Learning and Development (10%)

Question 1

6 Basic Types of Training

Answer 1

1. Orientation 2. Basic Skills 3. Updating 4. Teamwork 5. Compliance 6. On the job training

Question 2

Herzberg’s Two Factor Theory

Answer 2

Motivation (Satisfaction Factors) - Encourage EE do challenging work and realize self potential
Hygiene (Dissatisfaction) - Encourage EE to work to avoid uncomfortable or unpleasant experiences

Question 3

ADDIE

Answer 3

Analysis, Design, Development, Implementation, Evaluation

Question 4

Formative Evaluation

Answer 4

Conducted throughout the ADDIE process to inform design and development include needs assessment, job analysis, pilot testing, and pre-testing

Question 5

Summative Evaluations

Answer 5

Conducted on finished training programs to asses their overall effectiveness; include reaction evals, learning evals, behavior evlas and results

Question 6

Kirkpatrick’s Method of Evaluating Training Programs

Answer 6

Reaction, learning, behavior, results

Question 7

6 “I”s of Innovation

Answer 7

Inspiration, Imagination, Ideas, Insights, Invention, Implementation

Question 8

4 Traditional Career Stages

Answer 8

Exploration, Establishment, Maintenance and Disengagement

Question 9

5 Leadership Styles

Answer 9

Transformational, Transactional, Laissez-faire, Authoritative, Democratic

Question 10

McGregor’s Theory X and Theory Y

Answer 10

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

Question 11

Blake-Mouton Managerial Grid

Answer 11

X-axis measures an individual’s concern for production

Y-axis measures concern for other people

Question 12

3 Stages of Change Process Theory

Answer 12

Unfreezing (change mindset), Moving (implementation), Refreezing (acceptance)

Question 13

Organizational Development Intervention

Answer 13

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)

Question 14

Management by Objectives (MBO)

Answer 14

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

Question 15

MBO Process

Answer 15

Set Goals - Create Action Plan - Review Perf - Assess Perf and Reward Meeting Objectives

Question 16

Six Sigma

Answer 16

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

Question 17

Learning Organizations

Answer 17

An org that facilitates continual learning by its employees as part of a strategy that allows it to adapt quickly to changing business circumstances

Question 18

Senge’s 5 Disciplines that Characterize Learning Orgs

Answer 18

Personal Mastery (experts), Mental Models (perceived beliefs), Shared Vision (future goals), Team Learning, Systems Thinking (patterns)

Question 19

Pedagogy and Andragogy

Answer 19

Teaching children/adults

Question 20

5 Assumptions of Adult Learners

Answer 20

Self-concept, Adult Learner Experience, Readiness to Learn, Orientation to Learning, Motivation to Learn

Question 21

Bloom’s Taxonomy - 3 Learning Domains

Answer 21

Common language for educators

Cognitive, Affective, Phychomotor

Question 22

Cognitive Domain

Answer 22

Development of skills, knowledge, comprehension, critical thinking
1. Knowledge(remembering), 2. Comprehension (Understanding, 3. Application, 4. Analysis, 5. Evaluation,6. Synthesis (creating)

Question 23

Affective Domain

Answer 23

Development of emotional reactions and skills.

1. Receiving, 2. Responding, 3. Valuing, 4. Organizing, 5. Characterizing

Question 24

Psychomotor Domain

Answer 24

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)

Question 25

3 Learning Styles

Answer 25

Auditory, Tactile (touching), Visual

Question 26

4 Types of Performance Appraisal

Answer 26

Behavioral, Comparison, Rating, Narrative

Question 27

3 Methods of Comparison Performance Appraisal

Answer 27

Ranking - EEs listed in order from best to worst
Paired - Compared 1:1
Forced Distribution - Graded on bell-curve
Factor Comparisons - Individual performance

Question 28

3 Methods of Narrative Performance Appraisal

Answer 28

Critical Incident Review - Mgr records +/- incidents
Essay Review - Essay describing perf during perid of time
Field Review - Conducted not by mgr; HR or outsourced

Question 29

Behaviorally Anchored Rating Scale (BARS)

Answer 29

rating scale that uses pre-established descriptions to rate performance and uses only observable behaviors instead of traits

Question 30

Appraisal Process

Answer 30

• Reinforce good behavior
• Provide constructive criticism
• Restate and/or reset expectations
• Satisfy the very human need everyone has to “know where I stand”

Question 31

What to avoid during appraisals

Answer 31

• Surprises
• Venting
• Going through the motions

Question 32

6 Evaluation Biases

Answer 32

• 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

Question 33

Performance management

Answer 33

1. Articulates the specific actions and behaviors that are necessary for achievement of its goals
2. Periodically performs a structured assessment of whether the people responsible for those actions and behaviors are functioning as desired
3. Takes the necessary steps to alter or sustain current actions and behaviors

Question 34

4 Key Performance Evaluation Characteristics

Answer 34

Fairness, Honesty, Sensitivity, Vision

Question 35

Elements of Performance Management Systems

Answer 35

Goals, Structure (rating scale, self-assessment, MBO, 360), Course Corrections, Self-Assessment

Question 36

3 Ranking Methods

Answer 36

1. Simple Ranking Methods: EE list best to worst
2. Paired Comparison: Compared 1:1
3. Forced: Grouping EEs into predefined ratings

Question 37

Rating Methods: Graphic Scale

Answer 37

Rates EEs according to a statement or question about a particular aspect of an EEs job perf

Question 38

Rating Methods: Critical Incident Method

Answer 38

Relies on instances of especially good or poor perf on the part of the EE

Question 39

Rating Methods: BARS Appraisal System

Answer 39

Represents a combination of the graphic rating scale and the critical incident method

Question 40

Rating Methods: BOS Scale

Answer 40

Developed from critical incidents but uses substantially more incidents than a BARS to define specifically all the measures necessary for effective perf

Question 41

Rating Methods: MBO System

Answer 41

Goals based system: Based largely on the extent to which inidivid meet their personal performance objectives