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Qualifying Exams > Performance Improvement 3 > Flashcards

Performance Improvement 3 Flashcards

1
Q

a specific step taken to fix the underlying cause of a performance problem

A

Intervention

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2
Q

a proactive effort on the part of management to change the current state of performance within an organization

A

Intervention

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3
Q

deliberate conscious acts that facilitate change in performance.

A

Intervention

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4
Q

things you can do to bring about change in an oraganization

A

Intervention

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5
Q

another name for a set of solutions, usually a combination of tools and techniques that clearly and directly relate to solving a performance gap or implementing an organizational change

A

Intervention

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6
Q

Two types of interventions

A

Instructional and non-instructional

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7
Q

The process of identifying and recommending the most appropriate activities to successfully resolve a performance improvement problem, opportunity, or challenge.

A

Intervention selection

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8
Q

classroom training, CAI, distance learning, manuals, mentoring, on-the-job training

A

Instructional interventions

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9
Q

work place redesign, incentive programs, feedback, motivation, job aids, performance support systems, corporate culture

A

Non-instructional interventions

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10
Q

Major goal of the intervention selection process

A

identify and recommend the most appropriate performance improvement intervention(s) to resolve the problem.

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11
Q

training, instructional manuals

A

Skill and Knowledge interventions

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12
Q

Bonuses

A

Incentives Interventions

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13
Q

Most recommended way to select performance improvement is through…

A

the team approach

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14
Q

Getting new equipment

A

Environment

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15
Q

Recognition programs

A

Motivation

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16
Q

Practitioners must be able to…

A
  1. must know a wide range of possible interventions and where to locate experts or resources for more information.
  2. Their recommendation must align with the performance analysis
  3. They must select interventions that are the most feasible and sustainable in a given situation
  4. They must communicate their intervention in a way that builds on and ensures stakeholder commitment
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17
Q

used when a performance does not currently exist and needs to be started

A

Interventions for Establishing Performance

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18
Q

used when a performance exists but needs to be made better

A

Interventions for Improving Performance

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19
Q

used when a performance exists and that performance needs to continue at the current level

A

Interventions for Maintaining Performance

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20
Q

used when a performance exists and we want to stop the performance

A

Interventions for Extinguishing Performance

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21
Q

Instruction provided to a group of learners by a human instructor away from the place where work is performed

A

Classroom instruction

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22
Q 
Involves more than one person,
Requires active participation
Involves interaction of participants
Achieves specific, measurable outcomes
Is structured
A

Team activities

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23
Q

is active, serves to solve a relevant problem, and focuses on working as a team.

A

Action learning

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24
Q

Action Learning Process

A
  1. Formation of a group
  2. Presentation of a problem
  3. Reframing of the problem with guidance from a facilitator to: a).Determine positive long-term benefits to those impacted by the problem b). Develop and test action strategies. c). Implement action strategies
    d) . Apply learning to improve future performance
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25
Q 
Identifying a problem
Assigning tasks to be completed
Gathering data and resources
Thinking through the problem
Developing a solution to the problem
Evaluating the solution
Reflection on the process
A

Action learning

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26
Q

a term that can be used to describe the process of gathering information, transforming it by applying it to the context in which it will be used, and disseminating it as knowledge.

A

Knowledge management

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27
Q

objective, organized, and can be codified into policies.

A

Explicit knowledge

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28
Q

subjective, experiential, and hard to formalize

A

Subjective knowledge

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29
Q

Durning this phase, the practitioner and the stakeholders identify and prioritize potential interventions and then move on to the selection phase

A

Survey Phase

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30
Q

Selecting the most appropriate interventions to plan the next steps

A

Selection Phase

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31
Q

The deliberate pairing of two people who have unequal levels of a relevant set of skills and experiences…to transfer knowledge and experience from the person who has more of them to the person who has fewer

A

Mentoring

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32
Q

integration of multiple information-presentation modalities (text, audi, pictures, graphics, motion video, and animation) through the use of microprocessor-based technologies…and applications that include CD-ROMs,…DVDs, Internet and intranet web pages, on-line discussion groups and knowledge bases, and live collaboration through computer networks

A

Multimedia or eLearning

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33
Q

Purpose of the preliminary phrase

A

Focus attention on the performance problems and the causes rather than the symptoms

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34
Q

the planned process of developing task-level expertise by having an experienced employee train a novice employee at or near the actual work setting

A

OTJ (On the job training)

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35
Q

transmission of educational, instructional, or training programming to two or more people at two or more locations separated by space or in time

A

Distance education and distributed learning

36
Q

Allows the employee to master material independently, at the employee’s own pace

A

Self-directed learning

37
Q

process of acquiring, storing, and managing access to bodies of knowledge that assist people in performing their jobs with focus and precision

A

Knowledge management

38
Q

Step 1 of the Preliminary Phase

A

Validate and/or Conduct Performance Gap and Cause Analysis

39
Q

refers to the use of Internet technologies to deliver a broad array of solutions that enhance knowledge and performance. It is based on three fundamental criteria:
It’s networked, which makes it capable of instant updating, storage/retrieval, distribution and sharing of instruction or information. It is delivered to the end-user via a computer using standard Internet technology. It focuses on the broadset view of learning - learning solutions that go beyond the traditional paradigms of training.

A

eLearning

40
Q

are formal compensation systems that are directly tied to organizational or individual performance. Such systems are most effective when based on objective measures of quantity or quality of performance.

A

Pay for performance compensation systems

41
Q

Underlying issue or opportunity that triggers the need for performance improvement

A

Cause

42
Q

The presenting characteristic

A

Symptom

43
Q

one of numerous tools of the technology age that provide workers with almost instant access to information vital to do their jobs.

A

Electronic Performance Support Symptoms

44
Q

the science of fitting the job to the worker

A

Ergonomics

45
Q

A proactive approach to keep processes and machinery in working order, and to maintain a healthful work environment

A

Preventive Maintenance and Safety Engineering

46
Q

Techniques by which an organization defines what work needs to be done and how it will be accomplished

A

Work Methods

47
Q

Determining the amount of value added to the org by each job and unit, it is driven by customer needs and requirements

A

Value Engineering

48
Q

The process employed to facilitate that work units meet the required standards of the organization and that quality improvement is integral to the work of all

A

Quality Management and Continuous Improvement

49
Q

When workers, machinery and process interact for user-friendly functioning

A

Interface Design

50
Q

The design does not disadvantage or stigmatize any group of users.

A

Equitable Use

51
Q

The design accommodates a wide range of individual preferences and abilities.

A

Flexibility in Use:

52
Q

Use of the design is easy to understand, regardless of the user’s experience, language skills, or current concentration level.

A

Simple, Intuitive Use

53
Q

The design communicates necessary information effectively to the user, regardless of ambient conditions or sensory abilities.

A

Perceptible Information

54
Q

The design minimizes hazards and the adverse consequences of accidental or unintended actions.

A

Tolerance for Error

55
Q

The design can be used efficiently and comfortably, and with a minimum of fatigue.

A

Low Physical Effort

56
Q

Appropriate size and space is provided for approach, reach, manipulation, and use, regardless of the user’s body size, posture, or mobility.

A

Size & Space for Approach & Use

57
Q

The capability of the space to be rearranged easily

A

Adaptability

58
Q

The ability of the space to respond to evolutionary change through use

A

Interactivity

59
Q

Ensuring that environments and technology can be navigated and used by everyone

A

Accessibility

60
Q

individuals can freely navigate without barriers, for example ramps and washroom access for wheelchair bound individuals

A

Barrier-Free Design

61
Q

people with mobility difficulties should be afforded basic access to newly constructed homes in order for them to be “Visitable” by building a no-step entrance, wide doorways, main floor bathroom large enough to enter with a wheelchair

A

Visitable environments

62
Q

incorporates comfort, communication and access in designing a space so that it is easy to perform a task in the space

A

Functionally efficient environment

63
Q

design that is inclusively accessible to all.

A

Universal Design

64
Q

the use of technology to provide on-demand access to integrated information, guidance, advice, assistance, training, and tools to enable high-level job performance with a minimum of support from other people

A

Electronic Performance Support Systems

65
Q

A process that examines the operation of management of an organization in an effort to improve efficiency and competitiveness

A

Organizational design and development

66
Q

Enabling concept allowing people to develop a sense of self-confidence and energizing them to take action

A

Empowerment

67
Q

Computer/performer interaction that integrates the knowledge, information, and tools the performer needs to achieve individual performance.

A

Performance-centered

68
Q

Improving individual performance by leveraging technology.

A

E-Performance

69
Q

An emerging professional discipline which uses a group of techniques, methods, and approaches to apply technology to build performance-centered and knowledge management systems.

A

Performance support engineering

70
Q

Commitment is experienced by employees when they all share-in knowing what to do and in making the organization a better place fo themselves and for the outside world

A

Shared vision

71
Q

Assumptions about the world and how it works,

A

Mental modes

72
Q

Our legacy, what we strive for in life

A

Personal mastery

73
Q

the roles and responsibilities of the job

A

Job descriptions

74
Q

the qualifications for the job

A

the qualifications for the job

75
Q

software system used to manage and deliver learning and resources to students and other learners

A

LMS (Learning Management Systems)

76
Q

a set of tendencies or behavior patterns that characterize the people in an organization

A

Organizational culture

77
Q

Allows its members to authenticate their personal identification, and gain access to digital files

A

CMS (Content Management Systems)

78
Q

An optimized body of coordinated on-line and off-line methods and resources that enable and maintain a person’s or an organization’s performance

A

Performance support tools

79
Q

Process that improves work performance in a focused direction beyond the person’s current job or station in life

A

Education

80
Q

information, about behavior or its impact” that is provided to performers “with the intent of influencing future performance”

A

Feedback and communication systems

81
Q

training designs that provide instruction to employees by employers to establish, improve, maintain, or extinguish performance as it relates to business needs

A

Training

82
Q

the practices that support the sharing of information and knowledge within organizations to achieve organizational goals

A

Organizational Communication Systems

83
Q

Training designed to allow the employee to master material independently, at the employee’s own pace.

A

Self-directed learning

84
Q

Strategy used to train new employees with real time change.

A

On the job training.

85
Q

DMACI

A

Define measure analyze improve and controll

86
Q

Training design that takes place just before or concurrent with the trainee’s need to use a specific knowledge or skill

A

Just in time training

Qualifying Exams (22 decks)

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