Lecture 18 Team building Flashcards
Mentoring
- Distinctive interactive relationship between two individuals, occurring most commonly in a professional setting with the mentor consciously deciding to assist the protégé (or mentee) in attaining expert status and in furthering his or her career development.
- A formal relationship that lasts 2-5 years; typically the mentor is one generation older.
Preceptor
- An experienced person or colleague who provides knowledge and emotional support, as well as a clarification of role expectations on a one-to-one basis.
- The relationship is active and personal, with close but nonjudgmental supervision.
Role model
- Someone worthy of imitation.
- The relationship may be passive or non-existent; instead, the novice observes behaviors that he or she wants to emulate.
Training
An organized method of ensuring that people have knowledge and skills for a specific purpose and that they have acquired the necessary knowledge to perform specific duties and activities.
Education
More formal and broader in scope than training; whereas training has an immediate use, education is designed to develop individuals in a broader sense.
Motivation
- The force within the individual that influences or directs behavior.
- Intrinsic motivation comes from within the person, driving him/her to be productive.
- Extrinsic motivation comes from outside the individual.
Motivation to learn
- If learners are informed in advance about the benefits of learning specific content and adopting new behaviors, they are more likely to be motivated to attend the training sessions and learn.
- Telling employees why and how specific educational or training programs will benefit them personally is a vital management function in staff development.
Readiness to learn
- Maturational and experiential factors in the learner’s background that influence learning; is not the same as motivation to learn.
- Maturation means that the learner has received the prerequisites for the next stage of learning. The prerequisites could be behaviors or prior learning.
- Experiential factors are skills previously acquired that are necessary for the next stage of learning.
Social learning theory (Bandura, 1977)
- The proposition that we learn from our interactions with others in a social context.
- Most people learn their behavior by direct experience and observation, known as observational learning or modeling.
- People learn based on the judgments of others, especially when experience is limited.
- People evaluate the soundness of new information by reasoning through inductive and deductive thought.
Learning organizations (LOs)
- Organizations that subscribe to the concept that collective learning goes beyond the boundaries of individual learning and realizes gains for both the individual and the organization.
- LOs promote a shared vision and collective learning in order to create positive and needed organizational change.
Features of learning organizations
- Celebration of success.
- Absence of complacency.
- Tolerance of mistakes.
- Belief in human potential.
- Recognition of knowledge.
- Environment of openness and trust.
- Outward-looking.
Education and training are two components of _
Staff development.
All staff development activities should be evaluated for _
- Quality control.
2. Fiscal accountability.
The education and training of staff is the responsibility of _
- Management.
- The education department.
(Shared responsibility between these two groups.)
Adult learning theory (Knowles, 1970)
- The idea that learning needs change with the onset of adulthood; a person’s self-concept of essential self-direction is the point at which he or she psychologically becomes an adult.
- Pedagogy = child learning.
- Andragogy = adult learning.
Pedagogy characteristics
- Learner is dependent and needs external rewards and punishment.
- Learner’s experiences are inconsequential or limited.
- Subject-centered.
- Teacher-directed.
- Climate is authoritative; competition is encouraged.
- Teacher sets goals, makes decisions, and evaluates.
Andragogy characteristics
- Learner is self-directed and internally motivated.
- Learner’s experiences are valued and varied.
- Task- or problem-centered.
- Climate is relaxed and informal; collaboration is encouraged.
- Teacher and class set goals; decisions are made by teacher and students.
- Teacher, self, and peers evaluate.
Under adult learning theory, readiness to learn is greatest when _
There is a need to know.
Reinforcement
The act of encouraging, rewarding, and strengthening desired behaviors observed in one person by another (i.e., preceptor).
Task learning
The learning of complex tasks is facilitated when tasks are broken into parts, beginning with the simplest and continuing to the most difficult.
Transfer of learning
Learning is transferred to the practice setting most effectively when the learner has had adequate practice with a task, and when the training environment is as similar to the actual environment as possible.
Span of memory
The ability of the learner to retain information.
Chunking
- When two or more independent items of information are presented and then grouped together into one unit.
- A learner can typically remember 5 to 9 “chunks”; this increases with experience and expertise.
Knowledge of results
- People learn faster when they are informed of their progress.
- The knowledge of results must be automatic, immediate, and meaningful to the task at hand.
Competence
The ability to meet the requirements of a particular role.
Socialization
- Process by which a person acquires the behaviors that accompany his or her role, which are learned socially and by instruction, observation, and trial and error.
- One’s first socialization to the nursing role begins in nursing school, and it continues after graduation.
Resocialization
The learning of new values, skills, attitudes, and social rules as a result of changes in roles, workplace, responsibilities, etc.
Phases of the mentoring process
- Finding and connecting.
- Learning and listening.
- Changing and shifting.
- Mentoring others.
Sanctioning
- The bestowing of rewards and punishments to show what behaviors are rewarded or not acceptable.
- Rarely carried out in a systematic and planned basis.
Coaching
One person helping the other to reach an optimum level of performance.
When socialization is not adequately addressed during role changes, _ may occur.
Role overload.
Socialization creates a fit between the employee and the organization by introducing _
The norms of the group.
