Chapter 2.1 Learning Sciences Flashcards
In the contacts of Malcolm Knowles adult learning theory, what is a key difference between the assumptions of pedagogy and andragogy?
In pedagogy, The learner takes responsibility for all aspects of learning where in andragogy, the instructor takes responsibility for all aspects of learning.
In pedagogy, Motivation to learn is external where in andragogy motivation to learn is internal.
In pedagogy, learners come with a self-concept of who they are where as in andragogy , learners rely on the instructors validation of them.
In pedagogy, Instructors adapt content as per individual learner needs, whereas in andragogy , instruction is content centered.
In pedagogy, motivation to learn as external whereas and andragogy, motivation to learn is internal.
A talent development professional is planning a training module on change management for managers and a technology organization. The professional plans to use the principles of Carl Rogers learning centered approach to design this module. What must the professional keep in mind when designing the module?
The relationship between learners and facilitators is not equal and the instructor is responsible for all aspects of learning.
The time allocated for lecture should be limited and time for activity is an open discussion should be increased.
Discussion questions that are centered created should help the facilitator be an expert not a guide. Facilitator should choose both a type and direction of the learning process for learners.
The time allocated for lecture should be limited, and time for activities and open discussions should be increased.
According to Carl Rogers learning center instruction approach, talent development professionals should one limit lectures and incorporate activities that involve learners and to prepare discussion questions that help the facilitator be a guy gun expert. The relationship between largest facilitators is equal, and the learners responsible for learning. Facilitator should encourage learners to choose both of tape and direction of their learning.
A talent development professional in a healthcare organization conducts an employee experience survey. Based on the results of the survey the professional concludes that most employees are satisfied with needs such as salary safety levels of camaraderie, And the recognition they received from peers. However, many employees complain that there was a dearth of opportunities for growth and achievement in the organization. In the contacts of Maslow’s hierarchy of needs, which need would be the professional consider unmet?
Self actualization.
Physiological needs.
Belongingness.
Esteem.
Self actualization.
Maslow categorized the needs of individuals into a logical hierarchy from physiological to psychological. The need for self actualization and this hierarchy is the need to excel and relates to the number and types of opportunities for growth and achievement.
What is an important learning related to long-term memory from the field of neuroscience that talent development professionals must keep in mind?
Long-term memories are formed by learners through modeling of behavior and not through deliberate practice.
The forgetting curve demonstrates that less than half of new memories formed I forgotten within one hour.
The long-term memory is where learners makes sense of their learning by manipulating existing memories with new information.
Forming long-term memories involves retrieval and rehearsal between the working memory and a long-term memory.
Forming long-term memories involves retrieval and rehearsal between the working memory as a long-term memory.
Talent development professionals should remember that forming long-term memories and bars retrieval and rehearsal between the working memory and long-term memory. The forgetting curve demonstrates that more than half of new memories formed I forgot and within one hour. The working memory is where learners makes sense either a learning by manipulating existing memories with new information. Long-term memories are formed by learners through deliberate practice.
A talent development professional is designing a training program for employees of an organization. The program aims to improve the listening skills of employees. In the contacts of Benjamin blooms taxonomy, which domain would listening skills fall under?
Psycho motor domain.
Affective domain.
Encoding domain.
Cognitive domain.
Affective domain.
Affective domain also known as attitude refers to how people react to things emotionally, such as feelings, motivation, and enthusiasm. Psycho motor domain, also known as skills, refers to physical movement, coordination, and they use a motor skills to accomplish a task. Cognitive domain, also known as knowledge, involves the development of intellectual skills. Encoding domain is not a domain under Benjamin blooms taxonomy.
A team of healthcare professionals working on a project is learning about the standard operating procedures approved by the government. In the context of Robert Gagnes type of learning, which type of learning would the task involve?
Verbal information.
Attitude.
Intellectual skills.
Cognitive strategy.
Intellectual skills.
Intellectual skills refers to learning concepts, rules, and procedures. In a sense, it’s about knowing how to perform a task. Cognitive strategy refers to learners employing their own learning strategies for taking in information, remembering it, and applying it, verbal information refers to information the learner can declare or state that they were used to make sense of new information. Attitude refers to the bias or values that influence a learners action toward something.
A talent development professional has designed a training program for sales managers and an organization. The program aims to improve the managers negotiation skills. The talent development professional start the training program with an engaging story to illustrate the importance of negotiation skills. Applying Robert Gagnes nine events of instruction, what should the talent development professional do next in the program?
Stimulate the managers to recall what they already know about negotiation.
Show the managers a PowerPoint presentation on negotiation skills.
Inform the managers about the objectives of a training program.
Moderate an open discussion about why managers the negotiation skills.
Inform the managers about the objectives of the training program.
According to Roberts Gagnes nine levels of learning, the talent development professional should first gain learners attention by creating a foundation for the lesson. As a second step the professional should tell the learners of what the objectives of the instruction are.
The learning objective of a training program for new recruits in an organization is as follows: analyze the mock sales data provided by the trainer and arrive at short term productions with 80% accuracy. In the contacts of Robert Mager’s criterion referenced instruction approach, which part of a given learning objective is the performance component?
Short term productions.
80% accuracy.
Sales data provided by the trainer.
Analyze the market sales data.
Analyze the mock sales data.
Performance is the behavior written as a specific, observable action, described using a verb. In this scenario, analyzing the mock sales data represents the performance component. 80% accuracy represents the criteria.
How can tail and development professionals create recall opportunities for learners over intervals of time to arrest memory decay?
Through unspaced learning.
Through micro learning.
By using a memory curve.
By testing memory within one hour of learning.
Through micro learning.
Talent development professionals can reduce memory decay by designing recall opportunities for learners over intervals of time. This might be within a classroom context, through Micro learning, coaching, or innovative practices such as gamification or having supervisors Follow up with staff.
A talent development professional incorporates a role-playing activity in a training session to demonstrate how one should behave and situation is a conflict with clients. In the contacts of Bandura’s social cognitive theory, which psychological concepts is the professional utilizing in the session?
Affective domain.
Interleaving.
Spaced practice.
Modeling effect.
Modeling effect.
Bandura‘s theory is said to bridge behaviorism and cognitivism and has prompted educators to incorporate modeling into their teaching because it helps learners learn new patterns or behaviors, known as the modeling effect.
Talent development professionals can use modeling as a vehicle for reflection, such as battling a behavior and then asking the learners to provide constructive feedback.
Spaced practice refers to learning that a spaced overtime with intervals between the practice when the learner may forget pars.
Interleaving occurs when topics within instruction are alternated.
Affective domain, also known as attitude, refers to how people react to things emotionally, such as feelings, motivation, and enthusiasm.
According to the behaviorist approach to learning, when does learning occur?
When people observe others or the environment around them.
When people are exposed to logical presented information.
When associations between stimuli and responses are strengthened or weakened.
When the same information is rehearsed over and over.
When associations between stimuli and responses are strengthened or weekend.
Learning by exposure to logically presenting information and rehearsal is consistent with the cognitivist approach.
Learning through experience and interactions with the environment is consistent with the constructivist approach.
A talent development professional has been asked to address the problem of employee unpunctuality in an organization. If the talent development professional uses the behaviorist approach which course of action is professional most likely to recommend?
Decreasing the employees bonus in proportion to the time and employers late.
Conducting a training session on the importance of being on time.
Asking employees to get a certification and time management skills.
Asking senior employees to share their experiences of being on time to work.
Decreasing the employee bonus in proportion to the time and employee is late.
Behaviorism is based on the concept that behavior is shaped by the consequences of reinforcement or punishment. In the given scenario, The decrease in the bonus acts as a punishment. Conducting a training session, asking the employees to get a certification, and listening to senior employees experiences are not consistent with a behaviorist approach.
A talent development professional is conducting training on building communication skills. The professional uses a behavioral approach to learning in the training. When going over the dues and don’ts, which approach would be most consistent with behaviorism?
Rewarding the trainees who can recall all the dues and don’ts.
Having trainees rehearse and memorize the dues and don’ts.
Providing the rationale for dues and don’ts to improve retention.
Having trainees act out real life scenarios to practice dues and downs.
Rewarding the trainees who can recall all the dues and downs.
This approach is based on the concept that behavior is shaped by the consequences of reinforcement or punishment. Rehearsing to memorize and providing the rationale for actions are consistent with cognitivism, which is based on the principle that learning occurs primarily through exposure to logically presented information and retrieval or rehearsal lead to retention. Acting out real life scenarios is consistent with constructivism, which includes learning through carefully designed exponential opportunities similar to what learners encounter in the real world.
What is a primary difference between behaviorism and cognitivism?
Behaviorism focuses on how mental processes affect behavior, whereas cognitivism focuses on the external controls that affect internal processes.
Behaviorism focuses on reasons for actions where cognitivism focuses on the actions them self. Behaviorism focuses on external events or cognitivism focuses on what is it happening internally.
Behaviorism focuses on how people think and remember whereas cognitivism focuses on associations between stimuli and responses.
Behaviorism focuses on external events, where Cognitivism focuses on what is happening internally.
Behaviorism focuses on associations between stimuli and responses, the actions or behaviors, and the external controls that affect internal processes. Cognitivism focuses on how people think and remember, reasons for actions, and how mental processes affect behavior.
A talent development professional is creating a training module on public speaking. The professional wants to use the cognitive approach to learning. When teaching methods for staying calm during a speech, which action of the talent development professional would be most consistent with a cognitive approach?
Asking for participants to give a speech in front of other participants using the methods taught. Providing in-depth information about each method and explaining how it is used.
Testing the participants on the methods and providing feedback for every response.
Penalizing the participants for every question they answer incorrectly.
Providing in-depth information about each method and explaining how it is used.
Cognitivism which is based on the principle that learning occurs primarily through exposure to logically presented information and that retrieval or rehearsal lead to retention. Penalizing the participants for questions answered incorrectly and providing feedback for every response our actions consistent with behaviorism, which is based on the concept that behavior is shaped by the consequences or reinforcement or punishment. Asking the participants to present a speech in front of other participants is consistent with constructivism, Which involves learning through carefully design exponential opportunities similar to those learners encounter in the real world.
