Workplace Learning
Textbook Exam Questions
Course Introduction
Workplace Learning explores the various formal and informal processes through which employees acquire knowledge, skills, and competencies within the organizational setting. This course examines theories and models of workplace learning, strategies for designing effective learning experiences, and the roles of technology and mentorship in fostering ongoing professional development. Emphasis is placed on understanding how workplace culture, leadership, and organizational goals influence learning opportunities and outcomes, as well as on evaluating the effectiveness of workplace training programs to support both individual growth and organizational success.
Recommended Textbook
Effective Training 5th Edition by P. Nick Blanchard
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11 Chapters
563 Verified Questions
563 Flashcards
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Page 2
Chapter 1: Training in Organizations
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39 Verified Questions
39 Flashcards
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Sample Questions
Q1) Which of the following statements is true?
A)Training has yet to show a positive effect on the bottom line.
B)Training managers are alone in realizing that alignment of training with the business strategy is important.
C)Worker knowledge provides a competitive advantage.
D)Alignment of training with the business strategy is quite simple to do.
Answer: C
Q2) Higher birth rates are one of the reasons for the changing demographics in North America.
A)True
B)False
Answer: False
Q3) In the training model,a triggering event is
A)An organizational performance gap.
B)A signal that training has been successful.
C)A type of behavioral-based evaluation.
D)Input into the development phase of training.
E)None of the above.
Answer: A
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Page 3
Chapter 2: Aligning Training With Strategy
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38 Verified Questions
38 Flashcards
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Sample Questions
Q1) Organizational development is best defined as
A)A profession that deals with reacting to changes in the external environment.
B)A profession and field of study that creates and implements planned change in organizations.
C)A profession and field of study that deals with creating and implementing new ideas in the organization.
D)A field of study and profession that deals with explaining serendipitous events.
Answer: B
Q2) Most companies use the _____ strategy when addressing their training and development needs.
A)Primary provider
B)Mixed
C)Manager intermediary
D)Both A & C
Answer: B
Q3) HRD contributes to the development of new strategies.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Learning, motivation, and Performance
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48 Verified Questions
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Sample Questions
Q1) Explain ERG theory.
Answer: ERG is an expanded version of the Maslow hierarchy of needs.ERG stands for Existence,Relatedness,and Growth.Existence corresponds to Maslow's lower order needs of physiological and security needs,relatedness corresponds to the social needs,and growth corresponds to the esteem and self-actualization needs.Existence is the need for immediate needs related to staying alive,food,shelter,etc.Relatedness is the need for interaction and to be valued and accepted by others.Finally,growth needs are related to the need to feel self worth and believing you are competent and achieving all you are capable of.
There is some disagreement as to the exact relationship between these needs but all agree individuals do have these needs.
Q2) Which of the following statements about learning is true?
A)It is not closely tied to memory.
B)It is always observable.
C)It must be retained to be useful.
D)It is always measurable by testing.
Answer: C
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Page 5
Chapter 4: Needs Analysis
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Sample Questions
Q1) The only output from a TNA is training needs.
A)True
B)False
Q2) The approach to operational analysis which identifies key competencies of the job is known as
A)Job analysis.
B)Worker-oriented approach.
C)Task-oriented approach.
D)Competency modeling.
Q3) 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
Q4) Supervisory ratings are the most effective method to use in a person analysis.
A)True
B)False
Q5) Discuss the proactive approach and the reactive approach to TNA.
Q6) Compare reliability and validity.
Page 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) Asking trainees to think about events in their past that are related to the content of the training is designed to facilitate
A)cognitive organization.
B)symbolic coding.
C)symbolic rehearsal.
D)A & B.
E)All of the above.
Q2) The final event in the Gagné-Briggs nine events of instruction is "enhance retention and transfer."
A)True
B)False
Q3) If a major constraint is "short lead time" (therefore there is not much time to prepare training),one viable option is use of
A)Programmed instruction.
B)Modularization.
C)External consultants.
D)Massed practice.
Q4) Why are peer support and supervisor support important to the transfer process?
Q5) When should the whole learning method be utilized?
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Chapter 6: Traditional Training Methods
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Sample Questions
Q1) Behavioral modeling is based on which theory?
A)Bandura's social learning theory
B)Goldstein's training model
C)Vroom's expectancy theory
D)Skinner's reinforcement theory
E)Elaboration theory
Q2) One way to encourage trainees to respond is to ask them to write out an answer.
A)True
B)False
Q3) When the trainer believes a trainee has asked a question because the trainee really wants to answer but is hesitant,the trainer should respond using the______.
A)Relay question
B)Overhead question
C)Reverse question
D)Direct question
Q4) The Job Instructional Technique has 3 steps: prepare,present,and try out.
A)True
B)False
Q5) What is the purpose of role-play and when should it be used?
Q6) Define coaching and explain its relationship with the term mentoring.
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Chapter 7: Electronic Training Methods
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35 Flashcards
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Sample Questions
Q1) The user interface is the _____ that allows the trainee to interact with the Intelligent Tutoring System.
A)Executive
B)Equipment
C)Manager
D)Trainer
Q2) The main difference between Virtual Reality and Multimedia training is that in Virtual Reality training
A)You do not have the ability to monitor trainee responses and adjust the input.
B)the trainee psychologically experiences the environment as real.
C)There is much more interest and use of Virtual Reality training.
D)There is less lead time for development and many more off-the-shelf training packages.
Q3) Virtual Reality training is primarily a 3-D visual on a computer monitor that the trainee interacts with.
A)True
B)False
Q4) What are the differences between interactive multimedia and virtual reality,and why has virtual reality not become as popular?
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Chapter 8: Development and Implementation of Training
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Sample Questions
Q1) List and give a short explanation of three of the techniques discussed by the authors for maintaining interest in training.
Q2) Which of the following statements regarding OJT trainers is true?
A)OJT trainers must be currently doing the job to be effective.
B)OJT trainers must be motivated to be trainers.
C) OJT trainers must be the most competent and highest performers.
D) OJT trainers do not need to understand training how to train,just how to do the job effectively.
Q3) An ice breaker is a game or exercise that gets the trainees involved in meeting and talking with others in the training session.
A)True
B)False
Q4) Which of the following are included in the "process" part of the implementation phase of the training model?
A)Pilot program
B)Dry run
C)Transfer of training
D)Both A & B
Q5) What is active listening and why is it necessary?
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Chapter 9: Evaluation of Training
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Sample Questions
Q1) Each of the following statements states a weakness with the evaluation techniques presented in the text;which of the statements is NOT true?
A)Posttest only - there could be a number of other competing causes for any change.
B)Pretest/posttest - it is difficult to determine the impact of training on any changes that occur.
C)Posttest only with control group - results may not generalize to other groups
D)Pretest/posttest with control group - threats to external validity are still a concern.
E)All of the above are true.
Q2) Scripted situations are a
A)Process for assessing learning.
B)Process for training interpersonal skills.
C)Process for assessing transfer of training to the job.
D)Means of measuring attitudes.
Q3) Briefly discuss the reasons and counter?reasons for not evaluating training programs.
Q4) 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) Which of the following cultures is noted as Individualistic?
A)Greece
B)Mexico
C)Netherlands
D)Singapore
Q2) Which of the following is NOT a dimension of culture?
A)Time orientation
B)Individualism
C)Teamwork
D)Goal orientation
Q3) The SBI case at the beginning of Chapter 10,where the women were treated so differently than the men,took place in the A)1950's.
B)1960's.
C)1990's.
D)It did not take place;it was made up to make a point.
Q4) To be of some value,an orientation should be at least two to three days long.
A)True
B)False
Q5) Identify and describe the 5 dimensions of culture according to Hofstede.
Page 12
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Chapter 11: Employee and Management Development
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58 Flashcards
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Sample Questions
Q1) Management development requires careful attention because
A)The manager's job is complex.
B)Managers are accountable for success.
C)Companies that align management development with strategic planning are generally more competitive.
D)All of the above.
Q2) Generally,the most effective managers are
A)High in nPow (personal),high in nAch,and low in nAut.
B)Moderately high in nPow (institutional),moderately high in nAch,and moderately low in nAut.
C)High in nPow (institutional),moderately high in nAch,and moderately low in nAut.
D)High in nPow (personal),moderately high in nAch,and moderately low in nAut.
E)High in nPow (institutional),high in nAch,and moderately low in nAut.
Q3) Succession planning for top executives is very time consuming and expensive to initiate,so many organizations do not have one in place.Also,it is suggested that all the time preparing excellent candidates only results in them leaving the organization if they are not selected for the promotion,which means you helped groom an executive for your competition.Explain why,even given the above,it is a good idea to have such a program in place.
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Page 13