Question 1

In addition to transfer strategies,studies have found that interventions provided after the training sessions appear to be supportive of training transfer.Which of the following is NOT classified as a post-training intervention

Accepted Answer

Relapse prevention, self-management, and goal setting are all classified as post-training interventions that can support training transfer. However, a management directive is not a post-training intervention as it is instruction given prior to training or during training, rather than after the training has been completed.

Question 2

Which university did the Ontario Lottery and Gaming Corporation partner with to design the Launch Pad to Success program

Accepted Answer

The Ontario Lottery and Gaming Corporation partnered with the University of Toronto to design the Launch Pad to Success program.

Question 3

According to the transfer of training framework,what is one activity management should undertake prior to the start of a training program

Accepted Answer

According to the transfer of training framework, involving employees in the training process can enhance the transfer of training to the job. This can include activities such as involving employees in the design of the training, communicating the goals and objectives of the training program, and providing opportunities for employees to practice and apply newly learned skills. Therefore, option A is the best choice. Option B is not directly related to the transfer of training framework, option C is something that should be done after the training program, and option D is important, but not necessarily something that needs to be done before the training program begins.

Question 4

The key benefit of the Learning Transfer System Inventory is that it recognizes the importance of a systematic approach to transfer of training.Which of the following statements is NOT aligned with the principles or conclusions of this diagnostic tool/model

Accepted Answer

The answer of The key benefit of the Learning Transfer...

Question 5

Which of the following barriers to the transfer of training have been found to be the most critical

Accepted Answer

The answer of Which of the following barriers to the...

Question 6

Tony provides negotiation training for a number of local organizations.To ensure a wide application of his lessons,Tony places trainees in negotiation situations that share the same underlying principles yet the scenarios vary.What learning principle is Tony using

Accepted Answer

Tony is using the principle of stimulus variability, which involves varying the scenarios or situations in which trainees practice a skill or concept. By doing so, trainees are better able to apply their knowledge and skills to different contexts and situations. This helps to deepen their understanding and increase the likelihood of successful negotiation outcomes in the future.

Question 7

If stimulus variability enables greater generalization of new skills,what type of transfer is especially important

Accepted Answer

Far transfer involves applying skills or knowledge learned in one situation to a different, unrelated situation. Since stimulus variability refers to the variation of stimuli encountered during training, far transfer is especially important for generalizing skills to new contexts with different stimuli.

Question 8

Which training transfer concept may be described as serving as the ultimate barometer of training effectiveness as it describes how changes in individual behaviour,as a result of training,impact organization-wide results

Accepted Answer

The concept described is vertical transfer, which refers to the extent to which skills and knowledge learned in training transfer to job performance and ultimately impact organizational goals and results. It is considered the ultimate barometer of training effectiveness as it demonstrates the connection between individual learning and organizational outcomes.

Question 9

ABC Ltd developed and launched a new leadership development program for managers with less than one year of experience.Shortly afterwards,ABC Ltd realized that the performance and behaviour of trainees actually deteriorated.What training transfer term best describes this outcome

Accepted Answer

Negative transfer occurs when the training leads to a decrease in performance or the development of undesired behaviors. In this situation, the leadership development program appears to have had a negative impact on the trainees' performance and behavior, indicating a negative transfer of training.

Question 10

What are the two characteristics of the work environment considered in Baldwin and Ford's model of the transfer of training process

Accepted Answer

The answer of What are the two characteristics of the...

Question 11

Which of the following factors is NOT included in the readiness to learn/trainability formula

Accepted Answer

The readiness to learn/trainability formula includes ability, perceptions of work environment support, and motivation. However, it does not include actual work environment support as this is already included in perceptions of work environment support.

Question 12

Anderson just finished a new safety training program offered at his company's head office.A few months after returning to work,he notices that he is not applying safety measures as he should.Which of the following internal variables is most likely causing this lack of training transfer

Accepted Answer

Peer pressure and lack of management support can have a significant impact on the transfer of training. If Anderson's peers and management do not value safety measures or reinforce their implementation, he may feel less motivated to apply them himself. This could cause a lack of training transfer despite the effectiveness of the safety training program itself.

Question 13

What are the two specific characteristics of the post-training environment that appear to have the greatest impact on trainees' ability to apply newly learned skills

Accepted Answer

Manager and peer support are the two specific characteristics of the post-training environment that appear to have the greatest impact on trainees' ability to apply newly learned skills. This is because managers and peers provide feedback and reinforcement that can help trainees feel confident in using their newly learned skills in real-world situations. Learning environment and available rewards may also be important, but they do not have as much impact as manager and peer support. Trainees' level of experience may also play a role, but it is not one of the two specific characteristics mentioned in the question.

Question 14

You are putting together a series of slides for a lecture you are leading in which you address the challenges associated with having "learning transfer." You want the focus of your lecture to be on individual trainee characteristics that are found to align with strong training transfer.Which of the following trainee characteristics would you identify as the strongest

Accepted Answer

The answer of You are putting together a series of...

Question 15

After participating in a training program,workers at a local restaurant began to demonstrate greater concern for delivering a "wow" customer experience.As a result,customer satisfaction surveys undertaken by the restaurant began to show improvements in overall customer satisfaction levels,which impacted profitability.Which term describes this organizational outcome linked to training

Accepted Answer

The answer of After participating in a training program,workers at...

Question 16

According to the transfer of training framework,which of the following is NOT an activity that management should do to encourage transfer after training

Accepted Answer

Evaluating performance and results irrespective of method used to accomplish performance is not directly related to transfer of training. It is important to evaluate performance based on the newly acquired skills, but the method used to accomplish the performance is not as relevant in terms of transfer of training. A, B, and C are all activities that can encourage transfer of training.

Question 17

What conclusions can you draw from the work of Baldwin and Ford on the transfer of training process depicted in the textbook

Accepted Answer

Baldwin and Ford's work suggests that both learning and retention are necessary conditions for transfer, but not sufficient on their own. Trainee characteristics and the work environment play important roles in the transfer of training process, but this does not necessarily indicate a direct causal relationship between these factors.

Question 18

Which training design element is congruent with having trainees learn the underlying principles or theories behind a particular skill

Accepted Answer

General principles are congruent with having trainees learn the underlying principles or theories behind a particular skill. This type of training involves teaching overarching concepts that can be applied to different situations, rather than focusing on specific examples or scenarios.

Question 19

Which of the following is NOT a barrier to the transfer of training

Accepted Answer

Resources, time, and cultural support are all external factors that can inhibit the transfer of training. Poor training methodology, on the other hand, is an internal factor that can be addressed and improved upon to facilitate transfer of training.

Question 20

Which of the following trainee characteristics is NOT linked with training transfer

Accepted Answer

External locus of control is not linked with training transfer. It refers to the belief that external factors such as luck or fate have a greater influence on one's life and success, rather than their own abilities or actions. This belief is not directly related to how well someone can apply the skills or knowledge learned during training to their job performance. Conversely, cognitive ability, motivation to train, and need for achievement are all factors that have been found to positively impact training transfer.

Quiz 10: Transfer of Training

In addition to transfer strategies,studies have found that interventions provided after the training sessions appear to be supportive of training transfer.Which of the following is NOT classified as a post-training intervention