Chapter 7 Flashcards

1
Q

Lifelong Learning

A

A formal commitment to ensuring that employees have and develop the skill they need to be effective in their jobs today and in the future

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2
Q

Training evaluation

A

Systematically collecting the information necessary to make effective decisions about adopting, improving, valuing, and continuing an instructional activity or set of activities

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3
Q

Training Transfer

A

Effectively using what is learned in training back on the job

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4
Q

Self-Management Strategies

A

Efforts to control one’s motivation, emotions, and decision-making to enhance the application of learned capabilities to the job

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5
Q

Training Gamification

A

Applying gaming designs and concepts to training to make it more engaging for the learner and increase learning and performance outcomes

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6
Q

Training

A

Formal and informal activities to improve competencies relevant to an employee’s or a work-group’s current job

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7
Q

Learning Objective

A

Identifies desired learning outcomes

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8
Q

Variable Socialization

A

Employees do not know when to expect to pass a different status level, and the timeline may be different across employees

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9
Q

Individual Socialization

A

Newcomers are socialized individually as an apprenticeship

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10
Q

Orientation

A

Training activities to help new hires fit in as organizational members

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11
Q

Disjunctive Socialization

A

Newcomers are left alone to develop their own interpretations of the organization and situations they observe

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12
Q

Development

A

Focuses on developing competencies that an employee or workgroup is expected to need in the future

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13
Q

Divestiture Socialization

A

Tries to deny and strip away certain personal characteristics

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14
Q

Informal Socialization

A

Unstructured, on-the-job socialization done by coworkers

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15
Q

Sensory Modality

A

A system that interacts with the environment through one of the basic senses

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16
Q

Visual

A

Learning by seeing

17
Q

Learning Style

A

How people differ in how we process information when problem solving or learning

18
Q

Serial Socialization

A

Accessible and supportive organizational members serve as role models and mentors

19
Q

Sequential Socialization

A

The degree to which socialization follows a specific sequence of steps

20
Q

Culture-Specific Cross-Cultural Training

A

Training that helps learners identify the most effective ways of working with people from a particular culture or country

21
Q

General Cross-Cultural Training

A

Training that helps learners better manage the uncertainty of working with globally diverse people

22
Q

Needs Assessment

A

The first step in establishing a training or development program; identification of what should be accomplished. It creates the foundation for effective training. The scope can be organizational, task, or person.

23
Q

Motivation to Transfer

A

The intention and the willingness to transfer any knowledge acquired in a training or development activity back to the work context

24
Q

On-The-Job

A

A training method in which an individual learns while performing responsibilities of the job; relies on both verbal and written instructions, observations, imitation, and practice

25
Q

Behavior

A

Level 3 of Kirkpatrick’s training evaluation model; measures the extent to which what is learned in training is used on the job

26
Q

Implementation

A

The fourth step in establishing a training or development program; sessions are scheduled, participants invited, instructors scheduled, materials prepared and delivered, and training conducted

27
Q

Classroom

A

A training method where training is conducted face-to-face with a trainer who is instructing an individual or a group of learners

28
Q

Design

A

The third step in establishing a training or development program; the training program developer, content, learning methods, materials, setting, and instructors are identified

29
Q

Investiture Socialization

A

Builds newcomers’ self confidence and reflects senior employees’ valuing of newcomers’ knowledge and personal characteristics

30
Q

Auditory

A

Learning by hearing

31
Q

Evaluation

A

The last step in establishing a training or development program; the sytematic collection of information necessary to make effective decisions about adopting, improving, valuing, and continuing an instructional activity or set of activities; measuring whether, or to what degree, training objectives were met

32
Q

Tactile

A

Learning by touching

33
Q

Kinesthetic

A

Learning by doing

34
Q

Virtual

A

A training method referring broadly to various online or computerized learning tools

35
Q

Learning

A

Level 2 of Kirkpatrick’s training evaluation model; measures change in participants’ knowledge, skills, behavior, or attitude due to the training

36
Q

Experiential

A

A training method involving role plays , action learning, and other techniques designed to give learners experience doing the desired task or behaviors, rather than just learning about them

37
Q

Learning Agility

A

The ability to learn from the experiences and to apply that knowledge to new and different situations

38
Q

Results

A

Level 4 of Kirkpatrick’s training evaluation model; measures the business impact of the trainees’ new knowledge and behaviors

39
Q

Reaction

A

Level 1 of Kirkpatrick’s training evaluation model; measures how participants felt about the learning or training experience