers all have to take ownership.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

36)

Which of the following is false regarding employee engagement?

36) ______

A) It reflects the extent to which employees are fully involved in their work.

B) It is closely related to job satisfaction and organizational commitment.

C) Surveys demonstrate that approximately 60 percent of the U.S. workforce is engaged in their work.

D) Actively disengaged employees cost the U.S. billions of dollars in lost productivity.

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

37)

Which of the following is the least common type of training in organizations?

37) ______

A) basic skills B) supervisory skills C) mandatory and compliance training D) sales

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

38) __________ refers to the systematic, planned, and strategic effort by a company to use bundles of HRM practices.

38) ______ A) Talent management B) Training and development C) Strategic management D) Performance management

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

39)

Which of the following statements is false?

39) ______

A) After rising from 83 billion in 2019, total training expenditures slightly declined to $82.5 billion in 2020.

B) Average training expenditures per employee have gradually declined over the last several years.

C) The average number of learning hours per employee in 2020 increased over the previous 3 years.

D) There is an increased demand for specialized learning that includes manager, professional, and industry-specific content.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

40)

Companies cannot gain a competitive advantage solely through their training practices.

40) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

41)

Training differs from development in that training tends to be more future-focused.

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

42) Tacit knowledge tends to be the primary focus of formal training and employee development.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

43)

Informal learning cannot be used to develop explicit knowledge.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

44) Training and development have a direct influence on the development of social capital, but an indirect influence on the development of customer capital.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

45)

There is no one universally accepted instructional systems development model.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-03 Discuss various aspects of the training design process.

Gradable : automatic

46) The ISD model includes five steps: analysis, design, delivery, implementation, and evaluation.

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-03 Discuss various aspects of the training design process.

Difficulty : 2 Medium Gradable : automatic

47)

Ensuring transfer of training is the final step in the ISD model.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-03 Discuss various aspects of the training design process.

Difficulty : 2 Medium Gradable : automatic

48)

Due to globalization, the supply for talented employees now exceeds the demand.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

49) Treating employees differently based on their age, such as only inviting younger employees to attend training, can result in adverse legal consequences.

49) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

50) One of the most significant talent management challenges today centers around the retirement of the Traditionalist generational cohort.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

51)

Decreasing numbers of Americans are participating in the gig economy.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

52)

Social networking facilitates decentralized decision making.

52) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

53) Despite its potential benefits, there are a number of challenges associated with social media for training and development.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

54) Quality circles refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology to interact and complete their projects.

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

55) A type of organization that embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledge is known as a "talent organization."

55) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

56) Augmented reality refers to smart eyewear technology and camera technology that gives employees hands-free, voice-activated access to procedures and checklists and live access to experts using tablet computers.

56) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

57) Non-traditional employment refers to hiring increased numbers of immigrants and minorities.

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

58)

When training is provided by consulting firms, it is said to be outsourced.

58) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

59) According to the ATD competency model, foundational competencies are used to a different extent in each role or specialization.

59) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-05 Discuss the key roles for training professionals.

Gradable : automatic

60) Regarding training roles, a project manager designs, develops, delivers, and evaluates learning and performance solutions.

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-05 Discuss the key roles for training professionals.

Gradable : automatic

61) Unlike organizational development professionals, talent management professionals typically focus on training as well as team building, conflict management, employment development, and change management.

61) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-05 Discuss the key roles for training professionals.

Gradable : automatic

62)

ATD stands for the Association for Training and Development.

62) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-06 Identify appropriate resources (e.g., journals and websites) for learning Gradable : automatic

63)

Online learning is least used for mandatory and compliance training.

63) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

64) Average training expenditures per employee have declined over the last several years due to technology.

64) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

65)

Artificial intelligence is the most frequently used type of technology-based learning.

65) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

66) On average, more training occurs in a formal classroom environment today compared to online learning.

66) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-04 Describe the amount and types of training occurring in U.S. companies.

Gradable : automatic

67) Training and development can have a direct impact on customer and social capital by helping employees better serve customers and by providing them with the knowledge they need to create patents and intellectual property.

67) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Difficulty : 2 Medium Gradable : automatic

68) The primary implication of the aging workforce is that performance and learning among older workers tend to be adversely affected.

68) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

69) Research suggests that employees of different generations do not substantially differ in their learning styles.

69) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-01 Discuss the forces influencing the workplace and learning and explain how Gradable : automatic

70)

The objective of Six Sigma is to create a total business focus on serving the customer.

70) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 01-02 Draw a figure or diagram and explain how training, development, informal l Gradable : automatic

Answer Key Test name: chapter 1 1)Formal training and development refer to training and development programs, courses, and events that are developed and organized by the company. Typically, employees are required to attend or complete these programs, which can include face-to-face training programs and online programs.

Informal learning is also important for facilitating the development of human capital. Informal learning refers to learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting. Informal learning occurs without a trainer or instructor, and its breadth, depth, and timing are controlled by the employee. It occurs on an as-needed basis and may involve an employee learning either alone or through face-to-face or technology-aided social interactions.

Knowledge management refers to the process of enhancing company performance by designing and implementing tools, processes, systems, structures, and cultures to improve the creation, sharing, and use of knowledge. Knowledge management contributes to informal learning.

2)The four types of capital include human capital, intellectual capital, social capital, and customer capital. ● Human capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that a company’s employees invest in their work. ● Intellectual capital refers to the codified knowledge that exists within a company. ● Social capital refers to relationships among individuals within a company. ● Customer capital refers to the value of relationships with persons or other organizations outside the company.

Training and development have a direct influence on human and social capital because they affect education, work-related know-how and competence, and work relationships. Training and development can have an indirect influence on customer and social capital by helping employees better serve customers and by providing them with the knowledge needed to create patents and intellectual property.

3)Some have criticized the ISD model for a number of reasons. The training design process rarely follows the neat, orderly, step-by-step approach. Furthermore, adhering to the model may represent an administrative burden and be too costly. The ISD model also implies an end point. However, the training process is more dynamic, fluid, and iterative. Many companies claim to use an instructional design approach but dilute its application. The ISD model certainly has value. Yet, the training design process should be flexible enough to adapt to changing business needs. Although it may not be realistic to follow the ISD model in a pure linear fashion, it is important that organizations focus on each of its component parts.

4)● Diversity can be considered any dimension that differentiates one person from another. ● Equity refers to fair treatment, access, equality of opportunity, and advancement for all employees, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. ● Inclusion refers to creating an environment in which employees share a sense of belonging, mutual respect, and a commitment to others so they can perform their best work.

5)The pandemic has influenced training in a variety of ways. For example: ● Many companies have retooled their operations to provide new products and services, requiring new training. ● New training in health and safety protocols has become paramount. ● Individuals who were unemployed will need to become re-socialized into the workforce. ● Unemployed individuals may be reentering the workforce in new jobs, requiring training to acquire new knowledge and skills. ● Employees need to be trained in how to work virtually and to maintain appropriate work-life balance. ● More and more training will be conducted digitally.

6)Total Quality Management (TQM) is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. Core values of TQM include the following: ● Methods and processes are designed to meet the needs of internal and external customers. ● Every employee in the company receives training in quality. ● Quality is built into a product or service so that errors are prevented from occurring rather than being detected and corrected. ● The company promotes cooperation with vendors, suppliers, and customers to improve quality and hold down costs. ● Managers measure progress with feedback based on data.

7) C 8) C 9) D 10) D 11) A 12) C 13) B 14) D 15) C 16) B 17) D 18) C 19) C 20) B 21) D 22) A 23) A 24) B 25) D

26) C 27) D 28) A 29) B 30) C 31) C 32) D 33) A 34) D 35) D 36) C 37) A 38) A 39) B 40) TRUE 41) FALSE 42) FALSE 43) FALSE 44) TRUE 45) TRUE 46) FALSE 47) FALSE 48) FALSE 49) TRUE 50) FALSE 51) FALSE 52) TRUE 53) TRUE 54) FALSE 55) FALSE

56) FALSE 57) FALSE 58) TRUE 59) TRUE 60) FALSE 61) FALSE 62) FALSE 63) FALSE 64) FALSE 65) FALSE 66) TRUE 67) FALSE 68) FALSE 69) TRUE 70) TRUE

Student name:__________ 1) Define balanced scorecard. What are the four perspectives it considers? Provide examples of metrics used to measure them.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

Gradable : manual

2) Describe the human capital requirements for fortresses, baseball teams, clubs, and academies.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in Gradable : manual

3)

Explain the business-embedded learning function.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 02-07 Discuss the strengths of a business-embedded learning function.

Gradable : manual

4) How does the strategic value of jobs and their uniqueness influence how training and learning resources are invested?

Question Details Accessibility : Keyboard Navigation Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in Difficulty : 3 Hard Gradable : manual

5)

What is a training “brand”? Why is it important? Describe how to create such a brand?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 02-09 Develop a marketing campaign for a training course or program.

Gradable : manual

6)

Describe five strategies for marketing training to internal customers.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 02-09 Develop a marketing campaign for a training course or program.

Gradable : manual

7)

Which of the following is true about a learning organization?

7) ______ A) A learning organization primarily encourages team learning.

B) The notion of the learning organization came into being in the early 2000s.

C) In a learning organization, employees learn from failure and successes.

D) In a learning organization, most learning occurs through formal training.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i

8)

The strategic training and development process begins with __________.

8) ______ A) choosing strategic training and development initiatives B) identifying the business strategy C) developing websites for knowledge sharing D) identifying measures or metrics

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

9)

The final step of the strategic training and development process involves __________.

9) ______ A) choosing strategic training and development initiatives B) identifying the business strategy C) identifying measures or metrics D) creating concrete training and development activities

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

10)

Which of the following is not a step in the strategic training and development process?

10) ______

A) determining strategic initiatives based on business strategy B) translating initiatives into concreate learning activities C) facilitating strategic training D) identifying metrics to determine whether training has contributed to goals related to the business strategy E) None of these choices are correct

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

11) __________ typically includes information on the customers served, why the company exists, what the company does, the value received by the customers, and the technology used.

11) ______ A) Balanced scorecard B) Vision C) Mission D) Code of conduct

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

12) Paycor’s redesign of its training from face-to-face to blended learning was provided as an example of which of the following strategic training initiatives?

12) ______ A) diversify the learning portfolio B) capture and share knowledge C) expand who is trained D) accelerate the pace of learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

13) Shaw Industries annually providing more than one million training hours to different constituents—employees, including machinists, marketers, scientists, sales representatives, designers, data scientists, nurses, and administrators—was provided an example of which of the following strategic training initiatives?

13) ______ A) expand who is trained B) capture and share knowledge C) diversify the learning portfolio D) accelerate the pace of learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

14) Which of the following is not one of the four major components of the balanced scorecard?

14) ______ A) customers B) internal business processes C) sustainability D) financial

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

15) A SWOT analysis is typically conducted in the __________ step of the strategic training and development process.

15) ______

A) business strategy formulation and identification B) strategic training and development initiatives C) training and development activities D) measures or metrics identification

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

16) __________ involves examining a company’s operating environment to identify opportunities and threats.

16) ______ A) Internal analysis B) Gap analysis C) External analysis D) Pareto analysis

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

17)

Which of the following is true with regard to SWOT analysis?

17) ______

A) In a SWOT analysis, external analysis attempts to identify the company’s strengths and weaknesses.

B) A SWOT analysis represents the strategy believed to be the best alternative to achieve the company goals.

C) A SWOT analysis is typically conducted in the strategic training and development initiatives step of the strategic training and development process.

D) A SWOT analysis provides a company the information needed to generate several alternative business strategies and make a strategic choice.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

18) Business-level outcomes chosen to measure the overall value of training or learning initiatives are referred to as __________.

18) ______ A) values B) goals C) business strategies D) metrics

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

19) The __________ considers four different perspectives: customer, internal, innovation and learning, and financial.

19) ______

A) SWOT analysis B) value chain analysis C) BCG matrix D) balanced scorecard

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

20) __________ refers to the company’s decisions regarding where to find employees, how to select them, and the desired mix of employee skills and statuses.

20) ______ A) Concentration strategy B) Staffing strategy C) External growth strategy D) Disinvestment strategy

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

21)

Which of the following is not one of the major business strategies discussed in the text?

21) ______

A) internal growth B) external growth C) divestment D) product differentiation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-04 Explain the training needs created by concentration, internal growth, exte

22)

Companies that emphasize innovation and creativity are labeled as __________.

22) ______ A) clubs B) academies C) fortresses D) baseball teams

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

23) In __________, financial and other resources are not available for development, so companies tend to rely on hiring talent from the external labor market.

23) ______

A) clubs B) fortresses C) baseball teams D) academies

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

24)

Uniqueness refers to 24) ______

A) employee potential to improve company effectiveness and efficiency.

B) the extent to which training and learning are centralized in an organization.

C) the extent to which employees are rare, specialized, and not highly available in the labor market.

D) the picture of the future an organization wants to achieve.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

25)

Job-based employees are characterized by 25) ______

A) high value and high uniqueness.

B) high value and low uniqueness.

C) low value and low uniqueness.

D) low value and high uniqueness.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

26)

Which of the following positions is characterized by high value and low uniqueness?

26) ______ A) lab technician B) scientist C) secretarial staff D) legal adviser

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

27) Companies adopting a __________ strategy need to train employees in job-search skills and focus on cross-training their remaining employees.

27) ______

A) concentration B) disinvestment C) external growth D) internal growth

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-04 Explain the training needs created by concentration, internal growth, exte

28) A(n) __________ strategy focuses on new market and product development, innovation, and joint ventures.

28) ______ A) disinvestment B) privatization C) external growth D) internal growth

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-04 Explain the training needs created by concentration, internal growth, exte

29) Development of an organizational culture that values creative thinking and analysis is characteristic of a company adopting a(n) __________ strategy.

29) ______

A) concentration B) disinvestment C) internal growth D) external growth

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-04 Explain the training needs created by concentration, internal growth, exte

30)

Which of the following is true of centralized training?

30) ______

A) A centralized training function helps drive stronger alignment with business strategy.

B) Training and development programs, resources, and professionals are housed in a number of different locations.

C) A centralized training function hinders the development of a common set of metrics or scorecards.

D) A centralized training function is largely ineffective during times of change.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-05 Discuss the advantages and disadvantages of centralizing the training func

31)

Which of the following is not an advantage of centralized training?

31) ______

A) stronger alignment with business strategy B) streamlined processes C) integrated programs for managing talent and training during times of change D) the ability to respond quickly to client needs and provide high-quality services

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-05 Discuss the advantages and disadvantages of centralizing the training func

32)

Which of the following is true of the business-embedded (BE) learning function?

32) ______ A) The BE function is customer-focused.

B) A BE training function views trainees as marketers.

C) A BE training function does not guarantee that training will improve performance.

D) Training functions organized by the BE model do not involve line managers.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-07 Discuss the strengths of a business-embedded learning function.

33) Kitty Merriweather, a product manager working in a manufacturing firm, is highly anxious about change. When the top management of Merriweather’s firm made it mandatory for all product managers to undergo training, she told her superior that she would be uncomfortable doing so. She added that she was certain of not being able to cope with the new developments. In this instance, Kitty is demonstrating 33) ______

A) indifference to change.

B) uniqueness.

C) resistance to change.

D) loss of control.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-07 Discuss the strengths of a business-embedded learning function.

Difficulty : 3 Hard

34) Which of the following is not one of the major "change-related" problems that need to be addressed before the implementation of new training practices?

34) ______ A) resistance to change B) loss of control C) power imbalance D) training-business strategy incongruence

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-07 Discuss the strengths of a business-embedded learning function.

35)

Which of the following is not one of the major reasons organizations outsource training?

35) ______

A) potential cost savings B) desire for greater control C) time savings D) desire to access best practices

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-07 Discuss the strengths of a business-embedded learning function.

36) Which business strategy tends to focus on team building, cross-training, on-the-job training, and specialized programs?

36) ______ A) concentration B) internal growth C) external growth D) divestment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-04 Explain the training needs created by concentration, internal growth, exte

37) Development at Argo Group focuses on early career professionals with fewer than 5 years of specialty insurance experience. This example was provided to illustrate which of the following strategic training initiatives?

37) ______

A) diversify the learning portfolio B) capture and share knowledge C) expand who is trained D) accelerate the pace of learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

38) Accenture’s gamified cybersecurity training program supports its business strategy by motivating employees to adopt appropriate security behavior in the company and in interactions with clients. This example was provided to illustrate which of the following strategic training initiatives?

38) ______ A) diversify the learning portfolio B) capture and share knowledge C) expand who is trained D) accelerate the pace of learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

39) __________ not only views trainees as customers, but also views managers and seniorlevel managers as customers who make decisions to send employees to training and allocate money for training.

39) ______

A) A business-embedded learning function B) Centralized training C) A corporate university D) Decentralized training

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-07 Discuss the strengths of a business-embedded learning function.

40) Learning organizations emphasize that learning occurs not only at the individual employee level but also at the group and organizational levels.

40) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

41) It has been estimated that about one-quarter of all companies have an extensive learning organization and that one-half possess at least some of the characteristics of a learning organization.

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i

42) In learning organizations, there is an understanding that failure provides important information.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

43)

Tacit knowledge is easy to imitate.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

44) Explicit knowledge is thought to have a stronger impact on helping organizations achieve a competitive advantage than tacit knowledge.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i

45) Companies need to support formal training because it is the best means to acquire tacit knowledge.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i

46) The first step in the strategic training and development process is to identify metrics to determine if training will be successful.

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

47)

Internal analysis involves identifying opportunities and threats.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

48) Strategic training and development initiatives vary by company depending on a company’s industry, goals, resources, and capabilities.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-02 Describe the strategic training and development process.

49) Emphasis on the creation of intellectual capital and the movement toward highperformance work systems using teams has resulted in employees performing many roles once reserved for management.

49) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

50) From a strategic perspective, "diversify the learning portfolio" refers to providing strategic diversity training to enhance a company’s competitive advantage.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

51) In the context of strategic training, the balanced scorecard is often used to determine levels of organizational support to enhance transfer of training.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-02 Describe the strategic training and development process.

52) Skill-based pay systems determine employees’ pay on what skills they are using for their current jobs rather than the number of skills they are competent in.

52) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

53)

The CEO of a company is responsible for setting a clear direction for learning.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

54) Line managers spend less time managing individual performance and developing employees than mid-level managers.

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

55) In highly integrated businesses, training is likely to include rotating employees between jobs in different businesses.

55) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

56) For companies in an unstable or recessionary business environment, training programs focus more on correcting skill deficiencies rather than preparing staff for new assignments.

56) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

57) Companies that adopt state-of-the-art HRM practices realize higher levels of performance than firms that do not.

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

58) Uniqueness refers to employee potential to improve company effectiveness and efficiency.

58) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

59)

Job-based employees are likely to receive less training than knowledge-based employees.

59) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

60)

Training for contract employees would focus on sharing expertise and team training.

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

61) Companies should generally avoid involving unions in retraining and productivityimprovement efforts.

61) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-03 Discuss how a company's staffing and human resource planning strategies in

62) A centralized training function not only hampers the streamlining of processes but also denies the company a cost advantage in purchasing training from vendors.

62) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-05 Discuss the advantages and disadvantages of centralizing the training func

63) There is an increasing trend for the training function to be organized by a blend of the business-embedded (BE) learning function and centralized training.

63) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-05 Discuss the advantages and disadvantages of centralizing the training func

64) Companies pursuing an external growth strategy typically focus on human capital issues to enhance efficiency.

64) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-04 Explain the training needs created by concentration, internal growth, exte

65) When companies are trying to revitalize and redirect, earnings may be flat, and there are likely fewer incentives for participation in training programs.

65) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i

66) Business process reengineering refers to the outsourcing of any business process, such as HRM, training, or production.

66) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

67) Outsourcing allows a company to focus better on its business strategy by saving cost and time.

67) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

68) Compared to 10 years ago, organizations are less focused now on creating a learning and training brand.

68) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 02-08 Discuss how to create a learning or training brand and why it is important

69) The types of training methods used by small, midsized, and large companies generally do not vary except for the use of new technology-based training delivery methods.

69) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i

70)

Most training in small firms is usually informal and on-the-job.

70) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

71) Fortunately, in union settings, when companies begin retraining efforts without involving the union, the training is still found to be highly successful.

71) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

72) Chief learning officers (CLOs), also known as knowledge officers, are the individuals in organizations who are typically responsible for delivering high-quality training.

72) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 02-01 Discuss how business strategy influences the type and amount of training i Difficulty : 1 Easy

Answer Key Test name: chapter 2 1)The balanced scorecard is a means of performance measurement that provides managers with a chance to look at the overall company performance or the performance of departments or functions from the perspective of internal and external customers, employees, and shareholders. The four perspectives and examples of metrics used to measure them include: ● Customer (time, quality, performance, service, cost) ● Internal (processes that influence customer satisfaction) ● Innovation and learning (operating efficiency, employee satisfaction, continuous improvement) ● Financial (profitability, growth, shareholder value) 2)Fortresses—companies with limited resources for training that tend to recruit from the outside.

Baseball teams—companies that require innovation and creativity; recruit from other companies or new graduates with specialized skills.

Clubs—companies in highly regulated industries that rely on developing their own talent.

Academies—companies that require specialized skill and focus on developing their individual employees.

3)The BE learning function is characterized by five competencies: strategic direction, product design, structural versatility, product delivery, and accountability for results. It views trainees, managers, and senior-level decision makers as customers of training.

The most noticeable feature of a BE learning function is its structure. In BE learning functions, all persons who are involved in the training process communicate and share resources. Trainers—who are responsible for developing training materials, delivering instruction, and supporting trainees—work together to ensure that learning occurs.

Trainers not only have specialized competencies but also can serve as internal consultants by providing a range of services, such as needs assessment, content improvement, and the like.

4)Uniqueness refers to the extent to which employees are rare, specialized, and not highly available in the labor market. Strategic value refers to employee potential to improve company effectiveness and efficiency. These dimensions can be crossed to characterize four types of employees: Highly valued and unique employees are known as knowledge-based employees. Because knowledge-based employees possess valuable and unique skills, the company is expected to invest heavily in training and developing them, especially in developing skills specific to the company’s needs.

Highly valued employees who are not unique are known as job-based employees. Job-based employees are likely to receive less training than knowledge-based employees because although they create value for the firm, they are not unique. If they receive training, it would tend to focus on skills that they need to perform their jobs. Their development opportunities will be limited unless they have been identified as outstanding performers.

Employees with low value and uniqueness are known as contract employees. The training for contract workers likely would be limited to ensuring that they comply with company policies and legal or industrybased licensure and certification requirements.

Unique employees with low value are known as alliance/partnership employees. Because they are not full-time employees of the company but provide valued services, training for alliance/partnership employees tends to focus on encouraging them to share their knowledge and using team training and experiential exercises designed to develop their trust and relationships with job-based and knowledge-based employees.

5)A brand includes the ―look and feeling‖ of the training function that is used to ensure that training is valued by managers and employees.

Marketing the training function is important to help create this ―look and feel.‖ A number of strategies discussed in the text include: ● Involving the target audience in developing the training or learning effort. ● Demonstrating how a training and development program can be used to solve specific business needs. ● Showing an example of how training has been successfully used to solve specific business needs in the past. ● Identifying a "champion" who actively supports training. ● Listening and acting on feedback received from clients, managers, and employees. ● Advertising on e-mail, on company websites, and in employee break areas. ● Designating someone in the training function as an account representative who will interact between the training designer and the "customer." ● Determining what financial metrics top-level executives are concerned with and showing how training will help improve these. ● Speaking in terms that employees understand–avoid technical jargon. ● Winning a local or national training industry award or recognition. ● Publicizing learner or manager success stories or feature those who have earned certifications or degrees using newsletters or websites. ● Sending workforce segments (e.g., managers, employees, business units) customized communications emphasizing the value of training emphasizing "what's in it for me."

6)● Involving the target audience in developing the training or learning effort ● Demonstrating how a training and development program can be used to solve specific business needs ● Showing an example of how training has been successfully used to solve specific business needs in the past ● Identifying a ―champion‖ who actively supports training ● Listening and acting on feedback received from clients, managers, and employees ● Advertising on e-mail, on company websites, and in employee break areas ● Designating someone in the training function as an account representative who will interact between the training designer and the ―customer‖ ● Determining what financial metrics top-level executives are concerned with and showing how training will help improve these ● Speaking in terms that employees understand–avoid technical jargon 7) C 8) B 9) C 10) C 11) C 12) D 13) A 14) C 15) A 16) C 17) D 18) D 19) D

20) B 21) D 22) D 23) B 24) C 25) B 26) A 27) B 28) D 29) C 30) A 31) D 32) A 33) C 34) D 35) B 36) A 37) C 38) A 39) A 40) TRUE 41) FALSE 42) TRUE 43) FALSE 44) FALSE 45) FALSE 46) FALSE 47) FALSE 48) TRUE 49) TRUE

50) FALSE 51) FALSE 52) FALSE 53) TRUE 54) FALSE 55) TRUE 56) TRUE 57) TRUE 58) FALSE 59) TRUE 60) FALSE 61) FALSE 62) FALSE 63) TRUE 64) FALSE 65) TRUE 66) FALSE 67) TRUE 68) FALSE 69) TRUE 70) TRUE 71) TRUE 72) FALSE Student name:__________ 1)

Name and describe the three levels of analyses for conducting a needs assessment.

2)

Describe what problems might arise if a proper needs assessment is not conducted.

3)

Why should upper-level managers be included in the needs assessment process?

4) Describe the advantages and disadvantages of observation, interviews, and the use of historical data as methods for conducting a needs assessment.

5) Discuss the types of evidence that you would look for to determine whether a needs analysis has been conducted improperly.

6) Explain the process you would use to conduct a root cause analysis of a performance problem.

7)

Which of the following statements is true of needs assessment?

A) The process should not provide information regarding outcomes to evaluate training.

B) Upper- and mid-level managers should be excluded.

C) The process can determine if training is the appropriate solution.

D) The process needs to be lengthy and comprehensive.

8) __________ involves determining whether performance deficiencies result from lack of knowledge or skill.

A) Organizational analysis B) Person analysis C) Skill analysis D) Task analysis

9) __________ analysis involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers.

A) Organizational B) Task C) Gap D) Support

10) According to the text, collecting data on social support for training from managers and peers is a component of which level of analysis?

A) organizational analysis B) personal analysis C) task analysis D) both organizational analysis and personal analysis

11) __________ are more concerned with how training may affect the attainment of financial goals for the particular units they supervise.

A) Operational workers B) Instructional designers C) Mid-level managers D) Upper-level managers

12) Which of the following methods is inexpensive and allows for the collection of data from a large number of individuals?

A) survey B) observation C) focus group D) interview

13) A primary disadvantage of using __________ in the needs assessment process is that the data obtained may lack detail.

A) crowdsourcing B) interviewing C) surveys D) observation

14)

__________ are useful for exploring complex or controversial issues.

A) Surveys B) Observations C) Focus groups D) Historical data reviews

15) __________ refers to asking a large group of employees to provide information for needs assessment.

A) Crowdsourcing B) Historical data review C) Focus group D) Benchmarking

16) __________ refers to the process of a company using information about other companies’ training practices.

A) Brainstorming B) Crowdsourcing C) Outsourcing D) Benchmarking

17) In the needs assessment process, organizational analysis involves identifying __________.

A) the training resources that are available B) employees’ personal characteristics C) the conditions under which tasks are performed D) the employees who require training

18)

Which of the following is not a component of organizational analysis?

A) the company’s strategic direction B) support of managers, peers, and employees for training C) training resources D) none of these—each is a key component

19) Marriott requires that trainees have adequate child care, transportation, and housing arrangements for its welfare-to-work program. These standards resulted from which type of analysis, as discussed in the text?

A) person analysis B) task analysis C) support analysis D) discrepancy analysis

20) A needs assessment conducted at McDonald’s was presented in the text. Which of the following is NOT true of its needs assessment process?

A) The organization’s business strategy was reevaluated to ensure that training was in alignment with its strategy.

B) Employees’ education level, gender, language, age, and generation were examined.

C) Responsibilities, tasks, and leadership skills for each job were analyzed.

D) Data about the frequency of use of training online content and its accessibility were assessed.

21)

Employees’ readiness for training includes identifying whether __________.

A) the work environment will facilitate learning and not interfere with performance B) an organization should develop training programs by itself or buy them from a vendor C) coworkers are supportive of employees D) managers are using a similar frame of reference when they evaluate associates using the same competencies

22) The goal of __________ analysis is determining what is responsible for the difference between employees’ current and expected levels of performance.

A) person B) performance C) discrepancy D) gap

23) A __________ analysis refers to the process of determining whether training is the best or most likely solution for a performance problem or gap.

A) root cause B) gap C) performance D) discrepancy

24)

In person analysis, __________ relate(s) to resources employees need to help them learn.

A) outputs B) inputs C) consequences D) feedback

25)

__________ relates to intellectual capability and general intelligence.

A) Basic skills B) Cognitive ability C) Self-efficacy D) Reading ability

26)

Trainee self-efficacy can be increased by __________.

A) letting them know that the purpose of training is to identify areas in which employees are incompetent B) providing limited information about the training program prior to the actual training C) convincing them training is important D) showing the successes of peers in similar jobs

27) Which of the following statements is most true about age and generation in the context of training?

A) The speed with which people process information increases with age.

B) Gen Xers dislike close supervision.

C) Motivation tends to decrease with age.

D) Traditionalists prefer more of a self-directed training environment.

28)

Which of the following is considered an “input” in the context of person analysis?

A) awareness of performance standards B) social support C) cognitive ability D) conscientiousness

29) Which of the following refers to the type of rewards that employees receive for performing well?

A) consequences B) feedback C) motivators D) outcomes

30)

In which of the following instances is training most likely needed?

A) Employees have the knowledge and skill to perform a job, but they have inadequate

input.

B) Employees have the knowledge and skill to perform a job, but they lack feedback.

C) Employees lack the knowledge and skill to perform a job, but the other factors are satisfactory.

D) Employees have the knowledge and skill to perform a job, but the consequences are inadequate.

31)

Which of the following issues is addressed by task analysis?

A) Who needs training?

B) What is the focus of training?

C) Does training support the company’s strategic direction?

D) Should training be built or bought?

32)

Which one of the following is true of task analysis?

A) It should be undertaken before organizational analysis.

B) It involves breaking a task into several jobs.

C) It should be undertaken before a person analysis.

D) It involves determining KSAOs needed to perform specific tasks.

33)

The first step in task analysis is to __________.

A) develop a preliminary list of tasks performed on the job B) select the job or jobs to be analyzed C) identify the KSAOs important for successful task performance D) identify important and frequently performed tasks for which training is required

34)

Which of the following statements is true of competency models?

A) They are useful for a variety of HRM practices, not just training and development.

B) They provide a tool for determining what skills are necessary to meet current and future needs.

C) They provide common criteria for identifying appropriate training activities for employees.

D) All of these choices are correct.

35) In the process of developing a competency model, the job or position to be analyzed is identified after __________.

A) the needs assessment strategy is selected B) the effective and ineffective job performers are identified C) the business strategy and goals are identified D) the competencies responsible for effective and ineffective performance are identified

36)

Which of the following statements is true of rapid needs assessment?

A) It involves using a large amount of resources, such as money and SMEs. B) It ultimately results in the sacrifice of the quality of the process.

C) Its scope is independent of the size of the potential pressure point.

D) It opts for methods that provide results in which trainers have the greatest confidence.

37) Which of the following is NOT a common problem if a needs assessment is improperly conducted?

A) Training may be incorrectly used as a solution to a performance problem.

B) Training programs may have the wrong content, objectives, or methods.

C) Money may be spent on training programs are unnecessary because they are unrelated to business strategy.

D) Employees become dissatisfied because they may not be able to attend training.

38) __________ includes determining what is responsible for the difference between employees’ current and expected performance.

A) Gap analysis B) Root cause analysis C) Performance analysis D) Situational analysis

39) __________ refers to the process of determining whether training is the best or most likely solution to a performance problem or gap.

A) Gap analysis B) Root cause analysis C) Performance analysis D) Situational analysis

40) Which of the following needs assessment techniques is objective, yet may threaten employees?

A) surveys B) observations C) crowdsourcing D) technology

41) Subject-matter experts (SMEs) should have an understanding of the company’s language, tools, and products. ⊚ true ⊚ false

42) Job incumbents should be included as SMEs because they tend to be the most knowledgeable about the job. ⊚ true ⊚ false

43) A primary advantage of crowdsourcing for conducting a needs assessment is the speed to coordinate this data collection effort.

⊚ ⊚

true false

44) A disadvantage of historical data reviews in conducting a needs assessment is data potentially being incomplete, inaccurate, or not fully reflective of performance. ⊚ true ⊚ false

45)

Surveys do not allow many employees to participate in the needs assessment process. ⊚ true ⊚ false

46)

Surveys and interviews share common disadvantages as needs assessment methods. ⊚ true ⊚ false

47) Online technology is useful in the needs assessment process because it is most effective in generating detailed content. ⊚ true ⊚ false

48)

Age does not affect how people prefer to learn. ⊚ true ⊚ false

49) One of the better ways to assess self-efficacy prior to training is through a cognitive ability assessment.

⊚ ⊚

true false

50) One of the best means to enhance trainees’ self-efficacy beliefs is to explain the importance of learning new knowledge and skills for enhanced organizational performance. ⊚ true ⊚ false

51) It is important to assess trainees’ level of cognitive ability during the needs assessment process because cognitive ability is the personal characteristic that most strongly impacts trainees’ confidence to learn. ⊚ true ⊚ false

52)

The importance of cognitive ability for job success increases with job complexity. ⊚ true ⊚ false

53)

Determining a job’s cognitive ability requirement is part of the task analysis process. ⊚ true ⊚ false

54) It is generally advisable to design training materials at a reading level that is slightly above trainees’ ability in order to “stretch” them during training. ⊚ true ⊚ false

55) To motivate employees to learn in training programs, managers should always avoid informing the employees of their skill deficiencies. ⊚ true ⊚ false

56) To motivate employees to learn in training programs, they should be given a choice of what training programs to attend. ⊚ true ⊚ false

57) One of the most powerful ways to motivate employees to attend and learn from training is to communicate the personal value of the training. ⊚ true ⊚ false

58) Task analysis should be undertaken only after the organizational analysis has determined that the company wants to devote time and money for training. ⊚ true ⊚ false

59)

A task analysis should be undertaken prior to an organizational analysis. ⊚ true ⊚ false

60) It is always important to conduct a thorough needs assessment at the organization, personal, and task levels of analysis. ⊚ true ⊚ false

61)

Competency models are typically only used for training purposes. ⊚ true ⊚ false

62) Because training is increasingly being used to help the company achieve its strategic goals, both upper- and mid-level managers are becoming involved in the needs assessment process. ⊚ true ⊚ false

63) In the context of person analysis, organizational leaders are primarily focused on whether employees in specific functions or business units need training. ⊚ true ⊚ false

64) In the context of task analysis, trainers are primarily focused on for which jobs can training make the biggest difference in product quality or customer service. ⊚ true ⊚ false

65)

A job incumbent is a cluster of tasks identified through needs assessment. ⊚ true ⊚ false

66)

Pressure points almost always suggest that a training need is present in the organization. ⊚ true ⊚ false

67) The primary role of upper-level managers in the needs assessment process is to ensure that learning efforts are well designed. ⊚ true ⊚ false

68) Upper-level managers are not usually involved in identifying which employees need training. ⊚ true ⊚ false

69) Mid-level managers typically determine how much of their budgets will be devoted to training during the needs assessment process. ⊚ true ⊚ false

Answer Key Test name: chapter 3 1)● Organization analysis involves determining the appropriateness of training for the organization overall, given its strategy, resources, and support for training. ● Person analysis involves determining whether performance deficiencies result from lack of ability or a motivational or work-design problem. It also involves determining who needs training and employee readiness for training. ● Task analysis identifies the important tasks, knowledge, skills, and behaviors that need to be addressed in training.

2)If needs assessment is not properly conducted, any one or more of the following situations could occur. ● Training may be incorrectly used as a solution to a performance problem. ● Training programs may have the wrong content, objectives, or methods. ● Trainees may be sent to training programs for which they do not have the basic skills, prerequisite skills, or confidence to learn. ● Training will not deliver the expected learning, behavior change, or financial results. ● Money will be spent on training programs that are unnecessary because they are unrelated to the company’s business strategy.

3)Upper-level managers need to help determine if training is related to the company’s business strategy and what type of training may be required. Upper-level managers are involved to identify the role of training in relation to other HRM practices and determine if the necessary support exists within the organization to support training.

They should also determine what strategic competencies are necessary for organizational success and determine employees that would benefit most from training. It is necessary to include top management because they are central to creating the overall architecture and support for a learning organization.

4)Observation Advantages: relevant data, minimizes interruption of work.

Disadvantages: requires skill in observation, employee behavior may be affected by being observed.

Interview Advantages: good at uncovering detail, can explore unexpected issues.

Disadvantages: time consuming, potentially socially desirable responses, difficult to analyze.

Historical data Advantages: provides data related to performance and practices.

Disadvantages: data may be inaccurate, incomplete, or not fully reflective of performance.

5)On one hand, one could look at the impact of training. If there were favorable reactions, learning, transfer, and results, there is evidence that appropriate material was being trained to the right people in the right jobs. If there are unfavorable outcomes, one could conclude that a needs analysis has not been conducted properly. In terms of the process of needs analysis, data should be collected at the person, job/task, and organizational levels.

6)Training not may always be the best solution, and managers should consider a variety of issues when determining the root of performance issues. Examples of questions that should be asked include: ● Do employees know how to perform effectively? ● Can employees demonstrate the correct knowledge or behavior? ● Were performance expectations clear? ● Were positive consequences offered for good performance? ● Did employees receive appropriate feedback? ● Are there obstacles preventing effective performance? Do employees have the appropriate resources? ● Are the right employees in the job? Do they possess the personal characteristics necessary to succeed in training?

If the root of the problem is lack of knowledge, skill, or ability, then training may be the solution. If not, managers should consider other aspects of the work environment. Furthermore, the issue may be a selection problem and not one that could be solved by training.

7) C 8) B 9) A 10) D 11) C 12) A 13) C 14) C 15) A 16) D 17) A 18) D 19) A 20) A

21) A 22) D 23) A 24) B 25) B 26) D 27) B 28) B 29) A 30) C 31) B 32) D 33) B 34) D 35) C 36) D 37) D 38) A 39) B 40) D 41) TRUE 42) TRUE 43) FALSE 44) TRUE 45) FALSE 46) FALSE 47) FALSE 48) FALSE 49) FALSE 50) FALSE

51) FALSE 52) TRUE 53) TRUE 54) FALSE 55) FALSE 56) TRUE 57) TRUE 58) TRUE 59) FALSE 60) FALSE 61) FALSE 62) TRUE 63) TRUE 64) FALSE 65) FALSE 66) FALSE 67) FALSE 68) TRUE 69) TRUE Student name:__________ 1) Describe how trainers can create a learning orientation among trainees in contrast to a performance orientation. (Be sure to define learning orientation and performance orientation in your answer to demonstrate your understanding of these concepts.)

Question Details Accessibility : Keyboard Navigation Difficulty : 3 Hard Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

Gradable : manual

2) Describe what are meant by self-efficacy beliefs and how they can be enhanced in a training context.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

Gradable : manual

3) Describe the three components of expectancy theory and how they can be enhanced in a training context.

Question Details Accessibility : Keyboard Navigation Difficulty : 3 Hard Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

Gradable : manual

4) Describe the principles of adult learning theory (andragogy) and their implications for training design and delivery.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

Learning Objective : 04-03 Incorporate adult learning theory into the design of a training program.

Gradable : manual

5)

Explain how allowing trainees to make errors in training be useful.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece Gradable : manual

6) Explain how badges and micro-credentials influence learning from the perspective of one of the following theories: expectancy theory, need theory, goal setting theory, or adult learning theory.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

Gradable : manual

7)

What is near transfer? Far transfer? What are their implications for training design?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf Gradable : manual

8)

Which of the following statements is true?

8) ______ A) In general, mistakes should be avoided in a training context.

B) For training to be effective, both learning and transfer are needed.

C) Transfer of training is to be considered only after the completion of training.

D) Most of what is learned during training is successfully transferred to the workplace.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info

9)

Which of the following examples best reflects an attitude as a learning outcome?

9) ______

A) articulate three reasons why diversity is important B) successfully provide employee feedback C) create a pivot table in Excel D) value work-life balance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-01 Discuss the five types of learner outcomes.

10) __________ relates to the learner’s decision regarding what information to attend to, how to remember, and how to solve problems.

10) ______ A) Cognitive strategy B) Motor skill C) Attitude D) Verbal information

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 04-01 Discuss the five types of learner outcomes.

Difficulty : 1 Easy

11) "Design and code a computer program that meets customer requirements" is an example of which of the following learning outcomes?

11) ______

A) cognitive strategies B) attitudes C) intellectual skills D) motor skills

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-01 Discuss the five types of learner outcomes.

12)

Intellectual skill as a learning outcome primarily includes the capability to __________.

12) ______ A) state or describe previously stored information B) apply generalizable concepts and rules to solve complex problems C) execute a physical action with precision and timing D) choose a personal course of action

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-01 Discuss the five types of learner outcomes.

13) "Not micromanaging trainees working in groups after the group demonstrates it can remain on task" is an example of __________, in the context of reinforcement theory.

13) ______

A) positive reinforcement B) negative reinforcement C) extinction D) punishment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 3 Hard Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

14) "Not allowing trainees to take an extra break because they were disruptive" is an example of __________, in the context of reinforcement theory.

14) ______ A) positive reinforcement B) negative reinforcement C) extinction D) punishment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 3 Hard Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

15)

Behavior modification is a training method that is primarily based on __________.

15) ______

A) goal setting theory B) information processing theory C) expectancy theory D) reinforcement theory

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

16)

Behavior modeling is a training method that is primarily based on __________.

16) ______ A) goal setting theory B) social learning theory C) expectancy theory D) reinforcement theory

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

17) __________ is a person’s judgment about whether he or she can successfully learn new knowledge and skills.

17) ______

A) Self-efficacy B) Self-actualization C) Self-esteem D) Self-concept

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

18)

Logical verification to increase self-efficacy typically involves __________.

18) ______

A) perceiving a relationship between a new task and a task already mastered B) trying out the observed behaviors to see if they result in the same reinforcement that a model received C) motivating trainees by having employees who have mastered the learning outcomes demonstrate them D) determining the degree of support for using newly acquired capabilities

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

19) Juan, an operations manager, has been assigned to train a group of older employees in the logistics department. He has to train them to use new computer software. He begins by reminding them that they were quick in learning the old software. Juan is trying to __________.

19) ______

A) increase the employees’ self-efficacy B) deter expectancies of the employees C) create motor reproduction D) raise the valence of the behavior

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 3 Hard Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

20)

Which of the following creates a learning orientation in trainees?

20) ______ A) emphasizing trained task performance B) emphasizing competition among trainees C) ensuring trainees completely avoid errors and mistakes D) allowing trainees to experiment with new knowledge and skills

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

21) In the context of expectancy theory, the belief that performing a given action is associated with a particular outcome is called __________.

21) ______

A) valence B) instrumentality C) maintenance D) generalizing

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

22) In the context of expectancy theory, __________ relates to trainees’ beliefs that they can perform the trained skill.

22) ______ A) expectancy B) instrumentality C) self-efficacy D) valence

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

23) According to the __________, transfer will be maximized when the tasks, materials, equipment, and other characteristics of the learning environment are similar to those encountered in the work environment.

23) ______

A) theory of identical elements B) stimulus generalization approach C) cognitive theory of transfer D) theory of closed skills

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

24)

Which of the following statements is true of closed skills?

24) ______ A) They require the trainee to adapt general principles.

B) They refer to training objectives that are specific.

C) They refer to skills that are to be identically produced by the trainee on the job.

D) They are more difficult to train than open skills.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

25) Which of the following strategies is least appropriate for supporting the transfer of open skills?

25) ______

A) teaching general principles B) providing detailed checklists for trainees to follow C) allowing trainees to make mistakes without fear of punishment D) providing rewards for experimentation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

26) Which of the following strategies is not appropriate for supporting the transfer of closed skills?

26) ______ A) encouraging on-the-job experimentation B) providing high-fidelity practice C) shaping favorable attitudes toward compliance D) rewarding compliance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

27) __________ is a learning process that involves identifying learned material in long-term memory and using it to influence performance.

27) ______

A) Generalizing B) Semantic encoding C) Retrieval D) Gratifying

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info Difficulty : 1 Easy

28)

Which of the following statements is true of organizing as a learning strategy?

28) ______

A) It focuses on memorization of training content.

B) It focuses on learning through repetition of training content.

C) It requires the learner to find similarities and themes in the training material.

D) It requires the trainee to relate the training material to other, more familiar knowledge, skills, or behaviors.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info

29)

The learning cycle for a trainee begins with a(n) __________.

29) ______

A) reflective observation B) concrete experience C) abstract conceptualization D) active experimentation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info Difficulty : 1 Easy

30)

__________ refers to individual control over one’s thinking.

30) ______ A) Modeling B) Instrumentality C) Valence D) Metacognition

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info Difficulty : 1 Easy

31) __________ refers to the learner’s involvement with the training material and assessing their progress toward learning.

31) ______

A) Automatization B) Self-regulation C) Elaboration D) Generalization

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info Difficulty : 1 Easy

32)

Learner-learner interaction is most appropriate when learners have to __________.

32) ______ A) master a task that is completed alone B) maximize their critical thinking and analysis skills C) acquire personal knowledge based on experience D) enhance their self-awareness and self-assessment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

33)

__________ refers to practicing a task continuously without breaks.

33) ______ A) Overlearning B) Whole practice C) Massed practice D) Continuous learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

34)

Which of the following is a disadvantage of communities of practice (COPs)?

34) ______

A) Participation is often voluntary, so some employees may not share their knowledge unless the organizational culture supports participation.

B) They are not naturally occurring in companies.

C) Social interaction is discouraged.

D) They require that employees meet face to face.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

35)

Which of the following is an example of the internal conditions necessary for learning?

35) ______ A) providing trainees opportunities to practice new skills B) strong messages provided to trainees from credible sources C) verbal persuasion D) recall of training content

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-05 Discuss the internal conditions (within the learner) and external conditio

36) _________ regulate the processes of learning. They relate to the learner’s decision regarding what information to attend to (i.e., pay attention to), how to remember information, and how to solve problems.

36) ______ A) Cognitive strategies B) Intellectual skills C) Attitudes D) Motor skills

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info

37)

_________ focuses a person’s self-efficacy.

37) ______ A) Goal-setting theory B) Social learning theory C) Reinforcement theory D) Expectancy theory

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

38) _________ help(s) explain the value that a person places on different outcomes. With that information, training can be better designed to motivate individuals and to be more fulfilling.

38) ______ A) Social learning theory B) Goal setting theory C) Adult learning theory D) Need theories

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

39)

Andragogy relates to which of the following theories most closely?

39) ______ A) social learning theory B) adult learning theory C) reinforcement theory D) need theories

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-03 Incorporate adult learning theory into the design of a training program.

40) On the whole, research supports the notion that individuals differ greatly in their learning styles.

40) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

41)

The cognitive theory of transfer has relevance for both near and far transfers.

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

42) Goals have been shown to lead to high performance even when people are not fully committed to them.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

43) task.

The effectiveness of massed versus spaced practice can vary by the characteristics of the 43) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

44)

Generalization is defined as continued use of what was learned over time.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 04-01 Discuss the five types of learner outcomes.

Difficulty : 1 Easy

45) Developing a computer program that meets customer specifications is an example of an intellectual skills learning outcome.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-01 Discuss the five types of learner outcomes.

46) Adult learning theory assumes that adults enter a learning experience with a subjectcentered approach to learning.

46) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-03 Incorporate adult learning theory into the design of a training program.

47)

Individuals with a performance orientation find that errors and mistakes cause anxiety.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

48) Learners with a high-performance orientation will direct greater attention to learning for the sake of learning.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

49) To promote a learning orientation, trainers should deemphasize competition among trainees, create a community of learning, and allow trainees to make errors.

49) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

50) In the context of expectancy theory, ensuring that trainees are confident in their ability to learn helps to promote instrumentality beliefs.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

51) In the context of expectancy theory, explaining to trainees that they will receive valued rewards if they perform well helps to promote instrumentality beliefs.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

52)

In general, it is best to promote a performance orientation among trainees.

52) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

53)

Instrumentality is similar to self-efficacy beliefs.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-02 Explain the implications of learning theory for instructional design.

54) In the context of andragogy, group discussions would likely be less appropriate than the traditional lecture method.

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-03 Incorporate adult learning theory into the design of a training program.

55)

The working storage and semantic encoding processes both relate to short-term memory.

55) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-04 Describe how learners receive, process, store, retrieve, and act upon info

56)

Open skills need to be identically reproduced on the job.

56) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

57)

Making a hamburger at a fast-food restaurant is an example of a closed skill.

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

58)

Giving a sales presentation is an example of an open skill.

58) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

59)

Identical elements are more appropriate for open skills as opposed to closed skills.

59) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

60) The stimulus generalization approach is more appropriate for open skills as opposed to closed skills.

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

61) Identical elements are maximized when the learning environment matches the trainee as closely as possible.

61) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

62)

The stimulus generalization approach emphasizes near transfer of training.

62) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-06 Discuss the implications of open and closed skills and near and far transf

63)

It is best to include a combination of examples and practice, rather than all practice.

63) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

64)

Spaced practice is typically considered superior to massed practice.

64) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

65) In error management training, trainees are instructed that errors hamper learning and should largely be avoided.

65) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

66)

For more complex tasks, relatively long rest periods appear to be beneficial for learning.

66) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

67)

Automatization of tasks increases memory demands.

67) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-07 Explain the features of instruction and the work environment that are nece

68)

Providing self-management training is an example of an internal learning condition.

68) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 04-05 Discuss the internal conditions (within the learner) and external conditio

Answer Key Test name: chapter 4 1)People with a learning orientation view mistakes as a useful part of the learning processes and not as something that should be avoided. They are focused on learning and not necessarily looking good. Performance orientation refers to a desire to look good in comparison to others.

Individuals with a performance orientation value ability more than learning, and they avoid mistakes as they might make them appear "foolish" in the eyes of others. Accordingly, trainers should strive to promote a learning orientation among trainees. Trainers should set goals around learning and experimenting with new ways of having trainees perform trained tasks. They should also deemphasize competition among trainees, create a community of learning, and allow trainees to make errors. When trainees make mistakes, trainers should provide constructive feedback and avoid making trainees look incompetent.

2)● Self-efficacy relates to an individual’s belief that he/she can successfully learn new knowledge and skills. Self-efficacy can be increased in several ways: ● verbal persuasion: offering words of encouragement to convince individuals they are capable of learning. ● logical verification: creating a perceived relationship between a new task and a task already mastered modeling; showing individuals how to successfully perform a task. ● past accomplishment: letting trainees build a history of successful accomplishments.

3)Expectancy theory suggests that behavior is based on three factors— expectancy, instrumentality, and valence. Expectancy beliefs relate to whether an individual believes he or she can perform a specific behavior. These beliefs are related to self-efficacy. Valence is the value that individuals place on an outcome or reward. Instrumentality relates to beliefs about whether performing will result in a particular outcome.

Will individuals receive something valued if they perform well?

Based on this model, trainers should: 1) ensure that trainees are confident in their ability to learn and perform (expectancy); 2) provide and communicate valued rewards (valence); and 3) ensure that valued rewards are received if trainees successfully learn and transfer (instrumentality).

4)Adult learning theory, also called andragogy, is a theory of how adults learn. The theory is based on the following assumptions: ● Adults have the need to know why they are learning something. ● Adults have a need to be self-directed. ● Adults bring more work-related experiences into the learning situation. ● Adults enter into a learning experience with a problem-centered approach to learning. ● Adults are motivated to learn by both extrinsic and intrinsic motivation.

There are several implications for training based on this theory.● Mutual planning and collaboration in instruction. ● Use learner experiences as a basis for examples and applications. ● Develop instruction based on learners’ interests and competencies. ● Provide opportunities for immediate application. ● Ensure training is problem centered versus subject centered.

5)Making errors is central to the learning process. Trainees should be allowed to make errors so they do not fear practice. When learning a new skill, there is the risk of appearing foolish in front of others.

Trainers should thus strive to create a learning orientation among trainees, where trainees are more concerned with developing their skills and view mistakes as a natural part of the learning process. Furthermore, errors themselves are important in training because they provide learning opportunities. In particular, in error management training, trainees are instructed that errors can help learning, and they are encouraged to make errors and learn from them.

6)● In the context of expectancy theory, digital badges and microcredentials would be motivating if individuals value them (valence), believe they can successfully learn the focal knowledge and skills (expectancy), and believe they would obtain the digital badges and micro-credentials if they achieve the learning outcome (instrumentality). ● With respect to need theory, if digital badges and micro-credentials are believed to satisfy specific needs (e.g., esteem, growth, and achievement needs), they may motivate individuals to learn new knowledge and skills. ● Regarding goal orientation, it is imperative that digital badges and micro-credentials help promote a learning orientation (where individuals focus on growth, learning, and development) and not merely a performance orientation (where individuals seek to acquire these credentials solely to look good in the eyes of others). ● In the context of adult learning theory, individuals should have a choice in the digital badges and micro-credentials they focus on, the content should be based on learners’ interests, as well as directly related to problems individuals may face in their work.

7)Near transfer refers to trainees’ ability to apply learned capabilities exactly to the work situation. Near transfer is more likely to occur when the trainee works on tasks during training that are very similar, if not identical, to the work environment. Thus, trainers should incorporate identical elements, where the training environment is as close as possible to the real work environment.

Far transfer refers to trainees applying what they have learned to a work environment that is not identical to the training situation. The stimulus generalization approach emphasizes far transfer. The stimulus generalization approach suggests that the best way to promote transfer is to teach general principles that are applicable to many work situations.

8) B 9) D 10) A 11) C 12) B 13) B 14) C 15) D 16) B 17) A 18) A 19) A 20) D 21) B 22) A 23) A 24) C 25) B 26) A

27) C 28) C 29) B 30) D 31) B 32) C 33) C 34) A 35) D 36) A 37) B 38) D 39) B 40) FALSE 41) TRUE 42) FALSE 43) TRUE 44) FALSE 45) TRUE 46) FALSE 47) TRUE 48) FALSE 49) TRUE 50) FALSE 51) TRUE 52) FALSE 53) FALSE 54) FALSE 55) TRUE 56) FALSE

57) TRUE 58) TRUE 59) FALSE 60) TRUE 61) FALSE 62) FALSE 63) TRUE 64) TRUE 65) FALSE 66) TRUE 67) FALSE 68) FALSE Student name:__________ 1)

Name and describe the three phases of training program design.

Question Details Accessibility : Keyboard Navigation Difficulty : 1 Easy Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d Gradable : manual

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

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved Gradable : manual

3) If you were going to conduct a training program what would you want to know about your potential trainees that could help you design a training session that is enjoyable for the trainees and helps them learn? How would you conduct your audience analysis?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might Gradable : manual

4) Describe a number of ways that training can be made more accessible for neurodiverse learners.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might Gradable : manual

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

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d Gradable : manual

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

Question Details Accessibility : Keyboard Navigation Learning Objective : 05-05 Explain the program design elements that should be included to ensure near Difficulty : 3 Hard Gradable : manual

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

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after Gradable : manual

8)

What features are necessary to make microlearning effective?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 05-05 Explain the program design elements that should be included to ensure near Gradable : manual

9)

The pre-training phase primarily involves __________.

9) ______ 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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved

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

10) ______ A) conference-type B) horseshoe C) fan-type D) classroom-type

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved Difficulty : 1 Easy

11)

__________ refers to the organization and coordination of the training program.

11) ______ A) Program facilitation B) Program design C) A curriculum map D) Transfer of training

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

12) Breakout rooms not in a lecture hall or classroom are appropriate for training that requires 12) ______

A) high collaboration, low self-direction.

B) high collaboration, high self-direction.

C) low collaboration, low self-direction.

D) low collaboration, high self-direction.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved

13) 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?

13) ______ A) proactive learners B) feeling learners C) thinking learners D) reactive learners

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

14) 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.

14) ______

A) sensing B) feeling C) perceiving D) intuitive

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

15) 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.

15) ______ A) perceiving B) extraverted C) feeling D) intuitive

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

16) 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?

16) ______

A) expectancy theory B) low self-efficacy C) behavior modeling D) self-fulling prophecy

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

17) 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.

17) ______ A) concept map B) request for proposal C) action plan D) application assignment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

18)

Curricula differ from courses in that curricula __________.

18) ______

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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

19) A __________ refers to an organized program of study designed to meet a complex learning objective.

19) ______ A) course B) curriculum C) training map D) lesson plan

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

20)

Which of the following statements is true of lesson plans?

20) ______

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.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

21) __________ review meetings are meetings between a manager and employee during which the employee’s performance is discussed, and improvement goals are agreed upon.

21) ______ A) Performance testing B) Performance appraisal C) Performance engineering D) Performance budget

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

22) __________ 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.

22) ______

A) Microtraining B) Micromanagement C) Macrolearning D) Microlearning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

23) ______ A) mnemonic B) meta-cognitive strategy C) concept map D) advanced organizer

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

24)

A request for proposal (RFP) is a document mainly used to identify __________.

24) ______

A) potential vendors and consultants for training services B) employees who do not require training C) trainee prerequisites D) disruptive trainees

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-04 Prepare a request for proposal (RFP) and a list of questions to evaluate t

25)

Which of the following instances call for training with an emphasis on far transfer?

25) ______ A) securing offices and buildings B) handling routine client questions C) creating a new product D) logging into computers and using software

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-05 Explain the program design elements that should be included to ensure near

26)

Which of the following statements is true of near transfer?

26) ______

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.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-05 Explain the program design elements that should be included to ensure near

27)

Which of the following strategies is least appropriate for far transfer?

27) ______

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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-05 Explain the program design elements that should be included to ensure near

28)

Which of the following represents the lowest level of manager support for training?

28) ______

A) participation in training themselves B) encouragement of trainees’ participation in training C) allowing trainees to practice their skills D) serving as a trainer

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

29)

In training, the greatest level of support that a manager can provide is to __________.

29) ______ 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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

30) 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.

30) ______

A) concept map B) design document C) performance appraisal D) action plan

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after Learning Objective : 05-07 Design application assignments and action plans to enhance learning and tr

31) 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?

31) ______ A) quality circle B) focus group C) support network D) strategic group

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

32)

With opportunity to perform, activity level refers to the __________.

32) ______

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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

33)

Low levels of opportunity to perform may indicate that __________.

33) ______ 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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

34)

Explicit knowledge __________.

34) ______ 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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-09 Identify different ways to manage knowledge and the conditions necessary f

35)

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

35) ______ A) lecture B) manual C) discussion D) procedure document

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-09 Identify different ways to manage knowledge and the conditions necessary f

36)

Which of the following statements is true of knowledge management?

36) ______

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.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-09 Identify different ways to manage knowledge and the conditions necessary f

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

37) ______ 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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-09 Identify different ways to manage knowledge and the conditions necessary f

38)

Effective knowledge sharing is most likely when employees __________.

38) ______ 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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-09 Identify different ways to manage knowledge and the conditions necessary f

39)

A computer classroom is appropriate for training that requires 39) ______ A) high collaboration, low self-direction.

B) high collaboration, high self-direction.

C) low collaboration, low self-direction.

D) low collaboration, high self-direction.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved

40) __________ identify parts of terminal learning objectives that trainees must learn during training.

40) ______ A) Facilitating learning objectives B) Intermediate learning objectives C) Micro learning objectives D) Enabling learning objectives

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved

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

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved

43) 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."

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved Difficulty : 1 Easy

44) 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.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

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

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

47) 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.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

48) 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.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

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

49) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved Difficulty : 1 Easy

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

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

52) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

53) 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.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

55)

Lesson plans are typically more detailed than design documents.

55) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

56)

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

56) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

57)

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

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

58) 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.

58) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-02 Prepare for instruction using a curriculum road map, lesson plan, design d

59) 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.

59) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-05 Explain the program design elements that should be included to ensure near

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

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-06 Develop a self-management module for a training program.

61)

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

61) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

62) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

63) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

64)

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

64) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-09 Identify different ways to manage knowledge and the conditions necessary f

65) According to a survey of training professionals, it takes on average 40 hours to develop 23 minutes of face-to-face, instructor-led training.

65) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

66) Training program features that include meaningful material, clear objectives, and opportunities for practice and feedback are typically enough to create an effective training program.

66) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

67) There is no strong research demonstrating that the effectiveness of learning and transfer among different generations varies according to the training method used.

67) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

68) Asperger’s syndrome, attention deficit disorder, and dyslexia are examples of neurodiversity.

68) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-03 Explain how trainees' age, generational differences, and personality might

69) Online training should incorporate multiple rather than one long training session, as well as different activities and instructional modes.

69) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 05-08 Make recommendations about what managers can do before, during, and after

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

70) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved

71)

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

71) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 05-01 Choose and prepare a training site based on how trainees will be involved

Answer Key Test name: chapter 5 1)The three phases of the program design process include pre-training, the learning event, and post-training. It is important to consider what happens before training, during training, and after training. Training should not be considered an isolated event.

Phase 1—Pre-Training Involves preparing, motivating, and energizing trainees to attend the learning event.

Phase 2—The Learning Event Involves preparing instruction and the physical environment to facilitate learning.

Phase 3—Post-Training Refers to transfer of training, getting learners to apply what they have learned to their work.

2)Seating arrangements should be based on an understanding of the desired type of trainee interaction and trainee-trainer interaction. ● Fan-type seating—trainees can easily switch from listening to practicing in groups. ● Classroom-type seating—appropriate when lecture and audio visual presentations are the primary training methods. ● Conference-type seating—appropriate for total groups discussions (with no small-group interaction). ● Horseshoe type-seating—appropriate for both presentation and totalgroup instruction.

3)Different information would be valuable, such as trainees' personality, their learning style preferences, and what they hope to learn. One might also want to consider generational differences, language proficiency, and other basic skills. One could talk to other trainers or managers who have experience with a particular group to gather this information. One could also conduct a survey before or at the beginning of training and/or talk with trainees themselves.

4)The following are a number of the ways to make training accessible.

Audio descriptions of any videos shown in the webinar. ● Auditory directions that are the same directions as provided visually. ● Clear and descriptive verbal instructions. ● Closed-captioning of any videos shown in the webinar. ● Complete step-by-step written instructions. ● Content accessible via keystroke. ● Custom alternate text for photos and graphics that are contextually relevant to the content. ● Detailed verbal descriptions of any graphics presented. ● Electronic copies of all printed materials. ● Extra time for reading, worksheets, or exams. ● Keystroke and mouse-enabled content to allow for multiple access channels. ● Large print or materials in braille. ● Live closed-captioning and transcriptions of instructors, videos, and course materials. ● Options for interaction via chat box or on-screen interface. ● Participation options for activities that require physical movement or mobility. ● Visual directions that are the same directions as provided verbally.

5)A number of strategies may be useful to involve learners in the training sessions. ● Prepare questions to be discussed in breakout groups. ● Use creative activities and games. ● Use assessments for trainees to learn about themselves and others. ● Incorporate roleplaying.

Discussions can also be an effective means to engage trainees. They should be based on clearly defined goals and rules for participation— discussion should be planned. Discussions can be used to brainstorm ideas and solutions, debrief activities, apply knowledge, and evaluate experiences. Open-ended questions should be used as opposed to questions that elicit no more than ―yes‖ or ―no‖ responses. It is also important to have different opening questions, follow-up questions, and discussion prompts.

6)Near transfer refers to applying learned capabilities exactly in a work situation. Far transfer refers to a trainee’s ability to apply learned capabilities to the work environment when it is not identical to that of the training session.

Near transfer is appropriate for closed skills, while far transfer is appropriate for open skills. Performing a closed skill involves responding to predictable situations with standardized responses. In contrast, performing an open skill involves responding to variable situations with adaptive, tailored responses. There is a one best way to perform closed skills; whereas there are multiple ways to perform open skills that are contingent upon the situation at hand.

Programs that emphasize near transfer should include the following: ● using standardized procedures, processes, and checklists ● providing explanations as to any differences between training and work tasks ● encouraging trainees to focus only on important differences between training tasks and work tasks versus unimportant ones ● providing an explanation why the procedure should be performed to help trainees understand underlying concepts ● focusing on behaviors and skills that contribute to effective performance Programs that emphasize far transfer should include the following: ● teaching general concepts, broad principles, or key behaviors ● focusing on general principles that might apply to a greater set of contexts beyond those presented in the training session ● providing a list of prompts or questions to help trigger thoughts and questions from trainees

7)Opportunity to perform can be measured by asking former trainees to indicate (1) whether they perform a task, (2) how many times they perform the task, and (3) the extent to which they perform difficult and challenging tasks. Individuals who report low levels of opportunity to perform may be prime candidates for ―refresher courses.‖ Refresher courses are necessary because these persons have likely experienced a decay in learned capabilities because they have not had opportunities to perform. Low levels of opportunity to perform may also indicate that the work environment is interfering with using new skills. For example, the manager may not support training activities or give the employee the opportunity to perform tasks using skills emphasized in training. Finally, low levels of opportunity to perform may indicate that training content is not important for the employee’s job.

8)The following are characteristics of effective microlearning: engages trainees by including activities that get the trainee involved, such as games and reflection (promotes active learning) ● uses videos, checklists, diagrams, or visuals to provide trainees with new and meaningful content (trains and reinforces content through different means) ● trainees practice using scenarios or other activities (trains and reinforces content through different means) ● trainees can access and reference the content back on the job (helps promote transfer) ● trainees can choose when and what to learn (makes sure that training is aligned with trainees’ personal needs and provides for flexibility) ● quizzes are used to measure what trainees have learned (reinforces content) 9) C 10) A 11) B

12) B 13) B 14) D 15) A 16) D 17) A 18) B 19) B 20) B 21) B 22) D 23) A 24) A 25) C 26) D 27) C 28) B 29) A 30) D 31) C 32) B 33) A 34) C 35) C 36) D 37) C 38) D 39) C 40) D 41) FALSE

42) FALSE 43) FALSE 44) FALSE 45) FALSE 46) FALSE 47) FALSE 48) FALSE 49) TRUE 50) FALSE 51) FALSE 52) TRUE 53) FALSE 54) FALSE 55) TRUE 56) FALSE 57) TRUE 58) TRUE 59) FALSE 60) FALSE 61) TRUE 62) TRUE 63) FALSE 64) TRUE 65) FALSE 66) FALSE 67) TRUE 68) TRUE 69) TRUE 70) FALSE 71) TRUE

Student name:__________ 1)

Describe the various reasons for evaluating the effectiveness of training programs.

Question Details Accessibility : Keyboard Navigation Learning Objective : 06-01 Explain why evaluation is important.

Difficulty : 2 Medium Gradable : manual

2) Compare and contrast reaction and affective learning outcomes. Be sure to define each to demonstrate your understanding of these concepts.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

Gradable : manual

3)

Describe three ways to minimize threats to validity.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

Gradable : manual

4) Identify the circumstances when a company should consider employing a more rigorous design for evaluating a training program.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 06-05 Choose the appropriate evaluation design based on the characteristics of t Gradable : manual

5) What are the strengths and weaknesses of each of the following designs: posttest-only, pretest/posttest with comparison group, and pretest/posttest only?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

Gradable : manual

6) __________ refers to the process of collecting the outcomes needed to determine whether training is effective.

6) ______ A) Training evaluation B) Program design C) Performance appraisal D) Needs assessment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-01 Explain why evaluation is important.

7) Which of the following statements best differentiates formative evaluation from summative evaluation?

7) ______ 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 of training, whereas summative evaluation measures beliefs and opinions.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 06-01 Explain why evaluation is important.

Difficulty : 2 Medium

8) Formative evaluation involves collecting data about a training program from trainees mainly through __________.

8) ______ A) their opinions and feelings about the program B) measures of performance, such as volume of sales C) tests and ratings of behavior D) return on investment (ROI)

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 06-01 Explain why evaluation is important.

Difficulty : 2 Medium

9)

The evaluation process ideally begins with __________.

9) ______ A) developing outcome measures B) choosing an evaluation strategy C) developing measurable learning objectives D) conducting a needs analysis

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-03 Discuss the process used to plan and implement a good training evaluation.

10)

__________ relate(s) to whether trainees are using training content back on the job.

10) ______

A) Reactions B) Learning C) Cognitive outcomes D) Behavior and skill-based outcomes

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

11) Which training outcome relates to trainees providing feedback about their satisfaction with a trainer?

11) ______ A) results B) cognitive C) reactions D) emotional

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

12) __________ relate to trainees’ attitudes toward training content and motivation to transfer.

12) ______

A) Reactions B) Affective outcomes C) Cognitive outcomes D) Behavior and skill-based outcomes

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

13)

Front-line supervisors are likely most concerned with which training outcomes?

13) ______ A) reactions B) return on expectations (ROE) C) cognitive outcomes D) behavior and skill-based outcomes

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

14)

Behavior and skill-based outcomes are best measured by __________.

14) ______ A) surveys B) interviews C) focus groups D) observations

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

15)

Typically, __________ are used to assess cognitive outcomes.

15) ______ A) attitude surveys B) observations C) focus groups D) "pencil-and-paper" tests

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

16)

Which of the following is an affective learning outcome?

16) ______ A) learners’ satisfaction with training B) greater appreciation of diversity C) increased production D) reduced costs of production

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

17) If a firm measures its sales volume before and after a training program, which training outcome is it focused on?

17) ______ A) reactions B) return on expectations (ROE) C) return on investment (ROI) D) results

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

18)

Which of the following statements is NOT true regarding a Net Promoter Score (NPS)?

18) ______

A) The NPS is used to measure satisfaction by asking trainees to rate the likelihood of recommending training to a peer.

B) Trainees are categorized into detractors, permissives, and promotors.

C) The NPS is computed by subtracting the number of distractors from the number of promoters, dividing this number by the number of respondents, and then multiplying by 100.

D) None of the choices are correct—each statement is true.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

19) It is estimated that 38% of organizations collect data on which of the following training outcomes?

19) ______ A) reactions B) cognitive outcomes C) behavioral outcomes D) results E) ROI

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

20) It is estimated that 16% of organizations collect data on which of the following training outcomes?

20) ______ A) reactions B) cognitive outcomes C) behavioral outcomes D) results E) ROI

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

21)

__________ is (are) likely to be the easiest training outcome to measure.

21) ______

A) Return on expectations (ROE) B) Return on investment (ROI) C) Results D) Reactions

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

22)

__________ refers to the ease with which training outcomes can be collected.

22) ______ A) Reliability B) Practicality C) Acceptability D) Relevance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

23) __________ refers to whether performance on the outcome reflects true differences in performance.

23) ______

A) Validity B) Discrimination C) Reliability D) Utility

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

24)

Appropriate training outcomes need to discriminate, meaning that __________.

24) ______

A) tests given to employees before and after a training program should differ B) trainees should be asked to take a reliable test C) trainees’ performance on the outcome should actually reflect true differences in performance D) different employees should be given different tests for measuring their performance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

25) If trainers are interested in the generalizability of a study’s results, they are said to be interested in the __________ of the study.

25) ______

A) outcome practicality B) criterion relevance C) external validity D) outcome believability

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

26)

Which of the following statements is most true of comparison groups?

26) ______ A) The use of a comparison group poses a threat to internal validity.

B) They represent a group of employees who do not attend training.

C) Employees in a comparison group have personal characteristics that are different from

others.

D) They increase the possibility that changes found in outcome measures are due to factors other than training.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

27)

Which of the following statements is true of random assignment?

27) ______

A) It assigns employees to a training program without considering their individual differences.

B) It results in an unequal distribution of individual characteristics, such as age and gender.

C) It increases the effects of employees dropping out of the study.

D) It increases the differences between the training group and comparison group.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

28) A company that aims to improve readily observable outcomes by collecting data at periodic intervals before and after training is likely applying a __________ evaluation design.

28) ______ A) Solomon four-group B) pre-test/post-test C) return on investment D) time series

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

29)

__________ is a time period in which participants no longer receive training intervention.

29) ______

A) Regression B) Mortality C) Reversal D) Maturation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

30)

Which of the following statements is true of Solomon four-group evaluation design?

30) ______

A) It is mainly used by companies that are uncomfortable with excluding certain employees or that intend to train only a small group of employees.

B) Pre-training outcomes are completely ignored.

C) It combines both pre-test/post-test comparison group and post-test-only/control group designs.

D) Relative to the other evaluation designs, it is more economical and takes less time to conduct.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

31) Evaluation designs without pre-test or comparison groups are most appropriate when __________.

31) ______

A) information regarding training effectiveness is not needed immediately B) companies are interested in determining how much change has occurred C) a company has a strong orientation toward evaluation D) a company is only interested in whether trainees have achieved a certain proficiency level

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

32) Return on investment (ROI) analysis is best suited for training programs that are __________.

32) ______ A) attended by few employees B) inexpensive and have limited visibility C) significant financial investments D) one-time events

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

Learning Objective : 06-06 Conduct a cost-benefit analysis for a training program.

33) __________ demonstrate(s) to key business stakeholders, such as top-level managers, that their expectations about training have been satisfied.

33) ______

A) Reactions B) Return on expectations (ROE) C) Results D) Return on investment (ROI)

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

34) __________ refers to concrete examples to show how learning has led to results that a company finds worthwhile and credible.

34) ______ A) Utility analysis B) Success cases C) Return on expectations (ROE) D) Outcome practicality

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

35) 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.

35) ______

A) valence B) volume C) variety D) velocity

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-07 Explain the role of big data workforce analytics and dashboards in determi

36) data.

In the context of big data, __________ refers to the large number of sources and types of 36) ______ A) valence B) volume C) variety D) velocity

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-07 Explain the role of big data workforce analytics and dashboards in determi

37)

A net promoter score would be used to measure which of the following outcomes?

37) ______

A) reactions B) learning C) transfer D) ROI

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

38) __________ refers to the benefits that the company and the trainees receive from training.

38) ______ A) Training effectiveness B) Training evaluation C) Training outcomes D) Training criteria

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-01 Explain why evaluation is important.

39) Preparing a dessert, sawing wood, and landing an airplane are examples of which type of evaluation outcome?

39) ______

A) reactions B) affective C) behavior and skill-based D) results

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

40) Dollar value of productivity divided by training costs reflects which type of evaluation outcome?

40) ______ A) formative B) reactions C) results D) ROI

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

41)

Results are more frequently examined than reactions.

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

42) Affective outcomes would be considered a Level 1 outcome in Kirkpatrick’s model of training evaluation.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

43)

Among all training outcomes, cognitive outcomes are most frequently assessed.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

44)

Improved self-efficacy beliefs relate to an affective learning outcome.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

45) Despite its advantages, one of the significant disadvantages of a Net Promoter Score (NPS) is that it is relatively difficult for learners to complete.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

46)

A “pencil-and-paper” test is the best means for measuring skill-based outcomes.

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

47)

Skill-based outcomes can be used to evaluate both learning and transfer.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

48) A reliable test includes items for which the meaning or interpretation does not change over time.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

49)

Outcome measures are often highly related to each other.

49) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

50)

Favorable trainee reactions are strongly connected with transfer.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

51) Cognitive outcomes generally do not help determine how much trainees use training content on the job.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

52) ROI (return on investment) would be considered a Level-4 outcome in Kirkpatrick’s model of training evaluation.

52) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

53) Negative transfer is evident when learning occurs, but on-the-job behaviour is lower than pre-training levels.

53) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

54) Negative transfer happens when no learning occurs during training, and subsequently, there is no on-the-job impact.

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

55)

The believability of study results refers to external validity.

55) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

56) A comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program.

56) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

57) The Hawthorne effect refers to employees performing at a low level because of the attention they receive.

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

58) Evaluation designs without pre-test or comparison groups are most appropriate when companies are interested in determining how much change has occurred in trainees.

58) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

59) The Solomon four-group design combines the pre-test/post-test comparison group and the post-test-only/control group design.

59) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

60) It is necessary to limit return on investment (ROI) analysis to certain training programs as it can be costly.

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-05 Choose the appropriate evaluation design based on the characteristics of t

61) It is important to conduct a return on investment (ROI) analysis for nearly all training programs.

61) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-05 Choose the appropriate evaluation design based on the characteristics of t

62) Once the costs and benefits of the training program are determined, ROI is calculated by dividing costs by benefits.

62) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-06 Conduct a cost-benefit analysis for a training program.

63) A manager is likely more concerned with formative evaluation; whereas an instructional designer is likely more concerned with summative evaluation.

63) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-05 Choose the appropriate evaluation design based on the characteristics of t

64)

Transfer is likely more difficult to evaluate than reactions.

64) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

65) Curriculum mapping refers to the process used to identify relationships among training resources, training activities, and program outcomes.

65) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-04 Discuss the strengths and weaknesses of different evaluation designs.

66) Most companies engage in some type of training evaluation, with the most common outcome being behavioral outcomes.

66) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 06-02 Identify and choose outcomes to evaluate a training program.

67) Pilot testing refers to the process of previewing the training program with potential trainees and managers.

67) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-01 Explain why evaluation is important.

68) Formative evaluation usually involves collecting quantitative data through tests or objective measures of performance.

68) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 06-01 Explain why evaluation is important.

69)

Pilot testing is more useful for formative evaluation than summative evaluation.

69) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 06-01 Explain why evaluation is important.

Difficulty : 2 Medium

70) A CEO is likely more concerned with summative evaluation relative to formative evaluation.

70) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 06-01 Explain why evaluation is important.

Difficulty : 2 Medium

Answer Key Test name: chapter 6 1)There are multiple reasons to evaluate training effectiveness: ● To identify the program’s strengths and weaknesses, including whether the program is meeting the learning objectives, the quality of the learning environment, and if transfer is occurring. ● To assess whether the various features of the training context and content contribute to learning and transfer. ● To identify which trainees benefited most or least from the program and why. ● To gather information, such as testimonials, to use for marketing training. ● To determine financial benefits and costs of the program. ● To compare the costs and benefits of training versus other HRM investments. ● To compare the costs and benefits of various training programs in order to choose the most effective programs.

2)Both reactions and affective learning outcomes reflect trainee attitudes and feelings. However, reactions relate to trainees’ perceptions of the training experience, and affective learning outcomes relate to attitudes and motivation that are a focus of training. Reactions relate to the trainees’ perceptions of the content, facilities, trainer, and methods of delivery of the training experience. Affective learning outcomes relate to attitudes toward specific training content areas, such as diversity and teamwork, and individuals’ motivation to transfer skills upon completion of training.

3)There are three ways to minimize threats to validity: the use of pretests and post-tests in evaluation designs, control groups, and random assignment. ● Use pre-tests and post-tests to determine the extent to which trainees have changed from pre-training to post-training measures. The pretraining measure essentially establishes a baseline. ● Use a control group (i.e., a group that participates in the evaluation study but does not receive the training) to rule out factors other than training as the cause of changes in the trainees. ● Random assignment of employees to control and training groups.

Randomization helps to ensure that members of the control group and training group are of similar makeup prior to the training.

4)A more rigorous evaluation design should be considered when: ● The evaluation results can be used to change the program. ● The training is ongoing and has the potential to affect many employees. ● The training program involves multiple classes and a large number of trainees. ● Cost justification for training is based on numerical indicators. ● Trainers or others in the company have the expertise to evaluate. ● The cost of training creates a need to show that it works. ● There is sufficient time for conducting an evaluation. ● There is interest in measuring change from pre-training levels or in comparing two or more different programs.

5)A post-test-only design requires less time and effort than the others, but fails to recognize initial differences in trainees or the possibility that the outcomes are due to another business.

Pretest/post-test only acknowledges the performance of the trained group before the training, but ignores other business factors that may be occurring between the two evaluations.

Pretest/post-test with comparison group is the most thorough, but involves the most time and effort to collect data.

6) A 7) C 8) A 9) D 10) D 11) C 12) B 13) D 14) D 15) D 16) B 17) D 18) B 19) D 20) E 21) D 22) B 23) B 24) C 25) C 26) B 27) A

28) D 29) C 30) C 31) D 32) C 33) B 34) B 35) D 36) C 37) A 38) A 39) C 40) D 41) FALSE 42) FALSE 43) FALSE 44) TRUE 45) FALSE 46) FALSE 47) TRUE 48) TRUE 49) FALSE 50) FALSE 51) TRUE 52) FALSE 53) TRUE 54) FALSE 55) FALSE 56) TRUE 57) FALSE

58) FALSE 59) TRUE 60) TRUE 61) FALSE 62) FALSE 63) FALSE 64) TRUE 65) FALSE 66) FALSE 67) TRUE 68) FALSE 69) TRUE 70) TRUE Student name:__________ 1)

Describe the 70-20-10 model and its implications for training.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 07-02 Provide recommendations for effective on-the-job training (OJT).

Gradable : manual

2) Typically, on-the-job training (OJT) is unstructured and inconsistent. Identify best practices to structure OJT to enhance its effectiveness.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 07-02 Provide recommendations for effective on-the-job training (OJT).

Gradable : manual

3)

Identify strategies to enhance role plays.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Gradable : manual

4)

Identify the characteristics of effective modeling displays.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 07-05 Discuss the key components of modeling training.

Gradable : manual

5) If you had to choose between adventure learning and action learning for developing an effective team, which would you choose? Defend your choice.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 07-06 Explain the conditions necessary for adventure learning to be effective.

Gradable : manual

6) __________ learning focuses on well-defined competencies typically trained via lecture and online methods.

6) ______ A) Guided competency B) Social competency C) Guided contextual D) Social contextual

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

7) __________ learning focuses on context-dependent knowledge and skills learned via social media and informal interactions through others.

7) ______

A) Guided competency B) Social competency C) Guided contextual D) Social contextual

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

8) __________ is an example of a context-based learning method that is guided by companies.

8) ______ A) Lecture B) Mentoring C) Coaching D) A simulation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

9)

Which of the following methods is/are the most commonly used in organizations?

9) ______

A) online or computer-based B) virtual classroom C) blended learning D) instructor-led classroom training E) mobile learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

10)

Which of the following is a presentation method of training?

10) ______ A) on-the-job training B) lecture C) simulation D) case study

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

11)

Lecture as a presentation method __________.

11) ______

A) emphasizes active trainee involvement and feedback B) is an expensive and time-consuming way to communicate information C) can be easily employed with large groups of trainees D) allows for strong connection to the work environment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

12)

Which of the following is not a variation of the lecture method discussed in the text?

12) ______ A) team teaching B) guest speakers C) guided conceptual inquiry D) student presentations

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

13) Which of the following methods would be appropriate for developing skills in revenue management, as discussed in the text?

13) ______

A) self-directed learning B) apprenticeship C) group-building methods D) behavioral modeling

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Learning Objective : 07-04 Develop a self-directed learning module.

14) Suppose you would like to train a group of managers to enhance their skills in providing employee feedback. Which of the following methods would be least appropriate?

14) ______ A) case study B) role play C) lecture and discussion D) adventure learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

15)

Which of the following requires the least amount of participation from trainees?

15) ______

A) apprenticeship B) case study C) simulation D) audiovisual instruction

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

16)

Which of the following statements is most true of on-the-job training (OJT)?

16) ______ A) It is formal because it should be planned.

B) OJT cannot be used for training newly hired employees.

C) Skills learned through OJT are easily transferred to the job.

D) OJT results in higher audiovisual costs.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Learning Objective : 07-02 Provide recommendations for effective on-the-job training (OJT).

17) Which of the following methods allows employees to take responsibility for all aspects of learning?

17) ______

A) self-directed learning B) adult learning C) apprenticeship D) informal learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy Learning Objective : 07-04 Develop a self-directed learning module.

18)

Development of effective self-directed learning typically begins with __________.

18) ______ A) writing trainee-centered learning objectives directly related to the tasks B) conducting a job analysis to identify the tasks that must be covered C) developing content for the learning package D) developing an evaluation package

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Learning Objective : 07-04 Develop a self-directed learning module.

19)

Which of the following involves assisting a certified tradesperson at a worksite?

19) ______

A) an apprenticeship B) a simulation C) a business game D) a role play

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

20)

A case study __________.

20) ______

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

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy Learning Objective : 07-03 Develop a case study.

21)

Which of the following is not characteristic of case studies?

21) ______

A) They often depict realistic situations.

B) They allow trainees to analyze situations and make recommendations.

C) They allow trainees to act out skills.

D) Trainees’ recommendations are hypothetical.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Learning Objective : 07-03 Develop a case study.

22)

Which of the following statements is true of business games?

22) ______ A) Business games are non-competitive.

B) Trainees know for certain the consequences of their actions.

C) A role play is the most common type of business game.

D) Several alternative courses of action are available to trainees.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

23)

__________ is based on the principles of social learning theory.

23) ______

A) Behavior modification B) Simulation C) Behavior modeling D) Social-media learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

24)

Vicarious reinforcement is most relevant to __________.

24) ______ A) simulations B) behavior modeling C) case studies D) lectures

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

25)

Which of the following is the first stage of an experiential learning training program?

25) ______ A) taking part in a behavioral simulation B) analyzing the activity C) gaining conceptual knowledge and theory D) connecting theory with the activity

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

26) __________ refers to training that a team manager receives that focuses on ways to resolve conflict within the team.

26) ______ A) Guided team self-correction B) Scenario-based training C) Team-leader training D) Cross training

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 07-07 Discuss what team training should focus on to improve team performance.

27) __________ best prepares team members to step in and take the place of a member who may temporarily leave the team.

27) ______ A) Guided team self-correction B) Cross training C) Coordination training D) Temporary team training

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 07-07 Discuss what team training should focus on to improve team performance.

28)

__________ involves training teams how to share information and make decisions.

28) ______ A) Cross training B) Team sharing training C) Coordination training D) Guided team self-correction

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 07-07 Discuss what team training should focus on to improve team performance.

29)

__________ is a process that involves a small group working on real problems.

29) ______ A) Action learning B) Adventure learning C) Cross training D) Guided team self-correction

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

30)

Six Sigma and Kaizen involve principles of __________.

30) ______ A) adventure learning B) action learning C) vicarious reinforcement D) social learning theory

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

31) The first and the most important step in choosing a training method is to identify the __________.

31) ______ A) cost B) learning objective C) availability of resources D) time required to complete training

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

32)

Which of the following statements is true?

32) ______

A) There is considerable overlap between learning outcomes across the training methods.

B) Group-building methods focus solely on team learning and not on individual learning.

C) Presentation methods lead to better transfer than hands-on methods.

D) Companies that have a larger budget should choose a presentation method over a hands-on method.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

33) If companies have a limited budget for developing new training methods, the most appropriate hands-on training method would be what?

33) ______ A) simulation B) team training C) on-the-job training (OJT) D) action learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

34)

__________ case studies focus on a person such as a leader, manager, or patient.

34) ______

A) Illustrative B) Explanatory C) Intrinsic D) Critical instance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 07-03 Develop a case study.

35) __________ case studies are those that examine one or more situations to emphasize a point or test an assumption.

35) ______ A) Illustrative B) Explanatory C) Intrinsic D) Critical instance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 07-03 Develop a case study.

36) __________ is the process for preparing trainees to transfer the key behaviors. It involves the trainee preparing a written document specifying situations in which they should use the key behaviors.

36) ______

A) Self-management training B) Application planning C) Goal setting D) Writing a “future letter”

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

37) __________ has four stages: (1) gain conceptual knowledge and theory, (2) take part in a modeling simulation, (3) model the activity, and (4) connect the theory and activity with on-thejob or real-life situations.

37) ______ A) Experiential learning B) Behavioral modeling C) Action learning D) Role-playing

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

38)

Social-contextual learning consists of formal training activities designed by a company.

38) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

39) Consider guided-competency learning, social-competency learning, guided-contextual learning, and social-contextual learning. Fewer and fewer companies are using training methods from each of these four quadrants.

39) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

40)

Presentation methods promote active participation among trainees.

40) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

41) A potential disadvantage of a panel lecture format is that trainees who are relatively naive about a topic may have difficulty understanding important points.

41) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

42) A case study is inappropriate for developing higher-order intellectual skills, such as analysis, synthesis, and evaluation.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Learning Objective : 07-03 Develop a case study.

43)

Business games mimic the competitive nature of business.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

44)

In a role play, trainees practice their technical skills.

44) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

45) Behavior modeling is more appropriate for teaching factual information than interpersonal skills.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Learning Objective : 07-05 Discuss the key components of modeling training.

46)

Role plays can be a component of modeling.

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Learning Objective : 07-05 Discuss the key components of modeling training.

47) It is generally considered best practice for role plays to be unstructured to enhance contextual learning.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

48)

In behavior modeling, key behaviors are typically performed in a specific order.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy Learning Objective : 07-05 Discuss the key components of modeling training.

49) On-the-job training is considered informal because it does not occur as part of a formal classroom program.

49) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy Learning Objective : 07-02 Provide recommendations for effective on-the-job training (OJT).

50)

On-the-job training is typically more passive than classroom training.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy Learning Objective : 07-02 Provide recommendations for effective on-the-job training (OJT).

51) One of the most significant advantages of on-the-job training (OJT) is that bad habits are rarely passed on.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy Learning Objective : 07-02 Provide recommendations for effective on-the-job training (OJT).

52)

In self-directed learning, trainers do not control instruction.

52) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy Learning Objective : 07-04 Develop a self-directed learning module.

53) To support self-directed learning, Best Buy rewards virtual “badges” when employees complete training that is necessary for their current career stage.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-04 Develop a self-directed learning module.

54) Apprenticeships provide guarantees that jobs will be available to trainees when a program is completed.

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

55)

The average annual wage for an apprentice is $50,000.

55) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

56)

Apprenticeships are most common for white-collar positions.

56) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

57)

Group-building methods focus on individual and team learning.

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

58)

Adventure learning often results in high transfer of training.

58) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

59)

Presentation methods are generally more effective than hands-on methods.

59) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

60) According to the 2020 Training Industry Report, 40% of companies utilize instructor-led classroom training.

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

61)

Most problems in using video for training stem from the creative approach used.

61) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

62) A major assumption of roleplaying is that employees are most likely to recall and use knowledge and skills if they learn through a process of discovery.

62) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou

63) Action learning is an experiential learning method that focuses on the development of teamwork and leadership skills through structured activities. Such learning includes wilderness training, outdoor training, improvisational activities, and drum circles.

63) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 07-06 Explain the conditions necessary for adventure learning to be effective.

64) According to the 70-20-10 model, approximately 20% of learning occurs through formal classroom experiences.

64) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

65) According to the 70-20-10 model, the majority of learning should be guided by the employee as opposed to the organization.

65) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

66)

Context-based learning is unique to an employee’s needs.

66) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

67)

Competency-based learning may occur through job experiences.

67) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 07-01 Discuss the strengths and weaknesses of presentational, hands-on, and grou Difficulty : 1 Easy

Answer Key Test name: chapter 7 1)The 70-20-10 model is a commonly used formula within the training profession to describe the optimal sources of learning. It holds that individuals obtain 70% of their knowledge from job-related experiences, 20% from interactions with others, and 10% from formal educational events. The model highlights that the majority of learning occurs informally on the job, either through job experiences or interactions with others. As such, employees should be encouraged to take greater responsibility for their own development, and managers should help employees structure learning experiences outside of the formal classroom. Although only 10% of learning occurs as a result of formal courses, this does not mean the formal training is unimportant. Formal courses are a useful starting point for informal learning, and they help to disseminate content that may be difficult for individuals to acquire in an unstructured environment.

2)● Effectively prepare for instruction by breaking tasks down into important steps. ● Prepare the necessary resources and support before training. ● Show trainees how to perform the task and explain key points. ● Have the trainee practice small parts and then the entire task. ● Provide praise and constructive feedback. ● Have the trainee practice until accurate reproduction is achieved. ● Provide support materials to facilitate transfer. ● Evaluate the OJT. (See the text for additional strategies.)

3)There are many strategies that can be used to improve the effectiveness of role plays. ● Provide background on the context and purpose of the role play. ● Provide a script with sufficient detail for the trainees to follow. ● Arrange the room so other trainees can see the role players. ● Provide observation sheets and checklists that highlight the key issues of the role play. ● Provide sufficient time to debrief and provide feedback.

4)Characteristics of modeling displays include: ● clear presentation of the key behaviors ● a model that is credible to trainees ● an overview of the key behaviors ● repetition of each key behavior ● a review of the key behaviors ● models using the key behaviors both correctly and incorrectly 5)Adventure learning focuses on the development of teamwork and leadership skills through structured activities. It includes wilderness training, outdoor training, drum circles, and even cooking classes.

Adventure learning appears to be best suited for developing skills related to group effectiveness such as self-awareness, problem solving, conflict management, and risk taking.

Action learning gives teams or work groups an actual problem, has them work on solving it, commit to an action plan, and holds them accountable for carrying out the plan. This type of learning teaches the trainees how to work as a team by researching a problem and finding a solution.

Adventure learning appears more appropriate when focusing on affective learning objectives; while action learning appears more appropriate when focusing on skill-based ones.

6) A

7) D 8) D 9) D 10) B 11) C 12) C 13) A 14) D 15) D 16) C 17) A 18) B 19) A 20) B 21) C 22) D 23) C 24) B 25) C 26) C 27) B 28) C 29) A 30) B 31) B 32) A 33) C 34) C 35) D 36) B

37) A 38) FALSE 39) FALSE 40) FALSE 41) TRUE 42) FALSE 43) TRUE 44) FALSE 45) FALSE 46) TRUE 47) FALSE 48) TRUE 49) TRUE 50) FALSE 51) FALSE 52) TRUE 53) TRUE 54) FALSE 55) TRUE 56) FALSE 57) TRUE 58) FALSE 59) FALSE 60) TRUE 61) TRUE 62) FALSE 63) FALSE 64) FALSE 65) TRUE 66) TRUE

67) TRUE Student name:__________ 1)

Describe the ways the use of new technology has benefited training and learning.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr Gradable : manual

2) Describe strategies for designing an online environment that is most conducive to facilitating a positive learning experience.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr Gradable : manual

3)

Describe recommendations for maximizing the benefits of learner control.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr Gradable : manual

4) Describe why a company uses a combination of face-to-face instruction and web-based training.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 08-08 Compare and contrast the strengths and weaknesses of traditional training Gradable : manual

5)

Discuss some potential problems with using games and gamification for training.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 08-01 Explain how new technologies are influencing training.

Gradable : manual

6) Which of the following statements is true of technology’s influence on training and learning?

6) ______

A) While beneficial, technology has increased administrative costs associated with training.

B) New technology gives employees greater control of their own learning.

C) In the near future, technology will totally replace face-to-face instruction.

D) New technology has made training less lifelike.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-01 Explain how new technologies are influencing training.

7)

Approximately what percentage of training hours are delivered online?

7) ______ A) 10% B) 20% C) 30% D) 40%

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-01 Explain how new technologies are influencing training.

8) Which of the following refers to trainers, experts, and learners interacting with each other live and in real time?

8) ______

A) asynchronous communication B) synchronous communication C) online communication D) augmented communication

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

9) A(n) __________refers to software tools that enable communication in short bursts of text, links, and multimedia through stand-alone applications or online communities.

9) ______ A) RSS feed B) wiki C) microblog D) shared media

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-05 Explain the different types of social media and the conditions conducive t

10)

Which of the following is NOT true?

10) ______

A) Online instruction is more effective than classroom instruction for teaching procedural knowledge.

B) Online instruction is more effective than classroom instruction for teaching declarative knowledge.

C) Learners are equally satisfied with online and classroom instruction.

D) Online instruction appears to be more effective than classroom instruction for long courses if properly designed.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

11)

Which of the following statements is true?

11) ______

A) Learners are generally more satisfied with online instruction relative to classroom instruction.

B) Online instruction has been found to be effective for all learners.

C) Classroom instruction is more effective than online instruction for teaching declarative knowledge.

D) Online instruction and classroom instruction are equally effective when similar instructional methods are used.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

12)

Which of the following is true?

12) ______

A) Online learning is ineffective for training that emphasizes cognitive outcomes.

B) Some trainees may not be motivated to learn through technology.

C) Online learning fails to link learners to other content, experts, and peers.

D) Updating online learning is extremely difficult.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

13)

To create a positive online learning experience, __________.

13) ______ A) content should be delivered using massed practice B) the use of multiple types of media should be avoided C) there should be prompts to promote self-regulation D) modules should be fairly long to promote overlearning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

14) The use of social media as a learning tool may be ineffective in a company that __________.

14) ______

A) has a significant number of Millennials B) requires substantial teamwork C) requires centralized decision making D) has geographically dispersed employees

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-05 Explain the different types of social media and the conditions conducive t

15) __________ refers to directly translating an instructor-led, face-to-face training program to an online format.

15) ______ A) Repurposing B) Rapid prototyping C) Self-directedness D) Blended learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

16)

__________ refers to learners assessing their progress toward learning.

16) ______

A) Repurposing B) Rapid prototyping C) Metacognition D) Self-regulation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

17)

Which of the following statements is NOT true regarding blended learning?

17) ______

A) An application of blended learning is the flipped classroom.

B) Trainees prefer blended learning to classroom instruction.

C) Compared to pure classroom learning, blended learning provides for greater selfdirectedness.

D) Compared to pure technology-based learning, blended learning ensures that instruction is presented in a dedicated learning environment.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

18)

In comparison to classroom delivery, blended learning has increased __________.

18) ______

A) involvement of the instructors B) face-to-face interactions C) self-directedness of learners D) learner’s dependency on the instructor

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-03 Explain how learning and transfer of training are enhanced by using new tr

19)

Which of the following is false regarding MOOCs? 19) ______

A) Completion rates are high.

B) They are low cost, accessible, and cover a wide range of topics.

C) Learning happens through engaging short lectures combined with interaction with the course material, other students, and the instructor.

D) They emphasize applying knowledge and skills using role plays, cases, and projects.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

20) In a(n) __________ type of simulation, trainees are presented with a situation and asked to make a decision that enables them to progress through the simulation.

20) ______

A) decision-making B) branching story C) virtual lab D) interactive spreadsheet

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

21) In a(n) __________ type of simulation, trainees are given a set of business tools and asked to make decisions that will impact the business.

21) ______ A) decision-making B) branching story C) virtual lab D) interactive spreadsheet

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

22)

The use of simulations has been limited by their __________.

22) ______

A) inability to incorporate situations that a trainee might encounter B) inability to be used on a desktop computer C) need for employees to travel to a central training location D) high development costs

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

23)

Which of the following is true of simulations?

23) ______ A) Simulations provide learning situations with a high degree of human contact.

B) Trainees do not have to acquire any prior knowledge while playing a game.

C) Simulations can safely put employees in situations that would be dangerous in the real

world.

D) Compared to most other training methods, development costs are low.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

24) __________ is a computer-based technology that provides trainees with a threedimensional learning experience.

24) ______

A) Podcasting B) Virtual reality C) Webcasting D) Shared media

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

25) Which of the following technologies refers to artificial-intelligence (AI) systems that create an automated, personalized conversation with human users?

25) ______ A) adaptive learning B) machine learning C) augmented reality D) chatbots

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

26) Which of the following technologies refers to artificial-intelligence (AI) systems that learn? Such systems learn by applying algorithms to data to identify user trends that inform future suggestions and data searches.

26) ______

A) adaptive learning B) machine learning C) augmented reality D) expert systems

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

27) Which of the following training methods brings digital elements into the physical world to enhance the information and context that people experience?

27) ______ A) augmented reality B) chatbots C) artificial intelligence D) adaptive learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

28) __________ refers to synchronous exchange of audio, video, and text between two or more individuals or groups at two or more locations.

28) ______

A) Interactive distance learning B) Virtual classroom C) Teleconferencing D) E-learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-06 Describe to a manager the various types of distance learning.

29) __________ refers to the latest generation of distance learning that uses satellite technology to broadcast programs to different locations and allows trainees to respond to questions using a keypad.

29) ______ A) Interactive distance learning B) Virtual classroom C) Teleconferencing D) Augmented reality

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-06 Describe to a manager the various types of distance learning.

30) __________ are a support tool that employees can refer to when they have a problem that exceeds their current skill set.

30) ______

A) Expert systems B) Virtual worlds C) Branching stories D) Virtual labs

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-07 Recommend what should be included in an electronic performance support sys

31) __________ allow companies to track the number of employees who have completed courses.

31) ______ A) Expert systems B) Learning management systems (LMSs) C) Intelligent tutoring systems D) Supply chain systems

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-09 Identify and explain the benefits of learning management systems.

32)

Which of the following statements is true of learning management systems (LMS)?

32) ______

A) An LMS helps companies understand the strengths and weaknesses of their employees, including where talent gaps exist.

B) If a company wants to develop an LMS, it needs to have an online learning environment that is under the control of the instructors.

C) The major reason that companies adopt an LMS is to decentralize the management of learning activities.

D) An LMS increases a company’s costs related to training.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-09 Identify and explain the benefits of learning management systems.

33)

Which of the following methods has a relatively low development cost?

33) ______ A) virtual reality B) mobile learning C) intelligent tutoring system D) adaptive training

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

34)

Which of the following methods is best suited for training facts?

34) ______

A) virtual reality B) mobile learning C) social-media learning D) blended learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

35)

Approximately what percentage learning hours are delivered in virtual classrooms?

35) ______ A) 10% B) 20% C) 30% D) 40%

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

36) Technology-based methods accounted for approximately what percentage of learning hours in 2019?

36) ______

A) 35% B) 45% C) 55% D) 65%

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

37) Approximately what percentage of companies report that employees regularly use tablets for training?

37) ______ A) 10% B) 30% C) 50% D) 70%

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

38)

Training via Zoom (or a similar platform) best reflects __________.

38) ______

A) digital collaboration B) asynchronous communication C) synchronous communication D) a community of practice

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-06 Describe to a manager the various types of distance learning.

39) __________ provides learners with the positive features of both face-to-face instruction and technology-based delivery and instructional methods (such as online learning, distance learning, or mobile technologies like tablet computers or iPhones), while minimizing the negative features of each.

39) ______ A) Repurposing B) Rapid prototyping C) Self-directedness D) Blended learning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

40) Online learning that merely repurposes an effective live training program will usually be ineffective.

40) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

41) With respect to maximizing the benefits of learner control, programs should allow trainees to control the amount of feedback they receive.

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

42)

Virtual reality allows simulations to become even more realistic.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

43) Virtual worlds are ineffective for teaching interpersonal skills, such as time management and leadership.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

44) One of the benefits of augmented reality is that costs are relatively low compared to other technology-based training methods.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

45) Adaptive training refers to training that customizes the content presented to trainees based on their learning style, ability, personality, and/or performance.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

46) One of the most significant benefits of adaptive training is easily matching customizations to learners’ specific needs.

46) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-01 Explain how new technologies are influencing training.

47) Teleconferencing refers to asynchronous exchange of audio and video between two or more individuals.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-06 Describe to a manager the various types of distance learning.

48) Training support technologies assist in transfer of training by providing employees with information not covered in training.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-07 Recommend what should be included in an electronic performance support sys

49) A major reason that companies adopt a learning management system (LMS) is to decentralize management of learning activities.

49) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-09 Identify and explain the benefits of learning management systems.

50) Although development costs for technology-based training programs are high, costs for administering these programs are low.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

51) The key defining characteristic of a flipped classroom is that control over the content of lectures is "flipped" from the instructor to student.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-01 Explain how new technologies are influencing training.

52) The flipped classroom reverses the traditional learning arrangement by delivering instructional content online outside of the classroom and moving homework into the classroom.

52) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

53)

In online training, an instructor has the capability to provide detailed feedback to trainees.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

54)

New training technologies are unlikely to totally replace face-to-face instruction.

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

55)

In general, large companies deliver more training online compared to small companies.

55) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

56) There are significant generational differences in preferences for using and realizing the potential benefits of social media tools.

56) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-05 Explain the different types of social media and the conditions conducive t

57) In general, repurposing is considered an advisable strategy for developing online learning.

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-04 Explain the strengths and limitations of e-learning, mobile technology tra

58)

The flipped classroom is an application of blended learning.

58) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 08-01 Explain how new technologies are influencing training.

Difficulty : 1 Easy

59) With an interactive spreadsheet simulation, trainees are presented with a situation and asked to make a choice or decision. Trainees then progress through the simulation on the basis of their decisions.

59) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-01 Explain how new technologies are influencing training.

60) The major difference between augmented reality and virtual reality is that the physical reality is always present in augmented reality.

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 08-01 Explain how new technologies are influencing training.

61)

Approximately 80% of companies use Learning Management Systems (LMSs).

61) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 08-09 Identify and explain the benefits of learning management systems.

Answer Key Test name: chapter 8 1)New technology has changed and improved training and learning in many ways: ● Employees have greater control over when and where they receive training. ● Employees have greater access to knowledge and expert systems. ● The use of avatars, virtual reality, and simulations enable the learning environment to look, feel, and sound more like the work environment. ● Employees can choose the type of media that they want to use in training. ● The administration of training can be conducted electronically. ● Employee training accomplishments can be more easily monitored. ● Training can be delivered to trainees rather than trainees coming to a centralized training location.

2)Principles for creating a positive online learning experience include: ● Including visuals and words with instruction. ● Aligning text with visuals. ● Explaining complex visuals with audio or text, rather than by both. ● Omitting extraneous visuals, words, and sounds. ● Socially engaging learners through conversational language agents. ● Explaining key concepts prior to full instruction. ● Providing prompts that encourage self-regulation. ● Providing content in short sequences over which learners have control. ● Connecting modules in a way that engages learners. ● Providing activities and exercises that parallel the work environment. ● Distributing exercises within and among modules. ● Providing explanations to responses on quizzes and exercises.

3)Research provides several recommendations for maximizing the benefits of learner control: ● Programs should not allow trainees to control the amount of feedback they receive. Trainees may rely too much on feedback, which may reduce long-term retention. ● Programs should offer practice on each topic repeatedly throughout the program to ensure retention. ● Programs should provide practice using different high fidelity examples to help transfer. ● Trainees should be allowed to control the sequence in which they receive instruction but not be able to skip practice. ● Programs should prompt self-regulation, prompting trainees to recall key points, reflect, and set goals.

4)Despite the many advantages of online learning, many companies are moving to a blended learning approach. They are doing so because of the limitations of technology, employee preferences for face-to-face interaction, and employees’ inability to find unscheduled time to devote to learning online learning. Blended learning provides increased learner control, allows for self-directedness, and requires learners to take more responsibility for their learning. Blended learning allows for the best of both worlds.

5)Despite the advantages of games and gamification, there are some challenges. ● Games may be expensive to develop. ● Trainees may not always take games seriously. ● There may not be a clear link from the game to real-world application.

As such, games must have a clear learning objective and be relevant to the work context.

6) B 7) C

8) B 9) C 10) A 11) D 12) B 13) C 14) C 15) A 16) D 17) B 18) C 19) A 20) B 21) D 22) D 23) C 24) B 25) D 26) B 27) A 28) C 29) A 30) A 31) B 32) A 33) B 34) B 35) B 36) C 37) C

38) C 39) D 40) TRUE 41) FALSE 42) TRUE 43) FALSE 44) FALSE 45) TRUE 46) FALSE 47) FALSE 48) TRUE 49) FALSE 50) TRUE 51) FALSE 52) TRUE 53) TRUE 54) TRUE 55) TRUE 56) TRUE 57) FALSE 58) TRUE 59) FALSE 60) TRUE 61) TRUE Student name:__________ 1) Why is it better for managers to hold separate discussions for performance appraisals and development?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 09-01 Discuss the steps in the development planning process.

Gradable : manual

2) unit.

Elaborate on the potential problems with job rotation for both the employee and the work

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job Gradable : manual

3) Describe strategies that companies can employ to help ensure the effectiveness of formal mentoring programs.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 09-06 Identify the characteristics of an effective mentoring program.

Gradable : manual

4) Discuss the advantages and disadvantages of making the results of succession planning public.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used Gradable : manual

5) Discuss the potential advantages and disadvantages of using the nine-box grid for talent reviews.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used Gradable : manual

6)

Describe the challenges of succession planning for family businesses.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used Gradable : manual

7) Explain the four steps in onboarding. What should new hires learn at each step? How might social media or the Internet aid the onboarding process?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 09-08 Design an effective on-boarding process.

Gradable : manual

8) Which of the following statements is true about the differences between training and development?

8) ______ A) Training is future-oriented, while development focuses more on present issues.

B) Training focuses on preparing employees for current jobs, but development prepares them for other positions.

C) Use of work experiences is greater in training than it is in development.

D) Employee participation in training is voluntary but not with development.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-01 Discuss the steps in the development planning process.

9) __________ is an assessment that measures patterns of thoughts, feelings, and behaviors to identify areas where the individuals have the best chance for building on their strong suits.

9) ______ A) StrengthsFinder B) Myers-Briggs Type Inventory (MBTI) C) The NEO Big Five Personality Assessment D) The DiSC

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

10) Which approach to career management prepares workers for moving through clearly defined career paths? Companies using this approach want a stable plan for leadership succession.

10) ______ A) structured B) flexible C) planned D) transitory

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-02 Explain employee and company responsibilities in planning development.

11) What approach to career management is entirely employee-driven? In this approach, companies focus on finding the best talent from outside of the organization.

11) ______ A) structured B) flexible C) open D) transitory

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-02 Explain employee and company responsibilities in planning development.

12)

A protean career is __________.

12) ______ A) controlled by the availability of positions in a company B) limited to achievements at work C) based on the feeling of pride that comes from achieving life goals D) primarily determined through signals the employee receives from the company

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-03 Discuss current trends in using formal education for development.

13) __________ refers to the use of information by employees to determine their career interests, values, and aptitudes.

13) ______

A) Reality check B) Goal setting C) Self-assessment D) Action planning

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-01 Discuss the steps in the development planning process.

Difficulty : 1 Easy

14) In the __________ stage of the career management process, employees receive information on how the company evaluates their skills and where they fit into the company’s plans.

14) ______ A) action planning B) self-assessment C) goal-setting D) reality check

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-01 Discuss the steps in the development planning process.

Difficulty : 1 Easy

15) The __________ is a personality assessment tool used for team building and leadership development that identifies employees’ preferences for energy, information gathering, and decision making.

15) ______

A) Wonderlic Personnel Test B) Myers-Briggs Type Inventory C) NEO D) 360-degree feedback

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

16)

Which of the following is not measured by the Myers-Briggs Type Inventory (MBTI)?

16) ______ A) extraversion vs. introversion B) emotional stability vs. neuroticism C) thinking vs. feeling D) sensing vs. intuition

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

17)

Which of the following is most commonly included in assessment centers?

17) ______ A) leadership group discussions B) behavioral modeling C) succession planning D) work-life balance workshops

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

18)

Which of the following activities is typically NOT included with an assessment center?

18) ______ A) in-basket exercises B) leaderless group discussions C) role plays D) succession planning E) None of the answer choices are correct—all are typically included.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

19)

An in-basket exercise is typically designed to measure __________.

19) ______ A) psychomotor skills B) administrative skills C) conflict resolution skills D) emotional intelligence

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

20)

In assessment centers, scheduling exercises typically evaluate __________.

20) ______ A) leadership skills B) problem-solving abilities C) oral communication skills D) psychomotor skills

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

21)

Which of the following is NOT a common limitation of 360-degree feedback?

21) ______ A) the process is often too informal B) time demands placed on raters C) potential retaliation against raters D) failing to provide opportunities for employees to act on the feedback

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

22) Which of the following is not considered a best practice regarding 360-degree feedback systems?

22) ______

A) The results from such feedback should be used to make compensation decisions.

B) Maintain rater confidentiality.

C) The system provides reliable ratings of competencies.

D) Employees receive timely feedback.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

23)

Which of the following is true of 360-degree feedback?

23) ______ A) Managers’ behaviors are evaluated only by subordinates.

B) It rarely produces anxiety.

C) A facilitator may be needed to help interpret the results.

D) The feedback is difficult to link to development plans.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

24)

In upward feedback, managers’ behaviors or skills are evaluated by __________.

24) ______ A) their peers B) their subordinates C) external customers D) b and c

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

25) Sending employees on international assignments is an example of a(n) __________ approach to employee development.

25) ______ A) formal education B) assessment C) mentoring D) job experience

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

26)

Job enlargement refers to the process of __________.

26) ______ A) hiring more people for the same job category B) moving employees up the organizational hierarchy C) adding challenges or new responsibilities to an employee's current job D) adding more jobs in a department to reduce stress

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

27) __________ gives employees a series of job assignments in various functional areas of the company.

27) ______ A) Job rotation B) Job enlargement C) Onboarding D) Externship

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

28)

Which of the following is a potentially negative outcome of job rotation?

28) ______ A) It fails to provide employees with a holistic view of the company’s goals.

B) It creates a short-term perspective on problems.

C) It cannot be used for all levels and types of employees.

D) It has no relationship with promotion rates.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

29)

__________ grant(s) a temporary leave of absence from the company.

29) ______

A) Job enlargement B) Apprenticeships C) Sabbaticals D) Job rotation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

30)

Which of the following is characteristic of successful formal mentoring programs?

30) ______ A) Participation is involuntary.

B) The mentor and protégé avoid casual conversation.

C) The mentor–protégé relationship is limited to 1–3 hours per week.

D) The mentor and protégé relationship extends beyond the formal period.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-06 Identify the characteristics of an effective mentoring program.

31)

Which of the following is true of coaching employees?

31) ______ A) Coaching involves providing resources.

B) A good coach knows all.

C) A good coach has a strong desire to micromanage.

D) Coaching does not involve pointing out areas for improvement.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-06 Identify the characteristics of an effective mentoring program.

32)

The process of developing a succession plan typically begins with __________.

32) ______ A) identifying the employees included in the succession plan B) identifying the positions included in the succession plan C) developing standards D) determining ways to measure employee potential

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used

33)

The core employees in the nine-box grid are those with __________.

33) ______ A) high potential and high performance B) low potential and outstanding performance C) high potential and low performance D) moderate potential and solid performance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used

34) In the nine-box grid, high-potential and high performing employees who should be developed for leadership positions are known as __________.

34) ______ A) core employees B) star performers C) strong contributors D) subject experts

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used

35) According to the nine-box grid, the development plan for employees with outstanding performance but low potential typically emphasizes __________.

35) ______ A) finding them experiences that will continue to facilitate creativity and innovation B) moving them to a position that best matches their skill set C) performance improvement in their current position D) developing them for leadership positions in the company

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used

36) __________ refers to the process of helping new hires adjust to social and performance aspects of their new jobs.

36) ______ A) Training B) Offshoring C) Repatriation D) Onboarding

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-08 Design an effective on-boarding process.

37)

Which of the following makes a socialization program ineffective?

37) ______ A) including information on technical aspects of the job B) introducing the employee to company-related rules and regulations C) restricting interactions between new hires and current employees D) tracking employee progress at different points up to one year

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-08 Design an effective on-boarding process.

38)

Which of the following is not a common content area for onboarding programs?

38) ______

A) compliance B) clarifying C) culture D) compensation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-08 Design an effective on-boarding process.

39) __________ is an assessment that measures personality and behavioral style, including dominance (direct, strong-willed, forceful), influence (sociable, talkative), steadiness (gentle, accommodating), and conscientiousness (private, analytical).

39) ______ A) StrengthsFinder B) Myers-Briggs Type Inventory (MBTI) C) The NEO Big Five Personality Assessment D) The DiSC

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

40) The __________ step of onboarding involves understanding and developing formal and informal relations.

40) ______

A) compliance B) clarification C) culture D) connection

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-08 Design an effective on-boarding process.

41) The __________ step of onboarding involves understanding legal guidelines and company rules and regulations.

41) ______ A) compliance B) clarification C) culture D) connection

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-08 Design an effective on-boarding process.

42) Career patterns involving movement across specializations and disciplines are becoming less prevalent.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-03 Discuss current trends in using formal education for development.

43) Discussing performance and development in the same meeting is difficult because they have different objectives.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-01 Discuss the steps in the development planning process.

44)

Performance appraisal discussions are more long-term than development discussions.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-01 Discuss the steps in the development planning process.

45)

Competencies include knowledge, skills, and abilities but not personal characteristics.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa Difficulty : 1 Easy

46) Assessments can be used to identify communication styles that inhibit a team’s productivity.

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

47) In assessment centers, it is considered best practice not to have managers as assessors because managers often make employees feel ill at ease.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-01 Discuss the steps in the development planning process.

48)

Both the NEO Personality Inventory and the DISC measure conscientiousness.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

49) In the context of the Big Five personality dimensions, conscientiousness refers to the extent to which an individual is aware of his or her surroundings and is courteous to others.

49) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

50) In the context of the Big Five personality dimensions, emotional stability is also known as neuroticism.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-04 Relate how assessment of personality type, work behavior, and job performa

51) Job experiences that are seen as negative stressors stimulate learning but fail to challenge employees.

51) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

52)

Job rotation can be used for most, if not all, types of employees.

52) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

53)

Employee transfers necessarily increase job responsibilities and compensation.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

54) Transfers and downward moves could help employees achieve long-term success with a company.

54) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

55) Many Millennials feel that lateral moves are beneficial to their careers because they view such moves as valuable opportunities to learn new knowledge and skills.

55) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

56) By definition, mentoring cannot occur between mentors and protégés from different organizations.

56) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-06 Identify the characteristics of an effective mentoring program.

57)

In reverse mentoring programs, peers mentor each other.

57) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-06 Identify the characteristics of an effective mentoring program.

58)

High-potential employees should participate in mentoring but not coaching.

58) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-06 Identify the characteristics of an effective mentoring program.

59)

Most mentoring relationships develop formally in organizations.

59) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-06 Identify the characteristics of an effective mentoring program.

60) Development plans for employees with low potential and low performance should emphasize identifying challenging experiences more in line with their interests.

60) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used

61) By making a succession planning list public, high-potential employees who are not interested in other positions can communicate their intentions.

61) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used

62)

A defining characteristic of succession planning is effective onboarding.

62) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used Learning Objective : 09-08 Design an effective on-boarding process.

63) Generally speaking, succession planning is relatively easy in family-owned firms compared to other types of organizations.

63) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-07 Describe the succession planning process and how the nine-box grid is used

64) Regarding the prevalence of developmental activities, classroom experiences tend to be more common in organizations relative to mentoring relationships.

64) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium

65)

A protean career is defined by a series of upward career transitions.

65) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-03 Discuss current trends in using formal education for development.

66) A sabbatical is a leave of absence from the company to renew or develop new skills; typically, these leaves are unpaid.

66) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

67) Stretch assignments refer to assignments in which there is a match (or congruence) between the employee’s skills and past experiences and the skills required for success on the job.

67) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-05 Explain how job experiences can be used for development and suggest a job

68) With a protean career, managers take the primary responsibility for coaching employees through their career stages.

68) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 09-02 Explain employee and company responsibilities in planning development.

69) Reality check refers to the process whereby employees reflect on their strengths and weaknesses and determine whether they should remain with or leave the organization.

69) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-02 Explain employee and company responsibilities in planning development.

70) An action plan is a written strategy that employees use to determine how they will achieve their short- and long-term career goals.

70) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 09-02 Explain employee and company responsibilities in planning development.

Answer Key Test name: chapter 9 1)It is not uncommon for managers to hold separate performance appraisals and development discussions. This is done because performance appraisal and development discussions have different objectives. Performance appraisal discussions are focused on an employee’s job performance during a defined period of time (such as six months or a year) and usually involve a discussion of what financial incentives or pay increases the employee can expect to receive as a result of performance. Development discussions do not involve pay or rewards, and these discussions are more future-oriented. They focus on the employee’s skill set and competencies and how to develop them.

Because development involves identifying weaknesses and how to overcome them, employees may be resistant to discussing them in an appraisal discussion that addresses pay.

2)There are several potential problems with job rotation for both the employee and the work unit. The rotation may create a short-term perspective on problems and solutions. In addition, employee satisfaction and motivation may be adversely affected because employees may find it difficult to develop functional specialties, and they may not spend enough time in one position to receive challenging assignments. Productivity losses and workload increases may be experienced by both the department gaining a rotating employee and the department losing the employee due to training demands and loss of resources.

3)To enhance formal mentoring programs, companies should: ● Make participation voluntary for mentors and protégés. ● Ensure the matching process does not hinder the formation of informal relationships. ● Choose mentors who have a good record of developing employees and have the willingness to serve. ● Match based on how the mentor’s skills can help meet the protégé’s needs. ● Clarify roles and expectations for both mentors and protégés. ● Specify a minimum amount of contact time between mentors and protégés. ● Provide a formal time period for the program, but encourage continued relationships. ● Evaluate the program. ● Reward employee development.

4)One critical issue in succession planning is whether to make the results of the process public. One advantage of doing so is that employees may stay because they have an understanding of promotion prospects.

Another advantage is that high-potential employees who are not interested in other positions can communicate their intentions. The company can then avoid investing resources and have a more accurate picture of its potential future talent. On the flip side, those not on the list may become discouraged and leave the company. Furthermore, employees might not believe they have had a fair chance to compete for leadership positions if they already know that a list of potential candidates has been established.

5)The primary advantage of the nine-box grid is that it provides a systematic means to categorize employees to determine their potential development needs. The nine-box grid is used for analysis and discussion of talent, to help formulate effective development plans and activities, and to identify talented employees who can be groomed for top-level management positions in the company. The value of the grid is that it is based on multiple and shared perspectives of talent, it helps managers provide development plans and experiences that best fit employees based on their performance and potential (such as mentorships, job rotations, training opportunities), and it provides a snapshot of the company’s talent.

Despite its benefits, the nine-box grid may pigeon-hole employees too much, and it may be difficult for an employee to move to a different box. Moreover, it could be demoralizing for an employee who lands in an undesirable box. Such limitations can be overcome by providing opportunities for employees to change and improve their performance.

6)The primary challenge of succession planning in family businesses is identifying and grooming one family member as a successor or taking steps to develop a pool of talent of family members from which a successor can be chosen. They do so because family business owners tend to pay most of their attention to running the current business, rather than focusing on and planning for the future. The typical non-familyowned business has three sets of stakeholders (staff, owners, and staff owners). However, in a family-owned business, it becomes more complicated because four more sets of stakeholders are added including staff-family, family-owners, family, and staff-family-owners. Some experts recommend families begin to work out succession seven years before the company founder plans to retire.

7)The four steps of onboarding include: ● Compliance—understanding basic legal and policy-related rules and regulations. ● Clarification—understanding job and performance expectations. ● Culture—understanding company history, traditions, values, and norms. ● Connection—understanding and developing formal and informal relationships.

Social media and the Internet might help the onboarding process because new hires could communicate with other employees online. In addition, aspects of new hire training could be conducted online, particularly those components related to compliance. Reference materials could also be put online for employees to access at a later point. While social media and the Internet could be utilized, organizations should rely more heavily on ―live‖ social interactions to effectively onboard individuals.

8) B 9) A 10) A 11) D 12) C 13) C 14) D 15) B 16) B 17) A 18) D 19) B 20) B 21) A

22) A 23) C 24) B 25) D 26) C 27) A 28) B 29) C 30) D 31) A 32) B 33) D 34) B 35) A 36) D 37) C 38) D 39) D 40) A 41) D 42) FALSE 43) TRUE 44) FALSE 45) FALSE 46) TRUE 47) FALSE 48) TRUE 49) FALSE 50) TRUE 51) FALSE

52) TRUE 53) FALSE 54) TRUE 55) FALSE 56) FALSE 57) FALSE 58) FALSE 59) FALSE 60) FALSE 61) TRUE 62) FALSE 63) FALSE 64) TRUE 65) FALSE 66) FALSE 67) FALSE 68) FALSE 69) FALSE 70) TRUE Student name:__________ 1) Explain the relationship between “managing diversity, equity, and inclusion” and “diversity training.” Which is most effective? Why?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

Gradable : manual

2) Explain ally training. How can ally training contribute to companies' efforts toward diversity, equity, and inclusion?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

Gradable : manual

3) What is the purpose of unconscious bias training? Provide an example of how unconscious bias training can affect who gets to attend training or is asked to participate in development activities.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

Gradable : manual

4) Describe what is meant by a dual career path and the characteristics associated with these paths.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees Gradable : manual

5) Discuss the advantages and challenges of job hopping from the employer’s and the employee’s perspectives.

Question Details Accessibility : Keyboard Navigation Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees Difficulty : 3 Hard Gradable : manual

6) Describe what companies can do to prepare employees for layoffs and to reduce their potential negative effects.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

Gradable : manual

7) The __________ Act is designed to assist states in building school-to-work systems that prepare students for high-skill, high-wage jobs.

7) ______ A) School-to-Work Opportunities B) Workforce Innovation and Opportunity C) Workforce Investment D) Sector Partnership

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-01 Discuss the role of training partnerships in developing skills and contrib

8)

Legal action against a company may likely NOT be incurred when __________.

8) ______ A) employees incur injuries during training conducted by the company B) employees incur injuries or damages in training conducted by a vendor or consultant C) the company uses small amounts of copyrighted material D) decisions about training and development opportunities are made on the basis of age

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

9) __________ refers to training that encourages employees to have conversations about difficult topics and perspectives without fear of blame or shame.

9) ______ A) Unconscious bias training B) Diversity training C) Inclusion training D) Ally training

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-03 Develop a program for effectively managing diversity.

10) Title VII of the Civil Rights Act of 1964 prohibits discrimination based on which of the following?

10) ______ A) age B) disability C) religion D) veteran status E) All of the answer choices are correct.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

11)

Which of the following is not a standard in the context of the fair use doctrine?

11) ______ A) the purpose for which the copyrighted material is being used B) the proportion of the copyrighted material being used C) how much money the copyright owner can lose as a result of the use D) None of the answer choices are correct—each is a standard.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

12)

Which of the following statements is false in the context of diversity programs?

12) ______ A) Diversity programs have a large effect on changing behavior.

B) Managers should be used as trainers in diversity training.

C) The content of diversity training should include cases and exercises.

D) None of the answer choices are correct—each of the above statements is true.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

13)

The __________ refers to a barrier to advancement for women and minorities.

13) ______

A) adverse effect B) funnel effect C) glass ceiling D) discrimination effect

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-03 Develop a program for effectively managing diversity.

14)

An expatriate is an employee __________.

14) ______ A) who participates in succession planning B) who has been headhunted from a firm to join another company C) who works in a country other than his or her country of origin D) working for a multinational company in his home country

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

15) __________ refers to an expatriate’s familiarity with job tasks and work environment in the host country.

15) ______

A) Cross-cultural experience B) Cultural novelty C) Job novelty D) Cultural facility

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

16)

Which of the following causes overseas assignments to fail?

16) ______ A) including an employee’s family in orientation programs B) high tolerance of ambiguity C) asking employees to self-manage the repatriation process D) developing technical skills over cross-cultural preparation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

17)

Which of the following is true of repatriation?

17) ______

A) Employees are guaranteed a higher standard of living.

B) Employees may leave the company if their assignments upon returning home have less responsibility.

C) Expatriates tend to experience little or no stress.

D) Adjustment tends to be fairly easy.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

18) __________ refer to employees who have an assignment to manage an operation abroad without being located in that country.

18) ______ A) Virtual expatriates B) Inpatriates C) Offshore employees D) Intrapreneurial employees

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

19)

Which of the following is true of virtual expatriates?

19) ______

A) They expose the family to the culture shock of an overseas move.

B) They are more expensive than traditional expatriates.

C) They lack a strong personal relationship with local employees.

D) They have no interactions with the home office.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

20)

Which of the following is not a career stage discussed in the text?

20) ______ A) exploration B) establishment C) acceptance D) decline

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

21)

The establishment stage of an employee’s career involves __________.

21) ______ A) pursuing the type of education and training an employee needs B) finding employment, achieving more responsibility, and financial success C) a self-assessment of interests, values, and preferences D) being perceived as someone with many years of experience

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

22) In the __________ stage, individuals are concerned with keeping their skills up to date and being perceived as someone who is still contributing to the company.

22) ______ A) exploration B) decline C) establishment D) maintenance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

23) In the __________ stage, individuals are largely concerned with achieving more responsibility and financial success.

23) ______ A) exploration B) decline C) establishment D) maintenance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

24) __________ involves changing one’s major work activity after having been established in a specific field.

24) ______ A) Job repositioning B) Job novelty C) Career recycling D) Telecommuting

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

25) __________ refers to employees changing jobs, usually between companies, every two to three years.

25) ______ A) Job hopping B) Job rotation C) Job migration D) Job skipping

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

26)

Which of the following is true of job hopping?

26) ______

A) Job hopping makes it difficult for a company to downsize if necessary.

B) Job hopping makes it difficult to sustain continuity in employee-customer relationships.

C) Job hopping reduces a company’s opportunity to hire employees with a variety of experiences.

D) Hiring employees who job hop decreases the company’s flexibility and adaptability.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

27)

Which of the following statements is most true regarding dual career paths?

27) ______

A) They were designed to enhance work-life balance for working families.

B) They were designed to help chart future employment prospects for individual contributors.

C) They were designed to meet the needs of Millennials.

D) There were designed to help with early retirement.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

28) __________ refers to having two employees divide hours, responsibilities, and benefits of a full-time job.

28) ______ A) Job rotation B) Job sharing C) Job enlargement D) Job shadowing

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-06 Develop policies to help employees achieve work-life balance.

29) __________ refers to giving employees the option of choosing when to work during the workday or workweek.

29) ______ A) Telecommuting B) Compressed workweek C) Job autonomy D) Flextime

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-06 Develop policies to help employees achieve work-life balance.

30) The __________ Act makes it easier for veterans to find employment when they return from service.

30) ______ A) Workforce Investment B) Age Discrimination in Employment C) Equal Employment Opportunity D) Uniformed Services Employment and Reemployment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-07 Describe how companies are helping veterans develop skills and get employm

31)

__________ is a way to reduce head count and lower labor costs.

31) ______ A) Offering an early retirement plan B) Encouraging flextime C) Job hopping D) Compressing the workweek

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

32) __________ involves employees transitioning from full-time employment to full-time retirement by working part-time.

32) ______ A) Compressed retirement B) Early retirement C) Phased retirement D) Golden parachute retirement

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

33)

Which of the following relates to employees making a transition into life without work?

33) ______ A) retirement B) retrenchment C) retreatment D) recycling

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

34)

Which of the following is true of early retirement programs?

34) ______

A) They should be an integral part of a strategy to lay off employees.

B) Eligibility is usually based on age and years of service.

C) These programs should be informal.

D) These programs are often involuntary.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

35) __________ refers to a work schedule that allows employees to work fewer days but with longer hours.

35) ______ A) Telecommuting B) Flextime C) Compressed workweek D) Job autonomy

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-06 Develop policies to help employees achieve work-life balance.

36) __________ refers to a work arrangement that gives employees flexibility in terms of both hours and where they work.

36) ______

A) Telecommuting B) Flextime C) Compressed workweek D) Work-life balance

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-06 Develop policies to help employees achieve work-life balance.

37)

A(n) __________ is primarily designed for employees with outstanding technical skills.

37) ______ A) dual career path B) individual contributor career path C) management career path D) traditional career path

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

38) __________ result(s) in a loss of talent and productivity that results from turnover, retraining, and recruitment costs.

38) ______

A) Dual career paths B) Job hopping C) Individual contributor career paths D) All of the answer choices are correct

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

39) If training is voluntary and outside of regular work hours but directly related to an employee’s job, the employee would need to be paid for attending training.

39) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

40) Employers are required to make accommodations for those with disabilities, even when such individuals do not request them.

40) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

41) Federal laws require that companies in the gaming industry train employees to report suspicious activity.

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

42)

Injuries incurred by employees during training cannot result in legal action.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

43) The Age Discrimination in Employment Act (ADEA) provides protection for all individuals based on age.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

44) The Age Discrimination in Employment Act (ADEA) does not provide protection for individuals under the age of 40.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

45)

Copyrights protect the ideas that materials contain.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

46) The Fair Use Act of 2017 specifies that training material on Internet sites is free from copyright law as long as a company or trainer does not generate income from the use of said content.

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

47)

Companies can deduct the cost of training as a business expense.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

48) Research shows that diversity training has the largest effect on understanding and awareness of diversity, but smaller effects on behavior change and attitudes.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-03 Develop a program for effectively managing diversity.

49) Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. These biases stem from one’s tendency to organize social worlds by categorizing.

49) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-03 Develop a program for effectively managing diversity.

50) The primary aims of unconscious bias training are demonstrating that individuals are typically free from biases unconsciously, and that biases are the result of conscious actions resulting from social pressures.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

51)

The glass ceiling facilitates women and minorities to higher levels of the organization.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-03 Develop a program for effectively managing diversity.

52)

Current estimates indicate that women hold only 30% of the highest executive positions.

52) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

53) It is important for companies to place more emphasis on developing potential expatriates’ technical skills than on preparing them to work in other cultures.

53) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

54) Expatriates and their families are likely to experience high levels of stress when they return from foreign assignments.

54) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

55)

Repatriation is the process of preparing individuals for expatriate assignments.

55) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

56)

Virtual expatriates are more expensive than traditional expatriates.

56) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-04 Design a program for preparing for cross-cultural assignments.

57) Millennials and Gen Xers are more used to change and job insecurity than Baby Boomers.

57) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

58) The individual contributor career path is used to develop individuals with strong managerial potential.

58) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

59) The individual contributor career path is used to develop individuals with strong technical expertise who wish to advance in an organization through a non-management path.

59) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

60)

Career recycling is limited to older employees nearing retirement.

60) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

61)

Job hopping is prevalent in high-technology industries.

61) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

62) Preretirement socialization helps employees avoid being forced to return to work because of poor financial planning.

62) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

63)

Individuals must wait until the age of 65 to begin receiving social security benefits.

63) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

64) The use of phased retirement plans is complicated by regulations regarding taxation of retirement benefits.

64) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

65)

Phased retirement is becoming less popular than it once was.

65) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-08 Explain the value of phase retirement programs for older employees.

66) Black executives only hold approximately 15% of the positions that influence company success and are on the career path to the CEO position.

66) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

67) Women hold approximately 25 percent of positions with high potential for CEO promotion and board recruitment.

67) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-03 Develop a program for effectively managing diversity.

68) Under the Families First Coronavirus Response Act (FFCRA), employees were eligible for an additional 15 weeks of family leave paid at two-thirds of their regular wages.

68) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-06 Develop policies to help employees achieve work-life balance.

69) Furloughed employees receive benefits, can receive unemployment for lost time, and have the possibility of being called back to work.

69) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

70) Unlike managers, individual contributors are given opportunities to increase their total compensation through bonuses (e.g., for patents and developing new products).

70) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 10-05 Discuss the importance of career paths and dual career paths for employees

71) Sector partnerships typically focus on jobs that require four-year college degrees in STEM majors.

71) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-01 Discuss the role of training partnerships in developing skills and contrib

72) Through sector partnerships, workforce skill needs can be met faster than if individual employers worked alone.

72) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-01 Discuss the role of training partnerships in developing skills and contrib

73)

Sector partnerships are designed to help individuals recycle their careers.

73) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 10-01 Discuss the role of training partnerships in developing skills and contrib Difficulty : 2 Medium

74) In most circumstances, organizations are not required to pay employees for attending training.

74) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 10-02 Discuss the potential legal issues that relate to training.

Answer Key Test name: chapter 10 1)Diversity training refers to learning efforts that are designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce.

Managing diversity, equity, and inclusion is more comprehensive than diversity training. As such, one could argue that managing diversity, equity, and inclusion is more effective. Diversity training is important and can be subsumed under the broader umbrella of managing diversity, equity, and inclusion.

2)To help further ensure that company culture supports diversity, equity, and inclusion, some companies are engaging in ally training. Ally training refers to training that encourages employees to have conversations about difficult topics and perspectives without fear of blame or shame. Some ally training programs encourage white employees (or those who are in the majority) to support minority employees in the workplace by offering them support and speaking up for them when they experience unfair treatment.

3)Unconscious bias training has become a popular approach to diversity education. Such training is designed to help individuals become aware of their unconscious biases, provide tools to adjust automatic patterns of thinking, and ultimately help eliminate discriminatory behaviors in the workplace. Unconscious bias training often begins with demonstrations of how the mind operates in ways that are outside of conscious awareness and control. These demonstrations show that people make judgments based on ethnicity or gender, for example, without any conscious intention. There is increasing evidence that unconscious bias training is one of the more effective diversity training strategies. When individuals attend such training, they may gain greater insights about themselves which might otherwise not have been known. As a result, they may be more cognizant of how their biases impact their interactions with others.

4)Many companies structure career paths so that individuals advance through the company by moving into management positions. However, not all individuals desire to move into management but still seek to advance within the organization. For this reason, some organizations have developed dual career path systems, which enable individuals to follow an individual contributor path or a management career path.

Effective dual-career paths have several characteristics: ● Salary, status, and incentives for individual contributors compare favorably with those of managers. ● While individual contributor base salaries may be lower than managers, they are given opportunities to increase their total compensation through bonuses. ● The individual contributor career path is not used to satisfy poor performers who have no managerial potential. This path is for employees with outstanding technical skills. ● Individual contributors are given the opportunity to choose their career path.

5)For employers, job hopping results in a loss of talent, productivity, and higher costs related to turnover, recruitment, and retraining.

Furthermore, job hopping makes it difficult to create and sustain a culture that supports relationships between employees and continuity in employee-customer relationships.

On the positive side for employers, job hopping does provide companies with the opportunity to hire employees who have a variety of experiences in different companies, which can allow the company to understand best practices. Hiring employees who job hop may increase a company’s flexibility and adaptability because these employees may be capable of quickly learning different jobs. Also, employees who job hop likely have lower expectations for job security, making it easier to downsize if necessary.

From an employee perspective, in addition to better pay and growth opportunities, job hopping can provide opportunities to work in a variety of industries, in different-size companies, and to gain new skills, experiences, and personal contacts. However, individuals may not be staying in any one job long enough to complete important projects, develop deep personal networks, or gain relevant experience.

6)Sometimes layoffs are inevitable, and efforts should be taken to reduce their potential negative effects. In particular, companies should provide outplacement services, which should include: ● Advance warning and an explanation for the layoff. ● Psychological, financial, and career counseling. ● Assessment of skills and interests. ● Job seeking services, such as resume writing and interviewing training. ● Job banks where job leads are posted. ● Electronic delivery of job openings, self-directed career management guides, and interest inventories.

7) A 8) C 9) D 10) C 11) D 12) A 13) C 14) C 15) C 16) D 17) B 18) A 19) C 20) C 21) B 22) D 23) C 24) C 25) A 26) B 27) B 28) B 29) D 30) D 31) A 32) C 33) A 34) B 35) C 36) A

37) B 38) B 39) TRUE 40) FALSE 41) TRUE 42) FALSE 43) FALSE 44) TRUE 45) FALSE 46) FALSE 47) TRUE 48) TRUE 49) TRUE 50) FALSE 51) FALSE 52) FALSE 53) FALSE 54) TRUE 55) FALSE 56) FALSE 57) TRUE 58) FALSE 59) TRUE 60) FALSE 61) TRUE 62) TRUE 63) FALSE 64) TRUE 65) FALSE 66) FALSE

67) FALSE 68) FALSE 69) TRUE 70) TRUE 71) FALSE 72) TRUE 73) FALSE 74) FALSE Student name:__________ 1)

What is digital literacy? Why is it necessary?

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 11-01 Explain the digital skills needed for employability and why they are impor Gradable : manual

2) How will the increased automation of work influence jobs and the skills employees need to perform those jobs? Are robots going to displace all workers? Explain your answer.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

Gradable : manual

3)

Discuss how training program design is being influenced by neuroscience research.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium null : Learning Objective: Gradable : manual

4) Describe what is meant by rapid instructional design (RID), and provide examples of RID strategies.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi Gradable : manual

5) Describe the skills and competencies discussed in the chapter that are needed for trainers to be successful now and in the future.

Question Details Accessibility : Keyboard Navigation Difficulty : 2 Medium null : Learning Objective: Gradable : manual

6)

In which jobs is automation likely?

6) ______ A) jobs that are unpredictable B) jobs involving management C) jobs involving exercising creativity D) jobs involving processing data E) None of the answer choices are correct.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

7)

Which of the following statements is false?

7) ______ A) Jobs involving finance and accounting may be automated.

B) Jobs involving food service will unlikely be automated.

C) Automation will require that many employees retrain.

D) Many individuals could lose their jobs due to automation.

E) None of the answer choices are correct.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

8)

A Fitbit is an example of __________.

8) ______ A) a wearable B) augmented reality C) gamification D) Tin Can API

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

9) A __________ collects and stores learning experiences in the form of statements that can be organized and presented in a meaningful way.

9) ______ A) Learning Records Store (LRS) B) Learning Management System (LMS) C) Social Network Support System (SNSS) D) Just-in-Time Learning System (JITLS)

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

10) __________ is a specification for learning technology that makes it possible to collect data about an employee’s or a team’s online and face-to-face learning experiences.

10) ______ A) Gamification B) Tin Can API C) Training Technology Enhancement D) Artificial Intelligence

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

11) true?

Regarding the implications of neuroscience for training, which of the following is not 11) ______ A) Learners have to eliminate distractions.

B) Learners need to make their own connections to new ideas.

C) Emotional stimulation should be minimized.

D) None of the answer choices are correct.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium null : Learning Objective:

12) Time Warner Cable’s leadership development program that spanned over 30 days and included weekly videos, practice exercises, and a two-hour webinar was discussed in the text as an example of which of the following?

12) ______ A) an application of advances in neuroscience to training B) using gamification to enhance learning C) using big data to analyze training compliance D) tracking training through a learning records store (LRS)

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium null : Learning Objective:

13)

Which of the following is a criticism of the traditional training design model?

13) ______ A) The trainer is the least important component of the design.

B) It is a linear approach driven by subject-matter experts.

C) It assumes that training content is unstable.

D) It takes very little time compared to the rapid instructional design model.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

14)

Which of the following statements is true of rapid instructional design (RID)?

14) ______

A) Resources that are devoted to design and delivery of instruction cannot be reallocated.

B) Instructional content and process can be developed independently of each other.

C) Rapid instructional design is a self-serviced, modifiable, and on-demand computing system that provides information technology infrastructure over a network.

D) Rapid instructional design refers to a company that provides software for a specific application.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

15)

All of the following are examples of RID strategies except __________.

15) ______ A) combining different steps of the design process, such as analysis and evaluation B) conducting separate analyses of training needs and learning outcomes C) developing instruction around job aides D) using shortcuts, such as existing records, for needs assessment

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

16)

Which of the following is NOT a common RID strategy?

16) ______

A) ensuring that instructional content and process are developed simultaneously B) adapting existing materials C) developing a learning system instead of an instructional system D) combining steps of the process

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

17) __________ emphasizes repeated small steps, rather than moving through the linear stepby-step process (analysis through evaluation) of developing learning.

17) ______ A) Rapid instructional design (RID) B) Micro-development C) Agile development D) Fluid training design

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

18) __________ involves collecting information about users’ activities, analyzing patterns, and understanding how these patterns link to business outcomes.

18) ______

A) Social network analysis B) Artificial intelligence C) Tin Can API D) Big data

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-04 Discuss how big data can be used to show how training supports business ou

19) Which of the following is not one of the major skills and competencies discussed in the chapter needed for trainers to be successful?

19) ______ A) designing learning in technology-driven environments B) using multimedia tools C) selecting, designing, and evaluating organizational research methods D) repurposing live instruction to online instruction

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium null : Learning objective:

20) __________ refers to software that helps employees find training content and learning resources that are personalized to their needs.

20) ______

A) Learning experience platform (LXP) B) Tin Can API C) Experience API D) Learning Records Store (LRS)

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

21) Which of the following is not a way that a learning experience platform (LXP) can make self-directed learning easier?

21) ______ A) providing employees with a learning path B) guiding learning based on an evaluation of their skills C) providing learning recommendations based on use by other learners D) providing learning recommendations and offering text, video, and audio content identified based on a web search E) None of the answer choices are correct; all are possible ways.

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-02 Discuss how artificial intelligence (AI) and the internet-of-things (IoT),

22) In the context of digital literacy, “interpretation and use of digital information” relates to __________.

22) ______

A) problem solving using technology B) basic tools C) data security and safety D) data ethics

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-01 Explain the digital skills needed for employability and why they are impor

23) In the context of digital literacy, “understanding how to interact with and utilize data” relates to __________.

23) ______ A) problem solving using technology B) basic tools C) data security and safety D) analytics and data manipulation

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium null : Learning Objective: Learning Objective : 11-01 Explain the digital skills needed for employability and why they are impor

24) __________ refers to a technology that allows a person to interact with a different place as if they were there. This includes controlling robots remotely or holding virtual meetings.

24) ______

A) Artificial intelligence (AI) B) Virtual reality C) Telepresence D) Internet of Things (IoT)

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

25) __________ refers to software that helps employees find training content and learning resources that are personalized to their needs.

25) ______ A) Artificial intelligence (AI) B) Learning experience platform (LXP) C) Telepresence D) Internet of Things (IoT)

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-02 Discuss how artificial intelligence (AI) and the internet-of-things (IoT),

26) By 2030, 30% of the global workforce representing over 400 million workers could be potentially displaced by the adoption of automation.

26) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

27) By 2030, up to one-third of the workforce in the United States may need to learn new skills and find jobs in new occupations.

27) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

Difficulty : 1 Medium

28) Automation is thought to soon replace jobs requiring complex decision-making processes.

28) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

29) Artificial Intelligence (AI) learning bots can be used by training managers to analyze matches (or mismatches) between roles and tasks to identify learning needs.

29) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-02 Discuss how artificial intelligence (AI) and the internet-of-things (IoT),

30) With a Learning Records Store (LRS), employees can have their own “personal lockers” to store their personal learning histories.

30) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

31) A Learning Records Store (LRS) can be used to show the relationship between learning experiences and business outcomes.

31) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

32) IoT devices refer to “smart devices” that help make learning a continuous, ongoing, personalized experience.

32) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-02 Discuss how artificial intelligence (AI) and the internet-of-things (IoT),

33) Advances in neuroscience research have demonstrated that long-term information recall is enhanced when individuals learn information over several time periods rather than all at once.

33) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

34) Researchers have shown that whether an idea can be easily recalled is linked to the strength of activating the frontal lobe during a learning task.

34) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium null : Learning Objective:

35) In rapid instructional design (RID), it is acceptable to skip steps in the instructional design process.

35) ______

⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

36) In rapid instructional design (RID), the resources that are devoted to design and delivery of instruction cannot be reallocated.

36) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

37) One principle of rapid instructional design (RID) that is retained from the traditional instructional design model is that the development of instructional content and process must be in close coordination.

37) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

38) Managers are demanding training courses that are longer and that focus on holistic development.

38) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-03 Discuss how rapid instructional design and agile design differs from tradi

39) Cloud computing can make it easier for employees to access formal training programs from a variety of vendors and educational institutions.

39) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

40)

Big data can be useful for identifying experts and leaders in social networks.

40) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-04 Discuss how big data can be used to show how training supports business ou

41) While big data may be useful for understanding what needs to be taught, big data are unlikely to be valuable for identifying how employees learn.

41) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-04 Discuss how big data can be used to show how training supports business ou

42) Due to technological advances in training, the current education-to-employment system is preparing students well for the 21st-century economy.

42) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-06 Explain how companies are trying to close the skills gap.

43) To cope with the skills gap, more and more companies are hiring individuals based on the degrees they hold rather than based on the skills they have.

43) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-06 Explain how companies are trying to close the skills gap.

44) Barriers between business and educational institutions make it difficult for many employees to update their skills for their current jobs or another career.

44) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-06 Explain how companies are trying to close the skills gap.

45) One strategy that companies will use to develop the skills they need and help employees advance their careers is offering training as a component of benefit packages.

45) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-06 Explain how companies are trying to close the skills gap.

46) Six out of 10 current occupations have more than 30% of work activities that can be automated using technology.

46) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

47)

Given increases in automation, there will be a lesser need for employee training.

47) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Learning Objective : 11-05 Discuss the impact of increased automation on jobs and training.

Difficulty : 1 Easy

48) While digital literacy will be required for technology-related jobs, it will likely not be needed for most other positions.

48) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-01 Explain the digital skills needed for employability and why they are impor

49)

Artificial intelligence (AI) will increasingly be used for coaching and mentoring.

49) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy Learning Objective : 11-02 Discuss how artificial intelligence (AI) and the internet-of-things (IoT),

50) A concern with artificial intelligence (AI) is that it may not be accessible and understandable to all employees regardless of disability, race, gender, orientation, or cultural background.

50) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 2 Medium Learning Objective : 11-02 Discuss how artificial intelligence (AI) and the internet-of-things (IoT),

51) A “social cyborg” is an employee who expects companies to accommodate their need to access the latest tools and technologies at work.

51) ______ ⊚ ⊚

true false

Question Details Accessibility : Keyboard Navigation Gradable : automatic Difficulty : 1 Easy null : Learning Objective:

Answer Key Test name: chapter 11 1)Digital literacy refers to the skills needed to interpret, create, and strategically use digital information. Digital literacy will be required of most jobs, even those not considered as technology jobs. As the future workplace becomes increasingly digitized, employees will need digital literacy skills. For this reason, digital literacy is very important.

Below is minimal level of digital skills a worker is likely to need to be eligible for employment. ● Problem solving using technology (Interpretation and use of digital information) ● Interaction with computers and mobile devices (Basic skills to interact with computers and mobile devices) ● Basic tools (Skill in common productivity and software tools) ● Data security and safety (Awareness of threats to computers and data and ways to protect them) ● Data ethics (How to behave legally and ethically in a digital context) ● Occupation-specific tools (Use of tools to complete tasks for a specific occupation) ● Analytics and data manipulation (Understand how to interact with and manipulate data)

2)Increases in automation will change the nature of many jobs and/or make some jobs obsolete. From a training and development perspective, increases in automation mean that employees will need to be provided with job retraining to help them gain new skills to perform new job responsibilities. Automation may most likely be used to alleviate straightforward tasks; thus, employees will need to learn higher level skills.

Robots will most likely not displace all workers. Individuals need to be employed; thus complete automation of jobs is likely not going to happen. Moreover, at present, automation is not feasible for more complex jobs. There are several activities where automation cannot replace human performance, including jobs where work activities are unpredictable, involve managing other people, exercising creativity, applying expertise and social interactions such as in jobs like plumbers, childcare workers, artists and performers, builders, and engineers, and scientists.

3)Advances in neuroscience are increasing researchers’ ability to study the brain and its functioning. These advances are leading to a better understanding of how we learn, which can be used to design more effective training. For example, researchers have shown that whether an idea can be easily recalled is linked to the strength of activating the hippocampus, located in the lower section of the brain, during a learning task. The stronger the hippocampus is stimulated during learning, the greater the recall of the idea. Research on the hippocampus has identified the conditions that are necessary for learning to occur, which include attention, generation, emotion, and spacing.

From a training perspective, learners have to eliminate distractions. They need to make their own connections to new ideas, and they need some, but not overwhelming, emotional stimulation. Long-term recall is better when we learn information over several different time periods rather than all at once.

4)Rapid instructional design (RID) is a group of techniques that allows training to be built more quickly. It modifies the traditional training design model that consists of needs analysis, design, development, implementation, and evaluation.

There are two important principles in RID: ● The instructional content and process can be developed independently of each other. ● Resources that are devoted to design and delivery of instruction can be reallocated. Design includes everything that happens before the training experience. Delivery is what happens during the training experience.

Some common examples of RID strategies include: ● developing a learning system instead of an instruction system ● using shortcuts where appropriate ● combining or skipping different steps of the process ● adapting existing materials ● developing instruction around job aids and performance support

5)● Matching training content and methods to the local culture of the workforce. ● Designing learning spaces, as well as content in technology-driven learning environments. ● Using multimedia tools, including audio, video, webcasts, and live action. ● Delivering and packaging training in different formats for beginners and experts. ● Developing search-and-identify techniques so employees can find information and training when they need it. ● Being a change agent: Facilitating learning and staying in touch with employees, managers, and business units to identify what they need and making suggestions regarding tools, processes, or procedures that could help them work more effectively. ● Developing and delivering learning that is integrated with the job. ● Providing and curating learning content; encouraging employees to discuss and share it. ● Identifying the root cause of job and business problems. ● Creating memorable learning experiences to motivate and engage learners. ● Understanding career development, coaching, job rotation, and mentorship. ● Using data analysis and data visualization techniques. ● Communicating business information to multiple audiences. ● Understanding and using social networking. ● Capturing user-generated content. ● Selecting, designing, and evaluating organizational research methods.

6) D 7) B 8) A

9) A 10) B 11) C 12) A 13) B 14) B 15) B 16) A 17) C 18) D 19) D 20) D 21) E 22) A 23) D 24) C 25) B 26) TRUE 27) TRUE 28) FALSE 29) TRUE 30) TRUE 31) TRUE 32) TRUE 33) TRUE 34) FALSE 35) TRUE 36) FALSE 37) FALSE 38) FALSE

39) TRUE 40) TRUE 41) FALSE 42) FALSE 43) FALSE 44) TRUE 45) TRUE 46) TRUE 47) FALSE 48) FALSE 49) TRUE 50) TRUE 51) TRUE