Chapter 6 Flashcards
Learning
Change in knowledge or skills is acquired through education or experience
Training
Knowledge and skills of employees are enhanced
Declarative knowledge
Body of knowledge about facts and things
Knowledge compliation
Body of knowledge acquired as a result of learning
Procedural knowledge
Body of knowledge about how to use information to address issues and solve problems
Genera intellectual ability (g)
Most important factor in acquiring declarative knowledge
Perceptual speed abilities
Development of basic understanding of how to perform the task, but seeks a more efficient method for accomplishing the task with minimal attentional effort
Psychomotor ability
Speed of skill acquistion
Proceduralization
Set of conditional action rules: if condition A exists then action B is needed
Automacicity
State of rapid performance that requires little cognitive effort
Mental models
Knowledge is organized
Meta-cognition
Individual’s knowledge of the demands of a task and their own capabilities
Computer-based training
Utilizes computer technology i.e. CD-ROM to ensure acquisition of skills and knowledge
Program instruction
Most basic computer-based training that provides self-paced learning
Intelligent tutoring systems
Sophisticated type of computer-based training that uses artificial intelligence to customize learning to the individual
Interactive multimedia training
Computer-based training that combines visual and auditory info to create a realistic but non-threatening enviroment
Virtual reality training
Computer based training that uses 3D computer generated imagery
Business games
Simulates a business environment with specific objectives to achieve rules for trainees to follows
Role playing
Training method directed primarily at enhancing interpersonal skills in which training participants adopt various roles in group excercise
Behavior modeling
Method of training that uses imitative learning and reinforcement to modify human behavior
Error management
System of training in which employees are encouraged to make errors and learn from their mistakes
Management development
Individuals serving in management or leadership positions are trained to better perform the job
Melting point conception
Concept of facilitating relationships among people of different cultures based on the relinquishing their individual cultural identities to form new culture (coexisting)
Multicultural conception
Concept of facilitating relationships among people of different cultures based on them retaining their individual cultural identities (coexisting)
Cultural diversity training
Method of training directed at improving interpersonal sensitivity and awareness of cultural differences among employees
Attitude change programs
Focus on awareness of diversity and personal factors that influence our behavior toward others
Behavior change approach
Changing organizational policies and individual behaviors that limit employee productivity
Expatriate
Person native to one country who serves a period of employment in another country
Sexual harassment training
Un Welcomed sexual advances creating an intimidating work environment
Quid pro quo sexual harassment
Legal classification of harassment in which specified organizational rewards are offered in exchange for sexual favors
Hostile environment sexual harrassment
Legal classification of sexual harassment in which individuals regard conditions in the work place i.e. off colored jokes as offensive
Mentoring
Typically an older, more experienced person who offers help to professionally develop a less experienced person
Protege
Younger person, less experienced who is helped and developed in job training by a more experienced person
Initiation phase
More powerful and professionally recognized mentor looks on the apprentice as a protege
Protege phase
Apprentice’s work is recognized not for its own merit, but as a by product of the mentor’s instruction
Breakup stage
Protege goes off on his or her own
Lasting friendship phase
Between mentor and protege
Frequency
Frequency of meetings between mentor and protege
Scope
Addresses breadth of mentoring functions received by protege vs breadth of subjects addressed during mentoring relationship
Strength of influence
Degree which the protege is influenced by the mentor
Executive coaching
Individualized developmental process for business leaders provided by trained professional i.e. the coach
Enhanced skills:
1) Interpersonal skills
2) Communication
3) Leadership skills
4) Self-management
Transfer of training
Degree of generalizability of the behaviors learned in training to those behaviors evidenced on the job that enhance performance
Reaction criteria
Standard for judging effectiveness of training that refers to the reactions of individuals about the training they recieved
Learning crieteria
Standard for judging effectiveness of training that refers to the amount of new knowledge and skills acquired through training
Internal criteria
Reaction and learning criteria
Behavioral criteria
Standard for judging the effectiveness of training that refers to changes in performance exhibited on the job as a result of training
Results criteria
Standard for judging effectiveness of training that refers to the economic value that accrues to the organization as a function of the new behaviors exhibited on the job
Alignment
Between organization’s culture and training initiatives
