Adult Learning in the Workplace Practice Questions
Course Introduction
Adult Learning in the Workplace explores the unique characteristics, motivations, and needs of adult learners within professional environments. This course examines key theories of adult learning, such as andragogy, transformative learning, and experiential learning, and analyzes their practical application to workplace training, professional development, and organizational change initiatives. Students will engage with strategies for fostering an inclusive and supportive learning culture, assess the impact of technology on adult education, and consider methods for evaluating learning outcomes in diverse work settings. By the end of the course, participants will be equipped to design, implement, and assess effective learning interventions that drive individual and organizational growth.
Recommended Textbook
Effective Training 5th Edition by P. Nick Blanchard
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563 Verified Questions
563 Flashcards
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Chapter 1: Training in Organizations
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39 Verified Questions
39 Flashcards
Source URL: https://quizplus.com/quiz/26022
Sample Questions
Q1) An open system has three parts input,process,and output.
A)True
B)False
Answer: True
Q2) Knowledge is composed of which three interrelated types?
A)Declarative,practical,and strategic
B)Declarative,practical,and skill
C)Compilation,automatic,and strategic
D)Declarative,procedural,and strategic
E)None of the above
Answer: D
Q3) When a person is able to perform a skill without thinking about what they are doing,they are at which level of skill acquisition?
A)Automaticity
B)Automatic
C)Compilation
D)Responsive
Answer: A
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3
Chapter 2: Aligning Training With Strategy
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38 Flashcards
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Sample Questions
Q1) What is one reason companies should invest in strategic HR?
A)To be able to grow
B)To increase their market value
C)To centralize their strategies
D)To involve management
Answer: B
Q2) Strategic planning is best defined as
A)The development of a relatively long?term mission consistent with internal tactics.
B)The development of relatively short?term objectives that meet the executive committee objectives.
C)A process for determining how best to pursue the organization's mission while meeting the demands of the environment.
D)The development of values and ideals of the organization relevant to long-term objectives.
Answer: C
Q3) Organizational design refers to the way the work is divided and organized.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Learning, motivation, and Performance
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Sample Questions
Q1) Which of the following is true about good theories?
A)They are seldom useful to practitioners.
B)They develop logical rationale for what is likely to be true.
C)They do not have to be empirically tested because they are true.
D)They have the ability to explain known facts,but are usually complex and require in-depth study.
E)A & D
Answer: B
Q2) Which of the following statements best explains the relationship between training and self?efficacy?
A)The two concepts are not related.
B)Training can act to improve low self?efficacy only when employees have the required KSAs.
C)It is useful to assess trainee self?efficacy prior to training only.
D)Self?efficacy beliefs are a good predictor of learning in the training environment.
Answer: D
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5
Chapter 4: Needs Analysis
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Sample Questions
Q1) When an OPG is identified,a(n)_____________ should be conducted in conjunction with an organizational analysis in order to fully understand the nature of the gap.
A)System analysis
B)Operational analysis
C)Performance evaluation
D)Goal analysis
Q2) As discussed in the text,about what percentage of training requests did Nancy Gordon of Ameritech say turn out to be solvable without training?
A)10 percent
B)25 percent
C)85 percent
D)99 percent
Q3) Self ratings
A)Tend to be too biased to be used effectively in a person analysis.
B)Have very high measurement error when compared to supervisor ratings.
C)Can be an effective part of the person analysis in a TNA.
D)Are not generally part of a 360-degree performance review.
Q4) Define criterion deficiency and criterion contamination.
Q5) Compare reliability and validity.
6
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Chapter 5: Training Design
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Individuals who are given hard or challenging goals perform better than those given easy goals.
A)True
B)False
Q2) In the elaboration theory,the process of identifying progressively more complex versions of the task is known as
A)Epitomizing.
B)Elaborating.
C)Extrapolating.
D)Cognitive extrapolation.
Q3) The micro theory of training design proposed by Gagné-Briggs has ____ events of instruction.
A)Three
B)Four
C)Eight
D)Nine
E)Twelve
Q4) List two of the organizational/environmental constraints and three of the trainee population constraints to training and suggestions for how to handle each.
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Chapter 6: Traditional Training Methods
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Role rotation in a role-play is where participants take on the role which is opposite to what they believe in.
A)True
B)False
Q2) Which of the following is NOT an example of static media?
A)Video tapes
B)Overhead transparency
C)Pictures/slides
D)Printed material
E)All of the above are an example of static media
Q3) The discussion method includes a lecturette to provide information to trainees.
A)True
B)False
Q4) Which of these statements regarding the use of games and simulations in training is NOT true?
A)In general games are the most expensive.
B)In general role-plays are the least expensive.
C)Both games and simulations may require some background knowledge.
D)Both games and simulations allow trainees to practice skills in a safe environment.
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Chapter 7: Electronic Training Methods
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35 Verified Questions
35 Flashcards
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Sample Questions
Q1) _____ refers to the program's ability to allow trainees to respond to questions.
A)Sophistication of the multimedia
B)Interactivity
C)Auto pacing
D)Self pacing
Q2) Virtual Reality is one of the most popular training technologies today.
A)True
B)False
Q3) There is substantial evidence that shows that blended learning is less effective than ET methods.
A)True
B)False
Q4) One of the limitations of ET is that
A)It is not effective at modeling behavior.
B)It cannot provide a situation where the trainee applies knowledge.
C)With the exception of virtual reality,it does not provide an opportunity for behavioral reproduction.
D)None of the above.
Q5) What are some points that should be taken into consideration when selecting an IM training program?
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Chapter 8: Development and Implementation of Training
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Sample Questions
Q1) A learning point is
A)A useful thing to start training with.
B)A piece of information required to be learned in order to meet a specific training objective.
C)A compilation of the learning objectives for a training program.
D)One of the outputs of the developmental phase of the training model.
Q2) In the "experiential learning model" the first step (the experience)corresponds to the first step (attention)of Gagne's 9 events of instruction.
A)True
B)False
Q3) What is the least expensive and best alternative if you only have a few employees to be trained?
A)Hiring a consultant
B)Purchasing a pre?packaged program
C)Implementing and designing your own training program
D)Sending trainees to outside seminars
E)Waiting until you have enough employees who require training,then hiring a consultant
Q4) What is active listening and why is it necessary?
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Page 10
Chapter 9: Evaluation of Training
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Sample Questions
Q1) If the training was designed to teach trainees how to use the new forms that were developed by Human Resources,you can expect to measure this transfer of training
A)In about 6 months.
B)In about 3 weeks.
C)It is not necessary if learning was indicated to have occurred.
D)A few days after training.
Q2) Maturation refers to the events other than training that take place concurrently with the training program.
A)True
B)False
Q3) Explain the four types of evaluation outcomes identified in the text.
Q4) An inexpensive but effective way to determine if training transferred to the job is to ask trainees in a reaction questionnaire.
A)True
B)False
Q5) Define internal and external validity and explain five threats to internal validity and two threats to external validity.
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Chapter 10: Key Areas of Organizational Training
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Sample Questions
Q1) Regarding expatriates,which statement is true?
A) Although in the 1970's expatriates returning from their assignment early (failures)was around 20 percent,that has dropped significantly since 2002.
B)To deal with failure rates,organizations have started hiring foreign nationals for overseas positions.
C)In general both Japan and the USA have similar failure rates for their expatriates.
D)Virtual expatriates are expatriates that move to the overseas country,but tend to do much of their dealings using a computer.
Q2) Which of the following statements about sexual harassment training is NOT true?
A)The first thing you do before development of any training is to put a sexual harassment policy and procedure into place.
B)Training needs to be only for supervisors as they are the ones that are likely to offend,and also the ones who need to be aware of how to investigate complaints.
C)Refresher training once a year is suggested to remind everyone of the importance of the issue.
D)You should have a written exam at the end of training to measure learning.
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Chapter 11: Employee and Management Development
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Source URL: https://quizplus.com/quiz/26032
Sample Questions
Q1) Ultimately,the responsibility for an employee's development is _____.
A)the organizations
B)the HR department
C)the supervisors
D)the employees
Q2) The managerial role of "liaison" needs both conceptual and interpersonal knowledge and skills.
A)True
B)False
Q3) Those high in nAch are characterized by a strong desire to assume personal responsibility,receive concrete feedback on task performance,and a single?minded preoccupation with task and task accomplishment.
A)True
B)False
Q4) Indicate the parties who have responsibility for employee development and summarize what their responsibilities are.
Q5) Discuss the differences in developing employees for their current job versus for a future job and include an explanation of how the needs analysis differs.
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