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EDUC 240 Quiz 1 W17 3 F 1
Introduction to Training and Development (Concordia University)
Studocu is not sponsored or endorsed by any college or university
EDUC 240 Quiz 1 W17 3 F 1
Introduction to Training and Development (Concordia University)
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Introduction to Training and Development (EDUC 240)
Quiz 1: Submission Review
Student ID: 40040232 First Name: Vincent Last Name: Alessandrini
Started on: 02/02/2017 4:05:37 PM Complete
d on: 02/02/2017 4:30:33 PM Time taken: 00:24:56 Sections: Le
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Total Grade: 27 / 30 (90%) Legend:
Your correct response is highlighted in green
.
Your incorrect response is highlighted in red
.
If you did not select the correct answer, it will be
highlighted in blue
. Question 1:
(1 Point) What are the three main functions of human resource development?
a.
Learning and development, employee development, and organizational development
b.
Training and development, performance development, and strategic development
c.
Training and development, organizational development, and career development
d.
Learning and development, strategic development, and career development
Question 2:
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(1 Point) with the Quebec's "1% Law"?
a.
The government will fine the company b.
The company is taxed
c.
he governments mandates training to the company’s employees d.
The company has to offer employees extra benefits Question 3:
(1 Point) Which of the following is NOT an internal factor that will affect training and development?
a.
Strategy
b.
Structure
c.
Climate
d.
Culture
Question 4:
(1 Point) Which of the following is NOT a benefit to society from training and development?
a.
Higher levels of education
b.
Greater economic prosperity
c.
Improved standard of living
d.
Better work-life balance
Question 5:
(1 Point) What are three employee benefits of a high-performance work system which will result in higher organizational performance?
a.
Positive attitudes, lower turnover, and higher productivity
b.
Positive attitudes, improved morale, increased profitability
c.
Increased profitability, higher retention, and higher productivity
d.
Improved product quality, lower turnover, and greater efficiencies
Question 6:
(1 Point) Which of the following is a key environmental factor that may influence human resources training and development?
a.
Demographics
b.
Leadership
c.
Strategy
d.
Labour relations
Question 7:
According to Garavan, what distinguishes training
from the other types of knowledge-acquiring activities with regards to the time scale?
a.
It is carried out over the term of a career
b.
It is carried out over a specified period
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(1 Point) c.
It is a short-term activity d.
It is continuous (lifelong)
Question 8:
(1 Point) According to Dr. Schmid, why is informal learning, learning not planned or designed by the organization but naturally acquired through interaction with the environment, critical to training and development?
a.
Because people are not good at learning on their own, so it is important to provide them with information. b.
Because people learn more when they are engaged and work cooperatively with
others. D. c.
Because people are hesitant to ask for help in the workplace. d.
Because people are good at learning on their own, so it is important to provide them with some information. Feedback:
As per the video interview with Dr. Schmid in Lesson 2. Question 9:
(1 Point) What is knowledge that is learned from experience and insight, and has been defined as intuition, know-how, little tricks, and judgment?
a.
Tacit knowledge
b.
Explicit knowldge
c.
Intellectual capital
d.
Human capital
Question 10:
(1 Point) In the learning organization what two dimensions are connected most strongly?
a.
Organizational expenditure, and organizational training and devlopment
b.
Organizational strategy and organizational learning
c.
Organizational policies and organizational objectives
d.
Organizational training and devlopment, and organizational learning
Question 11:
(1 Point) When describing the advantage of learning organizations with regards to competitive advantage, Senge claims that:
a.
The rate at which organizations & individuals learn, may become a company
�
s only competitive advantage.
b.
A competitive advantage can only be maintained when your learning rate is equal to an industry
�
s rate of change.
c.
A company needs to have the proper climate, processes and leadership behavior
to become a learning organization
d.
The processes and products may be copied to help in the learning process.
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Question 12:
(1 Point) What is one indicator that knowledge is not being shared in an organization?
a.
When unnecessary and needless staffing continues to take place
b.
When expertise becomes captured and stored in explicit knowledge
c.
When employees attract and obtain increased opportunities
d.
When problem solving becomes more complex yet, more efficient
Question 13:
(1 Point) What is organizational learning?
a.
A process wherby current learning needs or deficiencies are identified and immediately addressed.
b.
The act of learning about one's organizational processes and procedures.
c.
The practice in which a company learns to develop, train and evaluate employee skill.
d.
A main characteristic of an a agile organization.
Question 14:
(1 Point) Which of the following is an example of tacit knowledge?
a.
"According to this report, the average time needed to complete this task is 60 minutes. I figure that I have until 3pm to send the request to IT if I would like it
completed today"
b.
"The instructions you need to complete the task can be found in your operating manual. You can also find a video demonstration on the intranet."
c.
"If you would like the task completed today, send it to IT before noon. The director uses their lunch break to delegate them"
d.
"The job-aid demonstrates the procedure to complete the task. Best I complete it myself if I would like it done by the end of the day."
Question 15:
(1 Point) According to Garvin, Edmondson & Gino, what is the AAR? a.
The After Action Review (AAR) is a systematic debriefing used by the U.S. army after every mission, project, or critical activity.
b.
Affective Action Review is a three part debriefing system to evaluate what the plan was set out to do, what actually happened and what the next steps should be. c.
A leadership technique which is used to reinforced learning used by the Association of American Railroads (AAR) d.
The Affective Autonomous Review (AAR) is a systematic knowledge sharing process used to take corrective actions within an organization. Question 16:
What is the major implication of expectancy theory as it relates to training?
a.
Expectancy theory revolves around the likelihood that training probabilities can
be determined for the trainee without the use of subjective measures.
b.
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(1 Point) program, to learn, and to apply what is learned on the job.
c.
Expectancy theory revolves around the attractiveness of training consequences or second-level intrinsic or extrinsic outcomes for the trainee.
d.
Expectancy theory revolves around the subjective ratings for the trainee associated with the attractiveness of second-level training outcomes.
Question 17:
(1 Point) Which of the follow statements accurately reflects a difference between the learning
needs of children and those of adults?
a.
Children have more experience.
b.
Adults have dependent personalities.
c.
Adults have more barriers to change.
d.
Adults are instrinsically motivated.
Question 18:
(1 Point) Which of the following is NOT a characteristic of a motivational goal?
a.
It must allow for progressive feedback.
b.
It must be easy to attain.
c.
It must allow for a commitment (to obtain that goal).
d.
It must be specific.
Question 19:
(1 Point) Why does ACT theory have important implications for learning and training?
a.
It indicates that similar types of learning take place at different stages throughout the learning process.
b.
It recognizes the fact that learning is a stage-like process that involves four important stages.
c.
It relies on a complete assessment of the training needs of the participants prior to designing the training event.
d.
It suggests that motivational interventions might be more or less effective depending on the stage of learning.
Question 20:
(1 Point) According to Dr. Shaw, what effect will additional encounters uniquely with dogs have over time on one's schema about the animal?
a.
It will yield a finite set of alternatives about dogs
b.
It will create comprehensive set of variables that can take on a range of values to describe dogs
c.
The increased ability to distinguish between a dog and other four-legged animals
d.
A severe allergic reaction
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Question 21:
(1 Point) Marie, a fourth year Human Resource student, is able to comprehend and summarize Chapter 3 of the textbook to a very high standard. What is Marie demonstrating?
a.
Human capital
b.
Intellectual capital
c.
Psychomotor ability
d.
Cognitive ability
Question 22:
(1 Point) According to Smith (1999), what is the role of the educator in the social and situational learning environment?
a.
Facilitate the development of the whole person b.
Manipulate the environment to elicit the desired response c.
Facilitate the development of the whole person
d.
Work to establish communities of practice in which conversations and participation can occur Question 23:
(1 Point) According to Dr. Schmid, Alfred Bandura scaled-back the role of behaviorism through Social Learning Theory. What did Bandura posit?
a.
People respond differently to visual information and verbal information
b.
People learn not only by doing but by observing c.
How people perform in the end is what matters. d.
People need to get inside the Black Box Feedback:
As per the video interview with Dr. Schmid in Lesson 4.
Question 24:
(1 Point) According to the Transfer of Training Framework, what should the trainer do during training?
a.
Reassign employees’ work while they are attending the training event.
b.
Include interventions such as goal setting and self-management at the end of the of the content delivery.
c.
Ensure the application of the ISD model.
d.
Engage yourself in the training program by getting involved and preparing in advance.
Question 25:
(1 Point) What is the concept that includes all factors in the person, training, and organization that influence transfer of learning to job performance?
a.
Transfer system
b.
Supervisor support
c.
Transfer design
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d.
Learner readiness
Question 26:
(1 Point) What has been a significant predictor of positive transfer where trainees effectively apply their new knowledge, skills, and attitudes acquired in training on the job? a.
Job attitudes
b.
Motivation to transfer
c.
Training motivation
d.
Cognitive ability
Question 27:
(1 Point) All of the following are types of transfer, with the exception of:
a.
Horizontal
b.
Near
c.
Far
d.
Cyclic
e.
Vertical
Question 28:
(1 Point) The design and development team attends a training session on calculating the return on investment for training that they design and develop. After successfully implementing the calculation in their regular departmental activities, the director convinces the president of the company of its value and it is adopted as an organization-wide practice. This is an example of:
a.
Far transfer
b.
Near transfer
c.
Vertical transfer
d.
Horizontal transfer
Question 29:
(1 Point) In order to make its training realistic, ABC Ltd, a bartending training school, conducts classes in a bar-like environment including vibrant customers and loud music and using similar tools trainees will be using on-the-job. Under which learning principle does this scenario best fit?
a.
Far transfer
b.
Specific elements
c.
General elements
d.
Identical elements
Question 30:
(1 Point) Which of the following are the components of the "Learning Triangle" described by Dr. Coates? a.
Learner, Trainer and Direct Manager b.
Trainer, Learner and co-workers c.
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d.
Online learning, classroom based learning and On-the-job learning Question 1:
(1 Point) Which of the following is a key environmental factor that may influence human resources training and development?
a.
Competition
b.
Culture
c.
Strategy
d.
Leadership
Question 2:
(1 Point) Which of the following factors is NOT an environmental effect within the human resource system? a.
Culture
b.
Economy
c.
Competition
d.
Labour market
Question 3:
(1 Point) Why does Canada's productivity growth increasing lag behind its
main competitors?
a.
Canadian organizations do not have the same economies of scale
b.
Canadian organizations do not invest enough resources in training and development
c.
Canadian organizations do not have access to sufficient unskilled labour
d.
Canadian organizations do not follow the voluntary training laws in Canada
Question 4:
(1 Point) What are two intrinsic benefits that training will give an employee?
a.
Greater self-efficacy and more positive attitudes
b.
Improved marketability and greater job security
c.
Increased wages and improved knowledge and skills
d.
Enhanced opportunities for promotion and increased belonging
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Question 5:
(1 Point) What are two extrinsic benefits that training will give an employee?
a.
A greater sense of self-efficacy and a sense of accomplishment
b.
An improved marketability and greater job security
c.
A more positive attitude toward their employer and their own confidence
d.
A greater sense of engagement toward customers and fellow employees
Question 6:
(1 Point) The following is not a factor that is driving the need for increased training in Canada.
a.
Cuts in training and development budgets
b.
Increased unemployment rate
c.
Evolution of information technologies
d.
Evolution of information technologies
e.
An aging population
Question 7:
(1 Point) Garavan defines this as "a planned and systematic effort to modify or develop knowledge, skills and attitudes through learning experiences, to achieve effective performance in an activity or a range of activities".
a.
Learning
b.
Development
c.
Education
d.
Training
Question 8:
(1 Point) Dr. Schmid discusses the extraordinarily fast-paced complex situations that Air Force pilots face. The decisions they make cannot be looked at in a linear fashion – for example, one event leads to another. Air force pilots need to quickly evaluate the
relative importance of many variables simultaneously at play. From a training and development standpoint, what approach is used to understand how people learn within complex and context-rich environments? Downloaded by Ak shay (akshaykailash2002@gmail.com)
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a.
Learning theories b.
Feedback c.
Stimulus-response
d.
Systems Feedback:
See the video interview with Dr. Schmid in Lesson 2
Question 9:
(1 Point) When describing the advantage of learning organizations with regards to competitive advantage, Senge claims that:
a.
The rate at which organizations & individuals learn, may become a company
�
s only competitive advantage.
b.
A company needs to have the proper climate, processes and leadership behavior to become a learning organization
c.
The processes and products may be copied to help in the learning process.
d.
A competitive advantage can only be maintained when your learning rate is equal to an industry
�
s rate of change.
Question 10:
(1 Point) The structural capital of an organization refers to its:
a.
Physical assets
b.
Formal organizational structure
c.
E.Equipment and machinery
d.
Structures, routines, and information systems
e.
Buildings and land
Question 11:
(1 Point) Which of the following is NOT a factor used to diffrentiate formal and informmal learning?
a.
Relevance
b.
Control
c.
Culture
d.
Timing
Question 12:
What is the most important way for an organization to acquire or
create new knowledge?
a.
Brainstorming
b.
Environmental scanning
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(1 Point) c.
Benchmark competitors
d.
Scenario planning
Question 13:
(1 Point) Knowledge was traditionally disseminated by oral traditions. What are two of the current techniques used for disseminating knowledge?
a.
Connected knowledge bases and professional associations
b.
Virtual conferences rooms and wikis
c.
Electronic bulletin boards and libraries
d.
Information technology and teleconferencing
Question 14:
(1 Point) Which of the following is an example of tacit knowledge?
a.
"If you would like the task completed today, send it to IT before noon. The director uses their lunch break to delegate them"
b.
"The job-aid demonstrates the procedure to complete the task. Best I complete it myself if I would like it done by the end of the day."
c.
"The instructions you need to complete the task can be found in your operating manual. You can also find a video demonstration
on the intranet."
d.
"According to this report, the average time needed to complete this task is 60 minutes. I figure that I have until 3pm to send the request to IT if I would like it completed today"
Question 15:
(1 Point) Which of the following is the goal of a learning organization tool developed by Garvin, Edmondson & Gino? a.
To increase an organization’s profits
b.
To promote dialogue within an organization and not critique
c.
To enhance employees job satisfaction
d.
To have a better understanding of training and development needs within an organization Question 16:
In the model of training effectiveness, what is the step in the model that occurs as a result of improved behaviour and performance?
a.
Organizational effectiveness
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(1 Point) b.
Training motivation; and job attitudes and needs
c.
Personality characteristics; and self-efficacy and locus of control
d.
Learning and retention; and individual behaviour and performance
Question 17:
(1 Point) What is the major implication of expectancy theory as it relates to training?
a.
Expectancy theory revolves around the likelihood that training probabilities can be determined for the trainee without the use of subjective measures.
b.
Expectancy theory revolves around the attractiveness of training consequences or second-level intrinsic or extrinsic outcomes for the trainee.
c.
Expectancy theory revolves around the subjective ratings for the
trainee associated with the attractiveness of second-level training outcomes.
d.
Expectancy theory revolves around the trainee’s motivation to attend a training program, to learn, and to apply what is learned on the job.
Question 18:
(1 Point) What type of goal is NOT associated with goal-setting theory?
a.
Training goals
b.
Mastery goals
c.
Proximal goals
d.
Distal goals
Question 19:
(1 Point) Who was the famous psychologist who defined learning as a relatively permanent change in behaviour in response to a particular stimulus or set of stimuli?
a.
Henry David Thoreau
b.
Hans Hugo Bruno Selye
c.
Burrhus Frederic Skinner
d.
Clayton Paul Alderfer
Question 20:
Which of these is NOT part of Social Learning Theory?
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(1 Point) a.
Self-management
b.
Observation
c.
Self-efficacy
d.
Self-awareness
Question 21:
(1 Point) According to the expectancy theory, a number of factors determine the level of effort a trainee will direct toward a specific training activity. Which of the following is considered by this theory as a determinant factor?
a.
Training
b.
Mastery of Task
c.
Valence
d.
Wanting to succeed
Question 22:
(1 Point) According to Smith (1999), what is the purpose cognitivism in education?
a.
To produce a behavioral change in the desired direction b.
Develop the capacity and the skills to learn better
c.
Become self-actualized and autonomous
d.
Manipulate the environment to elicit the desired response Question 23:
(1 Point) From a learning theories standpoint, what precondition does Dr. Schmid say is not only most important, but necessary to drive the workplace?
a.
Extrinsic motivation b.
Intrinsic motivation c.
Money d.
Self-efficacy
Feedback:
Refer to the video interview with Dr. Schmid in Lesson 4.
Question 24:
Which of the following is NOT referenced by Burke and Hutchins as a best practice strategy for transfer of training? a.
Coach and provide opportunities to practise
b.
Do a pre-training evaluation of skills
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(1 Point) c.
Track and measure transfer of training
d.
Use collaborative strategies, role plays, and small group activities
Question 25:
(1 Point) What are the two characteristics of the work environment considered in Baldwin and Ford's model of the transfer of training process?
a.
Specific and general environment
b.
Training environment and on-the-job environment
c.
External environment and internal environment
d.
Pre-training environment and post-training environment
Question 26:
(1 Point) Self-management techniques can be used by trainees to manage their transfer behaviour. This concept has its roots in which of the following learning theory?
a.
Social learning
b.
Adult learning
c.
Situated cognition
d.
Motivational
e.
Conditioning Question 27:
(1 Point) What is the concept that is concerned with the extent to which changes in trainee performance and behaviour impact organizational-wide outcomes? a.
Vertical transfer
b.
Horizontal transfer
c.
Near transfer
d.
Far transfer
Question 28:
(1 Point) Which of the following is a specific factor in a transfer system?
a.
Training design
b.
Perceived external validity
c.
Peer support
d.
Self-efficacy
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Question 29:
(1 Point) According to the Transfer of Training Framework, what should trainees do after training has ended?
a.
Develop an action plan for transfer and show support by reducing job pressures and workload
b.
Stay involved in the training and transfer process by conducting field visits to observe use of trained skills
c.
Ensure that trainees have immediate and frequent opportunities
to practice and apply what they learn in training
d.
Consider high-risk situations that might cause a relapse and develop strategies for overcoming them
Question 30:
(1 Point) What is the "transfer of training" problem as described by Dr. Coates? a.
The issue is with the fact that learning is an ongoing process and not an event b.
The lack of qualified trainers renders the transfer of training almost impossible c.
The training does not transfer unless trainees are willing to participate d.
Poorly designed programs don’t allow for the transfer to happen in most organizations Question 1:
(1 Point) The following are factors affecting training in Canada, with the exception of:
a.
Relatively high unemployment rate
b.
Increased efficiency of formal education system
c.
Reliance on immigration to replace lost skills
d.
An aging workforce
Question 2:
(1 Point) Which of the following factors is NOT an environmental effect within the human resource system? a.
Culture
b.
Competition
c.
Labour market
d.
Economy
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Question 3:
(1 Point) What are the three main functions of human resource development?
a.
Learning and development, employee development, and organizational development
b.
Training and development, organizational development, and career development
c.
Learning and development, strategic development, and career development
d.
Training and development, performance development, and strategic development
Question 4:
(1 Point) What happens if a company with over $1M in employee salaries fails to comply with the Quebec's "1% Law"?
a.
he governments mandates training to the company’s employees b.
The company is taxed
c.
The company has to offer employees extra benefits d.
The government will fine the company Question 5:
(1 Point) What are two extrinsic benefits that training will give an employee?
a.
A greater sense of self-efficacy and a sense of accomplishment
b.
A greater sense of engagement toward customers and fellow employees
c.
An improved marketability and greater job security
d.
A more positive attitude toward their employer and their own confidence
Question 6:
(1 Point) What are two calculable benefits to an organization if it trains its
employees?
a.
Trained employees will produce higher-quality products and require more supervision
b.
Trained employees will deliver higher-quality services and have lower rates of attrition
c.
Trained employees will make fewer errors and have lower rates of retention
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d.
Trained employees will have more positive attitudes and higher rates of attrition
Question 7:
(1 Point) According to Garavan, what distinguishes development
from the other types of knowledge-acquiring activities with regards to the
role of the professional trainer?
a.
They instruct, demonstrate and guide
b.
Their role is minimal since this is largely an individual activity
c.
They serve as a coach and mentor
d.
They act as an expert in the field
Question 8:
(1 Point) In complex environments (such as workplace areas or classrooms), solutions are neither right nor wrong, they are always satisfactory within the particular context. To which concept was Dr. Schmid referring?
a.
Feedback b.
Problem solving c.
Satisficing d.
Transfer Feedback:
As per the video interview with Dr. Schmid in Lesson 2.
Question 9:
(1 Point) What is one indicator that knowledge is not being shared in an organization?
a.
When unnecessary and needless staffing continues to take place
b.
When problem solving becomes more complex yet, more efficient
c.
When employees attract and obtain increased opportunities
d.
When expertise becomes captured and stored in explicit knowledge
Question 10:
Which of the following is NOT a suggested way of encouraging informal learning within an organization?
a.
Creating meeting areas for employees to congregate
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(1 Point) b.
Create overlaps in shifts
c.
Match new hires with seasoned employees
d.
Establish and enforce structured work processes
Question 11:
(1 Point) Which of the following is NOT typically considered a level of analysis for organizational learning?
a.
Individual
b.
Group
c.
Society
d.
Organization
Question 12:
(1 Point) Which of the following is NOT a factor used to diffrentiate formal and informmal learning?
a.
Timing
b.
Control
c.
Culture
d.
Relevance
Question 13:
(1 Point) Which of the following is an example of tacit knowledge?
a.
"According to this report, the average time needed to complete this task is 60 minutes. I figure that I have until 3pm to send the request to IT if I would like it completed today"
b.
"The job-aid demonstrates the procedure to complete the task. Best I complete it myself if I would like it done by the end of the day."
c.
"If you would like the task completed today, send it to IT before noon. The director uses their lunch break to delegate them"
d.
"The instructions you need to complete the task can be found in your operating manual. You can also find a video demonstration
on the intranet."
Question 14:
(1 Point) Knowledge was traditionally disseminated by oral traditions. What are two of the current techniques used for disseminating knowledge?
a.
Information technology and teleconferencing
b.
Virtual conferences rooms and wikis
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c.
Connected knowledge bases and professional associations
d.
Electronic bulletin boards and libraries
Question 15:
(1 Point) Which of the following is the goal of a learning organization tool developed by Garvin, Edmondson & Gino? a.
To promote dialogue within an organization and not critique
b.
To have a better understanding of training and development needs within an organization c.
To enhance employees job satisfaction
d.
To increase an organization’s profits
Question 16:
(1 Point) Training motivation is synonymous with which of the following?
a.
Motivation to perform
b.
Motivation to learn
c.
Motivation to train
d.
Motivation to change
Question 17:
(1 Point) What type of motivation theory is expectancy theory?
a.
Need
b.
Process
c.
Expectation
d.
Goal
Question 18:
(1 Point) Which of the following is NOT considered a characteristic of a motivational goal?
a.
Supported with feedback
b.
Specific
c.
Proximal
d.
Challenging
Question 19:
Why do managers use conditioning theory principles with training and development?
a.
To indoctrinate employees with organizational culture
b.
To influence employee actions and behaviours
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(1 Point) c.
To discipline employees with negative consequences
d.
To develop awareness for organizational rites and ceremonies
Question 20:
(1 Point) Which of the following concepts are NOT associated with situated cognition?
a.
Discrimination
b.
Reinforcing
c.
Generalization
d.
Restructuring
Question 21:
(1 Point) Which of these is NOT part of Social Learning Theory?
a.
Self-management
b.
Self-awareness
c.
Observation
d.
Self-efficacy
Question 22:
(1 Point) According to Smith (1999), what is the purpose cognitivism in education?
a.
To produce a behavioral change in the desired direction b.
Become self-actualized and autonomous
c.
Develop the capacity and the skills to learn better
d.
Manipulate the environment to elicit the desired response Question 23:
(1 Point) From a learning theories standpoint, what precondition does Dr. Schmid say is not only most important, but necessary to drive the workplace?
a.
Intrinsic motivation b.
Self-efficacy
c.
Extrinsic motivation d.
Money Feedback:
Refer to the video interview with Dr. Schmid in Lesson 4.
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Question 24:
(1 Point) What does identical elements theory state?
a.
Training transfer will only occur if the identical elements are associated with learning and retention on the job.
b.
Training transfer will only occur if near and horizontal transfer of the identical elements is present.
c.
Training transfer will only occur if the identical elements are characterized as having either physical or psychological fidelity.
d.
Training transfer will only occur if identical elements are present in both the training course and new job situations.
Question 25:
(1 Point) What has been a significant predictor of positive transfer where trainees effectively apply their new knowledge, skills, and attitudes acquired in training on the job? a.
Training motivation
b.
Motivation to transfer
c.
Cognitive ability
d.
Job attitudes
Question 26:
(1 Point) Which of the following is NOT referenced by Burke and Hutchins as a best practice strategy for transfer of training? a.
Track and measure transfer of training
b.
Coach and provide opportunities to practise
c.
Do a pre-training evaluation of skills
d.
Use collaborative strategies, role plays, and small group activities
Question 27:
(1 Point) What is the concept that is concerned with the extent to which changes in trainee performance and behaviour impact organizational-wide outcomes? a.
Horizontal transfer
b.
Vertical transfer
c.
Far transfer
d.
Near transfer
Question 28:
According to the LTSI, which of the following transfer system factors applies to all types of training programs?
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Question 29:
(1 Point) ABC Ltd developed and launched a new leadership development program for managers with less than one year of experience. Shortly afterwards, ABC Ltd realized that the performance and behaviour of trainees actually deteriorated. What training transfer term best describes this outcome?
a.
Vertical transfer
b.
Zero transfer
c.
Poor transfer
d.
Negative transfer
Question 30:
(1 Point) Which of the following is not one of the eight initiatives to increase the transfer of training? a.
Align culture b.
Coordinate learning networks c.
Integrate follow-up d.
Increase your financial investment in the program Question 1:
(1 Point) The following are factors affecting training in Canada, with the exception of:
a.
Relatively high unemployment rate
b.
Reliance on immigration to replace lost skills
c.
An aging workforce
d.
Increased efficiency of formal education system
Question 2:
(1 Point) Which of the following best describes strategic training and development?
a.
An alignment of organizational goals with T&D programs
b.
An alignment of T&D with business strategies and objectives
c.
An alignment of T&D with human resource practices
d.
An alignment of T&D with business processes and systems
Question 3:
What is the most significant organizational outcome of training and development programs?
a.
Organizational effectiveness
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(1 Point) b.
Organizational survival
c.
Organizational competitiveness
d.
Organizational profitability
Question 4:
(1 Point) Which of the following factors is NOT an environmental effect within the human resource system? a.
Labour market
b.
Culture
c.
Competition
d.
Economy
Question 5:
(1 Point) The following is not a factor that is driving the need for increased training in Canada.
a.
Evolution of information technologies
b.
Increased unemployment rate
c.
An aging population
d.
Cuts in training and development budgets
e.
Evolution of information technologies
Question 6:
(1 Point) Which internal factor does a company wish to influence when delivering a downsizing training program?
a.
Values
b.
Strategy
c.
Culture
d.
Structure
Question 7:
(1 Point) Garavan describes this as "the planned and systematic effort to modify or develop knowledge, skills and attitudes through learning experiences, to achieve effective performance in an activity or a range of activities".
a.
Education
b.
Learning
c.
Development
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d.
Training
Question 8:
(1 Point) Dr. Haccoun defines this as a long sequential process that involves improvement which has to do with the structure of specific activities.
a.
Development b.
Knowledge
c.
Education d.
Training
Feedback:
As per the video interview with Dr. Haccoun in Lesson 2.
Question 9:
(1 Point) What does an organization need to do to become truly competitive and effective with its organizational learning initiatives?
a.
It must link its initiatives to the relevant sources of information and knowledge available.
b.
It must secure the support and commitment of all organizational stakeholders, past and present.
c.
It must be willing to adapt to the external environment and change its values in order to achieve its objectives.
d.
It must make a strategic shift and orientation in order to transform itself into a learning organization.
Question 10:
(1 Point) The four types of intellectual capital are:
a.
Structural, mechanical, technical, and relationship
b.
Renewal, structural, relationship, and technical
c.
Renewal, relationship, technical, and physical
d.
Human, renewal, structural and relationship
e.
Human, structural, relationship, and technical
Question 11:
(1 Point) Acquiring information and knowledge by tapping into both internal and external sources of information is known as:
a.
Environmental scanning
b.
Tacit knowledge
c.
Mental models
d.
Explicit knowledge
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e.
Knowledge retention
Question 12:
(1 Point) Which of the following best describes "knowledge" when it is compared to "information"?
a.
Information is more meaningful
b.
Information is easier to acquire
c.
Knowledge is more abundant.
d.
Information is more contextual.
Question 13:
(1 Point) Training and performance specialists must understand that__________ is a (are)strategic imperative(s) for a learning organization
a.
Structural capital
b.
Customer capital
c.
Knowledge creation and transfer
d.
Human capital
e.
Relationship capital
Question 14:
(1 Point) Why is it important to study the mental model of managers?
a.
Knowledge and learning are social constructions generated by routines
b.
Managers are biased and this prevents them from considering all information
c.
Mental models are typically shared and perpetuated by management
d.
New knowledge will not be accepted because the mental model blocks it
Question 15:
(1 Point) Which of the following is the goal of a learning organization tool developed by Garvin, Edmondson & Gino? a.
To increase an organization’s profits
b.
To have a better understanding of training and development needs within an organization c.
To promote dialogue within an organization and not critique
d.
To enhance employees job satisfaction
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Question 16:
(1 Point) What training conclusions can be drawn for an individual with an internal locus of control?
a.
Persons with an internal locus of control tend to have higher anxiety about training.
b.
Persons with an internal locus of control tend to make a weaker link between effort and training.
c.
Persons with an internal locus of control tend to have higher training motivation.
d.
Persons with an internal locus of control tend to have lower self-
efficacy for training.
Question 17:
(1 Point) What concept is related to an individual's basic information processing capacities and cognitive resources?
a.
Intellectual capital
b.
Cognitive ability
c.
Human capital
d.
Psychomotor ability
Question 18:
(1 Point) The removal of a noxious stimulus after an act is:
a.
Punishment b.
Negative reinforcement c.
Positive reinforcement d.
Chaining
e.
No reinforcement Question 19:
(1 Point) What is the major implication of expectancy theory as it relates to training?
a.
Expectancy theory revolves around the attractiveness of training consequences or second-level intrinsic or extrinsic outcomes for the trainee.
b.
Expectancy theory revolves around the likelihood that training probabilities can be determined for the trainee without the use of subjective measures.
c.
Expectancy theory revolves around the subjective ratings for the
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training outcomes.
d.
Expectancy theory revolves around the trainee’s motivation to attend a training program, to learn, and to apply what is learned on the job.
Question 20:
(1 Point) According to Dr. Shaw, what effect will additional encounters uniquely with dogs have over time on one's schema about the animal?
a.
A severe allergic reaction
b.
It will create comprehensive set of variables that can take on a range of values to describe dogs
c.
The increased ability to distinguish between a dog and other four-legged animals
d.
It will yield a finite set of alternatives about dogs
Question 21:
(1 Point) The model of training effectiveness in the textbook supports linkages between several variables. Which of the following is NOT a linkage supported by this model?
a.
Linkage between training and learning
b.
Linkage between training and motivation
c.
Linkage between learning and individual performance
d.
Linkage between learning and organizational effectiveness
Question 22:
(1 Point) According to Smith (1999), what is the role of the educator in the
social and situational learning environment?
a.
Work to establish communities of practice in which conversations and participation can occur b.
Facilitate the development of the whole person
c.
Manipulate the environment to elicit the desired response d.
Facilitate the development of the whole person Question 23:
According to Dr. Schmid, all learning theories can work well together depending on
the learning objectives. If a task is simple and straightforward, involves clear right and wrong answers, and can be learned through repetition, which of the following Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) learning theories is most suitable?
a.
Cognitivist theories b.
Behavioral theories c.
Constructivist approaches d.
Social learning theory Feedback:
See the video interview with Dr. Schmid in Lesson 4.
Question 24:
(1 Point) Self-management techniques can be used by trainees to manage their transfer behaviour. This concept has its roots in which of the following learning theory?
a.
Adult learning
b.
Social learning
c.
Conditioning d.
Situated cognition
e.
Motivational
Question 25:
(1 Point) What is the concept that includes all factors in the person, training, and organization that influence transfer of learning to job performance?
a.
Transfer design
b.
Transfer system
c.
Learner readiness
d.
Supervisor support
Question 26:
(1 Point) Which of the following barriers to the transfer of training have been found to be the most critical? a.
Time pressures and the lack of opportunities to use new skills
b.
Old habits that could not be changed and a reward system that is not congruent with new skills
c.
Supervisor support and the social support system in an organization a.
d.
The social support system and the work processes do not Downloaded by Ak shay (akshaykailash2002@gmail.com)
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support the new skills
Question 27:
(1 Point) All of the following are types of transfer, with the exception of:
a.
Near
b.
Far
c.
Cyclic
d.
Horizontal
e.
Vertical
Question 28:
(1 Point) According to Burke and Hutchins, what is one of the best practice strategies for transfer of training?
a.
Use of interactive activities to encourage participation
b.
Informaal learning opportunities
c.
Appropriate rewards and incentives
d.
Pre-training evaluation of skills
Question 29:
(1 Point) According to the transfer of training framework, which of the following is NOT an activity that management should do to encourage transfer after training? a.
Ensure trainees have the opportunity to use skills learned during training
b.
Evaluate employees using performance metrics that are congruent with the newly acquired skills
c.
Evaluate performance and results irrespective of method used to
accomplish performance
d.
Publicly praise usage of newly acquired skills
Question 30:
(1 Point) Which of the following are the components of the "Learning Triangle" described by Dr. Coates? a.
Learner, Trainer and Direct Manager b.
Coaching, on-going learning and follow up assessments c.
Trainer, Learner and co-workers d.
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learning Question 1:
(1 Point) What is the term for the process of establishing performance expectations, designing interventions and programs to improve performance, and monitoring the success of interventions and programs?
a.
Performance review
b.
Performance system
c.
Performance evaluation
d.
Performance management
Question 2:
(1 Point) There is a significant amount of research that links higher investments in training with positive organizational outcomes. What is one of those outcomes?
a.
Higher book-to-market values
b.
Higher payroll costs
c.
Higher development costs
d.
Higher operating profits
Question 3:
(1 Point) Which of the following is a major step in the instructional systems design model of training and development?
a.
Design, delivery, and determining ROI of a training program
b.
Rigorous recruitment and selection process
c.
Training evaluation
d.
Determining who should be trained
Question 4:
(1 Point) The following are factors affecting training in Canada, with the exception of:
a.
Reliance on immigration to replace lost skills
b.
An aging workforce
c.
Relatively high unemployment rate
d.
Increased efficiency of formal education system
Question 5:
Which characteristics tend to be demonstrated by firms that Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) invest and expand their training programs?
a.
Higher levels of errors and higher employee satisfaction results
b.
Higher turnover and gross margins
c.
Higher customer satisfaction and profit levels
d.
More likely to expand internationally and enjoy higher profits
Question 6:
(1 Point) The following is not a factor that is driving the need for increased training in Canada.
a.
An aging population
b.
Cuts in training and development budgets
c.
Increased unemployment rate
d.
Evolution of information technologies
e.
Evolution of information technologies
Question 7:
(1 Point) Jarvis defines education as "any planned series of incidents, having humanistic basis directed towards the participants' learning and understanding". What other criteria did Jarvis suggest as being a basis of education?
a.
The learning process in education does not have to involve understanding b.
The learning process is a single event
c.
The process of education should be deliberate rather than random. d.
The learning process is restricted to the developmental years of children and young adults Question 8:
(1 Point) When Dr. Schmid highlighted the following three ideas: an individual derives satisfaction based on their view of themselves; they self reflect on how well they do; and, they respond to how people react to what they do, which concept was he referring to?
a.
Motivation b.
Self-efficacy Downloaded by Ak shay (akshaykailash2002@gmail.com)
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c.
Feedback d.
Performance recognition Feedback:
As per the video interview with Dr. Schmid in Lesson 2
Question 9:
(1 Point) What is the most important way for an organization to acquire or
create new knowledge?
a.
Environmental scanning
b.
Benchmark competitors
c.
Scenario planning
d.
Brainstorming
Question 10:
(1 Point) The structural capital of an organization refers to its:
a.
Buildings and land
b.
Structures, routines, and information systems
c.
Formal organizational structure
d.
Physical assets
e.
E.Equipment and machinery
Question 11:
(1 Point) In the learning organization what two dimensions are connected most strongly?
a.
Organizational training and devlopment, and organizational learning
b.
Organizational strategy and organizational learning
c.
Organizational policies and organizational objectives
d.
Organizational expenditure, and organizational training and devlopment
Question 12:
(1 Point) A major difference between formal and informal learning is:
a.
Informal learning is more structured.
b.
Informal learning offers less learner control.
c.
Formal learning is not immediately applied to the job.
d.
Formal learning is more tailored to the individual.
Question 13:
What is the most traditional way to increase the acquisition of Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) new knowledge in an organization?
a.
Organizational learning
b.
Informal learning
c.
Formal learning
d.
Communities of learning
Question 14:
(1 Point) What is another phrase that describes intellectual inventory?
a.
Tacit knowledge
b.
Intellectual capital
c.
Knowledge repository
d.
Sacred library
Question 15:
(1 Point) According to Garvin, Edmondson & Gino, what is the AAR? a.
The After Action Review (AAR) is a systematic debriefing used by
the U.S. army after every mission, project, or critical activity.
b.
Affective Action Review is a three part debriefing system to evaluate what the plan was set out to do, what actually happened and what the next steps should be. c.
The Affective Autonomous Review (AAR) is a systematic knowledge sharing process used to take corrective actions within an organization. d.
A leadership technique which is used to reinforced learning used
by the Association of American Railroads (AAR) Question 16:
(1 Point) What is the major implication of expectancy theory as it relates to training?
a.
Expectancy theory revolves around the likelihood that training probabilities can be determined for the trainee without the use of subjective measures.
b.
Expectancy theory revolves around the trainee’s motivation to attend a training program, to learn, and to apply what is learned on the job.
c.
Expectancy theory revolves around the attractiveness of training consequences or second-level intrinsic or extrinsic outcomes for the trainee.
d.
Expectancy theory revolves around the subjective ratings for the
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training outcomes.
Question 17:
(1 Point) How do you define the conditioning theory concept known as generalization?
a.
The reinforcement of entire sequences of a task.
b.
The conditioned response occurs in circumstances different from
those during learning.
c.
The reinforcement of each step in a process until it is mastered.
d.
The desired behaviour that is associated with a learning outcome.
Question 18:
(1 Point) What type of motivation theory is expectancy theory?
a.
Expectation
b.
Goal
c.
Process
d.
Need
Question 19:
(1 Point) Observational learning requires four key elements including attention, retention, reproduction and reinforcement. What type
of activity is associated with reproduction?
a.
Employees must observe and encode the behaviour
b.
Employees must practice and rehearse the behaviour
c.
Employees must be aware and observe the behaviour
d.
Employees must continue to apply the behaviour
Question 20:
(1 Point) According to Dr. Devey, which of the following are NOT incentives
that motivate people to learn?
a.
Using the practices of tangential learning
b.
Providing incentives (grades, better salary)
c.
No need to trigger the process, it comes naturally. d.
Triggering their curiosity
Question 21:
Marie, a fourth year Human Resource student, is able to comprehend and summarize Chapter 3 of the textbook to a very Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) high standard. What is Marie demonstrating?
a.
Human capital
b.
Intellectual capital
c.
Cognitive ability
d.
Psychomotor ability
Question 22:
(1 Point) According to Smith (1999), what is the role of the educator in the
social and situational learning environment?
a.
Manipulate the environment to elicit the desired response b.
Facilitate the development of the whole person c.
Facilitate the development of the whole person
d.
Work to establish communities of practice in which conversations and participation can occur Question 23:
(1 Point) Two substantial contributions to training and development include the following: the increased ability to know what the learner is able to do at the end of training and, the critical role extrinsic and intrinsic incentives has on motivation. To which learning theories is Dr. Schmid referring? a.
Social learning theories b.
Behavioral c.
Cognitivist theories d.
Constructivist Feedback:
Refer to the video interview with Dr. Schmid in Lesson 4.
Question 24:
(1 Point) Which of the following is a specific factor in a transfer system? a.
Training design
b.
Perceived external validity
c.
Self-efficacy
d.
Peer support
Question 25:
Which of the following trainee characteristics are NOT associated with training transfer? Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) a.
Need for achievement
b.
Motivation to train
c.
External locus of control
d.
Cognitive ability
Question 26:
(1 Point) What is the concept that is an intervention that instructs trainees to anticipate transfer obstacles and high-risk situations in the work environment and to develop coping skills and strategies to overcome them?
a.
Self-management
b.
Relapse prevention
c.
Self-management
d.
Goal setting
Question 27:
(1 Point) Which of the following is NOT referenced by Burke and Hutchins as a best practice strategy for transfer of training? a.
Do a pre-training evaluation of skills
b.
Track and measure transfer of training
c.
Use collaborative strategies, role plays, and small group activities
d.
Coach and provide opportunities to practise
Question 28:
(1 Point) According to the transfer of training framework, what is one activity management should undertake prior to the start of a training program? a.
Make sure the ISD model is used
b.
Ensure trainees have an opportunity to apply newly learned skills on-the-job
c.
Get employee input and involvement in the training process
d.
Provide supportive feedback for the usage of new skills on-the-
job
Question 29:
According to Baldwin and Ford's transfer of training process model, which of the following training inputs has a direct effect on the conditions of transfer? Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) a.
The work environment
b.
None of these choices
c.
Learning and motivation
d.
Training design
e.
The use of identical elements
Question 30:
(1 Point) What is the "transfer of training" problem as described by Dr. Coates? a.
The issue is with the fact that learning is an ongoing process and not an event b.
Poorly designed programs don’t allow for the transfer to happen in most organizations c.
The lack of qualified trainers renders the transfer of training almost impossible d.
The training does not transfer unless trainees are willing to participate Question 1:
(1 Point) What are two intrinsic benefits that training will give an employee?
a.
Improved marketability and greater job security
b.
Enhanced opportunities for promotion and increased belonging
c.
Greater self-efficacy and more positive attitudes
d.
Increased wages and improved knowledge and skills
Question 2:
(1 Point) What happens if a company with over $1M in employee salaries fails to comply with the Quebec's "1% Law"?
a.
The company has to offer employees extra benefits b.
The government will fine the company c.
he governments mandates training to the company’s employees d.
The company is taxed
Question 3:
The following are examples intrinsic employee benefits of training and Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) development, with the exception of:
a.
More positive attitudes towards job and organization
b.
Greater knowledge and skills
c.
Higher self-efficacy
d.
Higher earnings
Question 4:
(1 Point) Which of the following factors is NOT an environmental effect within the human resource system? a.
Labour market
b.
Competition
c.
Economy
d.
Culture
Question 5:
(1 Point) Why do technology developments in the external environment influence the training needs within an organization?
a.
Employees will require technology training to be marketable for other jobs
b.
Employees will require technology training to meet global demands
c.
Employees will require technology training to protect the organization’s competitiveness
d.
Employees will require technology training to satisfy their own intrinsic benefits
Question 6:
(1 Point) What are two calculable benefits to an organization if it trains its
employees?
a.
Trained employees will produce higher-quality products and require more supervision
b.
Trained employees will make fewer errors and have lower rates of retention
c.
Trained employees will have more positive attitudes and higher rates of attrition
d.
Trained employees will deliver higher-quality services and have lower rates of attrition
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Question 7:
(1 Point) According to Garavan, what distinguishes training
from the other types of knowledge-acquiring activities with regards to the
time scale?
a.
It is a short-term activity b.
It is continuous (lifelong)
c.
It is carried out over the term of a career
d.
It is carried out over a specified period
Question 8:
(1 Point) In complex environments (such as workplace areas or classrooms), solutions are neither right nor wrong, they are always satisfactory within the particular context. To which concept was Dr. Schmid referring?
a.
Problem solving b.
Satisficing c.
Transfer d.
Feedback Feedback:
As per the video interview with Dr. Schmid in Lesson 2.
Question 9:
(1 Point) When describing the advantage of learning organizations with regards to competitive advantage, Senge claims that:
a.
A competitive advantage can only be maintained when your learning rate is equal to an industry
�
s rate of change.
b.
A company needs to have the proper climate, processes and leadership behavior to become a learning organization
c.
The rate at which organizations & individuals learn, may become a company
�
s only competitive advantage.
d.
The processes and products may be copied to help in the learning process.
Question 10:
(1 Point) What items typically are included in renewal capital?
a.
Relationships with suppliers, customers and competitors
b.
Employees
�
formal systems and informal relationships
c.
Knowledge, skills and abilities of employees
d.
Patents, licences and copyrights of the organization
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Question 11:
(1 Point) What are the typical characteristics of informal learning?
a.
Defined, organization-wide, expelicit
b.
Spontaneous, immediate, and task-specific
c.
structured, individual-focused, and unplanned
d.
Strategic, goal-oriented, and sort term
Question 12:
(1 Point) Which of the following best describes "knowledge" when it is compared to "information"?
a.
Information is easier to acquire
b.
Information is more meaningful
c.
Knowledge is more abundant.
d.
Information is more contextual.
Question 13:
(1 Point) What is organizational learning?
a.
A process wherby current learning needs or deficiencies are identified and immediately addressed.
b.
The practice in which a company learns to develop, train and evaluate employee skill.
c.
The act of learning about one's organizational processes and procedures.
d.
A main characteristic of an a agile organization.
Question 14:
(1 Point) What two benefits can be realized from communities of practice?
a.
Generating new business, and improve quality
b.
Driving strategy, and initiating restructuring
c.
Solving problems, and aiding in recruitment
d.
Promoting best practices, and adapting skills
Question 15:
(1 Point) Which of the following is the goal of a learning organization tool developed by Garvin, Edmondson & Gino? a.
To promote dialogue within an organization and not critique
b.
To enhance employees job satisfaction
c.
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d.
To increase an organization’s profits
Question 16:
(1 Point) Which of the following is NOT a key component of social cognitive theory?
a.
Self-regulation
b.
Self-awareness
c.
Observation
d.
Self-efficacy
Question 17:
(1 Point) What three things are connected within a "transfer of training?"
a.
Individual behaviour, training, and organizational effectiveness
b.
Learning, intrinsic motivation, and intellectual capital
c.
Learning, individual behaviour, and performance
d.
Training and development, locus of control, and self-efficacy
Question 18:
(1 Point) What type of goal is NOT associated with goal-setting theory?
a.
Mastery goals
b.
Distal goals
c.
Training goals
d.
Proximal goals
Question 19:
(1 Point) What is the major implication of expectancy theory as it relates to training?
a.
Expectancy theory revolves around the likelihood that training probabilities can be determined for the trainee without the use of subjective measures.
b.
Expectancy theory revolves around the trainee’s motivation to attend a training program, to learn, and to apply what is learned on the job.
c.
Expectancy theory revolves around the subjective ratings for the
trainee associated with the attractiveness of second-level training outcomes.
d.
Expectancy theory revolves around the attractiveness of training consequences or second-level intrinsic or extrinsic outcomes for the trainee.
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Question 20:
(1 Point) According to Dr. Devey, which of the following are NOT incentives
that motivate people to learn?
a.
Using the practices of tangential learning
b.
Providing incentives (grades, better salary)
c.
No need to trigger the process, it comes naturally. d.
Triggering their curiosity
Question 21:
(1 Point) Which of the following concepts are NOT associated with situated cognition?
a.
Generalization
b.
Restructuring
c.
Reinforcing
d.
Discrimination
Question 22:
(1 Point) According to Smith (1999), what is the role of the educator in the
social and situational learning environment?
a.
Manipulate the environment to elicit the desired response b.
Work to establish communities of practice in which conversations and participation can occur c.
Facilitate the development of the whole person d.
Facilitate the development of the whole person
Question 23:
(1 Point) Two substantial contributions to training and development include the following: the increased ability to know what the learner is able to do at the end of training and, the critical role extrinsic and intrinsic incentives has on motivation. To which learning theories is Dr. Schmid referring? a.
Cognitivist theories b.
Social learning theories c.
Behavioral d.
Constructivist Feedback:
As per the video interview with Dr. Schmid from lesson 4.
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Question 24:
(1 Point) What is the concept that is an intervention that instructs trainees to anticipate transfer obstacles and high-risk situations in the work environment and to develop coping skills and strategies to overcome them?
a.
Goal setting
b.
Self-management
c.
Self-management
d.
Relapse prevention
Question 25:
(1 Point) Which of the following is NOT referenced by Burke and Hutchins as a best practice strategy for transfer of training? a.
Coach and provide opportunities to practise
b.
Use collaborative strategies, role plays, and small group activities
c.
Track and measure transfer of training
d.
Do a pre-training evaluation of skills
Question 26:
(1 Point) If the extent to which a training program transfer is negative, what consequence does this condition have on the trainee's on-
the-job performance?
a.
The trainee is performing worse as a result of the training.
b.
The trainee has decided to avoid comparable training in the future.
c.
The trainee has a negative self-assessment of the training.
d.
The trainee has negative training motivation and attitude.
Question 27:
(1 Point) What is the equation for readiness to learn and trainability?
a.
= Cognitive Skills x Training Motivation x Self-Efficacy
b.
= Effort x Motivation to Transfer x Needs Achievement
c.
= Ability x Motivation x Perceptions of the Work Environment
d.
= Ability x Effort x Perceptions of the Work Environment
Question 28:
Authors H. Hutchins and L. Burke attempted to identify potential
gaps in knowledge transfer amongst training professionals. Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) What was the main conclusion of their report?
a.
There is an apparent gap between available research and application in specific areas of training transfer knowledge.
b.
Only half of respondents were able to answer the survey questions correctly.
c.
On average, training professionals were fully utilizing all research-based best practices.
Question 29:
(1 Point) According to the LTSI, which of the following transfer system factors applies to all types of training programs?
a.
Performance coaching
b.
Peer support
c.
Motivation to transfer
d.
Learner readiness
e.
Supervisor sanctions
Question 30:
(1 Point) Which of the following is not one of the eight initiatives to increase the transfer of training? a.
Integrate follow-up b.
Align culture c.
Coordinate learning networks d.
Increase your financial investment in the program Question 1:
(1 Point) The following are examples of extrinsic
employee benefits of training and development, with the exception of:
a.
Enhanced prospect of promotion
b.
Greater job security
c.
Greater knowledge and skills
d.
Improved marketability
Feedback:
This is an intrinsic benefit
Question 2:
The performance management process includes several interrelated steps. What is the first step?
a.
deciding on the process to train and develop employees
b.
developing performance goals
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(1 Point) c.
developing standard rating forms
d.
assigning appropriate rewards
Question 3:
(1 Point) In what year did the government of Quebec pass the Act to foster development of manpower training
?
a.
1995
b.
2005
c.
1975
d.
1985
Question 4:
(1 Point) What are two intrinsic benefits that training will give an employee?
a.
Increased wages and improved knowledge and skills
b.
Improved marketability and greater job security
c.
Enhanced opportunities for promotion and increased belonging
d.
Greater self-efficacy and more positive attitudes
Question 5:
(1 Point) Why do training programs based on the instructional systems design model of training and development fail?
a.
The organizations do not employ learning principles
b.
The organizations over-evaluate their training programs
c.
The organizations implement training programs that are too complex
d.
The organizations ignore an important step in the process
Question 6:
(1 Point) What pattern best describes training and development expenditures in Canada from 2003 to 2010?
a.
Increasing year over year
b.
Decreasing year over year at a nearly constant level
c.
Increasing year over year at a nearly constant level
d.
Decreasing at an increasing rate
Question 7:
According to Garavan, what distinguishes training
from the other types of knowledge-acquiring activities with regards to the
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(1 Point) time scale?
a.
It is carried out over the term of a career
b.
It is carried out over a specified period
c.
It is a short-term activity d.
It is continuous (lifelong)
Question 8:
(1 Point) According to Dr. Schmid, why is informal learning, learning not planned or designed by the organization but naturally acquired through interaction with the environment, critical to training and development?
a.
Because people learn more when they are engaged and work cooperatively with others. D. b.
Because people are not good at learning on their own, so it is important to provide them with information. c.
Because people are good at learning on their own, so it is important to provide them with some information. d.
Because people are hesitant to ask for help in the workplace. Feedback:
As per the video interview with Dr. Schmid in Lesson 2. Question 9:
(1 Point) The intellectual capital cycle moves through four types of work. With what does the intellectual capital cycle begin?
a.
Investments in human capital
b.
Financial Performance
c.
Productive relationship capital
d.
Renewal capital and structural capital
Question 10:
(1 Point) What is the most important way for an organization to acquire or
create new knowledge?
a.
Scenario planning
b.
Environmental scanning
c.
Brainstorming
d.
Benchmark competitors
Question 11:
What is one indicator that knowledge is not being shared in an organization?
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(1 Point) a.
When problem solving becomes more complex yet, more efficient
b.
When expertise becomes captured and stored in explicit knowledge
c.
When unnecessary and needless staffing continues to take place
d.
When employees attract and obtain increased opportunities
Question 12:
(1 Point) A major difference between formal and informal learning is:
a.
Informal learning offers less learner control.
b.
Informal learning is more structured.
c.
Formal learning is not immediately applied to the job.
d.
Formal learning is more tailored to the individual.
Question 13:
(1 Point) What is another phrase that describes intellectual inventory?
a.
Tacit knowledge
b.
Intellectual capital
c.
Sacred library
d.
Knowledge repository
Question 14:
(1 Point) What is the most traditional way to increase the acquisition of new knowledge in an organization?
a.
Organizational learning
b.
Formal learning
c.
Informal learning
d.
Communities of learning
Question 15:
(1 Point) Which of the Following is NOT a building block of a learning organization according to Garvin, Edmondson & Gino? a.
Supportive learning environment b.
Concrete learning processes and practices
c.
Standardized communication process
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d.
Leadership behavior that reinforces learning Question 16:
(1 Point) Which of the following is NOT a key component of social cognitive theory?
a.
Self-efficacy
b.
Self-regulation
c.
Observation
d.
Self-awareness
Question 17:
(1 Point) What is the major implication of expectancy theory as it relates to training?
a.
Expectancy theory revolves around the trainee’s motivation to attend a training program, to learn, and to apply what is learned on the job.
b.
Expectancy theory revolves around the attractiveness of training consequences or second-level intrinsic or extrinsic outcomes for the trainee.
c.
Expectancy theory revolves around the subjective ratings for the
trainee associated with the attractiveness of second-level training outcomes.
d.
Expectancy theory revolves around the likelihood that training probabilities can be determined for the trainee without the use of subjective measures.
Question 18:
(1 Point) What is the equation for effort within expectancy theory?
a.
Effort = Expectancy �
(Mastery + Valence)
b.
Effort = Probability �
(Valence �
Instrumentality)
c.
Effort = Probability �
(Valence/Mastery)
d.
Effort = Expectancy �
(Instrumentality �
Valence)
Question 19:
(1 Point) The attitude of a trainee influences learning. Which of the following attitudinal factors are supportive of learning?
a.
Training and development, locus of control, and self-efficacy
b.
Learning, intrinsic motivation, and intellectual capital
c.
Learning, individual behaviour, and performance
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d.
Organizational engagement, job satisfaction, and job involvement
Question 20:
(1 Point) Marie, a fourth year Human Resource student, is able to comprehend and summarize Chapter 3 of the textbook to a very high standard. What is Marie demonstrating?
a.
Psychomotor ability
b.
Human capital
c.
Intellectual capital
d.
Cognitive ability
Question 21:
(1 Point) According to Dr. Devey, which of the following are NOT incentives
that motivate people to learn?
a.
Triggering their curiosity
b.
Using the practices of tangential learning
c.
Providing incentives (grades, better salary)
d.
No need to trigger the process, it comes naturally. Question 22:
(1 Point) According to Smith (1999), what is the role of the educator in the
social and situational learning environment?
a.
Manipulate the environment to elicit the desired response b.
Facilitate the development of the whole person c.
Work to establish communities of practice in which conversations and participation can occur d.
Facilitate the development of the whole person
Question 23:
(1 Point) In reference to the benefits of collaborative learning, Dr. Schmid states that it is a misconception in cooperative learning that the person who knows a lot does not benefit from the experience if grouped with others who don’t know as much. On the contrary the person who knows more comes to a deeper level, he suggests. The person can do so through what method?
a.
Self-reflection b.
Teach-back Downloaded by Ak shay (akshaykailash2002@gmail.com)
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c.
Feedback d.
Self-assessing
Feedback:
Through a teach-back method, they take on someone else’s perspective and learn to transfer their knowledge, as per the video interview with Dr. Schmid in Lesson 4.
Question 24:
(1 Point) Which of the following trainee characteristics are NOT associated with training transfer? a.
Cognitive ability
b.
Motivation to train
c.
Need for achievement
d.
External locus of control
Question 25:
(1 Point) Which of the following is a specific factor in a transfer system? a.
Peer support
b.
Perceived external validity
c.
Training design
d.
Self-efficacy
Question 26:
(1 Point) What are the two characteristics of the work environment considered in Baldwin and Ford's model of the transfer of training process?
a.
Training environment and on-the-job environment
b.
External environment and internal environment
c.
Specific and general environment
d.
Pre-training environment and post-training environment
Question 27:
(1 Point) According to the Transfer of Training Framework, what should the trainer do during training?
a.
Engage yourself in the training program by getting involved and
preparing in advance.
b.
Include interventions such as goal setting and self-management at the end of the of the content delivery.
c.
Ensure the application of the ISD model.
d.
Reassign employees’ work while they are attending the training Downloaded by Ak shay (akshaykailash2002@gmail.com)
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event.
Question 28:
(1 Point) What is one critical implication that can be concluded from the Baldwin and Ford transfer model? a.
Trainee characteristics have a direct effect on the work environment.
b.
Learning and retention are necessary conditions for transfer.
c.
The work environment has a direct effect on training design.
d.
Learning and retention are sufficient conditions for transfer.
Question 29:
(1 Point) After attending a training session where an employee learns how
to defuse potentially hostile situations with aggressive clients, they are able to use the same techniques to intervening in a heated e-mail exchange between two co-workers arguing over a project. This is an example of:
a.
Far transfer
b.
Vertical transfer
c.
Near transfer
d.
Horizontal transfer
Question 30:
(1 Point) In Coates (2007) it is stated that lasting changes in behavior can only happen when... a.
Employees are the ones that asked for the training
b.
The relationship between employees and employers is positive
c.
Each department has a coach that verifies how employees work
d.
Follow-ups are incorporated
Question 1:
(1 Point) What happens if a company with over $1M in employee salaries fails to comply with the Quebec's "1% Law"?
a.
he governments mandates training to the company’s employees b.
The company is taxed
c.
The company has to offer employees extra benefits Downloaded by Ak shay (akshaykailash2002@gmail.com)
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d.
The government will fine the company Question 2:
(1 Point) What is the most significant organizational outcome of training and development programs?
a.
Organizational effectiveness
b.
Organizational competitiveness
c.
Organizational profitability
d.
Organizational survival
Question 3:
(1 Point) Which of the following is NOT a benefit to society from training and development?
a.
Better work-life balance
b.
Higher levels of education
c.
Greater economic prosperity
d.
Improved standard of living
Question 4:
(1 Point) According to the textbook, what is the number-one attraction and retention tool for many organizations?
a.
Bonuses
b.
Training
c.
Compensation
d.
Development
Question 5:
(1 Point) Why do Canadian organizations invest less in training relative to other countries in the Western world?
a.
Training is not considered a high priority
b.
Training is not part of an organization’s strategy
c.
Training is not viewed as an expenditure but rather an investment
d.
Training is not limited by cuts to discretionary spending
Question 6:
What are two extrinsic benefits that training will give an employee?
a.
A greater sense of engagement toward customers and fellow Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) employees
b.
A greater sense of self-efficacy and a sense of accomplishment
c.
A more positive attitude toward their employer and their own confidence
d.
An improved marketability and greater job security
Question 7:
(1 Point) Garavan defines this as "a planned and systematic effort to modify or develop knowledge, skills and attitudes through learning experiences, to achieve effective performance in an activity or a range of activities".
a.
Education
b.
Learning
c.
Training
d.
Development
Question 8:
(1 Point) Dr. Haccoun defines this as a long sequential process that involves improvement which has to do with the structure of specific activities.
a.
Training
b.
Education c.
Knowledge
d.
Development Feedback:
As per the video interview with Dr. Haccoun in Lesson 2.
Question 9:
(1 Point) Which of the following best illustrates an example of explicit knowledge?
a.
A gifted musician
b.
The best route get take home during rush hour
c.
A trick to remember your PIN
d.
The "secret recipe" for Kentucky Fried Chicken
Question 10:
What items typically are included in renewal capital?
a.
Relationships with suppliers, customers and competitors
b.
Employees
�
formal systems and informal relationships
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(1 Point) c.
Patents, licences and copyrights of the organization
d.
Knowledge, skills and abilities of employees
Question 11:
(1 Point) Which of the following is NOT a factor used to diffrentiate formal and informmal learning?
a.
Culture
b.
Timing
c.
Relevance
d.
Control
Question 12:
(1 Point) What is an effective way to develop shared mental models?
a.
Remove physical barriers
b.
Develop communities of practice
c.
Provide social networking sites
d.
Establish work teams
Question 13:
(1 Point) What is another phrase that describes intellectual inventory?
a.
Sacred library
b.
Intellectual capital
c.
Knowledge repository
d.
Tacit knowledge
Question 14:
(1 Point) According to Senge (1990), the differences between generative learning and adaptive learning include all of the following, except:
a.
Generative learning requires new ways to look at the world
b.
Adaptive learning is considered "double-loop" learning
c.
Generative learning focuses on continual experimentation
d.
Adaptive learning focuses more on solving current problems
Question 15:
Which of the following is NOT a factor impeding progress in a Learning Organization according to Garvin, Edmondson & Gino? a.
The concepts were aimed at Senior executives and VPs and not managers of smaller units where critical organizational work is Downloaded by Ak shay (akshaykailash2002@gmail.com)
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(1 Point) done
b.
Participation from entry level employees who have a limited understanding of their enterprise c.
Standards and tools were lacking d.
Early discussions about learning organizations were paeans to a
better world rather than a concrete prescription Question 16:
(1 Point) Which of the following is NOT considered a characteristic of a motivational goal?
a.
Specific
b.
Proximal
c.
Challenging
d.
Supported with feedback
Question 17:
(1 Point) How is the concept of training motivation defined?
a.
The direction, intensity, and persistence of learning-directed behaviour
b.
The motivation that stems from a direct relationship between a worker and the task
c.
The relationship between worker, task, and valence
d.
Trainees
�
beliefs about how their behaviour is controlled
Question 18:
(1 Point) The attitude of a trainee influences learning. Which of the following attitudinal factors are supportive of learning?
a.
Organizational engagement, job satisfaction, and job involvement
b.
Learning, intrinsic motivation, and intellectual capital
c.
Training and development, locus of control, and self-efficacy
d.
Learning, individual behaviour, and performance
Question 19:
(1 Point) According to Robert Gagné, which of the following is generally related to the learning outcome associated with intellectual skills?
a.
principles
b.
concepts
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c.
facts
d.
knowledge
Question 20:
(1 Point) According to Dr. Shaw, what effect will additional encounters uniquely with dogs have over time on one's schema about the animal?
a.
The increased ability to distinguish between a dog and other four-legged animals
b.
A severe allergic reaction
c.
It will create comprehensive set of variables that can take on a range of values to describe dogs
d.
It will yield a finite set of alternatives about dogs
Question 21:
(1 Point) Which of these is NOT part of Social Learning Theory?
a.
Observation
b.
Self-management
c.
Self-efficacy
d.
Self-awareness
Question 22:
(1 Point) According to Smith (1999), what is the role of the educator in the
social and situational learning environment?
a.
Work to establish communities of practice in which conversations and participation can occur b.
Facilitate the development of the whole person c.
Manipulate the environment to elicit the desired response d.
Facilitate the development of the whole person
Question 23:
(1 Point) According to Dr. Schmid, all learning theories can work well together depending on
the learning objectives. If a task is simple and straightforward, involves clear right and wrong answers, and can be learned through repetition, which of the following learning theories is most suitable?
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a.
Cognitivist theories b.
Behavioral theories c.
Constructivist approaches d.
Social learning theory Feedback:
As per the video interview with Dr. Schmid in Lesson 4.
Question 24:
(1 Point) What is the concept that is related to characteristics in the work environment that can either facilitate or inhibit the application of training?
a.
Organizational culture
b.
Organizational climate
c.
Learning culture
d.
Training transfer climate
Question 25:
(1 Point) What is the equation for readiness to learn and trainability?
a.
= Ability x Effort x Perceptions of the Work Environment
b.
= Effort x Motivation to Transfer x Needs Achievement
c.
= Cognitive Skills x Training Motivation x Self-Efficacy
d.
= Ability x Motivation x Perceptions of the Work Environment
Question 26:
(1 Point) Which of the following is a specific factor in a transfer system? a.
Self-efficacy
b.
Perceived external validity
c.
Training design
d.
Peer support
Question 27:
(1 Point) What are the two characteristics of the work environment considered in Baldwin and Ford's model of the transfer of training process?
a.
Pre-training environment and post-training environment
b.
Specific and general environment
c.
External environment and internal environment
d.
Training environment and on-the-job environment
Question 28:
Which of the following is a specific factor in a transfer system?
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Question 29:
(1 Point) According to the transfer of training framework, which of the following is NOT an activity that management should do to encourage transfer after training? a.
Evaluate performance and results irrespective of method used to
accomplish performance
b.
Evaluate employees using performance metrics that are congruent with the newly acquired skills
c.
Ensure trainees have the opportunity to use skills learned during training
d.
Publicly praise usage of newly acquired skills
Question 30:
(1 Point) Which of the following is not one of the eight initiatives to increase the transfer of training? a.
Align culture b.
Increase your financial investment in the program c.
Coordinate learning networks d.
Integrate follow-up Question 1:
(1 Point) Which of the following is a major step in the instructional systems design model of training and development?
a.
Training evaluation
b.
Design, delivery, and determining ROI of a training program
c.
Determining who should be trained
d.
Rigorous recruitment and selection process
Question 2:
(1 Point) The following are examples intrinsic employee benefits of training and development, with the exception of:
a.
Higher earnings
b.
Higher self-efficacy
c.
Greater knowledge and skills
d.
More positive attitudes towards job and organization
Feedback:
This is an extrinsic benefit
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Question 3:
(1 Point) Which of the following is NOT a component of the instructional systems design (ISD) model of training and development?
a.
Training implementation
b.
Training methods
c.
Evaluation design
d.
Task analysis
Question 4:
(1 Point) The following are factors affecting training in Canada, with the exception of:
a.
Relatively high unemployment rate
b.
Reliance on immigration to replace lost skills
c.
An aging workforce
d.
Increased efficiency of formal education system
Question 5:
(1 Point) Which of the following is a key environmental factor that may influence human resources training and development?
a.
Labour relations
b.
Strategy
c.
Leadership
d.
Demographics
Question 6:
(1 Point) Which internal factor does a company wish to influence when delivering a downsizing training program?
a.
Strategy
b.
Structure
c.
Culture
d.
Values
Question 7:
(1 Point) According to Garavan, what distinguishes formal education
from the other types of knowledge-acquiring activities with regards to
the time scale?
a.
It is carried out continuously (lifelong)
b.
It is carried out over a specified period
c.
It is carried out over a career
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d.
It is a short-term activity (months)
Question 8:
(1 Point) Dr. Schmid discusses the extraordinarily fast-paced complex situations that Air Force pilots face. The decisions they make cannot be looked at in a linear fashion – for example, one event leads to another. Air force pilots need to quickly evaluate the
relative importance of many variables simultaneously at play. From a training and development standpoint, what approach is used to understand how people learn within complex and context-rich environments? a.
Feedback b.
Systems c.
Stimulus-response
d.
Learning theories Feedback:
See the video interview with Dr. Schmid in Lesson 2
Question 9:
(1 Point) Which of the following is NOT a factor used to diffrentiate formal and informmal learning?
a.
Control
b.
Relevance
c.
Culture
d.
Timing
Question 10:
(1 Point) What is knowledge that is learned from experience and insight, and has been defined as intuition, know-how, little tricks, and judgment?
a.
Human capital
b.
Tacit knowledge
c.
Intellectual capital
d.
Explicit knowldge
Question 11:
(1 Point) What is one indicator that knowledge is not being shared in an organization?
a.
When unnecessary and needless staffing continues to take place
b.
When problem solving becomes more complex yet, more Downloaded by Ak shay (akshaykailash2002@gmail.com)
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efficient
c.
When employees attract and obtain increased opportunities
d.
When expertise becomes captured and stored in explicit knowledge
Question 12:
(1 Point) Which of the following is NOT a strategy that will facilitate informal learning in organizations?
a.
Create small teams with a generalized focus
b.
Make room for an open gathering area
c.
Provide work teams with some autonomy
d.
Allow groups to break from their routines
Question 13:
(1 Point) According to Senge (1990), generative learning is about creating.
Of the following statements, which is NOT required for generative learning to occur?
a.
Individual learning
b.
Creative tension
c.
Shared vision
d.
Personal mastery
Question 14:
(1 Point) According to Senge (1990), the differences between generative learning and adaptive learning include all of the following, except:
a.
Generative learning focuses on continual experimentation
b.
Adaptive learning is considered "double-loop" learning
c.
Generative learning requires new ways to look at the world
d.
Adaptive learning focuses more on solving current problems
Question 15:
(1 Point) Which of the following is the goal of a learning organization tool developed by Garvin, Edmondson & Gino? a.
To promote dialogue within an organization and not critique
b.
To have a better understanding of training and development needs within an organization c.
To increase an organization’s profits
d.
To enhance employees job satisfaction
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Question 16:
(1 Point) Training motivation is synonymous with which of the following?
a.
Motivation to perform
b.
Motivation to train
c.
Motivation to change
d.
Motivation to learn
Question 17:
(1 Point) The removal of a noxious stimulus after an act is:
a.
No reinforcement b.
Negative reinforcement c.
Chaining
d.
Positive reinforcement e.
Punishment Question 18:
(1 Point) What is the equation for effort within expectancy theory?
a.
Effort = Probability �
(Valence/Mastery)
b.
Effort = Expectancy �
(Instrumentality �
Valence)
c.
Effort = Probability �
(Valence �
Instrumentality)
d.
Effort = Expectancy �
(Mastery + Valence)
Question 19:
(1 Point) What type of goal is NOT associated with goal-setting theory?
a.
Proximal goals
b.
Training goals
c.
Distal goals
d.
Mastery goals
Question 20:
(1 Point) What is the major implication of expectancy theory as it relates to training?
a.
Expectancy theory revolves around the trainee
�
s motivation to attend a training program, to learn, and to apply what is learned on the job.
b.
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outcomes for the trainee.
c.
Expectancy theory revolves around the likelihood that training probabilities can be determined for the trainee without the use of subjective measures.
d.
Expectancy theory revolves around the subjective ratings for the
trainee associated with the attractiveness of second-level training outcomes.
Question 21:
(1 Point) According to Dr. Shaw, what effect will additional encounters uniquely with dogs have over time on one's schema about the animal?
a.
A severe allergic reaction
b.
The increased ability to distinguish between a dog and other four-legged animals
c.
It will yield a finite set of alternatives about dogs
d.
It will create comprehensive set of variables that can take on a range of values to describe dogs
Question 22:
(1 Point) According to Smith (1999), what is the purpose cognitivism in education?
a.
To produce a behavioral change in the desired direction b.
Develop the capacity and the skills to learn better
c.
Manipulate the environment to elicit the desired response d.
Become self-actualized and autonomous
Question 23:
(1 Point) According to Dr. Schmid, Alfred Bandura scaled-back the role of behaviorism through Social Learning Theory. What did Bandura posit?
a.
People learn not only by doing but by observing b.
People respond differently to visual information and verbal information
c.
People need to get inside the Black Box d.
How people perform in the end is what matters. Feedback:
As per the video interview with Dr. Schmid in Lesson 4.
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Question 25:
(1 Point) What is the concept that is an intervention that instructs trainees to anticipate transfer obstacles and high-risk situations in the work environment and to develop coping skills and strategies to overcome them?
a.
Goal setting
b.
Relapse prevention
c.
Self-management
d.
Self-management
Question 26:
(1 Point) Self-management techniques can be used by trainees to manage their transfer behaviour. This concept has its roots in which of the following learning theory?
a.
Situated cognition
b.
Adult learning
c.
Conditioning d.
Social learning
e.
Motivational
Question 27:
(1 Point) What is the concept that is related to characteristics in the work environment that can either facilitate or inhibit the application of training?
a.
Learning culture
b.
Organizational culture
c.
Organizational climate
d.
Training transfer climate
Question 28:
(1 Point) ABC Ltd developed and launched a new leadership development program for managers with less than one year of experience. Shortly afterwards, ABC Ltd realized that the performance and behaviour of trainees actually deteriorated. What training transfer term best describes this outcome?
a.
Negative transfer
b.
Vertical transfer
c.
Poor transfer
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d.
Zero transfer
Question 29:
(1 Point) Which of the following is a specific factor in a transfer system?
a.
Peer support
b.
Self-efficacy
c.
Training design
d.
Perceived external validity
Question 30:
(1 Point) Which of the following is not one of the eight initiatives to increase the transfer of training? a.
Integrate follow-up b.
Coordinate learning networks c.
Align culture d.
Increase your financial investment in the program Downloaded by Ak shay (akshaykailash2002@gmail.com)
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