Employee Training + Leadership Flashcards
Allows a twice yearly meeting with employees, the time to discuss their strengths and weaknesses.
Semiannual performance appraisal review
It provides a fair basis on which to determine an employee’s salary increase.
Performance Appraisal
Promotion of employees until they reach their highest level of incompetence.
Peter Principle
When performance management techniques are not successful, the results of performance review might suggest that the best course of action is to what?
Terminate employee.
In an environment in which employees are very cohesive, the use of __ might reduce the cohesiveness.
Peer ratings
Though they may not see every minute of an employee’s behavior, they do see the end result.
Supervisors
These kinds of performers evaluate their peers more strictly.
High performers
Employees who score high in self esteem and self monitoring and low in individualism react ___ to peer ratings.
Most favorably.
This kind of rating can be difficult to obtain because employees fear a backlash if they rate unfavorably.
Subordinate ratings
They provide feedback on employee performance by filing complaints, completing evaluation cards or complimenting a manager about one of her employees.
Customers
Current customers who have been enlisted by a company to periodically evaluate the service they receive in exchange for a monetary reward and free meal.
Secret shoppers
This kind of evaluation tends to suffer from leniency and correlate only moderately with actual performance and poorly with subordinate and management ratings.
Self Appraisal
Self Appraisal appears to be most accurate when it will not be used for what purposes?
Administrative purposes
The appraisal dimension that concentrates on such employee attributes as dependability, honesty and courtesy.
Trait-Focused Performance Dimensions
Appraisal dimension that concentrates on the employee’s knowledge, skills and abilities.
Competency-Focused Performance Dimensions
This appraisal dimension is organized by the similarity of tasks that are performed and easier to evaluate performance than with other dimensions.
Task-Focused Performance Dimensions
This dimension of appraisal is organized on the basis of goals to be accomplished by the employee.
Goal-Focused Performance Dimension
The effort an employee makes to get along with peers, improve the organization and perform tasks that are needed but not necessarily an official part of the employee’s job description.
Contextual Performance
The appraisal dimension which provides poor feedback and thus will not result in employee development and growth.
Trait-Focused Performance Dimensions
This kind of employee comparison is easily used when there are only a few employees.
Rank Order
How can we determine how many comparisons can be made in a paired comparison?
n (n-1)
_______
2
The method of employee comparison where a predetermined percentage of employees are placed in each of the five categories.
Forced Distribution or Rank and Yank
An objective measure that is obtained by simply counting the number of relevant job behaviors that take place.
Quantity of Work
It is usually measured in terms of errors, which are defined as deviations from a standard. To obtain this, there must be a standard against which to compare an employee’s work.
Quality of Work
An objective measure that is mostly used for research purposes when evaluating success of selection decisions.
Attendance
What are the 3 distinct criteria for measuring attendance?
Absenteeism
Tardiness
Tenure
A rating scale which has 5-10 dimensions accompanied by words such as “excellent” and “poor” anchoring the ends of the scale.
Graphic Rating Scale
Graphic Rating Scale is susceptible to what rating errors?
Halo and leniency
Consists of a list of behaviors, expectations, or results for each dimension. This is used to force supervisors to concentrate on the relevant behavior that falls under a dimension.
Behavioral Checklist
What are the two kinds of behavioral checklists?
Behavior-based statements
Result-focused statementss
An employee can do everything asked of her by an organization and still not get the desired results due to factors outside of her control.
Contamination
The kind of rating that uses critical incidents to formally provide meaning to numbers on a rating scale.
Behavioral Anchored Rating Scales (BARS)
Two kinds of Behavioral Anchored Rating Scales (BARS)
Mixed-standard Scales
Forced-choice Scales
Training format that provides raters with job-related information, practice in rating and examples of ratings made by experts as well as the rationale behind those expert ratings.
Frame-of-reference training
Formal accounts of excellent and poor employee performance that were observed by the supervisor.
Critical Incidents logs
Without documentation, supervisors tend to remember what behaviors?
First impression
Recent behaviors
Unusual or extreme behaviors
Behavior consistent with supervisor’s opinion
A method consisting of a two-color form. Half of the sheet is used to record examples of good behaviors and the other half to record examples of poor behaviors.
Employee Performance Record
Reading these should reduce errors of primacy, recency and attention to unusual information.
Critical Incident logs
A rating error made when a rater uses only one part of a rating scale.
Distribution errors
Rating error where raters tend to rate every employee at the upper end of the scale regardless of the actual performance of the employee.
Leniency Error
A rating error where every employee is being rated in the middle of the scale.
Central Tendency Error
A rating error where raters rates every employee at the low end of the scale.
Strictness Error
Rater allows either a single attribute or an overall impression of an individual to affect the rating that she makes on each relevant job dimension.
Halo Errors
What error occurs when the rater has little knowledge of the job and is less familiar with the person being rated?
Halo errors
Rating made on one dimension affects the rating made on the dimension that immediately follows it physically on the rating scale.
Proximity Errors
The performance rating one person receives can be influenced by the performance of a previously evaluated person.
Contrast Errors
When a new supervisor continues to give excellent ratings to an employee even when his performance deteriorates just because of its previous excellent evaluations.
Assimilation
A supervisor tells an employee everything she has done poorly and then sells her on ways she can improve. What approach is this?
Tell and sell approach
At least how long should be allocated to prepare before the interview and in the interview itself?
1 hour
How often should performance appraisal review interviews be scheduled for most employees?
At least once every 6 months
When are review interviews commonly scheduled after an employee begins working for the organization?
6 months after
Aside from performance appraisal, what should be held throughout the year to provide feedback?
Informal “progress checks”
How is the review interview process probably best begun?
Employee’s own ratings and her justification.
Positive feedback followed by negative feedback, finishing with more positive feedback.
Feedback sandwich
Attribute others’ failure or poor performance to personal rather than situational factors.
Fundamental Attribution error
In the private sector, the employment-at-will-doctrine in most states allows employees freedom to fire an employee with __.
In the public sector, employees can be fired when _.
Without a reason
Only for a cause.
Employees can be terminated more easily during this period than at any other time.
Probationary Period
Employees in the probationary period can be immediately fired for __.
A rule infraction.
The longer an employee has been with an organization, the greater the number of steps that must be taken to correct her behavior. What is this called?
Progressive discipline
Employees can be terminated if it is in the best economic interests of an organization to do so.
Reduction in force (Layoff)
What are the legal reasons for terminating employees?
Probationary Period
Violation of Company rules
Inability to Perform
Reduction in force (Layoff)
What are the examples of help that an organization might want to offer the employee after termination?
References, severance pay, outplacement assistance
The systematic acquisition of skills, rules, concepts or attitudes that result in improved performance.
Training
What is the first step in developing an employee training system?
Needs analysis
What are the 3 types of Needs Analysis?
Organizational Analysis
Task Analysis
Person Analysis
Its purpose is to determine those organizational factors that either facilitate or inhibit training effectiveness.
Organizational Analysis
Its purpose is to use the job analysis methods to identify the tasks performed by each employee, the conditions under which these tasks are performed and the competencies needed to perform the tasks under the identified conditions.
Task Analysis
What are the most common job analysis methods used in Task analysis?
Interviews
Observations
Task inventories
Its purpose is to determine which employees need training and in which areas.
Person Analysis
What are the types of rating errors that can reduce the accuracy of performance appraisal scores in person Analysis?
Leniency errors
Strictness errors
What are the ways to conduct training needs surveys?
Questionnaire
List of job related tasks
This method yields more in-depth answers to questions about training needs and reveals the employee’s feelings and attitudes more clearly but are often difficult to quantify and analyze.
Interviews
If all employees score poorly on these tests, training across the organization is indicated. If only a few employees score poorly, they are singled out for individual training. However, relatively few tests are available for this purpose.
Skills and Knowledge Tests
When employees play a role in choosing and planning the types of training offered, they are more likely to attend. This increases what?
Employee buy-in
What are the types of incentives that can be used to motivate learning (training)?
Money
Job security
Self improvement
Advancement
Fun (interesting training program)
Opportunity to enter a new career
How do you call it when an employee is either promoted or to receive a pay raise for increasing a particular skill?
Skill based pay
What are the 4 common skill based pay plans?
Vertical skill plans
Horizontal skill plans
Depth skill plans
Basic skill plans
Pay for skill in a single job.
Vertical skill plans
Pay for skills used across multiple jobs.
Horizontal skill plans
Reward employees for learning specialized skills.
Depth skill plans
Pay for basic skills such as Math and English.
Basic Skill Plans
How can a topic in training be made interesting?
Relevant to employees’ lives
Activities
Variety of training techniques
Humor
Maximizing audience participation
What will happen if too little feedback is given to an employee?
Employees will not learn.
What will happen if too much or overly detailed feedback was given to an employee?
Frustration
Will not learn at an optimal level.
The kind of feedback that provides an incentive to continue correct behavior.
Praise
What should accompany negative feedback?
Specific suggestions for improvement
The most common training method, commonly called a seminar, lecture or workshop.
Classroom instruction
Who provides training in a classroom instruction method?
Either member of the training staff or outside consultant.
They conduct training when a training program will be presented too frequently to justify the cost or when the training topic is so specific to the organization.
In-house Trainers
They are the ones to conduct the training when the trainers in an organization lack the expertise on a particular topic or when the cost of developing a training program exceeds the cost of contracting with a trainer.
External trainers
Used when it has a clear economic advantage over live lectures and when the training session is to be repeated many times.
Videotapes/videos
Trainers that are typically used for technical and leadership training. Most appropriate when only a few employees need training at any given time and the cost of setting up a training lab is prohibitive.
Local Colleges and Universities
Less expensive training location.
On-site location
This training location allows employees to concentrate on their training.
Off-site location
It is better to conduct a weeklong training session rather than divide the training into 10 half-day sessions spread over one month period.
Cost-efficiency Period
For the highest level of learning, training material should be presented in small, easily remembered chunks distributed over a period of time (distributed learning) rather than learned all at once (massed learning).
Interest Perspective
When training is massed, training performance will be __.
Lower
What must a trainer consider to adjust for the audience in preparation of classroom setting?
Size, Demographics, Ability of audience.
What materials can the trainees take back to their jobs? This includes a cover sheet of title, list of goals, schedule for training, biographical sketch of trainer, notes, references and suggestions and a form to evaluate the quality of training program.
Handouts
How does a training session usually begin with?
Introduction of the trainer
What are the three considerations in choosing an icebreaker for training?
Goal of icebreaker, length of training session and nature of audience.
For case studies to be most successful for applying knowledge from training, the cases should be taken from what? It is also found superior to the typical case study.
Actual situation/ Living case
Using this exercise to practice new skills allows the trainee to work with equipment under actual working conditions without the consequences of mistakes.
Simulation
Simulation exercise can be effective only if it physically and psychologically simulates what?
Actual job conditions.
This activity allows the trainee to perform necessary interpersonal skills by acting out simulated roles.
Role Play
Reluctance about role play can be reduced to some extent by using _ exercises and __ employees after they participate.
Warm up
Praising
It is similar to role play except that trainees roe play ideal behavior rather than behavior they might normally perform.
Behavioral Modeling
This type of training allows employees to learn material at their own pace, at a time and place that is convenient to them.
Distance Learning
What can be used for programmed instruction in a Distance Learning type of training?
Books, Videos, Interactive Video, Computer based or Web-based
A common method of CBT and e-learning where employees see a videotaped situation on a television, computer screen or iPod and they choose their response. The computer then selects a video that shows what would happen based on the employee’s response.
Interactive Video
What are the fast growing sources of e-learning?
Webinars (Web-based seminar)
Webcast
Teleconferences
Blogs
Wikis
Listserves
Trainees are sent a PowerPoint presentation that they view on their computer while the trainer conducts the audio portion of the training over the phone.
Teleconferences
Informal training by experienced peers and supervisors that occurs on the job and during the job task.
On-the-Job Training
What are the different sources of learning for OJT?
Learning by Modeling others
Job rotation
Apprentice Training
Coaching
Mentoring
What are the characteristics of people we tend to model behavior?
Similar to us
Successful
Have status
Employees perform several different jobs within an organization. Especially popular for managerial training as it allows manager trainees to experience and understand most jobs.
Job Rotation
An individual usually takes 144 hours of formal class work each year and works with an expert for several (usually 4) years to learn a particular trade and perhaps become eligible to join a trade union.
Apprentice Training
What are the two forms of Coaching?
Experienced employees as coaches
Professional coaches
Experienced workers are temporarily assigned to the training department. The workers are taught training techniques and then spend several months training new employees before resuming their old jobs.
Pass-through programs.
Corporate coaches are similar to consultants, yet rather than working with the organization as a whole, they are hired to coach a particular employee, usually a manager.
Professional Coaches
A form of coaching. They who do these are older and at least one level or position above the employee being mentored.
Mentoring
The term for practicing a task even after it has been successfully learned.
Overlearning
What are the two factors that differentiate various methods for evaluation of training results?
Practicality
Experimental Rigor
The first measurement of job knowledge that is taken before the implementation of training.
Pretest
The second measurement of performance or job knowledge taken after the training program is complete.
Post test
The method of evaluation for training results that allows a researcher to look at the training effect after controlling for outside factors.
Method 2: Control Group and Experimental group
The research design for training results evaluation that allows a researcher not only to control for outside effects but also to control for any pretest effect.
Method 3: Solomon four groups design
One of the evaluation criteria for training results, comparing training content with knowledge, skills and abilities required to perform a job.
Content validity
One of the evaluation criteria for training results that involve asking employees if they enjoyed the training and learned from it.
Employee Reactions
One of the evaluation criteria for training results. It is the extent to which employees can actually use the learned material.
Application of Training
One of the evaluation criteria for training results. It evaluates whether the goals for training were met.
Business impact
One of the evaluation criteria for training results that asks a question, “After accounting for the cost of the training, did the organization save money?
Return of Investment
The internal force that drives a worker to action as well as the external factors that encourage the action.
Motivation
Increased worker motivation results in increased _.
Job performance
What are the three individual difference traits that are most related to work motivation?
Self esteem
Intrinsic motivation
Need for achievement and power
The extent to which a person views himself as valuable and worthy.
Self esteem
The theory that posits that there is a positive correlation between self esteem and performance.
Korman’s Consistency Theory
What are the 3 types of self esteem?
Chronic self esteem
Situational self esteem or self efficacy
Social influenced self esteem
It is a person’s overall feeling/self esteem about himself.
Chronic self esteem
It is a person’s feeling/ esteem about himself in a particular situation.
Situational self esteem/ Self-efficacy
It is how a person feels about himself on the basis of the expectations of others.
Socially influenced self esteem
An individual will perform as well or as poorly as he expects to perform.
Self-fulfilling prophecy
The relationship between self-expectations and performance.
Galatea effect
If an employee feels that a manager has confidence in him, his self-esteem will increase, as well as his performance.
Pygmalion effect
Negative expectations of an individual cause a decrease in that individual’s actual performance.
Golem effect
People who are __ will seek to perform well because they either enjoy performing the actual tasks or enjoy the challenge of successfully completing the task.
Intrinsically motivated
People who are intrinsically motivated don’t need __ as it may reduce their satisfaction and intrinsic motivation.
External rewards
