Deck 27: Encouraging a Learning Environment and Developing Employees

Question 1

Which of the following is likely to be an indicator of individual employee and/or team training needs, rather than of leader-manager training needs?

A) Higher-than-average numbers of resignations
B) Excessive customer complaints
C) Excessive overtime
D) Poor employee morale
E) Higher-than-average numbers of dismissals

Answer 1

B

Question 2

Remedial training in literacy, maths and reading comprehension is an example of:

A) awareness training.
B) executive development training.
C) induction training.
D) basic skills training.
E) product knowledge training.

Answer 2

D

Question 3

An employee who continually injures themselves at work most likely requires:

A) awareness training.
B) customer service training.
C) occupational safety and compliance training.
D) IT training.
E) quality, competition and business practices training.

Answer 3

C

Question 4

One significant advantage of off-the-job training is that it:

A) is cheaper than on-the-job training.
B) allows people to learn and make mistakes in a safe environment.
C) is more hands-on than on-the-job training.
D) is provided by more experienced professionals than can be found in the workplace.
E) All of these responses are correct.

Question 5

Which of the following types of knowledge could be considered to be intellectual capital?

A) Knowledge of competitors
B) Technical knowledge
C) Knowledge of customers
D) Knowledge of suppliers
E) All of these responses are correct.

Question 6

The final step in the action learning process is to:

A) test actions in the workplace.
B) establish an action plan.
C) provide feedback on the process and review the process learnings.
D) review the results and apply knowledge insights and other learnings.
E) identify possible options.

Question 7

Choose the correct order of events in the learning cycle:

A) Observe, reflect → generalise, conclude → apply → act
B) Observe, reflect → apply → act → generalise, conclude
C) Act → generalise, conclude → observe, reflect → apply
D) Act → observe, reflect → apply → generalise, conclude
E) Act → observe, reflect → generalise, conclude → apply

Question 8

When you make a mistake, the best thing you can do is:

A) analyse what went wrong and decide what corrective action to take.
B) when it is appropriate, explain where you went wrong.
C) explain how you have rectified what went wrong.
D) explain what you intend to do to make sure it does not happen again.
E) All of these responses are correct.

Question 9

The main advantage of in-house training programs is that they:

A) are generally less costly per person.
B) can be specifically designed to meet the organisation's learning goals.
C) can be specifically designed to support the organisation's culture.
D) can be specifically designed to support the organisation's strategy and values.
E) All of these responses are correct.

Question 10

While successes make better learning opportunities than mistakes, some of a person's most important and insightful learning is more likely to come from failures than from successes, provided they work out what went wrong.

Question 11

Which of the following is a mode of training in which an employee can learn on their own rather than from someone else?

A) Coaching
B) Mentoring
C) Shadowing
D) e-learning
E) Peer assistance programs

Question 12

Where people have the opportunity to think over and adjust their assumptions, beliefs and/or guiding principles based on their results, this is known as:

A) single-loop learning.
B) double-loop learning.
C) triple-loop learning.
D) multi-loop learning.
E) cyclical-loop learning.

Question 13

Which one of the following is not an example of off-the-job training?

A) In-house seminar
B) External course
C) Training programs offered and run by professional bodies
D) Self-paced online learning
E) Being delegated the duties of a higher position

Question 14

The most effective way to deliver self-paced learning and e-learning is to:

A) provide a list of self-paced learning and e-learning programs to employees and allow them time to train themselves.
B) direct workers to undertake certain learning and e-learning programs at their own pace and in their own time.
C) integrate them into the organisation's broader learning and performance support activities.
D) make it the responsibility of managers to ensure that their team members are regularly undertaking at least some self-paced learning or e-learning.
E) None of these responses are correct.

Question 15

Which one of the following is not an example of learning by doing?

A) Acting in higher positions
B) Becoming a committee member
C) Rotating through different positions
D) Secondments to other areas of an organisation
E) Observing other workers on the job

Question 16

Making a commitment to upgrading your skills so that, by the end of the year, you can competently use all three of your organisation's databases is an example of:

A) a strategic goal.
B) a learning and development goal.
C) a performance improvement plan.
D) a performance review.
E) None of these responses are correct.

Question 17

A type of learning activity which fails to deliver the interaction and collaboration that traditional training offers, which often quickly becomes outdated and which is not suitable for people who need individual attention and support is:

A) e-training.
B) blended learning.
C) coaching.
D) external classroom-based courses.
E) team-building workshops.

Question 18

Which one of the following is an example of an experiential learning activity?

A) A lecture
B) An instructional video
C) A simulation
D) A group discussion
E) Reading an instruction manual

Question 19

Which of the following is not likely to be an indicator of employee satisfaction or dissatisfaction?

A) Absenteeism
B) Engagement
C) Retention
D) Productivity
E) All of the above responses

Question 20

Tools such as the 360-degree review and psychological tests to identify employees' strengths and weaknesses and pinpoint learning and development needs would be most likely to be used by:

A) generalist coaches.
B) specialist coaches.
C) mentors.
D) instructors.
E) counsellors.

Question 21

The most scientifically reliable method for determining whether a learning and development activity has directly contributed to improving learners' performance is to:

A) ask learners if it has been effective.
B) ask learners how they are applying what they have learnt and what results they have achieved.
C) measure learners' performance after the training and compare it with their performance before the training.
D) compare the performance results of a group of employees who were trained with those of another group who were not trained (i.e. a control group).
E) observe learners to see if their performance has improved.

Question 22

Skilful questioning based on the 'tell me more' approach, which invites people to consider the accuracy and completeness of their thinking and explore the implications of their positions, is known as:

A) gap analysis.
B) constructive questioning.
C) the overuse-appropriate use-underuse approach.
D) closed questioning.
E) Socratic questioning.

Question 23

The point after which training has covered its costs is known as the:

A) break-even point.
B) payback period.
C) point at which there starts to be a financially negative return on the investment in training.
D) point at which there starts to be a financially positive return on the investment in training.
E) productivity point.

Question 24

According to the Honey and Mumford learning style model, a person who thinks about what they have learnt before applying that learning is:

A) an activist.
B) a pragmatist.
C) a reflector.
D) a theorist.
E) a responder.

Question 25

Choose the best answer. When preparing a job breakdown, you need to determine:

A) the stages of the job.
B) the key points of the job.
C) the stages and key points of the job.
D) the stages and key points of the job, and list any tools or materials needed to do the task at the top of the job breakdown.
E) the stages and key points of the job, list any tools or materials needed to do the task at the top of the job breakdown, and list the measures of success, or results, that learners are aiming for at the bottom of the breakdown.

Question 26

Choose the best answer. Learners learn most effectively when they learn:

A) passively.
B) from trial and error.
C) actively.
D) under guidance.
E) actively and under guidance.

Question 27

If learners undertaking a learning and development activity were doing a job in exactly the way that had just been demonstrated by their trainer, then the learners would be:

A) in the preparation stage for the training.
B) in the presentation stage of the training.
C) in the stage of training where they demonstrate understanding.
D) in the stage of training where they put the training to work.
E) None of these responses are correct.

Question 28

Which of the following should a learning and development plan contain?

A) A summary of an individual's or a team's learning needs and an indication of any priority areas
B) The learning method and when and where the learning is to occur
C) How the effectiveness of the learning is to be assessed
D) How the learning is linked with the organisation's vision, mission and business plan
E) All of these responses are correct.

Question 29

Job breakdowns should contain:

A) only 'must knows'.
B) only 'should knows'.
C) only 'could knows'.
D) 'must knows', 'should knows' and 'could knows'.
E) only 'must knows' and 'should knows'.