Chapter 05 – Program Design
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Chapter 5
Multiple Choice
1. The program design process for training typically begins with:
a. encouraging learners to apply what they have learned to their work.
b. preparing a concept map and curriculum road map to facilitate learning.
c. preparing, motivating, and energizing trainees to attend the learning event.
d. preparing instruction (classes, courses, programs, lessons) to facilitate learning.
2. If training emphasizes total-group discussion with limited presentation and no small-group
interaction, a _____ seating arrangement will be most effective.
a. conference-type
b. horseshoe
c. fan-type
d. classroom-type
3. Which of the following statements is true of traditionalists?
a. They like to be put on the spot in front of other trainees.
b. They dislike trainers asking them to share their experiences or anecdotes.
c. They prefer dynamic learning environments.
d. They value direct presentation of information that is organized logically.
4. _____ place a high value on money, so linking training to monetary incentives facilitates
learning for them.
a. Traditionalists
b. Baby boomers
c. Millenniums
d. Gen Xers
5. The dimensions of the Myers-Briggs Type Indicator combine to form _____ personality
types.
a. sixteen
b. fourteen
Chapter 05 – Program Design
c. twelve
d. eighteen
6. According to the Myers-Briggs Type Indicator (MBTI), which of the following types of
learners require instructors to emphasize on personal needs, beliefs, values, and
experiences?
a. Proactive learners
b. Feeling learners
c. Thinking learners
d. Reactive learners
7. A(n) _____ gets learners into the appropriate mental state for learning and allows them to
understand the personal and work-related meaningfulness and relevance of course content.
a. concept map
b. request for proposal
c. application blank
d. application assignment
8. Curricula differ from courses in that curricula:
a. consist of narrower learning objectives.
b. include less measurable learning objectives.
c. address a more limited number of competencies.
d. take less time to complete.
9. _____ review sessions are meetings between a manager and employee, during which the
strengths and weaknesses of the employee’s performance are discussed and improvement
goals agreed upon.
a. Performance testing
b. Performance appraisal
c. Performance engineering
d. Performance budget
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10. Which of the following statements is true of lesson plans?
a. They are typically less detailed than the design document.
b. They ensure that both the trainee and the trainer are aware of the course and program
objectives.
c. They include several courses and mainly focus on developing a set of competencies
needed to perform a job.
d. They are not documented; therefore, they cannot be shared with managers who pay for
training services.
11. A lesson plan overview matches major activities of a training program and _____.
a. instructor prerequisites
b. trainee prerequisites
c. specific times or time intervals
d. funding required for the training
12. A request for proposal (RFP) is a document mainly used to identify:
a. potential vendors and consultants for training services.
b. employees who do not require training.
c. trainee prerequisites for a training course.
d. disruptive trainees in an organization.
13. Which of the following instances call for training with an emphasis on far transfer?
a. Securing offices and buildings
b. Handling routine client questions
c. Creating a new product
d. Logging into computers and using software
14. Which of the following statements is true of near transfer?
a. If the tasks emphasized in training involve more variable interactions with people or
equipment and unpredictable responses, then instruction should emphasize near transfer.
b. Programs that emphasize near transfer should ideally include general principles that
might apply to a greater set of contexts than those presented in the training session.
c. Teaching learners to create a new product or solve a difficult problem requires training
Chapter 05 – Program Design
with an emphasis on near transfer.
d. In near transfer, trainees should be encouraged to focus only on important differences
between training tasks and work tasks rather than unimportant differences.
15. In training, the greatest level of support that a manager can provide is to:
a. participate in training as an instructor.
b. allow trainees to attend training.
c. provide trainees opportunity to practice what they have learnt.
d. discuss progress of the training sessions with trainees.
16. A(n) _____ is a written document that includes the steps that a trainee and manager will
take to ensure that training transfers to the job.
a. concept map
b. design document
c. lesson plan
d. action plan
17. Which of the following terms refer to a group of two or more trainees who agree to meet
and discuss their progress in using learned capabilities on the job?
a. Quality circle
b. Focus group
c. Support network
d. Strategic group
18. In opportunity to perform, activity level refers to the _____.
a. number of trained tasks performed on the job
b. frequency with which trained tasks are performed on the job
c. critical nature of the trained tasks that are actually performed on the job
d. number of employees performing a similar trained task
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19. Low levels of opportunity to perform indicate that:
a. training content is not important for the employee’s job.
b. refresher courses for trainees are not necessary.
c. there is no decay in learned capabilities of employees.
d. the work environment is not interfering with the use of new skills.
20. If trainers in a firm want access to valuable information about the transfer of training
problems that trainees encounter, they should typically use the _____.
a. supply chain management system
b. electronic performance support system
c. transaction processing system
d. business process reengineering system
21. Explicit knowledge:
a. mainly consists of personal knowledge based on individual experience.
b. can be communicated only through discussion and demonstrations.
c. can be managed by a knowledge management system.
d. is highly influenced by perceptions and values.
22. Which of the following is a major aid in communicating tacit knowledge?
a. Product formula
b. Manual
c. Discussion
d. Procedure document
23. Which of the following statements is true of knowledge management?
a. Use of social networking sites such as Facebook or MySpace in organizations hinders
knowledge management.
b. It involves acquiring knowledge, studying problems, attending training, and using
technology only within work.
c. It does not require positions like chief information officer (CIO) and chief learning
officer (CLO) as knowledge transfer is spontaneous.
d. Creating communities of practice and using “after–action reviews” at the end of each
project facilitates knowledge management.
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24. Which of the following is a major cause for loss of explicit and tacit knowledge?
a. Creating chief information officer (CIO) and chief learning officer (CLO) positions
b. Requiring employees to give presentations to other employees
c. Older employees retiring
d. Use of social networking sites in companies
25. Effective knowledge sharing is facilitated when employees:
a. use multiple search engines and collaboration tools all on different computer systems.
b. see knowledge sharing as an additional responsibility.
c. view knowledge as a means to have power over others.
d. have easy access to information within the context of their jobs.
26. The _____ job is to develop, implement, and link a knowledge culture with the company’s
technology infrastructure, including databases and intranets.
a. chief technical officer’s (CTO)
b. chief learning officer’s (CLO)
c. chief ethics officer’s (CEO)
d. chief culture officer’s (CCO)
True/False
1. Fan-type seating is ineffective for training that includes trainees working in groups and
teams to analyze problems and synthesize information.
a. True
b. False
2. Traditional classroom-type seating makes it difficult for trainees to work in teams.
a. True
b. False
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3. Using managers and employees as trainers decreases the perceived meaningfulness of the
training content.
a. True
b. False
4. Compared to the other groups, baby boomers are especially motivated to learn if they
believe that training content will benefit them personally.
a. True
b. False
5. The dimensions of Myers-Briggs Type Indicator combine to form eighteen personality
types.
a. True
b. False
6. Giving trainees frequent breaks so that they can leave the room and return ready to start
learning again is a good practice in training.
a. True
b. False
7. Negative expectations held by instructors can lead to learners’ negative evaluation of the
training and the trainer.
a. True
b. False
8. The smaller the room, the more a trainer’s gestures and movements must be exaggerated to
get the audience’s attention.
a. True
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b. False
9. The only way to deal with disruptive trainees is to ask them to leave the training session.
a. True
b. False
10. A curriculum covers more specific learning objectives and addresses a more limited
number of competencies than a course or program.
a. True
b. False
11. Lesson plans are typically more detailed than design documents.
a. True
b. False
12. In developing a lesson outline, trainers need to consider the proper sequencing of topics.
a. True
b. False
13. The traditional classroom-type arrangement is good for role-play exercises that involve
trainees working in groups of two or three.
a. True
b. False
14. When using an outside vendor to provide training services, it is important to consider the
extent to which the training program will be customized based on a company’s needs.
a. True
b. False
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15. When a series of steps must be followed in a specific way to complete a task successfully,
then training should be designed with an emphasis on far transfer.
a. True
b. False
16. To encourage self-management, it is important to emphasize that lapses are evidence of
personal inadequacy.
a. True
b. False
17. The basic level of training support that a manager can provide is acceptance.
a. True
b. False
18. Opportunity to perform is influenced by both the work environment and trainee motivation.
a. True
b. False
19. According to the opportunity to perform, breadth refers to the number of times or the
frequency with which trained tasks are performed on the job.
a. True
b. False
20. Companies experience loss of explicit and tacit knowledge when older employees retire.
a. True
b. False
Chapter 05 – Program Design
Short Answer/Essay
1. What is program design? What are the three phases of the program design process?
2. Explain how the Myers-Briggs Type Indicator (MBTI) can be used as a tool for instructors
to understand learner needs and styles.
Chapter 05 – Program Design
3. What is a curriculum road map and what does it include?
4. How can opportunity to perform be measured and what do low levels of opportunity to
perform indicate?
5. What is the role of chief learning officers (CLOs) in ensuring effective knowledge
management?
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