Deck 2: How Adults Learn

Question 1

Learners that tend to work carefully and with a higher degree of precision are described as

A) impulsive learners.
B) aural learners.
C) whole-part learners.
D) reflective learners.

Answer 1

D

Question 2

Roberto approaches the training experience as a problem solver. He likes analyzing problems and testing theories over finding solutions. How does your text suggest you might work best with Roberto?

A) Present traditional lectures.
B) Introduce new problem solving processes.
C) Conduct experiments.
D) Use buzz groups

Answer 2

B

Question 3

The law of association recommends that your training programs:

A) compare and contrast with other familiar processes
B) use the trainees to train the trainer
C) use analogies
D) all of the above
E) only a and c

Answer 3

E

Question 4

Charlie has been hired to conduct a training seminar for returning employees of a pharmaceutical company. He has not been given any instructions about the specific topic just to refresh these employees basic knowledge of salesmanship. He decides that the first step in deciding the training topic is to conduct a needs assessment to find out what skills they need. Which principle of adult learning best reflects Charlie's approach to training?

A) Adults are internally motivated.
B) Adult learning is problem-oriented.
C) Adults need relevant training.
D) Adults bring experience to the classroom.
E) none of the above.

Question 5

When developing and presenting training programs, the textbook suggests:

A) train in the manner you were trained
B) don't assume everyone learns as you do
C) use a variet of training techniques to tap into all learning styles
D) all of the above
E) only b and c

Question 6

Buzz groups, brainstorming sessions, and mentor-mentee relationships are useful when working with

A) accommodators.
B) convergers.
C) assimilators.
D) divergers.

Question 7

All of the following are suggestions for motivating visual learners suing modeling except:

A) use models that are similar to trainees.
B) Praise models for their behavior.
C) Model "artificial" behavior.
D) Set realistic expectations for trainees.
E) all of the above are true.

Question 8

Which of the following is accurate when comparing andragogy to pedagogy?

A) Andragogy is described as task or problem oriented learning while pedagogy is described as subject centered learning.
B) Andragogy is described as building on the learner's experience rather than using the learners experience as a rich resource.
C) Pedagogy makes use of internal incentives while andragogy make us of external rewards.
D) Pedagogy is increasingly self-directed while andragogy depends on others for what he or she should know.

Question 9

Sandy is creating a training program to help sales associates deal with angry customers. She has decided to have the associates take turns training the trainer and each other. Which law of learning is Sandy initiating?

A) law of association
B) law of frequency
C) law of effect
D) law of redundancy

Question 10

Mike is a reflective learner. Which training application would work best to fit Mike's learning needs?

A) Allow ample time to complete work.
B) Allow a limited time to complete work.
C) Set learning objectives a little higher that realistically possible.
D) None of the above training applications would fit Mike's learning needs.

Question 11

All of the following are true about the learning differences between children and adults except:

A) Children are internally motivated and adults are externally motivated.
B) Children have limited life experiences and adults bring many life experiences to the classroom.
C) Children learn for learning's sake and adults need to know "why" they're learning something.
D) Children approach learning subject-by-subject and adults are problem-centered.
E) all of the above are true.

Question 12

Using analogies is an effective method for training based on the law of

A) effect.
B) association.
C) frequency.
D) learning

Question 13

Which of the following approaches to training seek to accommodate trainee learning styles on when they have difficulty learning?

A) Matching
B) bridging
C) style-flexing
D) all of the above

Question 14

An effective method of training visual learners is

A) peer presentations
B) simulations
C) case studies
D) modeling

Question 15

Carla is a careful, sequential thinker who likes to rely on expert opinions. When in training, she organizes her notes and data and puts it into a concise, logical form. She would be categorized as a/an

A) accommodator.
B) converger.
C) assimilator.
D) diverger.

Question 16

A law of learning states that

A) people learn best under pleasant and rewarding circumstances.
B) the more you practice a training behavior, the more likely you will continue using the desired behavior accurately.
C) you should take a break in training at least every 20 minutes.
D) certain conditions must be met in order for trainees to learn.

Question 17

While conducting a training session on conflict management, the trainer is challenged by a trainee who had a negative experience when trying to handle a similar situation. What strategy does your text suggest might be helpful?

A) Ignore the trainee.
B) Ask him or her to explain and expand on their experience.
C) Acknowledge that negative experiences are inevitable and using the skills offered in training may reduce the negative experiences.
D) Ask the trainee to demonstrate the problem and brainstorm for solutions.

Question 18

When designing your training programs in accordance with the law of effect:

A) use "plus-one" mastery
B) accommodate trainees work schedule
C) schedule appropriate breaks
D) all of the above
E) only b and c

Question 19

Rachel prefers learning on the job rather than a formal training classroom. She enjoys internships where she can learn pertinent skills while still being supervised. What exhibits what type of learning style?

A) diverger
B) assimilator
C) converger
D) accommodator

Question 20

Showing trainees the final product and breaking down the product into various parts is an effective method for training

A) whole-part learners
B) part-whole learners
C) divergers
D) convergers

Question 21

Briefly describe a training program that would accommodate learners whose primary learning style was visual.

Question 22

Bridging is when a trainer instructs trainees in a manner that both accommodates and challenges their learning styles.

Question 23

The law of effect states that trainees learn when they practice a skill or behavior.

Question 24

List and explain the three general laws of learning.

Question 25

Children approach learning subject-by-subject where adults approach learning problem by problem.

Question 26

Grouping your trainees by their years of experience is a helpful method for training.

Question 27

List and explain the five principles of andragogy.

Question 28

One of the general rules of training is that it is always better to get a message into someone than to get a message out of someone.

Question 29

Helping learners develop a schema is a particularly useful for part-whole learners.

Question 30

The plus-one technique is when you learn a process by teaching it to one other person.

Question 31

Explain the concept of training for your trainee's "in basket".

Question 32

In bridging, trainees' learning styles are accommodated only when they are having difficulty.

Question 33

The most prevalent learning style of the U.S. population is auditory.

Question 34

Conducting experiments is a successful training method for convergent learners.

Question 35

Identify the learning law that is best exemplified by asking the trainees to train the trainer. What are the two benefits the text discusses for using this method?