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Qualifying Exams > Performance Improvement 1 > Flashcards

Performance Improvement 1 Flashcards

1
Q

Who is the founder of performance technology?

A

Thomas Gilbert

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2
Q

The model that focuses on environmental support and employees repertory of behavior

A

Behavior Engineering Model

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3
Q

HPT

A

Human Performance Technology

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4
Q

PI

A

Performance Improvement

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5
Q

PT

A

Performance Technology

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6
Q

HPI

A

Human Performance Improvement

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7
Q

___ implies a focus on using a set of methods and procedures to improve the work, worker, workplace, and or/world

A

Performance Technology

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8
Q

___ and ___ imply a focus on improving people/worker performance

A

Human Performance Improvement and Human Performance Technology

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9
Q

Human performance technology has two major drivers: ___ and ___

A

Evaluation and change

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10
Q

____ is both the process of improving performance and the actual positive results of that performance

A

Performance Improvement

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11
Q

_____ is the practitioner who actually leads and conducts the improvement effort

A

Performance Consultant

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12
Q

_____is the process, tools, or techniques used to accomplish the improvement

A

Performance Technology

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13
Q

_____are the processes, methods, and/or plans designed, developed, and implemented to improve performance.

A

Performance Improvement Interventions

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14
Q

Performance improvement involves ….

A

a people-oriented focus, positive outlook, future orientation, and a multidimensional approach.

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15
Q

Predicting behavior is the focus of this theoretical foundation

A

Behaviorism

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16
Q

Theoretical contribution: small steps of instruction; learn to manipulate and control environment by the individual’s response to it.

A

Behaviorism

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17
Q

TF’s Focus: Data as basis for understanding behavior

A

Diagnostic and Analytical Systems

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18
Q

TF’s Contribution: 1). practitioner’s use comprehensive analytical tools; 2). diagnosis is based on gap 3). Causes of situation are defined before intervention is selected.

A

Diagnostic and Analytical Systems

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19
Q

Difference between desired and actual situation

A

Gap

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20
Q

TF’s Focus: ADDIE model

A

Instructional Systems Design and Organizational Learning

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21
Q

TF’s Contributions: Developed in the 40’s and 50’s to train military members; various instructional methods were found to be valuable.

A

Instruction Systems Design and Organizational Learning.

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22
Q

Changing performance at organizational and individual levels

A

Organization Design and Change Management

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23
Q

1). Improves culture, group dynamics, and structure of organizations 2). helps individuals adapt to change through timely information, appropriate resources, and strategies to minimize resistance and turmoil that accompanies change 3)systems dynamics, human motivation, group and team dynamics, competency modeling, organizational learning systems, and feedback systems

A

Organizational Design and Change Management

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24
Q

Determining the value and impact of interventions

A

Evaluation

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25
Q

Produces credibility that practitioners need

Real costs against real savings attained by organizations, return on investment.

A

Evaluation

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26
Q

Dividing “thinkers” and “doers” and analyzing and describing jobs and tasks

A

Management Sciences

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27
Q

Theories led to standardized production system

Emphasis evolved to physical and psychological issues, such as motivation, job satisfaction, professional growth, and empowerment

A

Management Sciences

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28
Q

Field of Chris Argyns?

A

Action Science

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29
Q

Who’s focus was reflection and inquiry on the reasoning that underlie’s people’s actions?

A

Chris Argyns

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30
Q

Who developed concepts of learning organization, double loop learning, and feedback systems?

A

Chris Argyns

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31
Q

Who coined the term “skilled competencies?”

A

Chris Argyns

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32
Q

What explains how defensive behavior and the fear of collective inquiry by management may protect us from threat or embarrassment but also may block learning?

A

Skilled competencies

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33
Q

Who pioneered team building with upper management?

A

Chris Argyns

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34
Q

Field of Benjamin Bloom

A

Educational Technology

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35
Q

Whose focus was on the hierarchical taxonomy of intellectual or cognitive objectives based on what learners are supposed to do?

A

Benjamin Bloom

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36
Q

Who suggested varying instruction according to learning requirements and difficulty of cognitive domain level?

A

Benjamin Bloom

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37
Q

Who revealed that instructional efforts were largely aimed at the bottom levels of the cognitive hierarchy?

A

Benjamin Bloom

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38
Q

Field of W. Edwards Deming?

A

Total Quality Management (TQM)

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39
Q

Who emphasized quality rather than production targets?

A

W. Edwards Deming.

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40
Q

Field of Peter Drucker?

A

Management Sciences

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41
Q

Field of Robert Gagne?

A

Instructional Systems Design

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42
Q

Field of Thomas Gilbert

A

Behavioral Engineering

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43
Q

Field of Joe Harless

A

Front End Analysis

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44
Q

Who established that businesses are human centers as well as economic centers? Work must have social meaning.

A

Peter Drucker

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45
Q

Who focused on task analysis and sequencing tasks?

A

Robert Gagne

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46
Q

Who founded the field of human performance technology?

A

Thomas Gilbert

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47
Q

Who focused on diagnosing problems early because problem cause often dictates solutions?

A

Joe Harless

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48
Q

Who coined the phrase “self-governing plant community,” proposing that many managerial responsibilities should be undertaken by individual employees or work teams?

A

Peter Drucker

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49
Q

Who developed the “14 points” model of quality?

A

W. Edwards Deming

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50
Q

Who developed concepts of decentralized large organizations, management by objectives, and the role of the knowledge worker?

A

Peter Drucker

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51
Q

Who created information processing model and nine events of instruction?

A

Robert Gagne

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52
Q

Whose behavioral engineering model focuses on changing work environment aspects such as information resources, incentives, knowledge, capacity, and motives to improve performance?

A

Thomas Gilbert

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53
Q

Who coined the phrase “front-end” analysis to describe the rigorous diagnostic framework applied prior to addressing solutions?

A

Joe Harless

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54
Q

Who is a statistician who helped turn around the Japanese economy after WWII?

A

W. Edwards Deming

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55
Q

Who said that “learners need to receive feedback on individualized tasks in order to correct isolated problems?”

A

Robert Gagne

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56
Q

Who thought that HPT needs to deal with multiple rather than serial objectives?

A

Robert Gagne

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57
Q

Who stated that “absence of performance support (not skills and knowledge) is the greatest block to exemplary work performance?”

A

Thomas Gilbert

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58
Q

Who thought that HPI tools can reduce training expense considerably?

A

Joe Harless

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59
Q

The five types of learning (psychomotor skills, verbal information, intellectual skills, cognitive strategies, and attitudes came from which person?

A

Robert Gagne

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60
Q

What are the five types of learning?

A

Psychomotor skills, verbal information, intellectual skills, cognitive strategies, and attitudes

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61
Q

Robert Kaufman’s field?

A

Strategic Planning

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62
Q

Donald Kirkpatrick’s field

A

Evaluation

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63
Q

Malcolm Knowles’ field?

A

Andragogy

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64
Q

Kurt Lewin’s field?

A

Force Field Analysis

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65
Q

Robert Magner’s field?

A

Instructional Objectives

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66
Q

Douglas McGregor’s field?

A

Theory X and Theory Y

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67
Q

Susan Markle’s field?

A

Programmed Instruction

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68
Q

Geary Rummler’s field?

A

Three Levels of Organizational Performance

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69
Q

Peter Senge’s field?

A

Learning Organization

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70
Q

B. F. Skinner’s field

A

Behaviorism

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71
Q

Frederick Taylor’s field?

A

Scientific Management

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72
Q

Sivasaliam Thiagi Thaigarajan’s field?

A

Games and Playfulness

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73
Q

Donald Tosti’s field?

A

Feedback

74
Q

Marvin Weisbord’s field?

A

Six Boxes

75
Q

Who addressed mega (societal), macro (organizational), and micro (individual) levels?

A

Robert Kaufman

76
Q

Who developed the four levels of evaluation criteria (reaction, learning, behavior, and results?

A

Donald Kirkpatrick

77
Q

What are Donald Kirkpatrick’s four levels of evaluation criteria?

A

Reaction, learning, behavior, and results.

78
Q

Who established that adult learning needs to be lifelong and ideally should involve learning contracts?

A

Malcolm Knowles

79
Q

Who used a force field to assess human behavior in terms of opposing forces (driving and restraining) that motivates action?

A

Kurt Lewin

80
Q

Who thought that instructional objectives should describe what learners will be able to do and represent improved performance?

A

Robert Magner

81
Q

Who thought that X management style is repressive, authoritarian, and fearful?

A

Douglas McGregor

82
Q

Who developed the concept of programmed instruction following experiments with Skinner’s teaching machine?

A

Susan Markle

83
Q

Whose focus was on organization, process, and the individual job or performer?

A

Geary Rummler

84
Q

What are the five critical practices for creating a learning organization?

A
  1. Personal mastery 2. mental models 3. shared vision 4. Team Learning 5. Systems Thinking
85
Q

NSPI

A

National Society for Programmed Instruction

86
Q

ISPI

A

International Society for Performance Improvement

87
Q

The basis of the field for performance improvement started where?

A

NSPI or ISPI

88
Q

Who thought y managerial style is optimistic, creative, and interdependent?

A

Douglas McGregor

89
Q

Behavior valued for its accomplishment

A

Worthy performance

90
Q

BEM has been applied as what kind of model?

A

Cause analysis model

91
Q

Who emphasized that performance improvement work impacts society and should impact society and that performance improvement should be planned astutely?

A

Roger Kaufman

92
Q

Rummler’s five components of performance systems

A

Job situation, performer, response, consequence, feedback

93
Q

The occasion of the perfromance

A

Job situation

94
Q

The worker

A

Performer

95
Q

The action or decision

A

Response

96
Q

A reward, punishment, or non-existent consequence

A

Consequence

97
Q

Information about whether the response was adequate or inadequate

A

Feedback

98
Q

managing the interrelationships between departments and processses

A

White space

99
Q

CBI

A

critical business issues

100
Q

CPI

A

critical process issues

101
Q

CJI

A

Critical job issues

102
Q

Who clarified the role of evaluation relative to performance improvement and training?

A

Donald Kirkpatrick

103
Q

Who developed the Organizational Elements Model?

A

Kaufman

104
Q

OEM?

A

Organizational Elements Model

105
Q

OEM provides a practical framework for…

A

Planning, assessing needs, and evaluating.

106
Q

Results and consequences external to client and society (Macro)

A

Outcomes

107
Q

Results an organization can or does deliver outside of itself (macro)

A

Outputs

108
Q

Building-block results that are produced within the organization (Micro)

A

Products

109
Q

The ways, means, activities, procedures, and methods used internally

A

Processes

110
Q

The human, physical, and financial resources an organization can and doesuse

A

Inputs

111
Q

Established that adult learning needs to be lifelong and ideally should involve learning contracts

A

Malcolm Knowles

112
Q

Who said that force field assess human behavior in terms of opposing forces (driving and restraining) that motivates action

A

Kurt Lewin

113
Q

What the learner is supposed to be able to do

A

objectives

114
Q

What the learner is able to do

A

performance

115
Q

important circumstances under which the performance is expected to occur

A

Conditions

116
Q

quality or level of performance to be considered acceptable

A

criterion

117
Q

Refers to forms of progress that meet the needs of the present without compromising the ability of future generations to meet their needs.

A

Sustainability

118
Q

Who coined the term triple bottom line?

A

Elington

119
Q

People, planet, and profit

A

Triple bottom line

120
Q

What three aspects of sustainability did Ellington focus on?

A

Environmental, social, and economic

121
Q

Leader of positive psychology approach

A

Martin Seligman

122
Q

Founder of appreciative inquiry

A

David Cooperrider

123
Q

What is committed to human potential, motives, and capacities?

A

Positive psychology

124
Q

What is the coevolutionary search for the best in people their organizations, and the relevant world around them?

A

Appreciative pschology

125
Q

Who thought that performance improvement occurs when restraining forces are reduced?

A

Kurt Lewin

126
Q

Participated management linked with Taylor’s science thinking with democratic values?

A

Kurt Lewin

127
Q

What are the three stages of organizational change?

A

Unfreezing old behavior, moving to the next level of behavior, refreezing new behavior

128
Q

Who created the three stages of organizational chagne?

A

Kurt Lewin

129
Q

Who that that instructional objectives should describe what learners will be able to do and represent improved perfomance?

A

Robert Mager

130
Q

Who described objectives to accomplish desired instructional results using a branching format of programmed instruction?

A

Robert Mager

131
Q

Who created performance analysis flowchart with Peter Pipe?

A

Robert Mager

132
Q

Enables organizations to determine what will be needed for the future that would draw from past success

A

Dream phase

133
Q

What are the four steps of appreciate inquiry?

A

Discovery, dream, design, and destiny

134
Q

Posing positive questions to determine effective processes and results that have proven successful

A

Discovery phase

135
Q

Determines how to bring successes forward to shape new products, services, and organizational structures

A

Design phase

136
Q

Emphasizes successful practices that will be carried forward and stresses the need for research in order to accomplish desired new outcomes.

A

Destiny phase

137
Q

Who developed metaphors for master and servant polarity?

A

Douglas McGregor

138
Q

Who pioneered industrial relations?

A

Douglas McGregor

139
Q

Who developed concept of programmed instruction following experiments with Skinner’s teaching machine?

A

Susan Markle

140
Q

Who developed the three levels of organizational performance?

A

Geary Rummler

141
Q

Who developed the five critical practices for creating a learning organization?

A

Peter Senge

142
Q

What are the five critical practices for creating a learning organization?

A
  1. Personal mastery 2. Mental Models 3. Shared Vision 4. Team Learning 5. Systems Thinking
143
Q

Who believed in small step instruction, followed by extensive feedback enhances learning?

A

B. F. Skinner

144
Q

Who developed an integration of methods, policies, planning, and people?

A

Frederick Taylor

145
Q

Who integrated playfulness, person-to-person interaction, and experiential learning?

A

Thiagi

146
Q

Who thought that critical characteristics of feedback are tied to who gives it, the content, and where and when it is given?

A

Donald Tosti

147
Q

Who developed an organizational diagnostic framework composed of six critical areas?

A

Weisbord

148
Q

What are Weisboard’s six critical areas?

A

Purpose, structure, leadership. relationships, rewards, helpful mechanisms

149
Q

Who believed that there are three types of learning necessary for programmed instruction?

A

Susan Markle

150
Q

What are the three types of learning necessary for programmed instruction?

A

Discrimination, generalizations, and chains

151
Q

Who emphasized the importance of improved organization process, which he called “white” space?

A

Geary Rummler

152
Q

Who pioneered systems oriented approach to achieving high performance?

A

Peter Senge

153
Q

Whose behavioral theories were fundamental to performance improvement and instructional design?

A

B.F. Skinner

154
Q

What are the scientific management principles of Frederick Taylor?

A

Authority based on knowledge instead of position, the first wage incentive system, breaking down tasks into smaller components, creation of a productivity expert.

155
Q

Who elevated serious play, games, and fun as performance interventions?

A

Thiagi

156
Q

Who specialized in applying human performance technology and performance improvement to organization change culture?

A

Donald Tosti

157
Q

Whose organizational framework is widely used in organization development?

A

Marvin Weisbord

158
Q

Whose programmed learning model combines ope rant conditioning, cognitive learning with information gathering?

A

Susan Markle and Phillip Tiemann

159
Q

Who invented linear programming methodology?

A

B.F. Skinner

160
Q

Who laid the foundation for the modern assembly line?

A

Frederick Taylor

161
Q

Clarifying the outcomes expected and the measures that will indicate success

A

Results

162
Q

Complexity and interconnectedness of situations

A

Systematic

163
Q

Interventions should increase the worth of the situation for the internal organization or external client

A

Value added

164
Q

Work with stakeholders, participants, and content experts using collaborative approaches to improve and enhance workplace performance

A

Partnership

165
Q

What is the first phase in the HPT model?

A

Performance Analysis

166
Q

What is the process of identifying the organization’s performance requirements and comparing them to its objectives and capabilities?

A

Perfromance Analysis

167
Q

What looks into the heart of the organization - its vision , mission, values, goals, strategies, and critical issues driving the need for change

A

Organizational Analysis

168
Q

What identifies and prioritizes the realities that support actual performance?

A

Environmental Analysis

169
Q

External considerations such as society, culture, and social responsibility

A

World

170
Q

Internal considerations such as available resources, tools, and human resources policies

A

Workplace

171
Q

Job design considerations such as workflow, ergonomic issues, stakeholders, and competition

A

Work

172
Q

Personal considerations such as skill level, knowledge, motivation capacity and expectations

A

Worker

173
Q

What’s the final phase of the HPT model?

A

Cause Analysis

174
Q

What are the four phases of the HPT model?

A

Performance Analysis, Organizational Analysis, Environmental Analysis Gap Analysis, Cause Analysis

175
Q

Determines why the need or opportunity gap exist

A

Cause Analysis

176
Q

What are the four performance drivers?

A

Motivation, skills and knowledge, proper tools and, environment, incentives

177
Q

The process of looking at an organization to see which of the 4 performance drivers are working correctly and which ones aren’t.

A

Performance Improvement

178
Q

something that an organization does to fix a broken performance driver.

A

Intervention

179
Q

Once an intervention has been created and implemented, we need to see how the intervention worked and determine if further analysis is needed.

A

Evaluation

180
Q

What are the five fields of performance improvement?

A

A) Training .

B) Human Resources Management

C) Systems Theory

D) Psychology

E) Human Factors / Ergonomics

181
Q

Determines the immediate reaction: knowledge, skill, and attitude change, plus initial application or adoption of the intervention(s)

A

Summative or Level 1

182
Q

Focus on the effectiveness, efficiency, impact and value, including return on investment

A

Confirmative Evaluation

Qualifying Exams (22 decks)

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