Learning and Development (10%) Flashcards
6 Basic Types of Training
- Orientation 2. Basic Skills 3. Updating 4. Teamwork 5. Compliance 6. On the job training
Herzberg’s Two Factor Theory
Motivation (Satisfaction Factors) - Encourage EE do challenging work and realize self potential
Hygiene (Dissatisfaction) - Encourage EE to work to avoid uncomfortable or unpleasant experiences
ADDIE
Analysis, Design, Development, Implementation, Evaluation
Formative Evaluation
Conducted throughout the ADDIE process to inform design and development include needs assessment, job analysis, pilot testing, and pre-testing
Summative Evaluations
Conducted on finished training programs to asses their overall effectiveness; include reaction evals, learning evals, behavior evlas and results
Kirkpatrick’s Method of Evaluating Training Programs
Reaction, learning, behavior, results
6 “I”s of Innovation
Inspiration, Imagination, Ideas, Insights, Invention, Implementation
4 Traditional Career Stages
Exploration, Establishment, Maintenance and Disengagement
5 Leadership Styles
Transformational, Transactional, Laissez-faire, Authoritative, Democratic
McGregor’s Theory X and Theory Y
Theory X- Employees want to do as little as possible and are not interested in taking responsibility for their work
Theory Y - Interested in taking on interesting work and assuming responsibility for that work
Blake-Mouton Managerial Grid
X-axis measures an individual’s concern for production
Y-axis measures concern for other people
3 Stages of Change Process Theory
Unfreezing (change mindset), Moving (implementation), Refreezing (acceptance)
Organizational Development Intervention
Used to address a prob within an org (in regards to change).
Interventions: Strategic (vision or mission/Change management-individuals), Human Process (individual members of org interact/Management by objectives-manager goals), Techno-Structural Interventions (Change work performed/Job rotation)
Management by Objectives (MBO)
A perf appraisal system where EEs and their managers agree to specific goals at the beginning of the rating period and periodically evaluating perf against targets
MBO Process
Set Goals - Create Action Plan - Review Perf - Assess Perf and Reward Meeting Objectives
Six Sigma
An approach to quality mgmt characterized by the basic premise that all business processes can be measured and optimized (reduce manufacturing defects)
DMAIC - Define, measure, analyze, improve, control
Learning Organizations
An org that facilitates continual learning by its employees as part of a strategy that allows it to adapt quickly to changing business circumstances
Senge’s 5 Disciplines that Characterize Learning Orgs
Personal Mastery (experts), Mental Models (perceived beliefs), Shared Vision (future goals), Team Learning, Systems Thinking (patterns)
Pedagogy and Andragogy
Teaching children/adults
5 Assumptions of Adult Learners
Self-concept, Adult Learner Experience, Readiness to Learn, Orientation to Learning, Motivation to Learn
Bloom’s Taxonomy - 3 Learning Domains
Common language for educators
Cognitive, Affective, Phychomotor
Cognitive Domain
Development of skills, knowledge, comprehension, critical thinking
1. Knowledge(remembering), 2. Comprehension (Understanding, 3. Application, 4. Analysis, 5. Evaluation,6. Synthesis (creating)
Affective Domain
Development of emotional reactions and skills.
1. Receiving, 2. Responding, 3. Valuing, 4. Organizing, 5. Characterizing
Psychomotor Domain
Development of student’s ability to function physically and manipulate instruments
1. Perception (guide to physical activity), 2. Set (readiness to act), 3. Guided responses (practice), 4. Complex overt responses (complex movement/pattern) 5. Origination (create new patterns)
3 Learning Styles
Auditory, Tactile (touching), Visual
4 Types of Performance Appraisal
Behavioral, Comparison, Rating, Narrative
3 Methods of Comparison Performance Appraisal
Ranking - EEs listed in order from best to worst
Paired - Compared 1:1
Forced Distribution - Graded on bell-curve
Factor Comparisons - Individual performance
3 Methods of Narrative Performance Appraisal
Critical Incident Review - Mgr records +/- incidents
Essay Review - Essay describing perf during perid of time
Field Review - Conducted not by mgr; HR or outsourced
Behaviorally Anchored Rating Scale (BARS)
rating scale that uses pre-established descriptions to rate performance and uses only observable behaviors instead of traits
Appraisal Process
- Reinforce good behavior
- Provide constructive criticism
- Restate and/or reset expectations
- Satisfy the very human need everyone has to “know where I stand”
What to avoid during appraisals
- Surprises
- Venting
- Going through the motions
6 Evaluation Biases
- Halo Effect: Eval based on a single characteristic
- Contrast Error: Eval compares all candidates or EEs to a single individual
- Leniency: Evals may be reticent (not honest) and may be giving better evals than deserved
- Recency: Gives weight to recent events
- Numbers Fetish: Over quantifying
Performance management
- Articulates the specific actions and behaviors that are necessary for achievement of its goals
- Periodically performs a structured assessment of whether the people responsible for those actions and behaviors are functioning as desired
- Takes the necessary steps to alter or sustain current actions and behaviors
4 Key Performance Evaluation Characteristics
Fairness, Honesty, Sensitivity, Vision
Elements of Performance Management Systems
Goals, Structure (rating scale, self-assessment, MBO, 360), Course Corrections, Self-Assessment
3 Ranking Methods
- Simple Ranking Methods: EE list best to worst
- Paired Comparison: Compared 1:1
- Forced: Grouping EEs into predefined ratings
Rating Methods: Graphic Scale
Rates EEs according to a statement or question about a particular aspect of an EEs job perf
Rating Methods: Critical Incident Method
Relies on instances of especially good or poor perf on the part of the EE
Rating Methods: BARS Appraisal System
Represents a combination of the graphic rating scale and the critical incident method
Rating Methods: BOS Scale
Developed from critical incidents but uses substantially more incidents than a BARS to define specifically all the measures necessary for effective perf
Rating Methods: MBO System
Goals based system: Based largely on the extent to which inidivid meet their personal performance objectives
