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Certified Professional In Learning And Performance Cplp

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. The popularizer of the multiple intelligences theory
Kurt Lewin's forcefield analysis
Howard Gardner
Surveys
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

2. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Navigation
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
Design
Maslow's hierarchy

3. Two guiding principles of displaying quantative data in charts and graphs
Culture - vision - strategy - and structure
Scaling and integrity
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Audience - behavior - condition - and degree

4. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Structure
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

5. Training that related to actual job circumstances
Questions that stimulate discussion
Discovery - Dream - Design - and Destiny
Functional context
Questionnaires - follow-up interviews - observation checklists

6. The tasks involved in the implementation phase of strategic development
Surveys
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Facilitation is used to involve participants - and to help them learn from one another.
Rapid instructional design (RID)

7. The two criteria for a successful training program that must be accounted for by the WLP professional
Analytical - amiable - drivers - expressive
Current organization climate - available resources
Asynchronous
Data - Information - Knowledge

8. Two examples of performance support systems
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Driving forces - restraining forces - current state - desired state
The extent to which an instrument predicts future results
Job aids - and EPSS

9. 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
Visual - Auditory - and Kinestethic
Numbers or variables used to rank order a system

10. Factors that determine fair use
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
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret
Competing - accommodating - avoiding - collaborating - and compromising.
Analytical - amiable - drivers - expressive

11. Things a forcefield analysis ensures
Reaction
Disengagement - disidentification - disorientation - and disenchantment.
Socratic questioning
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

12. Cordinal data
Data - Information - Knowledge
Maslow's hierarchy - McGregor's Theory X and Y of management
Competing - accommodating - avoiding - collaborating - and compromising.
Numbers or variables used to rank order a system

13. Types of synthesis models
Preparation
Data from archival records - existing records - report - and data
Learning
Two-aix matrixes - flowcharts - dichotomy - graphic models

14. Three drawbacks of classroom training
The extent to which an instrument represents the program's content
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Organization - process - and job/performer.
Pareto analysis

15. The tasks involved in the development phase of strategic development
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Focused on fundamental changes to thinking patterns and behaviors
Current organization climate - available resources
Cognitivism

16. The facilitation tool that can create just enough tension to get people thinking
Experiential learning
Initiating - planning - executing - controlling - closing
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Silence

17. Information Architecture
Constraints analysis
Form - storm - norm - perform - and adjourn.
A description or design specification for how information should be treated and organized.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

18. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Written tests - oral Q&A - performance tests - role plays
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

19. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Perform a front-end analysis
Suggestopedia
Simulations

20. Continuous
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Change Management
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

21. The purpose of strategic planning

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22. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Communication - client motivation - self-management - technical skills
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Likert scale

23. learning object
Self-contained chunk of instructional material
Change Management
Central tendency
Data from archival records - existing records - report - and data

24. The four Cs of change
Polling questions
A variable in whole number or distinct units (opposed to continuous)
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Create a vision - communicate the plan - connect the people - congratulate success

25. Types of Level 1 instruments
Questionnaires - follow-up interviews - observation checklists
Disengagement - disidentification - disorientation - and disenchantment.
Management - performance
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

26. Systems thinking
Slides
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Entertainment - interaction - control - usability - and customization
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

27. Types of formative evaluation
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Harless' front-end analysis model
Opener - bridge - main body - and close
Pilot tests - technical reviews - production reviews

28. Confounding
Two-aix matrixes - flowcharts - dichotomy - graphic models
Bloom's Taxonomy
An unknown or uncontrolled variable that produces an effect
Cost-effectiveness - accessibility and application - learner access - and self-direction

29. Dichotomous
Current organization climate - available resources
A variable that can have one of two possible values.
Benjamin Bloom
Change Management

30. Content validity

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31. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Social contexting - contexting - authority - and concept of time
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

32. The five stages of D. E. Super's developmental framework
Awareness - modeling - targeted interventions - desensitization - training
Growth - exploratory - establishment - maintenance - decline
Understandable - accurate - functional
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

33. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Understandable - accurate - functional
Learning Management System (LMS)
Observe body language
Reaction

34. The five criteria to measure performance after coaching
Current organization climate - available resources
A variable the influences the dependent variable
The expected range of a measurement
Speed - quantity - quality/accuracy - thoroughness - timeliness

35. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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36. Information
A collection of code containing instructions for a computer to perform a specific action
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Organization - process - and job/performer.
Data that has been given context

37. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Focused on fundamental changes to thinking patterns and behaviors
Learning style
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

38. Level 5 evaluation
Monetary impact/ROI
Learner-centered - content-centered
Learning technologies
Convergers - divergers - assimilators - and accommodators

39. Standard deviation
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
The multiple dependent variables in a study with multiple independent variables
A measure of the variability of scores from the mean

40. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Solution Selection
Competing - accommodating - avoiding - collaborating - and compromising.
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

41. Triple-loop learning
Communication - client motivation - self-management - technical skills
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Sequence
The selection of measurement points which can have a large impact on the research's ability to be generalized

42. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Identify organizational values - development mission - develop vision - develop value statements
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

43. An assessment done during formation
Reality - feasibility - authority - and learning opportunities
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Formative evaluation

44. The two primary tools for the visual display of quantitative data
Charts - graphs
The mid-point of the distribution - 50% of the values are above/below this value
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

45. Median
Analytical - amiable - drivers - expressive
Learning style
The mid-point of the distribution - 50% of the values are above/below this value
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

46. The three levels of problems in systems thinking
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Pilot tests - technical reviews - production reviews
Structures - patterns - events
Experiencing - publishing - processing - generalizing - and applying

47. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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48. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Threat - problem - solution - habit
Feedback
Managerial/administrative - supervisory - functional

49. The use of electronic technologies to deliver information and facilitate the development of skills
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Learning technologies
Brainstorming - case studies - and role plays
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

50. Five mistakes managers can make to negatively impact employee motivation
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles