What Do You Know About Training And Development? Trivia Quiz
What Do You Know About Training And Development? The education system in most countries is structured in a way that improves the ability of people to carry out a task in a way that most cannot. Do you know that it is important to improve your skills in the career you choose through continuous training? Take this quiz and see what new facts you may gather on training and development.
Questions and Answers
- 1.
A career is defined as _______
- A.
A sequence of promotions or upwards moves in a company over a person’s working life.
- B.
A profession.
- C.
A lifelong sequence of jobs.
- D.
The individual sequence of attitudes and behavior associated with work-related experiences and activities over the span of the person’s life.
Correct Answer
D. The individual sequence of attitudes and behavior associated with work-related experiences and activities over the span of the person’s life.Explanation
A career is not simply a sequence of promotions or upwards moves in a company, as stated in the first option. It is also not limited to a specific profession, as mentioned in the second option. Furthermore, a career is not just a lifelong sequence of jobs, as stated in the third option. Instead, a career is defined by the individual's attitudes and behavior associated with work-related experiences and activities over their entire life. This encompasses not only the jobs they have held but also their approach, mindset, and actions in relation to their work.Rate this question:
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- 2.
The expectations that employers and employees have about each other is called a
- A.
Psychological contract.
- B.
Protean career.
- C.
Psychological success.
- D.
Career plateau.
Correct Answer
A. Psychological contract.Explanation
The term "psychological contract" refers to the mutual expectations and obligations that exist between employers and employees. It is an unwritten agreement that outlines the terms and conditions of the working relationship, including the expectations, responsibilities, and rewards. This concept recognizes that there is more to the employment relationship than just the formal contract or job description, and that both parties have certain expectations of each other.Rate this question:
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- 3.
Sixty percent of all age groups rated __________as reasons for staying with a company.
- A.
Time and flexibility
- B.
High-wages
- C.
Child care and health care
- D.
Challenging and meaningful work
Correct Answer
A. Time and flexibilityExplanation
The correct answer is time and flexibility. This is because 60% of all age groups rated time and flexibility as reasons for staying with a company. This suggests that employees value having control over their schedule and the ability to balance their work and personal life. It is likely that these factors contribute to job satisfaction and loyalty among employees.Rate this question:
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- 4.
________is the process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities, and relationships
- A.
Continuous learning
- B.
Career development
- C.
Holland’s Work Growth cycle
- D.
The protean career
Correct Answer
B. Career developmentExplanation
Career development refers to the process in which employees advance through various stages, each marked by different developmental tasks, activities, and relationships. This process involves continuous learning and growth, as individuals acquire new skills, knowledge, and experiences to progress in their careers. It emphasizes the importance of personal and professional development, allowing employees to explore different opportunities, set goals, and make strategic decisions to shape their careers. Career development is an ongoing and dynamic process that aims to enhance job satisfaction, performance, and overall success in the workplace.Rate this question:
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- 5.
The second step of the career management process is ______
- A.
Reality check
- B.
Self-assessment
- C.
Action planning
- D.
Goal setting
Correct Answer
A. Reality checkExplanation
The second step of the career management process is a reality check. This step involves evaluating one's current skills, interests, and values in relation to their career goals. It requires individuals to assess their strengths and weaknesses, as well as the feasibility of their career aspirations. By conducting a reality check, individuals can gain a better understanding of the challenges and opportunities they may encounter in their chosen career path, allowing them to make informed decisions and adjustments to their goals and plans.Rate this question:
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- 6.
All but one of the following is true of protean careers. Name the exception.
- A.
Protean careers are characterized by frequent changes due to both changes in the person's interests, abilities and values and changes in the work environment
- B.
Employees take greater responsibility for managing protean careers than for traditional careers
- C.
Protean careers have substantially increased companies' training and compensation costs

- D.
Changes in the psychological contract between the employees and company have influenced the development of protean careers
Correct Answer
C. Protean careers have substantially increased companies' training and compensation costs
Explanation
Protean careers are characterized by frequent changes due to both changes in the person's interests, abilities and values and changes in the work environment. Employees take greater responsibility for managing protean careers than for traditional careers. Changes in the psychological contract between the employees and company have influenced the development of protean careers. The exception is that protean careers have not substantially increased companies' training and compensation costs.Rate this question:
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- 7.
Performance appraisals provide information most relevant to _________
- A.
Goal setting.
- B.
Self-assessment
- C.
Reality check.
- D.
Action planning.
Correct Answer
C. Reality check.Explanation
Performance appraisals provide a "reality check" by evaluating an individual's actual performance against their goals and expectations. This process helps identify any gaps or discrepancies between what was planned and what was achieved. It provides valuable feedback on the individual's performance, strengths, and areas for improvement. The reality check aspect of performance appraisals helps individuals gain a clear understanding of their current performance level and allows them to make necessary adjustments or improvements in their future goal setting and action planning.Rate this question:
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- 8.
Which of the following is not a manager’s role in career management?
- A.
Coaching
- B.
Requesting information from other company sources
- C.
Seeking challenge
- D.
Counseling
Correct Answer
C. Seeking challengeExplanation
A manager's role in career management typically involves coaching employees, requesting information from other company sources, and providing counseling. Seeking challenge, on the other hand, is not typically considered a direct responsibility of a manager in career management. While managers may encourage employees to seek new challenges and growth opportunities, it is ultimately the employee's responsibility to actively seek out and pursue these challenges in their own career development.Rate this question:
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- 9.
Turnover rates and quality of job candidates are examples of measures of success of career management systems.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Turnover rates and quality of job candidates are indeed examples of measures of success of career management systems. Turnover rates refer to the rate at which employees leave a company, and a low turnover rate indicates that the career management system is effective in retaining employees. On the other hand, the quality of job candidates refers to the caliber of individuals applying for positions within the organization. If the career management system is successful, it will attract high-quality candidates who are a good fit for the company. Therefore, both turnover rates and quality of job candidates are valid indicators of the success of career management systems.Rate this question:
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- 10.
The generational age cohorts have very different desires for security and the ability to balance work and personal life.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The statement suggests that generational age cohorts have different desires for security and work-life balance. However, this is not necessarily true as desires for security and work-life balance can vary within each generational cohort. While there may be some general trends or tendencies within certain age groups, it is important to recognize that individuals within a generation can have diverse preferences and priorities. Therefore, the statement is false.Rate this question:
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- 11.
Training
- A.
Is focused on future responsibilities, while development focuses on the present.
- B.
Is focused on current job performance, while development focuses on the future.
- C.
Activities tend to be more voluntary than development activities.
- D.
Is individual-focused, while development is strictly team-focused.
Correct Answer
B. Is focused on current job performance, while development focuses on the future.Explanation
Training is focused on current job performance, while development focuses on the future. Training typically involves acquiring the necessary skills and knowledge to perform a specific job or task effectively in the present. It aims to improve job performance and enhance productivity in the current role. On the other hand, development activities are more future-oriented and aim to prepare individuals for future responsibilities and roles within the organization. Development activities focus on building broader skills, knowledge, and competencies that can be applied to future roles and career advancement.Rate this question:
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- 12.
___________ is not an approach used to develop employees?
- A.
Formal education
- B.
Assessment
- C.
Job experiences
- D.
Action learning
Correct Answer
D. Action learningExplanation
Action learning is not an approach used to develop employees. Action learning is a problem-solving technique that involves learning through action and reflection. It is a process where individuals work together to tackle real-life challenges and learn from their experiences. However, formal education, assessment, and job experiences are commonly used approaches to develop employees. Formal education refers to structured learning programs such as workshops, courses, or seminars. Assessment involves evaluating employees' skills, knowledge, and performance. Job experiences include on-the-job training, job rotations, and assignments that provide opportunities for learning and growth.Rate this question:
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- 13.
Companies that have evaluated their tuition aid reimbursement programs have found they accomplish all except ________
- A.
Increase retention rates.
- B.
Lead to reduced development costs.
- C.
Increase employees’ readiness for promotion.
- D.
Improve job performance.
Correct Answer
B. Lead to reduced development costs.Explanation
Companies that have evaluated their tuition aid reimbursement programs have found that they accomplish all the mentioned outcomes, except for leading to reduced development costs. This means that tuition aid reimbursement programs are effective in increasing retention rates, increasing employees' readiness for promotion, and improving job performance. However, they do not directly contribute to reducing development costs within the company.Rate this question:
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- 14.
The Myers-Briggs Type Indicator (MBTI) could be helpful to a manager in all but one of the following situations. Name the exception.
- A.
Developing teams
- B.
Becoming more effective in interpersonal communications
- C.
Evaluating employees' promotional potential
- D.
Delegating employee work assignments
Correct Answer
C. Evaluating employees' promotional potentialExplanation
The MBTI could be helpful to a manager in developing teams, becoming more effective in interpersonal communications, and delegating employee work assignments. However, evaluating employees' promotional potential may not be the most suitable situation for using the MBTI. This is because the MBTI focuses more on individual preferences and personality traits, rather than specific skills or qualifications that may be necessary for a promotion. Other assessment methods or performance evaluations may be more appropriate in determining employees' promotional potential.Rate this question:
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- 15.
An in-basket exercise in an assessment center
- A.
Is a self-assessment tool to identify occupational and job interests.
- B.
Is a simulation of the administrative tasks of a manager.
- C.
Measures interpersonal and personal skills.
- D.
Requires participants to work together to solve a problem within a certain time limit.
Correct Answer
B. Is a simulation of the administrative tasks of a manager.Explanation
An in-basket exercise in an assessment center is a simulation of the administrative tasks of a manager. This means that participants are given a set of tasks and responsibilities that a manager would typically encounter in their role. They are then evaluated on their ability to prioritize, delegate, make decisions, and manage their time effectively. This exercise allows assessors to assess the participants' skills in areas such as organization, problem-solving, and decision-making, which are crucial for a managerial position.Rate this question:
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- 16.
Research shows that the most change resulting from upward feedback and 360-degree systems occurs in individuals who ________
- A.
Receive higher ratings from others than they gave themselves.
- B.
Whose self ratings were similar to ratings from others.
- C.
Tend to rate others lower than they rate themselves.
- D.
Receive lower ratings from others than they gave themselves.
Correct Answer
D. Receive lower ratings from others than they gave themselves.Explanation
Research shows that individuals who receive lower ratings from others than they gave themselves are the ones who experience the most change resulting from upward feedback and 360-degree systems. This suggests that when individuals receive feedback that is lower than their own self-assessment, it can be a catalyst for personal growth and improvement. This misalignment between self-perception and external evaluation may prompt individuals to reflect on their own performance and make necessary adjustments to align their self-perception with the perceptions of others.Rate this question:
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- 17.
A major assumption of using job experiences for development is that
- A.
Development occurs best when job demands involve obstacles and creating change
- B.
Development depends on having a supportive boss and coach
- C.
Development occurs best when employees experience high levels of stress in their jobs.
- D.
Development occurs when there is a mismatch between the employees' skills and the skills required for the job.
Correct Answer
D. Development occurs when there is a mismatch between the employees' skills and the skills required for the job.Explanation
The correct answer suggests that development occurs when there is a mismatch between the employees' skills and the skills required for the job. This implies that employees can develop and grow by taking on challenges that require them to acquire new skills and adapt to the demands of their job. It highlights the importance of learning and development opportunities that push individuals to expand their capabilities and bridge any gaps in their skillset.Rate this question:
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- 18.
Negative outcomes of job rotation include all except __________
- A.
Higher costs than other development methods
- B.
A short-term perspective of problems and solutions.
- C.
Motivation may suffer due to insufficient time in one position to receive a challenging assignment
- D.
Reduced productivity in the rotating employee’s home department
Correct Answer
A. Higher costs than other development methodsExplanation
Job rotation is a development method that involves moving employees across different positions within an organization. Negative outcomes of job rotation include a short-term perspective of problems and solutions, motivation suffering due to insufficient time in one position to receive a challenging assignment, and reduced productivity in the rotating employee's home department. However, higher costs than other development methods is not a negative outcome of job rotation. This suggests that job rotation may actually be a cost-effective development method compared to other alternatives.Rate this question:
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- 19.
All of the following except _______ are personality characteristics of people likely to seek a mentor and be attractive as protégés.
- A.
Conscientiousness
- B.
Emotional stability
- C.
High need for power
- D.
Ability to adapt to a situation
Correct Answer
A. ConscientiousnessExplanation
The given answer, conscientiousness, is the only personality characteristic that is not likely to be sought after in a mentor or be attractive as a protégé. Conscientiousness refers to being organized, responsible, and dependable, which are qualities that are generally desirable in both mentors and protégés. On the other hand, emotional stability, a high need for power, and the ability to adapt to a situation are all characteristics that are likely to be sought after in a mentor or be attractive as a protégé.Rate this question:
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- 20.
The primary reason assessment centers are useful for development purposes is participants receive feedback on their strengths and weaknesses.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Assessment centers are useful for development purposes because they provide participants with valuable feedback on their strengths and weaknesses. This feedback allows individuals to gain a deeper understanding of their abilities and areas for improvement, which is crucial for personal and professional growth. By receiving this feedback, participants can make informed decisions about their development goals and take appropriate actions to enhance their skills and performance. Overall, assessment centers serve as effective tools for development by offering meaningful feedback that helps individuals identify their strengths and weaknesses.Rate this question:
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- 21.
An example of an internal pressure that affects organization’s training needs is _____________
- A.
The need to develop managers with a global perspective.
- B.
Failure to provide training.
- C.
Managing workforce diversity.
- D.
Basic skills training.
Correct Answer
D. Basic skills training.Explanation
An example of an internal pressure that affects an organization's training needs is the need to develop managers with a global perspective. This pressure arises from the increasing globalization of businesses and the need for managers to understand and navigate different cultures, markets, and business practices. By providing basic skills training, organizations can equip their managers with the necessary skills and knowledge to effectively operate in a global context.Rate this question:
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- 22.
The first step in the succession planning process is ___________
- A.
Develop the succession planning review.
- B.
Determine how employee potential will be measured
- C.
Identify the employees who are included in the plan.
- D.
Identify what positions are included in the plan.
Correct Answer
D. Identify what positions are included in the plan.Explanation
The first step in the succession planning process is to identify what positions are included in the plan. This is important because it helps to determine which roles within the organization are critical and require a succession plan. By identifying the positions, the organization can then focus on developing strategies to fill those positions with qualified individuals in the event of a vacancy. This step sets the foundation for the rest of the succession planning process.Rate this question:
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- 23.
Cross-cultural preparation
- A.
Should not include families, because they are not the company's responsibility.
- B.
Focuses on preparing the plant in the other country for a newcomer.
- C.
Should help to prepare the expatriate and his/her family for cultural differences.
- D.
Is not necessary for the overseas assignment if he/she is chosen carefully.
Correct Answer
C. Should help to prepare the expatriate and his/her family for cultural differences.Explanation
Cross-cultural preparation should help to prepare the expatriate and his/her family for cultural differences. This is because when an employee is sent to work in a foreign country, it is important for both the employee and their family to be aware of and prepared for the cultural differences they may encounter. This preparation can help the employee and their family adjust more easily to their new environment and avoid misunderstandings or conflicts. The company has a responsibility to support their employees and ensure their successful integration into the new culture, which includes providing cross-cultural preparation for both the employee and their family.Rate this question:
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- 24.
If an expatriate were assigned to ___________ the rigor of their pre-departure training should be highest for which of the following country assignments?
- A.
Vietnam
- B.
Canada
- C.
Scotland
- D.
France
Correct Answer
A. VietnamExplanation
The rigor of pre-departure training should be highest for an expatriate assigned to Vietnam because it is a country with a significantly different cultural and business environment compared to the other options. Vietnam has a unique history, language, and customs that may require expatriates to undergo extensive training to effectively navigate and succeed in their assignments. In contrast, Canada, Scotland, and France have cultural similarities and business practices that are more familiar to Western expatriates, making the need for rigorous training less necessary.Rate this question:
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- 25.
___________ is (are) an example of a high rigor training method.
- A.
Briefings employee's performance at all possible times during the day.
- B.
Role play
- C.
Videos.
- D.
Case studies
Correct Answer
B. Role playExplanation
Role play is an example of a high rigor training method because it involves actively engaging employees in simulated scenarios where they can practice and apply their skills in a realistic setting. This method allows employees to experience different situations and challenges that they may encounter in their work, helping them develop problem-solving abilities, decision-making skills, and effective communication. By immersing employees in role play exercises, they can gain hands-on experience and receive immediate feedback, making it a highly effective and rigorous training method.Rate this question:
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- 26.
Succession planning involves all except which of the following?
- A.
Requires senior management to systematically conduct a review of leadership talent in the company.
- B.
Assures that top-level management talent is available.
- C.
It identifies specific employee replacements for each managerial position within the company.
- D.
It provides a set of developmental experiences that managers must complete to be considered for top management positions.
Correct Answer
C. It identifies specific employee replacements for each managerial position within the company.Explanation
Succession planning involves various activities to ensure the availability of top-level management talent. It requires senior management to review leadership talent in the company, assures that top-level management talent is available, and provides developmental experiences for managers to be considered for top management positions. However, it does not specifically identify employee replacements for each managerial position within the company. This task is usually part of the recruitment and selection process, rather than succession planning.Rate this question:
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- 27.
Use of ___________ is growing due to their knowledge and lower cost.
- A.
Host-country nationals
- B.
Expatriates
- C.
Third-country nationals
- D.
Parent-country nationals
Correct Answer
A. Host-country nationalsExplanation
The use of host-country nationals is growing due to their knowledge and lower cost. Host-country nationals are individuals who are from the country where the company operates. They possess local knowledge, language proficiency, and cultural understanding, which can be valuable for the company's operations. Additionally, hiring host-country nationals can be cost-effective as they may require lower salaries and fewer expatriate benefits compared to hiring expatriates or parent-country nationals. Therefore, the increasing use of host-country nationals is driven by their expertise and cost advantages.Rate this question:
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- 28.
Which of the following is not associated with long-term success of diversity programs?
- A.
Managers are rewarded for progress toward diversity goals
- B.
Diversity goals are tied to business objectives
- C.
Diversity programs are evaluated in terms of productivity.
- D.
Employee feedback is collected and management responds to it
Correct Answer
C. Diversity programs are evaluated in terms of productivity.Explanation
Diversity programs are evaluated in terms of productivity is not associated with long-term success of diversity programs because solely evaluating diversity programs based on productivity does not capture the full impact and benefits of diversity. Long-term success of diversity programs requires a holistic approach that includes rewarding managers for progress, aligning diversity goals with business objectives, and collecting employee feedback with management responsiveness. Evaluating diversity programs solely based on productivity may overlook other important aspects such as inclusion, representation, and cultural competence, which are crucial for long-term success.Rate this question:
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- 29.
Employers are not required to make reasonable accommodation in a training program for a disabled employee if the employee does not request it.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Employers are not legally obligated to provide reasonable accommodation in a training program for a disabled employee unless the employee specifically requests it. This means that if the disabled employee does not ask for any accommodations, the employer is not required to make any adjustments or modifications to the training program. However, if the employee does request reasonable accommodation, the employer is then obligated to engage in an interactive process to determine the appropriate accommodations that can be made to ensure equal opportunity and access for the disabled employee.Rate this question:
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- 30.
Surveys of diversity training efforts have found all except _____
- A.
The most common area addressed is the pervasiveness of stereotypes, assumptions and biases.
- B.
Over 50% of respondents report programs have a long term effect.
- C.
Hree-fourths of respondents leave training with a positive attitude toward diversity.
- D.
Fewer than one-third of companies do a long-term evaluation.
Correct Answer
B. Over 50% of respondents report programs have a long term effect.Explanation
The given statement is not supported by the information provided in the question. The question states that "over 50% of respondents report programs have a long term effect," which means that more than 50% of respondents believe that diversity training programs have a long-term impact. Therefore, this statement cannot be the exception found in surveys of diversity training efforts.Rate this question:
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- 31.
Compared to other technology-based training methods, ___________ has the lowest level of transfer of training.
- A.
Distance learning
- B.
CD-ROM
- C.
Simulations
- D.
Intelligent tutoring
Correct Answer
A. Distance learningExplanation
Distance learning refers to a method of education where students and instructors are physically separated and communicate through technology. Compared to other technology-based training methods such as CD-ROM, simulations, and intelligent tutoring, distance learning has the lowest level of transfer of training. This means that learners may struggle to apply the knowledge and skills gained through distance learning to real-life situations. This could be due to the lack of hands-on experience, limited interaction with instructors, and the potential for distractions or lack of motivation in a remote learning environment.Rate this question:
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- 32.
Which of the following is not true for online learning?
- A.
Learners are equally satisfied with Web-based and classroom instruction.
- B.
E-learning is not effective for all learners.
- C.
Web-based learning is more effective than classroom instruction using similar methods.
- D.
Online instruction is better than classroom for teaching declarative knowledge.
Correct Answer
C. Web-based learning is more effective than classroom instruction using similar methods.Explanation
The given statement suggests that web-based learning is not more effective than classroom instruction using similar methods. This implies that there may be no significant difference in the effectiveness of web-based learning and classroom instruction when they employ similar teaching methods.Rate this question:
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- 33.
All of the following except ____________ are benefits of using technology in training.
- A.
Employees gain control over when and where they receive training.
- B.
Trainee travel costs are reduced
- C.
Coaching and mentoring are improved
- D.
Paperwork and administrative time are reduced
Correct Answer
C. Coaching and mentoring are improvedExplanation
The benefits of using technology in training include employees gaining control over when and where they receive training, reduced trainee travel costs, and reduced paperwork and administrative time. However, coaching and mentoring are not directly improved by the use of technology in training.Rate this question:
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- 34.
__________ is an interactive training experience in which a computer provides a stimulus, the trainee responds, and the computer analyzes responses and provides feedback.
- A.
An expert system
- B.
EPSS
- C.
An LMS
- D.
Computer-based training
Correct Answer
D. Computer-based trainingExplanation
Computer-based training is an interactive training experience in which a computer provides a stimulus, the trainee responds, and the computer analyzes responses and provides feedback. This form of training allows individuals to learn at their own pace and receive immediate feedback on their performance. It is a cost-effective and efficient way to deliver training materials and can be customized to meet the specific needs of the trainee.Rate this question:
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- 35.
Online learning is most effective for teaching _________
- A.
Complex analytical skills.
- B.
Conceptual skills.
- C.
Interpersonal skills.
- D.
Cognitive knowledge.
Correct Answer
D. Cognitive knowledge.Explanation
Online learning is most effective for teaching cognitive knowledge because it allows for the efficient delivery of information and resources. Online platforms provide a variety of multimedia tools, interactive activities, and self-paced learning modules that can enhance the acquisition and retention of cognitive knowledge. Additionally, online learning allows for personalized learning experiences, enabling learners to access and review content at their own pace and in their preferred learning style. This flexibility and accessibility make online learning an ideal method for teaching cognitive knowledge, which involves understanding and applying factual information, theories, and concepts.Rate this question:
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- 36.
All of the following except ____________ is a principle for designing e-learning.
- A.
Exercises are located in one, easily found location
- B.
Text is aligned closely to visuals
- C.
Key concepts are explained prior to the full process associated with the concepts
- D.
Exercises mimic the context of the job
Correct Answer
A. Exercises are located in one, easily found locationExplanation
The principle for designing e-learning is to ensure that exercises are not located in one, easily found location. This is because scattering exercises throughout the e-learning content helps to reinforce learning and prevent learners from simply memorizing the answers. It encourages learners to actively engage with the material and apply their knowledge in different contexts.Rate this question:
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- 37.
All of the following except _________ is a situation in which training support is most needed.
- A.
Employee turnover is low
- B.
Task performance is infrequent.
- C.
The consequences of error are damaging.
- D.
The task is lengthy, difficult and information intensive.
Correct Answer
A. Employee turnover is lowExplanation
When employee turnover is low, it means that employees are staying with the organization for a longer period of time. This implies that there is stability within the workforce and employees are likely to have developed a certain level of expertise and knowledge. Therefore, in this situation, training support may not be as necessary as compared to the other options provided.Rate this question:
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- 38.
Which of the following can be used both as a training tool and as a tool to improve work performance?
- A.
Webcasting
- B.
Expert systems and EPSS
- C.
Virtual reality
- D.
Multi-media training
Correct Answer
B. Expert systems and EPSSExplanation
Expert systems and EPSS (Electronic Performance Support Systems) can be used both as a training tool and as a tool to improve work performance. Expert systems are computer programs that use artificial intelligence to provide expert knowledge and advice in a specific domain, while EPSS are software applications that provide on-demand information and guidance to employees while they are performing their tasks. Both of these tools can be used to train employees by providing them with the necessary knowledge and guidance, as well as to improve their work performance by providing real-time support and assistance.Rate this question:
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- 39.
Blended learning has been found to be more effective than face-to-face instruction for motivating trainees to learn.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Blended learning, which combines online and in-person instruction, has been proven to be more effective than face-to-face instruction alone in motivating trainees to learn. This is because blended learning offers a more interactive and engaging learning experience, allowing trainees to access a variety of resources and engage in activities that cater to their individual learning styles and preferences. The combination of online and in-person components also provides flexibility and convenience, making it easier for trainees to access and engage with the material. Overall, the research supports the idea that blended learning is indeed more effective in motivating trainees to learn.Rate this question:
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- 40.
A(n) ______________ is a technology platform that can be used to automate administration, development and delivery of all of a company’s training programs.
- A.
Learning management system
- B.
Continuous learning organization
- C.
EPSS
- D.
Expert system
Correct Answer
A. Learning management systemExplanation
A learning management system is a technology platform that can automate the administration, development, and delivery of all of a company's training programs. It provides a centralized hub where organizations can create, manage, and track various learning activities, such as online courses, assessments, and certifications. This system streamlines the training process, making it more efficient and accessible for employees. It also allows organizations to monitor the progress and performance of learners, ensuring that they are acquiring the necessary knowledge and skills.Rate this question:
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- 41.
Cable installers learn how to correctly install cable and high-speed internet by crawling through two-story houses built inside a training center. This is an example of _______
- A.
Adventure learning.
- B.
O-J-T.
- C.
Simulations.
- D.
Virtual reality.
Correct Answer
C. Simulations.Explanation
The given scenario describes a training method where cable installers crawl through two-story houses built inside a training center to learn how to correctly install cable and high-speed internet. This method involves creating a simulated environment that replicates real-life situations, allowing trainees to practice their skills in a controlled setting. Therefore, the correct answer is simulations.Rate this question:
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- 42.
Which of the following training methods has the highest level of transfer of training and the lowest cost?
- A.
Role play
- B.
Action learning
- C.
Adventure learning
- D.
Self-directed learning
Correct Answer
B. Action learningExplanation
Action learning is a training method that involves solving real-life problems through group collaboration and reflection. This method has the highest level of transfer of training because it allows participants to directly apply their learning to practical situations. Additionally, action learning is cost-effective as it utilizes existing resources and encourages self-directed learning within the group. Compared to other methods like role play, adventure learning, and self-directed learning, action learning offers the best balance between transfer of training and cost efficiency.Rate this question:
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- 43.
Development time for self-directed learning is longer than for other types of training programs.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Self-directed learning refers to a process where individuals take responsibility for their own learning and set their own goals. Unlike other types of training programs where there may be a set curriculum and timeline, self-directed learning allows individuals to learn at their own pace and based on their own interests and needs. This freedom and flexibility can result in a longer development time as individuals may take more time to explore different resources, experiment with different learning methods, and reflect on their progress. Therefore, it is reasonable to conclude that development time for self-directed learning is longer than for other types of training programs.Rate this question:
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- 44.
All of the following are true regarding role play except ________
- A.
Outcomes depend upon the emotional reactions of other trainees.
- B.
Role play provide trainees with detailed situational information.
- C.
Debriefing is a critical part of role play.
- D.
Interpersonal responses are the major focus.
Correct Answer
B. Role play provide trainees with detailed situational information.Explanation
Role play does not provide trainees with detailed situational information. Role play is a training technique where participants act out a specific scenario or situation, often simulating real-life interactions. The purpose of role play is to allow participants to practice and improve their skills in a safe and controlled environment. It focuses on interpersonal responses and emotional reactions, and debriefing is an essential part of the process to provide feedback and reflection. However, role play does not provide detailed situational information; it is up to the participants to use their knowledge and skills to navigate the scenario.Rate this question:
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- 45.
Which of the following are components found in a typical behavior modeling session?
- A.
Presentation of the key behaviors, videotape of a model, practice opportunities, and a planning session
- B.
Videotape of a model, planning session, one-on-one coaching, and practice opportunities
- C.
Presentation of key behaviors, videotape of a model, participation in a case study group, and planning session
- D.
Lecture, videotape of a model, on-the-job coaching, and practice opportunities
Correct Answer
A. Presentation of the key behaviors, videotape of a model, practice opportunities, and a planning sessionExplanation
A typical behavior modeling session includes the presentation of the key behaviors, where the desired behaviors are explained and demonstrated. A videotape of a model is used to show how these behaviors are performed correctly. Practice opportunities are provided for the participants to practice and apply the behaviors they have learned. A planning session is included to help participants set goals and create a plan for implementing the behaviors in their own work. This combination of presentation, modeling, practice, and planning is effective in teaching and reinforcing desired behaviors.Rate this question:
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- 46.
The components of team learning are
- A.
Knowledge, attitude, and behavior.
- B.
Skills, abilities, and beliefs.
- C.
Summative, formative, evaluative.
- D.
Proactive, reactive, reflective.
Correct Answer
A. Knowledge, attitude, and behavior.Explanation
The components of team learning are knowledge, attitude, and behavior. These three elements are essential for effective team learning. Knowledge refers to the understanding and information that team members possess. Attitude represents the mindset and approach towards learning and collaboration. Behavior refers to the actions and interactions of team members. Together, these components contribute to a positive and productive team learning environment, where members share knowledge, have a positive attitude towards learning, and engage in behaviors that facilitate learning and collaboration.Rate this question:
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- 47.
Which of the following training methods is best for transfer of learning?
- A.
Self-directed learning
- B.
Behavior modeling
- C.
Role playing
- D.
Business games
Correct Answer
B. Behavior modelingExplanation
Behavior modeling is the best training method for transfer of learning because it involves observing and imitating desired behaviors. This method allows learners to see how a particular behavior is performed correctly and then practice it themselves. By providing a clear model to follow, behavior modeling helps learners acquire new skills and knowledge more effectively, and transfer them to real-life situations. It also promotes self-confidence and motivation, as learners can see the positive outcomes of the behavior modeled.Rate this question:
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- 48.
A statement of the basic components of O-J-T is: Tell, Show, Do, Review.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
The statement is true because O-J-T, which stands for on-the-job training, typically involves four main components. The first component is "Tell," where the trainee is provided with instructions and information about the task or skill they are learning. The second component is "Show," where the trainer demonstrates the task or skill to the trainee. The third component is "Do," where the trainee practices and performs the task or skill under the guidance of the trainer. Lastly, the fourth component is "Review," where the trainer provides feedback and evaluates the trainee's performance. These four components are commonly used in on-the-job training programs to ensure effective learning and skill development.Rate this question:
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- 49.
Which of the following is not true of business games? They ______
- A.
Primarily focus on strategic management and marketing.
- B.
Are primarily used for management skill development.
- C.
Include board games.
- D.
Require debriefing to be effective.
Correct Answer
A. Primarily focus on strategic management and marketing.Explanation
Business games primarily focus on strategic management and marketing. This means that the statement "They primarily focus on strategic management and marketing" is true, contradicting the question which asks for the answer that is not true. Therefore, the correct answer is "primarily focus on strategic management and marketing."Rate this question:
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- 50.
Which training method does not belong with the other three?
- A.
Experiential learning
- B.
Apprenticeships
- C.
Behavior modeling
- D.
Case studies
Correct Answer
A. Experiential learningExplanation
Experiential learning does not belong with the other three training methods because it focuses on hands-on experiences and learning through reflection and action. Apprenticeships, behavior modeling, and case studies all involve a more structured approach to learning, where individuals are guided and taught specific skills or knowledge. Experiential learning, on the other hand, emphasizes personal discovery and self-directed learning, allowing individuals to learn from their own experiences and make connections to real-world situations.Rate this question:
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