Chapter 7

Question 1

Lifelong Learning

Answer 1

A formal commitment to ensuring that employees have and develop the skill they need to be effective in their jobs today and in the future

Question 2

Training evaluation

Answer 2

Systematically collecting the information necessary to make effective decisions about adopting, improving, valuing, and continuing an instructional activity or set of activities

Question 3

Training Transfer

Answer 3

Effectively using what is learned in training back on the job

Question 4

Self-Management Strategies

Answer 4

Efforts to control one’s motivation, emotions, and decision-making to enhance the application of learned capabilities to the job

Question 5

Training Gamification

Answer 5

Applying gaming designs and concepts to training to make it more engaging for the learner and increase learning and performance outcomes

Question 6

Training

Answer 6

Formal and informal activities to improve competencies relevant to an employee’s or a work-group’s current job

Question 7

Learning Objective

Answer 7

Identifies desired learning outcomes

Question 8

Variable Socialization

Answer 8

Employees do not know when to expect to pass a different status level, and the timeline may be different across employees

Question 9

Individual Socialization

Answer 9

Newcomers are socialized individually as an apprenticeship

Question 10

Orientation

Answer 10

Training activities to help new hires fit in as organizational members

Question 11

Disjunctive Socialization

Answer 11

Newcomers are left alone to develop their own interpretations of the organization and situations they observe

Question 12

Development

Answer 12

Focuses on developing competencies that an employee or workgroup is expected to need in the future

Question 13

Divestiture Socialization

Answer 13

Tries to deny and strip away certain personal characteristics

Question 14

Informal Socialization

Answer 14

Unstructured, on-the-job socialization done by coworkers

Question 15

Sensory Modality

Answer 15

A system that interacts with the environment through one of the basic senses

Question 16

Visual

Answer 16

Learning by seeing

Question 17

Learning Style

Answer 17

How people differ in how we process information when problem solving or learning

Question 18

Serial Socialization

Answer 18

Accessible and supportive organizational members serve as role models and mentors

Question 19

Sequential Socialization

Answer 19

The degree to which socialization follows a specific sequence of steps

Question 20

Culture-Specific Cross-Cultural Training

Answer 20

Training that helps learners identify the most effective ways of working with people from a particular culture or country

Question 21

General Cross-Cultural Training

Answer 21

Training that helps learners better manage the uncertainty of working with globally diverse people

Question 22

Needs Assessment

Answer 22

The first step in establishing a training or development program; identification of what should be accomplished. It creates the foundation for effective training. The scope can be organizational, task, or person.

Question 23

Motivation to Transfer

Answer 23

The intention and the willingness to transfer any knowledge acquired in a training or development activity back to the work context

Question 24

On-The-Job

Answer 24

A training method in which an individual learns while performing responsibilities of the job; relies on both verbal and written instructions, observations, imitation, and practice

Question 25

Behavior

Answer 25

Level 3 of Kirkpatrick’s training evaluation model; measures the extent to which what is learned in training is used on the job

Question 26

Implementation

Answer 26

The fourth step in establishing a training or development program; sessions are scheduled, participants invited, instructors scheduled, materials prepared and delivered, and training conducted

Question 27

Classroom

Answer 27

A training method where training is conducted face-to-face with a trainer who is instructing an individual or a group of learners

Question 28

Design

Answer 28

The third step in establishing a training or development program; the training program developer, content, learning methods, materials, setting, and instructors are identified

Question 29

Investiture Socialization

Answer 29

Builds newcomers’ self confidence and reflects senior employees’ valuing of newcomers’ knowledge and personal characteristics

Question 30

Auditory

Answer 30

Learning by hearing

Question 31

Evaluation

Answer 31

The last step in establishing a training or development program; the sytematic collection of information necessary to make effective decisions about adopting, improving, valuing, and continuing an instructional activity or set of activities; measuring whether, or to what degree, training objectives were met

Question 32

Tactile

Answer 32

Learning by touching

Question 33

Kinesthetic

Answer 33

Learning by doing

Question 34

Virtual

Answer 34

A training method referring broadly to various online or computerized learning tools

Question 35

Learning

Answer 35

Level 2 of Kirkpatrick’s training evaluation model; measures change in participants’ knowledge, skills, behavior, or attitude due to the training

Question 36

Experiential

Answer 36

A training method involving role plays , action learning, and other techniques designed to give learners experience doing the desired task or behaviors, rather than just learning about them

Question 37

Learning Agility

Answer 37

The ability to learn from the experiences and to apply that knowledge to new and different situations

Question 38

Results

Answer 38

Level 4 of Kirkpatrick’s training evaluation model; measures the business impact of the trainees’ new knowledge and behaviors

Question 39

Reaction

Answer 39

Level 1 of Kirkpatrick’s training evaluation model; measures how participants felt about the learning or training experience