CHAPTER FOUR 
LEARNING AND TRAINING 
1. Training is a form of education. 
2.	Leaming theory is logically applied to 
training. 
3.	The principles of leaming theory help to 
design: 
a.	Formal and informal training 
programs. 
4. Principles ofleaming theory: 
a.	The trainee must be motivated 
to leam. 
b.	The trainee must be able to 
leam. 
c.	Training must be reinforced. 
d.	Training must provide an 
opportunity to practice the 
material. 
e.	The material presented must be 
meaningful. 
f.	The material must be 
communicated effectively. 
g.	The material must focus on the 
job. 

Learning and Training 
1.	To learn complex things, a person must 
have certain aptitudes. 
2.	The ability to learn increases 
when: 
a.	The concepts learned in training 
can be understood. 
b.	The concepts can be applied at 
. work. 
3.	The learner must be rewarded in ways 
that satisfy his or her needs. 
4. Basic types of rewards: 
a.	Recognition. 
b.	Promotion. 
c.	Money. 

Learning and Training 
l.	During the training session, trainees 
must: 
a.	Assimilate what is taught. 
b.	Accept knowledge. 
c.	Analyze new concepts. 
2. 	Elements for sequentialleaming: 
a. . Practical cases. 
b.	Problems. 
c.	Discussions. 
d.	Reading lists. 
3.	Basic principies for effective learning 
methods: 
a.	To use and implement a variety of 
methods. 
b.	To use a specific method in 
different periods oftime. 

4. 	Principies of effective training: 	
	a. 	Analysis of results of 	
		processes. 	
	b. 	Standardization. 	
		• 	Content. 	
		• 	Methodology. 	
		• 	Trainer profile. 	
	c. 	Frequency. 	
	d. 	Job relation. 	

Motivation in Learning 
l.	Training influences employees 
enthusiasm to: 
a.	Keep attention focused on 
training activities. 
b.	Reinforce what is taught. 
c.	Enjoy their jobs. 
2.	Motivation is influenced by beliefs and 
perceptions ofthe trainee. 
3.	Principal source of effective motivation in 
learning: 
a.	Tasks with a simple structure to 
understand them. 
4. Tasks with a simple structure: 
a.	Crate feelings of satisfaction in 
employees when they reach 
positive results. 
5. Trainee satisfaction is higher: 
a.	When they participate in the 
selection of training activities. 
b.	When they participate in the 
selection of training material. 
c.	When there is a sense of active 
participation in the training 
course. 
d.	When the trainer allows them to 
explore and propose. 

Learning 
	l. 	Learning is a process to acquire: 
a.	New knowledge. 
b.	New abilities. 
c.	New attitudes. 
2.	Knowledge, abilities and attitudes 
create: 
a .. A relevant and permanent change 
in individual behavior. 
3.	Principal purpose oftraining 
courses: 
a.	To help employees to obtain new 
knowledge, abilities and 
attitudes. 
4.	Learned abilities increase effectiveness 
when: 
a.	The trainee has the possibility to 
practice them. 
	5. 	Effective learning requires: 
a.	To design participative strategies 
for training courses. 
b.	To reinforce correct employee 
behavior. 

Learning 
l. Learning is: 
a.	A change of conduct as a result of 
experience. 
2.	Principal contemporary theories of 
leaming: 
a.	Cognitive. 
b.	Behaviorism. 
3. Cognitive theory refers to: 
a.	Structural concepts. 
b.	Configuration concepts. 
c.	Format concepts. 
4. Behaviorism theory refers to: 
a.	Conditioning. 
b.	The stimulus-response relationship. 
5.	Considerations ofthe cognitive theory of 
learning: 
a.	Perception. 
b.	Comprehension. 
c.	Feedback. 
d.	Objective establishment. 
6. Behaviorist principies: 
a.	Activity. 
b.	Reception. 
c.	Reinforcement. 
d.	Generalization. 
e.	Needs. 

Learning Announcement 
l.	Training in organizations is a type of 
educational model. 
2.	An educational model creates a 
managerial identity culture. 
3.	The managerial identity culture is based 
on: 
a.	Social productivity values. 
b.	Quality in working tasks. 
4. A leaming organization: 
a.	Transfers knowledge to 
workers. 
b.	Constructs an infrastructure based 
on workers. 
5.	People leam in an organization through 
training courses. 
6. The measurement ofleaming determines: 
a.	Levels of knowledge of the 
training course. 
7.	Basic principIes for an effective 
leaming: 
a.	Participation. 
b.	Repetition. 
c.	Feedback. 

Adult Learning 

;. 

",. 

l.	Educational needs of adults are very 
diverse. 
2.	Each person has a group ofparticular 
needs. 
3. Adults learn to solve: 
a.	Personal problems. 
b.	Social problems. 
c.	Professional problems. 
4.	Principal reasons for adults to 
learn: 
a.	To obtain information for a job. 
b.	To use their free time. 
c.	To meet new people. 
d.	To center their attention on other 
activities. 
e.	To improve their abilities and 
aptitudes. 
f.	To develop their personality. 
g.	To increase their income. 
h.	To increase their knowledge. 

Adult Learning 
1.	When adults are convinced ofthe 
importance of training: 
a.	They decide to start a leaming 
process. 
2.	Sometimes adults know more than the 
trainer because of: 
a.	Personal experience. 
b.	Job experience. 
c.	Training experience. 
3.	Adults have more capacity than 
children to: 
a.	Compare and relate facts. 
b.	Criticize. 
c.	Analyze logically. 
d.	Understand particular things. 
4.	Typical profile of adults during the 
teaching process: 
a.	They reject changes. 
b.	They stay in silence when ideas are 
vague for them. 
c.	They are not interested in long 
readings. 
d.	They relate new ideas to their 
expenences.