Instructions:

• Answer 50 questions in 15 minutes.
• If you are not ready to take this test, you can study here.
• Match each statement with the correct term.
• Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.

1. Mode
Ishikawa - fishbone
Driving forces - restraining forces - current state - desired state
The most frequently occurring value
Opener - bridge - main body - and close


2. Tacit knowledge

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3. The six steps in a training needs assessment
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Entertainment - interaction - control - usability - and customization
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data


4. Independent
Reality - feasibility - authority - and learning opportunities
A variable the influences the dependent variable
Job aids - and EPSS
Navigation


5. Two circumstances where e-learning is particularly useful
The selection of measurement points which can have a large impact on the research's ability to be generalized
A collection of code containing instructions for a computer to perform a specific action
Rote skills - and prerequisite material
Groupthink


6. Four phases of succession planning
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Balanced scorecard
Bloom's taxonomy - six sigma - Kepner-Tregoe
Establish scope - create plan - implement plan - monitor/evaluate/revise plan


7. Level 3 evaluation
Rapid instructional design (RID)
Results
The extent to which an instrument represents the program's content
Scaling and integrity


8. LMS
Raw and non-contextual - and can exist in forms usable or not
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Charts - graphs
Presentation software


9. The other names for a cause-and-effect diagram
Form - storm - norm - perform - and adjourn.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Ishikawa - fishbone


10. Four stages of accelerated learning

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11. Steps in Pfeiffer and Jones' experiential learning cycle
Charts - graphs
Managerial/administrative - supervisory - functional
Results
Experiencing - publishing - processing - generalizing - and applying


12. The phases of strategic development
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Formulation - Development - Implementation - Evaluation
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
To systematically plan an organization's future


13. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Ginzberg's theory
Solution Selection
Cognitive
External coaching - internal coaching


14. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
In statistics - it means probably true
Reaction
The extent to which an instrument predicts future results


15. List seven principles of adult learning
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Action plans - interviews - questionnaires - focus groups - performance contracts
Learning


16. The framework developed by Patricia Cross to describe some differences between adult and child learners
Raw and non-contextual - and can exist in forms usable or not
Opportunity-centered
Characteristics of adults as learners (CAL) conceptual framework
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites


17. The three foundations of action learning

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18. Four barriers to communication during training delivery
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Competing - accommodating - avoiding - collaborating - and compromising.
Language - speech - environmental - and psychological
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance


19. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Focused on learning and using new necessary skills through incremental change
Pedagogy
Structure


20. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
Cost-effectiveness - accessibility and application - learner access - and self-direction
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Pedagogy


21. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Organization - process - and job/performer.
Understandable - accurate - functional
Review strategies - measure performance - take correction action
Semantic differential


22. Information Architecture
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
A description or design specification for how information should be treated and organized.
Organization - process - and job/performer.
Silence


23. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Data - Information - Knowledge
A collection of code containing instructions for a computer to perform a specific action
Structure


24. Systems thinking
Central tendency
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Cost-effectiveness - accessibility and application - learner access - and self-direction
Driving forces - restraining forces - current state - desired state


25. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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26. The elements of the 4-D cycle
A variable the influences the dependent variable
Numbers or variables used to classify a system
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Discovery - Dream - Design - and Destiny


27. Information
Validity
Split-half
Performance records - direct observation - supervisor checklists
Data that has been given context


28. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Functional context
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Performance Analysis
Accelerated Learning


29. Extant
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Data from archival records - existing records - report - and data
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat


30. Two types of personality inventory instruments
Formative evaluation
Design
A collection of code containing instructions for a computer to perform a specific action
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile


31. Four stages of transition through M&As
The selection of measurement points which can have a large impact on the research's ability to be generalized
Phone - VoIP - online meetings - email - specialized software
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Disengagement - disidentification - disorientation - and disenchantment.


32. The characteristics of a complex system
Rote skills - and prerequisite material
The selection of measurement points which can have a large impact on the research's ability to be generalized
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted


33. Factors that determine fair use
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Create a vision - communicate the plan - connect the people - congratulate success
Purpose and character of use (commercial or nonprofit educational use) - nature of the copyrighted work - amount of the work used in relationship to the whole of the work - effect on the market potential for or value of the copyrighted work


34. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Knowledge - skills
Kurt Lewin's forcefield analysis
Cognitivism
Numbers or variables used to classify a system


35. Four characteristics of tasks that are well-suited for job aids
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Low frequency - high complexity - high consequence of error - high probability of change in the future
Semantic differential
Analytical - amiable - drivers - expressive


36. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Communication - client motivation - self-management - technical skills
Low frequency - high complexity - high consequence of error - high probability of change in the future


37. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Learning technologies
Polling questions
Entertainment - interaction - control - usability - and customization


38. Three learner preferences as defined by the VAK model
Behavior
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Visual - Auditory - and Kinestethic
Image oriented - interactive - immediate - and intimate.


39. VR
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn


40. learning object
Self-contained chunk of instructional material
Performance audit
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Cost-effectiveness - accessibility and application - learner access - and self-direction


41. Three tools for determining learner preferences
The extent to which an instrument represents the program's content
Control groups - management estimates - extant data - external studies
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire


42. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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43. The collection of strategies for quickly producing instructional packages
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa
Navigation
Rapid instructional design (RID)
Focused on fundamental changes to thinking patterns and behaviors


44. Software that automates the administration of training
Learning Management System (LMS)
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Visual - Auditory - and Kinestethic
Awareness - modeling - targeted interventions - desensitization - training


45. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Reliability
The outcome that depends on the independent variable and covariates
Written tests - oral Q&A - performance tests - role plays


46. The ability of the same measurement to produce consistent results over time
Pilot tests - technical reviews - production reviews
Written tests - oral Q&A - performance tests - role plays
The selection of measurement points which can have a large impact on the research's ability to be generalized
Reliability


47. Three tasks for knowledge mapping
Knowledge - skills
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Knowledge - skills - desire - environment - and opportunity
Documentation audit - information system survey - identification of external information sources


48. Confounding
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Measures of quantity or numbers
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
An unknown or uncontrolled variable that produces an effect


49. The difference between an icebreaker and an opening exercise
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Low frequency - high complexity - high consequence of error - high probability of change in the future
Groupthink
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.


50. What does proxemics refer to?
Measures of quantity or numbers
Measures looking at opinions - behaviors - and attributes
Personal space
Bloom's taxonomy - six sigma - Kepner-Tregoe