Exam 3 Flashcards
Training vs Employee development
training: a planned effort by company to facilitate job related competency.
development: preparing employee for future job.
What is the objective in training employees
Upon completion of training the employee is expected to have certain skills up to a specific quality or level of performance.
Principals of learning
active, size (of material), meaningfulness, practice, feedback
What are the three types of training transfer?
Positive transfer: employee retained what they were trained to retain.
Zero transfer: no information learned
Negative transfer: incorrect or faulty information was transferred.
How do we increase better training transfers (of information)?
Identical elements: create an exact way that something should be replicated.
Principals: “do this and here is why.”
Transfer climate
General training delivery approaches
Lecture, on the job training, programmed instruction learning (self directed technique)
Training delivery—employee development approaches
Onboarding, coaching, behavior modeling, business simulator, corporate universities
Criteria for evaluating training effectiveness
Kirkpatrick’s taxonomy: reactions, learning, behaviors, results
Reactions- affective and utility judgments.
Learning: knowledge retention, skill demonstration
Behavior: transfer
Training evaluation designs
Post test only: no control
Experiment: random assignment to treatment or control condition(s)
Pre/post test
Pre/post test with a control group
Identify and describe the four parts of a needs assessment.
Organization analysis
Task (job) analysis
Person analysis
Demographic analysis
What are some guidelines for structuring practice?
Spaced (cramming) or distributed practice
Whole vs part of task at once
Over learning: muscle memory
How does physical fidelity differ from psychological fidelity?
Psychological: refers to the extent to which an assessment requires test takers to utilize the kSAO’s during assessments that they will use on the job.
Physical: refers to the extent to which an assessment replicated actual task performed on the job.
What three faucets can motivation be broken down to?
(Directs) direction of behavior
(Energizing) intensity of action
(Sustains) persistence of behavior
Five needs (in order) in Maslow’s hierarchy
Physiological needs
Safety and security
Social or love needs
Esteem needs
Self actualization
Alderfer’s ERG theory vs. Maslow’s theory
Levels in alderfers theory splits pyramid into thirds (existence, relatedness, growth)
Job characteristics theory (five dimensions) (three critical states)
Skill variety, task identity, task significance, autonomy, feedback
Core job dimensions—>critical physiological states—>personal and work outcomes
What is equity theory? What happens if there is inequity? How can it be resolved?
Theory: social exchange process-evaluate fairness by comparison to others-compare reaction of inputs to outcomes
Inequity causes….tension!
Resolutions
1.) alter inputs
2.) alter outcomes
3.) leave the field (quit)
4.) cognitively distort own
5.) ^^distort others
6.) change comparison other
VIE/expectancy theory
Rational, conscious decision
Valence: expected level of satisfaction. Instrumentality: relation between performance and outcome.
Expectancy: relation between effort and performance.
Goal setting theory
Goals direct one’s behavior and encourage persistence
Goal setting should involve….specific goals, feedback on progress, goal commitment, participation vs assigned.
Does it matter if you use assigned or participation goals?
??
Three needs of self evaluation theory
Autonomy, competence, relatedness
What is an attitude? What are the three components of an attitude?
the degree of positive or negative feeling or belief a person has toward a particular person, place or thing.
Affective
Behavioral
Cognitive
Theory of planned behavior
attitude, subjective norms, and perceived behavioral control, leads to intentions and behavior.
Theories of job satisfaction
Herzberg: hygiene is dissatisfaction and motivator is satisfaction
Comparison theory: people innately self-evaluate
Social information processing: online interpersonal communication without nonverbal cues and how people develop and manage relationships in a computer-mediated environment.
