Performance Improvement 1 Flashcards
Who is the founder of performance technology?
Thomas Gilbert
The model that focuses on environmental support and employees repertory of behavior
Behavior Engineering Model
HPT
Human Performance Technology
PI
Performance Improvement
PT
Performance Technology
HPI
Human Performance Improvement
___ implies a focus on using a set of methods and procedures to improve the work, worker, workplace, and or/world
Performance Technology
___ and ___ imply a focus on improving people/worker performance
Human Performance Improvement and Human Performance Technology
Human performance technology has two major drivers: ___ and ___
Evaluation and change
____ is both the process of improving performance and the actual positive results of that performance
Performance Improvement
_____ is the practitioner who actually leads and conducts the improvement effort
Performance Consultant
_____is the process, tools, or techniques used to accomplish the improvement
Performance Technology
_____are the processes, methods, and/or plans designed, developed, and implemented to improve performance.
Performance Improvement Interventions
Performance improvement involves ….
a people-oriented focus, positive outlook, future orientation, and a multidimensional approach.
Predicting behavior is the focus of this theoretical foundation
Behaviorism
Theoretical contribution: small steps of instruction; learn to manipulate and control environment by the individual’s response to it.
Behaviorism
TF’s Focus: Data as basis for understanding behavior
Diagnostic and Analytical Systems
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.
Diagnostic and Analytical Systems
Difference between desired and actual situation
Gap
TF’s Focus: ADDIE model
Instructional Systems Design and Organizational Learning
TF’s Contributions: Developed in the 40’s and 50’s to train military members; various instructional methods were found to be valuable.
Instruction Systems Design and Organizational Learning.
Changing performance at organizational and individual levels
Organization Design and Change Management
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
Organizational Design and Change Management
Determining the value and impact of interventions
Evaluation
Produces credibility that practitioners need
Real costs against real savings attained by organizations, return on investment.
Evaluation
Dividing “thinkers” and “doers” and analyzing and describing jobs and tasks
Management Sciences
Theories led to standardized production system
Emphasis evolved to physical and psychological issues, such as motivation, job satisfaction, professional growth, and empowerment
Management Sciences
Field of Chris Argyns?
Action Science
Who’s focus was reflection and inquiry on the reasoning that underlie’s people’s actions?
Chris Argyns
Who developed concepts of learning organization, double loop learning, and feedback systems?
Chris Argyns
Who coined the term “skilled competencies?”
Chris Argyns
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?
Skilled competencies
Who pioneered team building with upper management?
Chris Argyns
Field of Benjamin Bloom
Educational Technology
Whose focus was on the hierarchical taxonomy of intellectual or cognitive objectives based on what learners are supposed to do?
Benjamin Bloom
Who suggested varying instruction according to learning requirements and difficulty of cognitive domain level?
Benjamin Bloom
Who revealed that instructional efforts were largely aimed at the bottom levels of the cognitive hierarchy?
Benjamin Bloom
Field of W. Edwards Deming?
Total Quality Management (TQM)
Who emphasized quality rather than production targets?
W. Edwards Deming.
Field of Peter Drucker?
Management Sciences
Field of Robert Gagne?
Instructional Systems Design
Field of Thomas Gilbert
Behavioral Engineering
Field of Joe Harless
Front End Analysis
Who established that businesses are human centers as well as economic centers? Work must have social meaning.
Peter Drucker
Who focused on task analysis and sequencing tasks?
Robert Gagne
Who founded the field of human performance technology?
Thomas Gilbert
Who focused on diagnosing problems early because problem cause often dictates solutions?
Joe Harless
Who coined the phrase “self-governing plant community,” proposing that many managerial responsibilities should be undertaken by individual employees or work teams?
Peter Drucker
Who developed the “14 points” model of quality?
W. Edwards Deming
Who developed concepts of decentralized large organizations, management by objectives, and the role of the knowledge worker?
Peter Drucker
Who created information processing model and nine events of instruction?
Robert Gagne
Whose behavioral engineering model focuses on changing work environment aspects such as information resources, incentives, knowledge, capacity, and motives to improve performance?
Thomas Gilbert
Who coined the phrase “front-end” analysis to describe the rigorous diagnostic framework applied prior to addressing solutions?
Joe Harless
Who is a statistician who helped turn around the Japanese economy after WWII?
W. Edwards Deming
Who said that “learners need to receive feedback on individualized tasks in order to correct isolated problems?”
Robert Gagne
Who thought that HPT needs to deal with multiple rather than serial objectives?
Robert Gagne
Who stated that “absence of performance support (not skills and knowledge) is the greatest block to exemplary work performance?”
Thomas Gilbert
Who thought that HPI tools can reduce training expense considerably?
Joe Harless
The five types of learning (psychomotor skills, verbal information, intellectual skills, cognitive strategies, and attitudes came from which person?
Robert Gagne
What are the five types of learning?
Psychomotor skills, verbal information, intellectual skills, cognitive strategies, and attitudes
Robert Kaufman’s field?
Strategic Planning
Donald Kirkpatrick’s field
Evaluation
Malcolm Knowles’ field?
Andragogy
Kurt Lewin’s field?
Force Field Analysis
Robert Magner’s field?
Instructional Objectives
Douglas McGregor’s field?
Theory X and Theory Y
Susan Markle’s field?
Programmed Instruction
Geary Rummler’s field?
Three Levels of Organizational Performance
Peter Senge’s field?
Learning Organization
B. F. Skinner’s field
Behaviorism
Frederick Taylor’s field?
Scientific Management
Sivasaliam Thiagi Thaigarajan’s field?
Games and Playfulness
Donald Tosti’s field?
Feedback
Marvin Weisbord’s field?
Six Boxes
Who addressed mega (societal), macro (organizational), and micro (individual) levels?
Robert Kaufman
Who developed the four levels of evaluation criteria (reaction, learning, behavior, and results?
Donald Kirkpatrick
What are Donald Kirkpatrick’s four levels of evaluation criteria?
Reaction, learning, behavior, and results.
Who established that adult learning needs to be lifelong and ideally should involve learning contracts?
Malcolm Knowles
Who used a force field to assess human behavior in terms of opposing forces (driving and restraining) that motivates action?
Kurt Lewin
Who thought that instructional objectives should describe what learners will be able to do and represent improved performance?
Robert Magner
Who thought that X management style is repressive, authoritarian, and fearful?
Douglas McGregor
Who developed the concept of programmed instruction following experiments with Skinner’s teaching machine?
Susan Markle
Whose focus was on organization, process, and the individual job or performer?
Geary Rummler
What are the five critical practices for creating a learning organization?
- Personal mastery 2. mental models 3. shared vision 4. Team Learning 5. Systems Thinking
NSPI
National Society for Programmed Instruction
ISPI
International Society for Performance Improvement
The basis of the field for performance improvement started where?
NSPI or ISPI
Who thought y managerial style is optimistic, creative, and interdependent?
Douglas McGregor
Behavior valued for its accomplishment
Worthy performance
BEM has been applied as what kind of model?
Cause analysis model
Who emphasized that performance improvement work impacts society and should impact society and that performance improvement should be planned astutely?
Roger Kaufman
Rummler’s five components of performance systems
Job situation, performer, response, consequence, feedback
The occasion of the perfromance
Job situation
The worker
Performer
The action or decision
Response
A reward, punishment, or non-existent consequence
Consequence
Information about whether the response was adequate or inadequate
Feedback
managing the interrelationships between departments and processses
White space
CBI
critical business issues
CPI
critical process issues
CJI
Critical job issues
Who clarified the role of evaluation relative to performance improvement and training?
Donald Kirkpatrick
Who developed the Organizational Elements Model?
Kaufman
OEM?
Organizational Elements Model
OEM provides a practical framework for…
Planning, assessing needs, and evaluating.
Results and consequences external to client and society (Macro)
Outcomes
Results an organization can or does deliver outside of itself (macro)
Outputs
Building-block results that are produced within the organization (Micro)
Products
The ways, means, activities, procedures, and methods used internally
Processes
The human, physical, and financial resources an organization can and doesuse
Inputs
Established that adult learning needs to be lifelong and ideally should involve learning contracts
Malcolm Knowles
Who said that force field assess human behavior in terms of opposing forces (driving and restraining) that motivates action
Kurt Lewin
What the learner is supposed to be able to do
objectives
What the learner is able to do
performance
important circumstances under which the performance is expected to occur
Conditions
quality or level of performance to be considered acceptable
criterion
Refers to forms of progress that meet the needs of the present without compromising the ability of future generations to meet their needs.
Sustainability
Who coined the term triple bottom line?
Elington
People, planet, and profit
Triple bottom line
What three aspects of sustainability did Ellington focus on?
Environmental, social, and economic
Leader of positive psychology approach
Martin Seligman
Founder of appreciative inquiry
David Cooperrider
What is committed to human potential, motives, and capacities?
Positive psychology
What is the coevolutionary search for the best in people their organizations, and the relevant world around them?
Appreciative pschology
Who thought that performance improvement occurs when restraining forces are reduced?
Kurt Lewin
Participated management linked with Taylor’s science thinking with democratic values?
Kurt Lewin
What are the three stages of organizational change?
Unfreezing old behavior, moving to the next level of behavior, refreezing new behavior
Who created the three stages of organizational chagne?
Kurt Lewin
Who that that instructional objectives should describe what learners will be able to do and represent improved perfomance?
Robert Mager
Who described objectives to accomplish desired instructional results using a branching format of programmed instruction?
Robert Mager
Who created performance analysis flowchart with Peter Pipe?
Robert Mager
Enables organizations to determine what will be needed for the future that would draw from past success
Dream phase
What are the four steps of appreciate inquiry?
Discovery, dream, design, and destiny
Posing positive questions to determine effective processes and results that have proven successful
Discovery phase
Determines how to bring successes forward to shape new products, services, and organizational structures
Design phase
Emphasizes successful practices that will be carried forward and stresses the need for research in order to accomplish desired new outcomes.
Destiny phase
Who developed metaphors for master and servant polarity?
Douglas McGregor
Who pioneered industrial relations?
Douglas McGregor
Who developed concept of programmed instruction following experiments with Skinner’s teaching machine?
Susan Markle
Who developed the three levels of organizational performance?
Geary Rummler
Who developed the five critical practices for creating a learning organization?
Peter Senge
What are the five critical practices for creating a learning organization?
- Personal mastery 2. Mental Models 3. Shared Vision 4. Team Learning 5. Systems Thinking
Who believed in small step instruction, followed by extensive feedback enhances learning?
B. F. Skinner
Who developed an integration of methods, policies, planning, and people?
Frederick Taylor
Who integrated playfulness, person-to-person interaction, and experiential learning?
Thiagi
Who thought that critical characteristics of feedback are tied to who gives it, the content, and where and when it is given?
Donald Tosti
Who developed an organizational diagnostic framework composed of six critical areas?
Weisbord
What are Weisboard’s six critical areas?
Purpose, structure, leadership. relationships, rewards, helpful mechanisms
Who believed that there are three types of learning necessary for programmed instruction?
Susan Markle
What are the three types of learning necessary for programmed instruction?
Discrimination, generalizations, and chains
Who emphasized the importance of improved organization process, which he called “white” space?
Geary Rummler
Who pioneered systems oriented approach to achieving high performance?
Peter Senge
Whose behavioral theories were fundamental to performance improvement and instructional design?
B.F. Skinner
What are the scientific management principles of Frederick Taylor?
Authority based on knowledge instead of position, the first wage incentive system, breaking down tasks into smaller components, creation of a productivity expert.
Who elevated serious play, games, and fun as performance interventions?
Thiagi
Who specialized in applying human performance technology and performance improvement to organization change culture?
Donald Tosti
Whose organizational framework is widely used in organization development?
Marvin Weisbord
Whose programmed learning model combines ope rant conditioning, cognitive learning with information gathering?
Susan Markle and Phillip Tiemann
Who invented linear programming methodology?
B.F. Skinner
Who laid the foundation for the modern assembly line?
Frederick Taylor
Clarifying the outcomes expected and the measures that will indicate success
Results
Complexity and interconnectedness of situations
Systematic
Interventions should increase the worth of the situation for the internal organization or external client
Value added
Work with stakeholders, participants, and content experts using collaborative approaches to improve and enhance workplace performance
Partnership
What is the first phase in the HPT model?
Performance Analysis
What is the process of identifying the organization’s performance requirements and comparing them to its objectives and capabilities?
Perfromance Analysis
What looks into the heart of the organization - its vision , mission, values, goals, strategies, and critical issues driving the need for change
Organizational Analysis
What identifies and prioritizes the realities that support actual performance?
Environmental Analysis
External considerations such as society, culture, and social responsibility
World
Internal considerations such as available resources, tools, and human resources policies
Workplace
Job design considerations such as workflow, ergonomic issues, stakeholders, and competition
Work
Personal considerations such as skill level, knowledge, motivation capacity and expectations
Worker
What’s the final phase of the HPT model?
Cause Analysis
What are the four phases of the HPT model?
Performance Analysis, Organizational Analysis, Environmental Analysis Gap Analysis, Cause Analysis
Determines why the need or opportunity gap exist
Cause Analysis
What are the four performance drivers?
Motivation, skills and knowledge, proper tools and, environment, incentives
The process of looking at an organization to see which of the 4 performance drivers are working correctly and which ones aren’t.
Performance Improvement
something that an organization does to fix a broken performance driver.
Intervention
Once an intervention has been created and implemented, we need to see how the intervention worked and determine if further analysis is needed.
Evaluation
What are the five fields of performance improvement?
A) Training .
B) Human Resources Management
C) Systems Theory
D) Psychology
E) Human Factors / Ergonomics
Determines the immediate reaction: knowledge, skill, and attitude change, plus initial application or adoption of the intervention(s)
Summative or Level 1
Focus on the effectiveness, efficiency, impact and value, including return on investment
Confirmative Evaluation
