Deck A-F

Question 1

AAR
first developed and used in the military to focus on performance improvement and allow individuals to learn for themselves what happened, why, and how to improve performance.

Answer 1

AAR (After Action Review)

Question 2

A……. L……THEORY
a theory that encompasses the collective theories and principles of how adults learn and acquire knowledge. Popularized by Malcolm Knowles, it provides the foundation that WPL professionals need to meet workplace learning needs.

Answer 2

Adult Learning Theory

Question 3

A………….LEARNING
What type of learning results in long-term retention by the learner. This isaccomplished by honoring the different learning preferences of each individual learner and using experiential learning exercises (such as roleplays, mnemonics, props, and music).

Answer 3

Accelerated Learning

Question 4

A……………..

the specific outputs a performer is asked to achieve.

Answer 4

Accomplishments

Question 5

A…………Research and Learning

A process whereby research or fact-finding precedes action and follows it. The thought process looks something like this: factfinding,action, fact-finding, action, and so on. The action research processtakes shape as understanding increases. The process remains focused onthe desired state and how each systemic element needs to change

Answer 5

Action Research and learning

Question 6

A…………TRAINING
What type of training ensures that participantsare actively involved in the process. examples of include group discussions, games, simulations, and role plays.

Answer 6

Active Training

Question 7

A……………DIAGRAM OR MAPS
A diagram or map that gathers large amounts of ideas, organize these ideas into logical groupings based on the natural relationships between items, and define groups of items. The outcomes of xxxxxxx are large groups of ideas that are grouped into related clusters of ideas, each with a clear title, and with the relationship amongthe clusters clearly drawn. (See also Interrelationship Digraph.)

Answer 7

Affinity Diagrams or Affinity Maps

Question 8

A…………………..

the breaking up and examining of parts of a whole. In workplace learning and performance,

Answer 8

Anaylysis

Question 9

G…………ANALYSIS

analysis that identifies the discrepancy between the desired and actual knowledge, skills, and performance.

Answer 9

Gap Analysis

Question 10

R……………C………………. ANALYSIS

Analysis that identifies the true cause(s) of the gap between desired and actual knowledge, skills, and performance.

Answer 10

Root Cause Analysis

Question 11

N………… ANALYSIS

analysis of collecting and synthesizing data to identify how training can help an organization reach its goals

Answer 11

Needs Analysis

Question 12

T……………ANALYSIS

analysis that identifies the specific steps to correctly perform a task.

Answer 12

Task Analysis

Question 13

A……………..
is the adult learning theory popularized by Malcolm Knowles, based on five key principles that influence how adults learn: self-concept, prior experience, readiness to learn, orientation to learning, and motivation to learn

Answer 13

Andragogy

Question 14

AI
A theory that approaches large-scale organizational change that involves the analysis of positive and successful (rather than negative or failing) operations. The AI 4-D cycle (discovery, dream, design, destiny) includes identifying areas for improvement, analyzing previous successes, searching for solutions, and developing an action plan.

Answer 14

Appreciative Inquiry (AI) Theory

Question 15

ASTD …. MODEL
What model is a results-based, systematic process used to identify performance problems, analyze root causes, select and designinterventions, manage interventions in the workplace, measure results, and continually improve performance within an organization.

Answer 15

ASTD HPI Model

Question 16

A………………….. CENTER
A type of center that is a catch-all term that includes a variety of exercises, including oral exercises, counseling simulations, problem analysis exercises, interview simulations, role-play exercises, written report or analysis exercises, and group exercises.

Answer 16

Assessment Center

Question 17

A…………………. TRAINING OR LEARNING Learning or training that refers to a scenario that does not require the trainer and the learner to participate at the same time or in the same location; email or threaded discussions are two examples.

Answer 17

Asynchronous Training or Learning

Question 18

A…………. ANALYSIS
an analysis that is conducted to understand thetarget population, demographics, and other relevant information prior to job analysis, training, or other intervention

Answer 18

Audience Analysis

Question 19

A……………TOOLS
What types of tools are special software programs (including Macromedia Authorware) that allow a content expert to interact with the computer in everyday language to help develop CBT courseware.

Answer 19

Authoring Tools

Question 20

B……………..S……………..APPROACH
What approach is a model for measuring effectiveness through four perspectives: the customer perspective, the innovation and learning perspective, the internal business perspective, and the financial perspective.

Answer 20

Balanced Scorecard Approach

Question 21

B………..C……………. COUNSELING

Counseling that is aa scientifically precise approach to career decision-making that leverages concepts from psychology.

Answer 21

Behavioral Career Counseling

Question 22

B…………….

B.F. Skinner and applies to psychology focused on observable and measurable behavioral change.

Answer 22

Behaviorism

Question 23

B…………PRACTICES

Practices that are techniques that are believed to constitute a paradigm of excellence in a particular field.

Answer 23

Best Practices

Question 24

B………………… LEARNING
Learning type that describes the practice of using several media in one curriculum. It typically refers to the combination of classroom instructionand any type of training that includes self-directed use of online capabilities.

Answer 24

Blended Learning

Question 25

B………………
developed the three learning outcomes based on three domains: cognitive (knowledge), psychomotor (skills), and affective (attitude); sometimes referred to as KSAs.

Answer 25

Bloom, Benjamin/Taxonomy of Learning

Question 26

B…………….

group process for generating ideas in an uninhibited manner.

Answer 26

Brainstorming

Question 27

B…………. ANALYSIS

the analysis of identifying and clarifying primary organizational goals, targets, or needs

Answer 27

Business Analysis

Question 28

B………….. AWARENESS
Awareness that refers to how the organization might affect its own industry, knowledge of potential changes, awareness and consideration of important changes, and access to and strategic involvement with top management.

Answer 28

Business Awareness

Question 29

B…………..I………….. TOOLS

the tools and systems that play a role in strategic planning and help organizations make decisions.

Answer 29

Business Intelligence (BI) Tools

Question 30

B……………. PROCESS
Process that shows how people, materials, methods, machines, and the environment combine to add value to a product or service. Everything that gets done is a part of the process—how the work gets done, roles and responsibilities, and resources and systems.

Answer 30

Business Process

Question 31

B………….. P…………..ANALYSIS
that is a structured method of documenting business rules and functions to uncover hidden inefficiencies that highlight strengths that could be streamlined or leveraged to increase productivity.

Answer 31

Business Process Analysis

Question 32

C……………..of A…………. as L………………
CAL

Patricia Coss she describes some differences between adults and children so that alternative teaching strategies could be developed. She incorporated some assumptions of andragogy into the CAL framework as a means for thinking about the ever- changing adult in terms of developmental stages.

Answer 32

CAL (Characteristics of Adults as Learners)

Question 33

C……………..ADVISING

Advising that is the professional guidance and recommendations employees can use to make good career decisions.

Answer 33

Career Advising

Question 34

C…………….DEVELOPMENT
Development that is a planned process of interaction between an organization and an individual that allows the employee to grow within an organization.

Answer 34

Career Development

Question 35

C………….. PROFILE

Profile that is a summary statement that highlights a person’s work history and skills and competencies.

Answer 35

Career Profile

Question 36

C………. STUDY

an example of a learning method in which a real or fictitious situation is presented for analysis and problem solving

Answer 36

Case Study

Question 37

C………….and E………… ANSLYSIS
analysis that reveals that the root cause of problems can originate far from where the problem is taking place in the organization.

Answer 37

Cause-and-Effect Analysis

Question 38

3 letter acronym starts with C

TRAINING Training encompasses the use of computers in both instruction and management of the training and learning process.

Answer 38

CBT (Computer-Based Training)

Question 39

C……….

the study of how simple systems can generate complicated behavior.

Answer 39

Chaos

Question 40

C………..and C………….THEORY

a theory that is applied to organization development in an attempt to find order in the organizational environment.

Answer 40

Chaos and Complexity Theory

Question 41

C…………
a discrete portion of content, often consisting of several learning objects grouped together as a way to improve learner comprehension and retention. A trainer should break down and group, or XXXXX, larger pieces of information into smaller, easier-to-process groupings.

Answer 41

Chunk

Question 42

C………..

the machine where a learner is working through the e-learning instruction.

Answer 42

Client

Question 43

C…………….E………… QUESTIONS
help to check for understanding or to test for consensus. These are sometimes preferable to open-ended questions to limit information.

Answer 43

Close ended or direct questions

Question 44

XXXXXXXXX SYSTEM 3 LETTER ACRONYM

is a computer software system for organizing and facilitating collaborative creation of documents and other content.

Answer 44

CMS Content Management System

Question 45

XXXXXXXXX SYSTEM 3 LETTER ACRONYM
frequently a web application used for managing websites and web content, though in many cases,xxxxxxxxx require special client software for editing and constructing articles.

Answer 45

CMS

Question 46

C……………….
process in which a more experienced person, or a xxxxxx, provides a worker or workers with constructive advice and feedback with the goal of improving performance

Answer 46

Coaching

Question 47

C…………
a device used for videoteleconferencing. A camera’s video signal is fed to an electronic box called a xxxxxx. The xxxxconverts the audiovisual signals into digital information. The information is then sent, over high-capacity phone lines, to remote sites. After remote sites have received the digital information, the codec at each site converts the digital signal back to a signal that can be displayed on a television monitor.

Answer 47

CODEC, (short for coder/decoder

Question 48

C…………..

attitudes, emotions, beliefs, or values.

Answer 48

Cognitions

Question 49

C………….D……………….. THEORY
That that contradicting cognitions exist, this conflict serves as a driving force that compels the human mind to acquire or invent new thoughts or beliefs, or to modify existing beliefs so as to minimize the amount of dissonance between cognitions.

Answer 49

Cognitive Dissonance Theory

Question 50

C....................
the tell approach to learning, based on the theory that learning occurs through exposure to logically presented information, usually involving lecture. It can also include diagrams, videos, films, panels, class presentations, interviews with SMEs, readings, debates, and class studies.

Answer 50

Cognitivism

Question 51

C…………. LADDER

team model with the following stages: polite stage, purpose, bid for power, performance progress, and synergy.

Answer 51

Cog’s Ladder

Question 52

C…………..Ladder

polite stage, purpose, bid for power, performance progress, and synergy.

Answer 52

5 stages of C…………. ladder

Question 53

C………….. LEARNING
type of learning in which learners and instructors share the responsibility for learning and work together to determine how the session should progress.

Answer 53

Collaborative Learning

Question 54

C…………….. LEARNING SOFTWARE
Software that includes email, computer networks, whiteboards, bulletin board systems, chat rooms, and online presentation tools, offers a way to familiarize learners with new expectations and experiences. These technologies play an important role in the expansion of e-learning and in collaborating on projects, sharing information, and communicating.

Answer 54

Collaborative Learning Software

Question 55

COMMUNITY OF P………….
a type of community who share a common interest in an area of competence and are willing to share the experiences of their practice.

Answer 55

.Community of Practice

Question 56

C………….. B…………… LEARNING
Learning method that focuses on the learner, with heavy emphasis on individual learning plans. Features of competency-based learning are occupational analysis of competencies required for successful performance, validation of competencies, learner awareness of criteria and conditions for adequate or excellent performance, and planning for individual instruction and evaluation for each competency.

Answer 56

Competency-Based Learning

Question 57

C………………..

the study of how complicated systems generate simple behavior.

Answer 57

Complexity

Question 58

C……………SYSTEMS
systems that have details, whose role in the larger system cannot be understood fully by examining them apart from the system. By carefully studying the whole system, patterns can be identified.

Answer 58

Complex Systems

Question 59

C…………… VALIDITY
the extent to which an instrument agrees with the results of other instruments administered at approximately the same time to measure the same characteristics.

Answer 59

Concurrent validity

Question 60

C…………….INTERVAL

the interval where something is expected to be.

Answer 60

Confidence Interval

Question 61

C………….. VARIABLE

a variable that is unknown or uncontrolled that produces an effect in an experimental setting.

Answer 61

Confounding Variable

Question 62

C…………. EVALUATION
An evaluation that provides the intermediate and long-term information to demonstrate that the desired future state is occurring. Continuing results are measured against expected results.

Answer 62

Confirmative Evaluation

Question 63

C………….. ANALYSIS or R……………Analysis
that reviews the human resources (including subject matter experts) needed for proposed interventions to determine if the skills required for the intervention(s) are available in house or if an external vendor may need to be procured. It also identifies the physical resources, systems, and equipment to support implementation of the intervention(s) and the availability of required facilities.

Answer 63

Constraints Analysis or Resource Analysis

Question 64

C……………… VARIABLE

a variable whose quantification can be broken down into extremely small units (for example, time, speed, distance).

Answer 64

Continuous Variable

Question 65

C………………. GROUP
a Grooup of participants in an experiment that is equal in all ways to the experimental group except for having received the experimental treatment (for example, a group of performers who have undergone training versus a group that has not).

Answer 65

Control Group

Question 67

C…………of R………………
Mpertains to adult participation in learning and delineates some common elements of earlier participation models for the model

Answer 67

COR Chain of Response

Question 68

C…………of R………………
Motivation to participate is the result of a person’s perception of both positive and negative forces, certain personality typesare difficult to attract to education because of low self-esteem, there is congruence between participation and anticipated learning outcomes, higher-order needs for achievement and self-actualization can’t be fulfilleduntil lower-order needs for security and safety are met, and expectations of reward are important to motivation.

Answer 68

COR Chain of Response

Question 69

C…………….
.a measure of the relationship between two or more variables; if one changes, the other is likely to make a corresponding change.

Answer 69

Correlation

Question 70

C………..B…………..ANALYSIS
type ofROI analysis used to prove that an intervention either paid for itself or generated more financial benefit than costs.

Answer 70

Cost-Benefit Analysis

Question 71

C………………..

helps people evaluate their behaviors and discover and learn more productive behavior patterns.

Answer 71

Counseling

Question 72

C…………….

multiple dependent variables in a study with multiple independent variables.

Answer 72

Covariates

Question 73

C………………REFERENCE
reference type that is an objective evaluation that focuses on assessing, analyzing, and reporting what learners have achieved based on the combination of performance standards and program objectives.

Answer 73

Criterion Reference

Question 74

C………………VALIDITY
the extent to which the assessment can predict or agree with external constructs. xxxxxxxxxx is determined by looking at the correlation between the instrument and the criterion measure.

Answer 74

Criterion Validity

Question 75

D……………. COLLECTION
Type of collection of all facts, figures, statistics, and other information that are used for various types of analyses and assessments. Some examples of data-collection methods or tools are examinations of in-house or external written sources, questionnaires, interviews, and observation of trainees or jobholders

Answer 75

Data Collection

Question 76

D………….. MART
a type of mart that is a specialized version of a data warehouse that provides insight into operational data, such as trends that enable management to make strategic decisions.

Answer 76

Data Mart

Question 77

C…………of R………………YMpertains to adult participation in learning and delineates some common elements of earlier participation models for the model

Answer 77

COR Chain of Response

Question 78

D…………….

any method of transferring content to learners, including instructor-led training, WBT, CD-ROM, and books.

Answer 78

Delivery

Question 79

………VARIABLE
The…………… variable’s outcome depends on the independent variable and covariates. Frequently thought of as the “outcome,” or treatment variable.

Answer 79

Dependent Variable

Question 80

D……………..
a factor that training cannot improve, referring to the fact thatthe performer may be perfectly capable of carrying out the task, but simply is not motivated to do so.

Answer 80

Desire

Question 81

D……….
learning or other types of activities that prepare a person for additional job responsibilities and enable him or her to gain knowledge or skills. It may also refer to the creation of training materials or courses. (See also ADDIE.)

Answer 81

Development

Question 82

D……………… FEEDBACK
feedback that focuses on the future and is designed to raise performance or prepare the person for the next level of effort.

Answer 82

Developmental Feedback

Question 83

D…………….. VARIABLE
a variable that falls into one of two possible classifications (for example, gender [male or female]). An artificially dichotomous variable is imposed for classification purposes (for example, age classified as retired [>65] or not retired [

Answer 83

Dichotomous Variable

Question 84

D…. PERSONALITY PROFILE
A profile type thatuses a four-dimensional model in an assessment, inventory, and survey format, based on the work of William Molton Marston.

Answer 84

DiSC Personality Profile

Question 85

D………………. LEARNING

type of learning that teaches participants by having them actively engage in the activity to learn it.

Answer 85

Discovery Learning

Question 86

D…….. VARIABLE
a variable in which the units are in whole numbers, or“xxxxxx” units (for example, number of children, number of defects).

Answer 86

Discrete Variable

Question 87

D………………….
refers to an individual who realizes that what is gone is gone. Although this worker is able to move on, he or she may becomenegative and angry. Once the emotion has been vented, the employer usually finds it is a mask for one of the other stages of response to change. Characteristics of this stage include anger, negativity, and support seeking.

Answer 87

Disenchantment

Question 88

D………………

occurs when an individual reacts to change by appearing to lose interest and initiative.

Answer 88

Disengagement

Question 89

D……………

refers to an employee who feels that he or she has lost his or her identity and has become vulnerable.

Answer 89

Disidentification

Question 90

D………….. INDIVIDUALS
individuals are lost and confused. They do not know where they fit in or what they feel. These employees spend their time determining what should be done instead of how to do it. They do not know the priorities or the direction of the organization.

Answer 90

Disoriented individuals

Question 91

D……………LEARNING
instructor and students are separated by time, location, or both. Education or training courses are delivered to remote locations via synchronous or asynchronous means of instruction.

Answer 91

Distance Learning

Question 92

D……………L………LEARNING
focuses on fundamental change of thinking patterns and behaviors. Learning type that reframes or changes the context. focuses on fundamental change of thinking patterns and behaviors

Answer 92

Double-Loop Learning

Question 93

E……C………..M………….. MANAGEMENT 3 LETTER ACRONYM
a widely recognized IT term for software that enables organizations to create/capture, manage/secure, store/retain/destroy, publish/distribute, search, personalize, and present/view/print digital content.

Answer 93

ECM (Enterprise Content Management)

Question 94

Career A…………. THEORY
Theory developed by Edgar Shcein at MIT. Determines how careers in management developed and how well individuals faired with their employers.

Answer 94

Edgar Schein’s Career Anchors Theory

Question 95

4 LETTER ACRONYM E….
A commission that creates regulations that govern hiring, promoting, and discharging employees. These regulations also cover training situations.

Answer 95

EEOC (Equal Employment Opportunity Commission)

Question 96

E………… SIZE
A type of size.. a way of quantifying the difference, using standard deviation, between two groups. For example, if one group (the treatment group) has had an experimental treatment and the other (the control group) has not, the xxxxxe is a measure of the effectiveness between the two groups.

Answer 96

Effect Size

Question 97

E……………..
.a term covering a wide set of applications and processes, such as web-based learning, computer-based learning, virtual classrooms, and digital collaboration. Delivery of content may take place via the

Answer 97

E-Learning

Question 98

EP..

4 LETTER ACRONYM a computer application that’s linked directly to another application to train or guide workers through completing a task in the target application. More generally, it’s a computer or other device that gives workers information or resources to help them accomplish a task or achieve performance requirements.These systems deliver information on the job, just in time, and with minimum staff support.

Answer 98

EPSS (Electronic Performance Support System)

Question 99

E…………. INTELLIGENCE
A type of intelligence it is an “eighth intelligence” based on Gardner’s multiple intelligence theory, developed by Goleman. which suggests an ability to accurately identify and understand one’s own emotional reactions and those of others and is related to personal qualities, such as self-confidence and motivation. The

Answer 99

Emotional Intelligence

Question 100

E…………. OJECTIVES
also called supporting objectives, support terminal objectives by breaking them down into more manageable chunks. xxxxxxobjectives are the building blocks that provide additional concepts or skills needed to meet a terminal objective

Answer 100

Enabling Objectives

Question 101

E………….ANALYSIS
An analysis that helps establish a strategic plan for HRD programs and helps practitioners determine organizational strengths and weaknesses (internal) and opportunities and threats (external).

Answer 101

Environmental Analysis

Question 102

E………….. FACTORS
factors that affect performance include lack of resources, such as tools, equipment, furniture, hardware and software, and inappropriate physical conditions, such as lack of light, excess heat or cold, inadequate ventilation, and so forth.

Answer 102

Environmental Factors

Question 103

E…………. THEORY
a theory that focuses on employees’ perceptions concerning the fairness of their work outcomes relative to their work inputs.

Answer 103

Equity Theory

Question 104

E……………
.a multilevel, systematic method for gathering information about the effectiveness and effect of training programs. Results of the measurements can be used to improve the offering, determine whether the learning objectives have been achieved, and assess the value of the training to the organization.

Answer 104

Evaluation

Question 105

5 LETTER BESSIE ACRONYM

What are Donald Kirkpatrick’s four stages of evaluation and Jack Phillips’ fifth level of evaluation

Answer 105

1. Reaction2.Learning3.Behavior4. Results5. ROI

Question 106

D…………….any method of transferring content to learners, including instructor-led training, WBT, CD-ROM, and books.

Answer 106

Delivery

Question 107

L………..G
Kirkpatrick Level 2 determines whether the participants actually learned what was intended for them to learn as a result of a training session. It measures the participant’s acquisition of cognitive knowledge or behavioral skills.

Answer 107

Learning

Question 108

B………r

Kirkpatrick Level 3 focuses on the degree to which training participants are able to transfer their learning to their workplace behaviors.

Answer 108

Behavior

Question 109

R…….ts

Kirkpatrick Level 4 last of Kirkpatrick’s levels and moves beyond the training participant to assess the effect of the learning on organizational performance.

Answer 109

Results

Question 110

R ..

Philip’s Level 5 is a higher level of evaluation that compares the monetary benefits of training programs with program costs, usually presented as a percentage or benefit- and-cost ratio. Level 5 evaluation is not part of the Kirkpatrickmodel, but was developed by Jack Phillips.

Answer 110

ROI

Question 111

E…………. FEEDBACK
feedback that focuses on the past and is designed to grade performance such as in a formal performance-appraisal process.

Answer 111

Evaluative Feedback

Question 112

E………. ADJUSTMENT TRAINING

Training thatly takes place before an employee and his or her family depart for an assignment in a foreign country.

Answer 112

Expatriate Adjustment Training

Question 113

E………………. THEORY
Theory that states that people are motivated to work toward rewards that they want and that they believe they have a reasonable chance of obtaining.

Answer 113

Expectancy Theory

Question 114

E……….. CENTERED
cognitivism-based theory of instruction focused on the learner’s experience during instruction and production of fresh insights.

Answer 114

Experience-Centered

Question 115

E…………….. LEARNING
Learning that occurs when a learner participates in an activity, reviews the activity, identifies useful knowledge or skills that were gained, and transfers the result to the workplace

Answer 115

Experiential Learning

Question 116

E……………..LEARNING ACTIVITIES 3 LETTER ACRONYM
type of learning activities that stress experience and reflection and use an inductive learning process that takes the learner through five stages: experiencing, publishing, processing, generalizing, and applying.

Answer 116

Experiential Learning Activities (ELAs)

Question 117

E……………..DESIGN
a type of design that organizes an experiment properly to ensure that the right type of data, and enough of it, is available to answer questions of interest as clearly and efficiently as possible.

Answer 117

Experimental Design

Question 118

E…………….. KNOWLEDGE

a type of knowledge includes information that has been documented or can be shared with someone.

Answer 118

Explicit knowledge

Question 119

E…………….. VARIABLES

Variables that are undesirable and influence the relationship between variables an evaluator is examining.

Answer 119

Extraneous Variables

Question 120

E…………….. DATA
Data type that comprises existing records, reports, and data that may be available inside or outside the organization. Examples include job descriptions, competency models, benchmarking reports, annual reports, financial statements, strategic plans, mission statements, staffing statistics, climate surveys, 360-degree feedback, performance appraisals, grievances, turnover rates, absenteeism, suggestion box feedback, accident statistics, and so forth.

Answer 120

Extant Data

Question 121

B………r
Kirkpatrick Level 3 focuses on the degree to which training participants are able to transfer their learning to their workplace behaviors.

Answer 121

Behavior

Question 122

F……………
refers to the role of the WLP professional who guides or makes learning easier, both in content and in application of the content to the job.

Answer 122

Facilitation

Question 123

F……………
a lack of bias, equitable treatment in the testing process, equality of outcomes of testing, and an equal opportunity to learn.

Answer 123

Fairness

Question 124

F……………
advice or information given from one person to another about how useful or successful an event, process, or action is. XXXXXX is given to participants after training regarding their progress, which helps with retention and behavior.

Answer 124

Feedback

Question 125

F……………DATABASE

a database in which all data is contained in one table.

Answer 125

Flat File Database

Question 126

F…………..rMANAGEMENT MODEL
model in which the line of authority flows from the top to the lower levels of the organization. On each level, managers have authority over their areas (for example, credit and HR managers) and subordinates, who, in turn, have authority over others, and so on. Every employee reports to a single immediate superior.

Answer 126

Flat Management Model

Question 127

F……………ANALYSIS
Analysis type developed by Kurt Lewin to assess two types of forces related to introducing change in organizations: driving and restraining. Driving forces are those that help implement the change, whereas restraining forces are those that will get in the way of the change.

Answer 127

Forcefield Analysis

Question 128

F…………… EVALUATION
Evaluation type thatbegins with performance analysis—questioning whether the methods used are best for this effort, the right people are involved, the right data analysis tools are used, and so on.

Answer 128

Formative Evaluation

Question 129

F…………… CYCLE

the approach used in appreciative inquiry consisting of four phases: discovery, dream, design, destiny.

Answer 129

4-D Cycle

Question 130

F…………… DISTRIBUTION

the actual number of observations falling in each range or the percentage of observations. Hint: Distributions

Answer 130

Frequency Distributions

Question 131

F…………… CONTEXT LEARNING or C………..BASED LEARNING
describes training that relates to actual job circumstances because training is successful only when learners can carry out learned tasks at their actual workstations. For example, a learner may be able to diagnose a mechanical problem and perform a series of repair steps in a logical, timely way during the training course. But if actual work conditions are noisy and chaotic, those conditions may need to be simulated during training.

Answer 131

Functional Context or Competency Based Learning

Question 132

A……….ASSUMPTIONS
What assumptions did Patricia Coss incorporate into the CAL framework as a means for thinking about the ever- changing adult in terms of developmental stages.

Answer 132

Andragogy Assumptions

Question 133

P…………….. CORRELATION

What type of correlation moves the variables in the same direction i

Answer 133

Positive Correlation

Question 134

N…………….CORRELATION

What type of correlation moves the variables in the same direction in opposite directions

Answer 134

Negative Correlation

Question 135

F……………a lack of bias, equitable treatment in the testing process, equality of outcomes of testing, and an equal opportunity to learn.

Answer 135

Fairness