Question : 51. Which of the following a major disadvantage of distance learning? A. The : 1251037

51. Which of the following is a major disadvantage of distance learning? 
A. The level of self-discipline required by participants.
B. The potential lack of interaction between the trainer and the audience.
C. The high cost of equipment.
D. The lack of face-to-face interaction.

Distance learning is used by geographically dispersed companies to provide information about new products, policies, or procedures as well as skills training and expert lectures to field locations.

52. Which of the following is not an advantage to the use of audiovisual in training? 
A. The trainer has the flexibility to customize the session.
B. Trainees can attribute poor performance to the bias of external evaluators such as the trainer or peers.
C. Trainees can be exposed to equipment, problems, and events that cannot be easily demonstrated.
D. Trainees are provided with consistent instruction.

With audiovisual in training, trainees cannot attribute poor performance to the bias of external evaluators such as the trainer or peers.

53. Hands-on training techniques are most effective for: 
A. developing specific skills or dealing with interpersonal issues on the job.
B. teaching new facts or alternative problem-solving solutions.
C. continuously attempting to learn new things to apply for quality improvements.
D. sharing ideas and experiences and getting to know one’s strengths and weaknesses.

Hands-on methods are training methods that require the trainee to be actively involved in learning.

54. What refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behaviors? 
A. Behavioral training
B. Performance training
C. Observation training
D. On-the-job training

OJT can be useful for training newly hired employees, upgrading experienced employees’ skills when new technology is introduced, cross-training employees within a department or work unit, and orienting transferred or promoted employees to their new jobs.

55. From a company perspective, which one of the following is not true of self-directed learning? 
A. Requires fewer trainers
B. Provides consistent training content that captures the knowledge of experts
C. Decreases development costs and time
D. Makes multiple-site training more realistic

Self-directed learning involves having employees take responsibility for all aspects of learning—when it is conducted and who will be involved.

56. A work-study training method that uses both on-the-job training and classroom training is called: 
A. apprenticeship.
B. simulation.
C. virtual reality training.
D. case study learning.

The majority of apprenticeship programs are in the skilled trades, such as plumbing, carpentry, electrical work, and bricklaying.

57. Which one of the following is not true of simulations as a training technique? 
A. Simulations need to have identical elements to those found in the work environment.
B. Simulations are used to teach production and process skills as well as management and interpersonal skills.
C. Simulations allow trainees to see the impact of their decisions in an artificial, risk-free environment.
D. Simulations are inexpensive to develop and maintain due to virtual reality technologies.

The use of simulations has been limited by their development costs.

58. _____ is a computer-based technology that provides trainees with a three-dimensional learning experience. 
A. Electronic performance support system
B. Virtual reality
C. Learning management system
D. Integrated performance support system

Using specialized equipment or viewing the virtual model on the computer screen, trainees move through the simulated environment and interact with its components.

59. Which of the following are components found in a typical behavior modeling session? 
A. Presentation of the key behaviors, videotape of a model, practice opportunities, and a planning session.
B. Videotape of a model, planning session, one-on-one coaching, and practice opportunities.
C. Presentation of key behaviors, videotape of a model, participation in a case study group, and planning session.
D. Lecture, videotape of a model, on-the-job coaching, and practice opportunities.

Behavior modeling is one of the most effective techniques for teaching interpersonal skills.

60. Behavior modeling training is best for improving: 
A. technical skills.
B. interpersonal skills.
C. conceptual skills.
D. leadership skills.

Each Behavior modeling training session, which typically lasts four hours, focuses on one interpersonal skill, such as coaching or communicating ideas.