Effective Training 5th Edition By Nick Blanchard Thacker – Test Bank

Complete Test Bank With Answers

 

 

Sample Questions Posted Below

 

CHAPTER FIVE: TRAINING DESIGN

MULTIPLE-CHOICE QUESTIONS

If a major constraint is “short lead time” (therefore there is not much time to prepare training), one viable option is use of

Programmed instruction.

Modularization.

External consultants. 

Massed practice.

Answer: C

Difficulty: Easy

Page Ref: Table 5-1, p. 147

When estimating training costs, it is a good idea to build in a contingency fund of about _____ percent.

2

10 

25

30

Answer: B

Difficulty: Moderate

Page Ref: 150

When the TNA identifies different levels of KSAs among the trainees

Computer-based instruction could be used.

Training could be designed in a modular manner.

Small classes could be used.

All of the above.

Answer: D

Difficulty: Challenging

Page Ref: 151

How many types of training objectives are indicated in the text?

Three

Four 

Five

Eight

Answer: B

Difficulty: Easy

Page Ref: Table 5-5, p. 152

The way that trainees are required to demonstrate that they have learned a KSA they are expected to acquire through training is called a

Training objective. 

Learning objective.  

Transfer of training objective. 

Organizational outcome objective.  

Answer: B

Difficulty: Moderate

Page Ref: Table 5-5, p. 152

How many parts are there to an effective learning objective?

Two

Three 

Four

Five

Answer: B

Difficulty: Moderate

Page Ref: 153

Which of the following statements about learning objectives is true?

You must always include three components: outcome, conditions, and standards.

They should be general so not to limit the training.

Anyone reading the objective should be able to tell you what the trainees must do to show they have learned the KSAs. 

Specific standards are helpful but not always necessary.

Answer: C

Difficulty: Challenging

Page Ref: 153-154

“…. read an altimeter with an error of no more than 5 feet” is an example of what part of a learning objective?

Desired outcome

Condition

Standard 

Requirement

Answer: C

Difficulty: Moderate

Page Ref: 154

Which of the following is true with regards to learning objectives?

They are relatively easy to compose.

They contain 3 parts – desired outcome, standard, and criteria.

There is usually only one for a training program.

They are used only for skill level training.

None of the above is true.

Answer: E

Difficulty: Moderate

Page Ref: 154

  

“Using a standard climbing harness and spikes” is an example of what part of a learning objective?

A) Desired outcome

B) Condition

C) Standard 

D) Requirement

Answer: B

Difficulty: Moderate

Page Ref: 154

What is missing from this learning objective? “The trainee will splice 6 sets of wires while at the top of a telephone pole wearing all safety gear.”

Standard

Condition

Complete behavior

Nothing, it is a proper learning objective

Answer: A

Difficulty: Moderate

Page Ref: 154

A purpose statement

Describes the purpose of the objective.

Brings all the training objectives into one statement. 

Describes the purpose of the TNA.

None of the above.

Answer: B

Difficulty: Moderate

Page Ref: 156

Which of the following statements is true?

Some argue that developing objectives inhibits flexibility.

Some argue that developing objectives is not practical in today’s workplace.

The text suggests learning objectives keep the trainer focused on the correct material.

All of the above are true.

Answer: D

Difficulty: Moderate

Page Ref: 157

Training objectives provide value to

The trainee.

The training designer.

The trainer and the training evaluator.

Both A & C.

All of the above. 

Answer: E

Difficulty: Easy

Page Ref: 157

Which of the following statements is true?

Intuitive learners appreciate practical applications in training.

To assist active learners, have group discussion.

To assist global learners, provide them with lecture notes with missing key terms, etc. and have them fill in the blanks after a module is completed.

Sensor learners appreciate a theoretical focus.

Answer: B

Difficulty: Easy

Page Ref 160-161

 

____________ learners like to learn facts and solve problems using well-tested methods. 

Intuitive

Sensing 

Visual

Verbal

Answer: B

Difficulty: Easy

Page Ref: 160

Trainees with _______ learning style remember material best if they can see how it is connected to the real world.

Global

Verbal

Sensor

Visual

Answer: C

Difficulty: Moderate

Page Ref: 160

Trainees with _______ learning style remember material best if they are first given the “big picture.”

Global

Verbal

Sensor

Visual

Answer: A

Difficulty: Moderate

Page Ref: 161

Trainees with _______ learning style remember material best if they are given the opportunity to think about the new information before discussing it with others.

Global

Verbal

Active

Reflective

Answer: D

Difficulty: Moderate

Page Ref: 161

Which of the following statements regarding self efficacy is true?

Those with high self efficacy are more likely to learn, but not necessarily transfer this learning to the job.

A person’s self efficacy is almost impossible to change in adulthood.

It can be improved through vicarious learning.

Self efficacy is similar to Expectancy 2 in Expectancy theory.

Answer C

Difficulty Moderate

Page Ref: 163

Expectancy 1 is the belief that

Desired performance will lead to desired outcome.

Training will lead to desired outcome.

Trainees should be aware of what can be achieved.

Effort will lead to desired performance. 

Answer: D

Difficulty: Easy

Page Ref: 163

Without _____, it is very difficult to evaluate training.

Personnel objectives

Performance appraisals

Organizational outcomes

Learning objectives 

Answer: D

Difficulty: Easy

Page Ref: 167

Asking trainees to think about events in their past that are related to the content of the training is designed to facilitate

cognitive organization.

symbolic coding. 

symbolic rehearsal.

A & B. 

All of the above.

Answer: D

Difficulty: Moderate

Page Ref: 169

At which point should trainees be notified of the training objectives?

When they are notified they will be participating in a training program

At the onset of training 

After the completion of the training

It doesn’t matter as long as the trainees’ supervisor is aware

Both A & B

Answer: E

Difficulty: Easy

Page Ref: 170

Before a training session, a trainee should be provided with the

Training objectives.

Training agenda.

Training manual.

Both A & B.

Answer: D

Difficulty: Easy

Page Ref: 170

Symbolic coding is

The second stage of attracting attention.

Where you rehearse in your mind how to “do it.”

Part of the retention process. 

A design method for assuring learning.

Answer: C

Difficulty: Easy

Page Ref: 171

Converting the external world into our own mental language is called

motivation.

cognitive organization.

symbolic coding. 

symbolic rehearsal.

Answer: C

Difficulty: Moderate

Page Ref: 171

____ is practicing symbolically and _____ is the transformation of the learning into actual behavior.

Symbolic coding; rehearsal behavior

Symbolic rehearsal; behavioral reproduction 

Symbolic rehearsal; symbolic behavior

Cognitive rehearsal; behavioral reproduction

Cognitive organization; reproduction

Answer: B

Difficulty: Easy

Page Ref: 171-172

Which macro theory of training design is outlined in the text?

Elaboration theory  

Systems theory

Gagné-Briggs theory of training design

Social learning theory

Both A & B 

Answer: A

Difficulty: Easy

Page Ref: 173

Elaboration theory is relevant for

Simple tasks.

Complex tasks. 

Attitudinal training. 

A & B.

All of the above.

Answer: D

Difficulty: Easy

Page Ref: 173

Sequencing in elaboration theory is the process of

How to seat trainees for the most impact.

How to organize the training to be assured everyone has the opportunity to speak.

How to group and order the content of training. 

Assigning trainees to groups.

Answer: C

Difficulty: Easy

Page Ref: 173

In the elaboration theory of training design, SCM refers to

The sequencing conditions method.

Sequencing cognitive material.

The simplifying conditions method. 

Simple cognitive material.

None of the above.

Answer: C

Difficulty: Easy

Page Ref: 174

In the elaboration theory, the process of identifying the simplest version of a complex task which is still representative of the total task is called

Epitomizing. 

Elaborating. 

Extrapolating. 

Cognitive simplification.

Answer: A

Difficulty: Moderate

Page Ref: 175

In the elaboration theory, the process of identifying progressively more complex versions of the task is known as

Epitomizing. 

Elaborating. 

Extrapolating. 

Cognitive extrapolation.

Answer: B

Difficulty: Moderate

Page Ref: 175

The text discusses the process in the elaboration theory of having an air traffic controller presented with a simulation where only one aircraft is on the screen and there is no wind or other adverse weather conditions. This type of task is called the

Relevant task.

Epitome. 

Elaboration.

Extrapolation.

Answer: B

Difficulty: Moderate

Page Ref: 175

The Gagné–Briggs theory of training design is applicable to

Cognitive learning.

Behavioral learning.

Attitudinal learning.

All of the above.

Answer: D

Difficulty: Easy

Page Ref: 175

The micro theory of training design proposed by Gagné-Briggs has ____ events of instruction.

Three

Four

Eight

Nine 

Twelve

Answer: D

Difficulty: Easy

Page Ref: 175

The final event in the Gagné-Briggs model  is to

Elicit performance.

Provide feedback.

Assess performance.

None of the above. 

Answer: D

Difficulty: Moderate

Page Ref: Table 5-10, p. 176

Incorporating _____ into training requires that the training content be extended to include learning when and why the use of a skill or knowledge is appropriate and the task‑relevant strategies for planning, monitoring, and revising behavior.

Expectancy  theory

Team  building

Strategic human resource management

Strategic knowledge development 

Answer: D

Difficulty: Moderate

Page Ref: 179-180

When examining transfer of training, how many possibilities are there beyond “positive transfer”?

One 

Two 

Three 

Four 

Answer: B

Difficulty: Easy

Page Ref: 180

If after training, the trainee is performing at a level lower than before, this means that there is (are)

Zero transfer.

Negative transfer.  

Obstacles in the system preventing transfer.

Negative outcomes associated with the trained behavior.

Answer: B

Difficulty: Easy

Page Ref: 180

How many extra steps are required when doing strategic knowledge training, compared to traditional training?

One

Two

Three

None, each step has more information provided but there is the same number of steps

Answer: A

Difficulty: Moderate

Page Ref: Table 5-12, p. 181

Should training be designed to teach everything together or the individual component parts?

Everything together, the “big picture”

The component parts

It depends on the trainer

It depends on the task 

Answer: D

Difficulty: Challenging

Page Ref: 181-182

Which of the following terms is used to reflect maximizing the similarity of the training to the job?

Identical elements

Increased similarity

Repetitive responding

Identical skills

Answer: A

Difficulty: Moderate

Page Ref: 183

_____ is particularly valuable for tasks that are not used frequently or if the opportunity to practice them is limited.

A) Massed practice

B) Over learning 

C) Whole learning

D) Spaced practice

Answer: B

Difficulty: Moderate

Page Ref: 183

_____ is the process of providing trainees with continued practice far beyond the point at which the trainees have performed the task successfully.

Effective training

Inefficient training

Over learning 

Maximized similarity

Mass production training

Answer: C

Difficulty: Easy

Page Ref: 183

Often training is intended to give trainees concepts and principles they can use to address a wide variety of situations they will find on the job. In these cases, the training should use the _________ approach.

Identical elements

Global positioning

General principles

Repetitive responses

Answer: B

Difficulty: Moderate

Page Ref: 184

The process of relapse prevention was

Not very effective until combined with expectancy theory.

Not at all effective alone

More effective when combined with goal setting. 

Only effective for blue-collar training.

Answer: C

Difficulty: Moderate

Page Ref: 184-185

To facilitate transfer, support from _________ should be incorporated into the training design.

Supervisors

Peers

Trainers

Both A & B

All of the above 

Answer: E

Difficulty: Easy

Page Ref: 187-188

The perception of salient characteristics of an organization is

Culture.

Environment.

Climate. 

Surroundings.

All of the above.

Answer: C

Difficulty: Moderate

Page Ref: 189

Organizational culture can be described as

Shared basic assumptions.

Shared values or understandings.

A pattern.

All of the above.

Answer: D

Difficulty: Challenging

Page Ref: 189

TRUE/FALSE QUESTIONS

____Classical conditioning issues are not relevant for consideration in training as it is the most basic of learning which we have no control over. (F; p. 166)

____Individuals who are given hard or challenging goals perform better than those given easy goals. (T; p. 167)

____Cognitive organization is where you rehearse in your mind how to do the task being trained. (F; p. 171)

____Guided discovery is a method for facilitating symbolic coding. (T; p. 171)

____In the elaboration theory of design, the epitome is the most important concept. (T; p. 175)

____Gagné-Briggs nine events of instruction is a macro theory of design. (F; p. 175)

____The simplifying conditions method (SCM) is relevant to the Gagné-Briggs nine events of instruction. (F; p. 175)

___The final event in the Gagné-Briggs nine events of instruction is “enhance retention and transfer.” (T; Table 5-10, p. 176) 

____Massed practice is another term for overlearning. (F; p. 180)

____Negative transfer occurs when the trainee goes back on the job and there is no change in his performance level. (F; p. 180)

 ____Goal setting, when combined with relapse prevention, is effective at facilitating positive transfer of training. (T; pp. 184-185)

____One of the key determining factors for the successful transfer of training is supervisory support. (T; p. 187)

____Reward systems should be aligned to support the behaviors learned in training. (T; p. 188)

____Changing the organizational culture can be done quickly through training (F; p. 189)

SHORT-ANSWER QUESTIONS

What is a “sit-in” and what are the conditions necessary for it to be effective?

A sit-in is where the trainer sits in with a trainee once the trainee is back on the job and observes the trainee when they are expected to be using the behavior learned in the training. To be effective, a sit-in must be voluntary on the part of the trainee, but be confidential between trainer and trainee and must be used only for developmental purposes.

When should the whole learning method be utilized?

If the task can be divided into parts, the “whole” method is more advantageous when (a) trainee intelligence is high, (b) training material is high in task organization, but low in task complexity, and (c) practice is spaced rather than massed.

Understanding the various factors that facilitate learning is one of the outputs of the design phase. What are the other two outputs? Describe them.

The other two outputs are development of evaluation methods and identification of alternative methods of instruction. The design of the evaluation method is defined by the objectives set in the training program. Ideally, the same methods used to determine organizational and individual gaps will be used to evaluate whether training has reduced these gaps. The second output is identifying alternative methods of instruction. To do this, you must understand the various methods available and be able to choose the most effective for your specific needs.

Why are peer support and supervisor support important to the transfer process?

Peer support is important to transfer because if everyone is involved in the training process, it continues beyond the classroom.  Additionally, peer pressure can be a strong motivator and you want that pressure to be toward doing the learned behavior, not against it.

Supervisor support is important because if supervisors set goals and reinforce appropriate behaviors learned in training, it will facilitate transfer.

ESSAY QUESTION

List two of the organizational/environmental constraints and three of the trainee population constraints to training and suggestions for how to handle each. 

Refer to Table 5.1 for a complete list of constraints and suggestions for how to handle each constraint.

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