Chapter 07 – Traditional Training Methods
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Discussion Questions
1. What are the differences between social contextual learning and guided competency
development? Are both types of learning (and associated training methods) necessary?
Explain.
Answer: Social contextual learning is informal and peer-to-peer, and it occurs spontaneously
on an as-needed basis. It usually involves employees sharing knowledge on issues, problems,
Guided competency development means that the company has defined a broad set of
2. What are the strengths and weaknesses of the lecture, the case study, and behavior modeling?
Answer: A lecture is one of the least expensive, least time-consuming ways to present a large
amount of information efficiently in an organized manner. The lecture format is also useful
The case study method requires trainees to analyze and critique a description of how
employees or an organization dealt with a difficult situation. Learners must be willing and
Behavior modeling is more appropriate for teaching skills and behaviors than factual
information. Trainees observe behaviors demonstrated by a model and vicarious
3. If you had to choose between adventure learning and action learning for developing an
effective team, which would you choose? Defend your choice.
Chapter 07 – Traditional Training Methods
© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in
any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
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Answer: Student answers would vary. Adventure learning focuses on the development of
teamwork and leadership skills through structured activities. It includes wilderness training,
Action learning gives teams or work groups an actual problem, has them work on solving it
4. Discuss the process of behavior modeling training.
Answer: Behavior modeling is a hands-on method that involves presenting to trainees a
model demonstrating the appropriate key behaviors for trainees to attempt to replicate
The activities include an introduction, skill preparation and development, and application
planning. Each training session, which typically lasts four hours, focuses on one
interpersonal skill such as coaching or communicating ideas. Each session includes a
5. How can the characteristics of the trainee affect self-directed learning?
Answer: Trainees must be willing and comfortable learning on their own. Trainees must be
6. What are the components of effective team performance? How might training strengthen
these components?
Answer: The three components of effective team performance are knowledge, attitude, and
Chapter 07 – Traditional Training Methods
© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in
any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
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The following strategies are required to perform effectively:
Cross training – has team members understand and practice each other’s skills so that
Coordination training – instructs the team in how to share information and decision-
Team leader training – training that the team manager or facilitator receives.
Scenario-based training refers to training that places team members in a realistic context
Guided team self-correction refers to training that emphasizes continuous learning and
7. Table 7.11 compares training methods on a number of characteristics. Explain why
simulation and behavior modeling receive high ratings for transfer of training.
Answer: The learning method for both simulation and behavior modeling is hands-on method
8. What are some reasons why on-the-job training can prove ineffective? What can be done to
ensure its effectiveness?
Answer: Unstructured OJT can result in poorly trained employees, employees who use
ineffective or dangerous methods to produce a product or service, and products or services
Regardless of the specific type, effective OJT programs include:
A policy statement that describes the purpose of OJT and emphasizes the company’s
A clear specification of who is accountable for conducting OJT. If managers conduct
A thorough review of OJT practices (program content, types of jobs, length of program,
Availability of lesson plans, checklists, procedure manuals, training manuals, learning
Evaluation of employees’ levels of basic skills (reading, computation, and writing) before
Chapter 07 – Traditional Training Methods
© 2013 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in
any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
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9. Why are apprenticeship programs attractive to employees? Why are they attractive to
companies?
Answer: Employees find apprenticeship programs attractive for several reasons – they can
earn pay while they learn; they are usually effective learning experiences because they
10. Discuss the steps of an action learning program. Which aspect of action learning do you think
is most beneficial for learning? Which is most beneficial for transfer of training? Explain
why. Defend your choices.
Answer: Student answers would vary. Several types of problems are addressed in action
learning, including how to change the business, better utilize technology, remove barriers