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Qualifying Exams > Performance Improvement 4 > Flashcards

Performance Improvement 4 Flashcards

1
Q

Provides guidance even if the user has minimal or no prior learning or experience

A

Intuitiveness

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2
Q

Presents a seamless union of people, processes, and devices

A

Integration

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3
Q

Offers on-demand access to tools, information, advice, training, communication, and so forth.

A

Immediacy

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4
Q

Supports needs of novices, competent performers, and experts at the individual, group, or organizational level

A

Individualization

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5
Q

Opens a “dynamic dialogue” between user and performance support tool

A

Interactivity

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6
Q

Supports accuracy and completeness by presenting items or steps to consider or complete.

A

Checklist

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7
Q

Leads you through one or more conditions (“if X is true, and if Y is true…”) to arrive at a decision. Uses a table (grid) format.

A

Decision Table

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8
Q

A tool or resource that provides just the right amount of support at the moment of need

A

Job aid

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9
Q

Interventions can be aimed at…

A

Unit, a Process, a Work Group, or an Individual.

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10
Q

a tool that helps someone do their job better.

A

Job aid

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11
Q

spells out exactly what the performer should do in a linear, step-by-step manner.

A

Steps

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12
Q

like a step job aid in that it specifies a step-by-step approach but it has an important difference: the performer must input information.

A

Worksheet

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13
Q

guide you through multiple conditions or interim decisions to arrive at a final outcome.

A

Flowchart

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14
Q

a body of information arranged in a logical, structured way to facilitate performance of a task.

A

Array

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15
Q

Guides you through a sequence of steps required to achieve some result.

A

Procedure

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16
Q

allow the user to identify solutions based on a given set of criteria.

A

Decision table

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17
Q

like decision tables in a way with two differences: they are graphic while decision tables are in table or text format. They are also BINARY - they answer YES or NO questions to guide you through a process.

A

Flow charts

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18
Q

provide just-in-time, on-the-job learning and just enough information to enable a worker to perform a task efficiently and successfully without special training or reliance on memory. They may inform, support procedures or support decisions.

A

Performance support tools

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19
Q

a job aid that collects and organizes one or more sets of information.

A

Reference

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20
Q

used to ensure that certain activities are completed, that certain information is considered, or certain information is verified during a performance.

A

Checklist

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21
Q

An electronic, computer-mediated infrastructure that empowers the user as performer and learner, enhances organizational learning, and enables knowledge management

A

Electronic Performance Support Systems (EPSS)`

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22
Q

Codifies information to preserve it and to make it accessible in the workplace through written descriptions, policies, procedures, guidelines, reference materials, quality assurance plans, etc…

A

Documentation

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23
Q

Computer systems that demonstrate expert reasoning and engage in tasks that normally would be performed by a human expert to assist in decision making and problem solving

A

Expert Systems

24
Q

Fulfills the mission and goals of the organization

A

Direct work

25
Q

Guides personnel, material, and organizational resources and aligns the organization with the direct work that needs to be accomplished and with the organization’s external environment and world commitment

A

Management work

26
Q

Provides the necessary products or services that need to be accomplished

A

Support work

27
Q

Look at the job itself and the kind of person necessary to fulfill the job.

A

Job analysis

28
Q

Written account highlighting the tasks and functions of a job, including what is done on the job, how it is done, and under what circumstances

A

Job Description

29
Q

Minimum qualifications that a person needs to perform the job successfully.

A

Job specifications

30
Q

Blueprint of job tasks structured to improve organizational efficiency and employee satisfaction

A

Work Design

31
Q

The process of putting isolated tasks together to form complete jobs

A

Job Design

32
Q

increases the job scope by expanding a performer’s job duties

A

Job Enlargement

33
Q

occurs when employees do numerous and entirely different jobs on a flexible, revolving schedule without disrupting the workflow

A

Job rotation

34
Q

makes a job more rewarding and satisfying by adding tasks or responsibilities

A

Job enrichment

35
Q

Tasks

A

Horizontal job enrichment

36
Q

Responsibilities

A

Vertical job enrichment

37
Q

Motivation that comes from within the individual performer. “Doing a good job is it’s on reward”

A

Intrinsic motivation

38
Q

Motivation that comes from outside the individual and may include rewards for increasing production or consequences for producing poor quality products or services

A

Extrinsic motivation

39
Q

Radical redesign of processes for the purposes of extensive rather than graduate performance improvement

A

Reengineering

40
Q

Getting the organization refocused on its core competencies

A

Reallignment

41
Q

Reorganizing units, divisions, departments of an organizations

A

Restructuring

42
Q

work, work environments, machines, equipment, and processes are married to human physical and cognitive characteristics

A

Human factors

43
Q

Four areas of human factors

A

ergonomics, safety engineering, security management, and the green workplace

44
Q

Scientific study and design of workstations, work practices, work flow, equipment, and tools to accommodate the physical and psychological capabilities and limitations of employees

A

Ergonomics

45
Q

Deals with visible physical work

A

Physical ergonomics

46
Q

Deals with the impact of the physical/sensory ergonomic environment on mental or cognitive processes

A

Cognitive ergonomics

47
Q

Three Pillars of Ergonomics

A
  1. Fitting the task and working the place to the individual
  2. Designing workplace for individuals with a range of body sizes 3. Designing the workplace for individuals at the extreme of the body size range.
48
Q

Planned process to reduce the symptoms and cost of poor safety and health

A

Safety engineering

49
Q

Programs designed to protect the physical and intellectual property of the firm and the employees, clients and suppliers of an organization

A

Security management

50
Q

Devoted to environmentally sensitive green business initiatives and practices with a strategy that shows solid relationships with people, long-term profitability, and a commitment to improving the planet.

A

Green Workplace

51
Q

Formal and systematic approach to the analysis of performance that focuses on how to improve the quality of the process, performance, performer, or product

A

Quality Improvement

52
Q

philosophy of guiding principles that represent the foundation of a continuously improving organization

A

Total Quality Management (TQM).

53
Q

ongoing, systematic process to assure, maintain, and improve processes, products, services based on predetermined standards and customer satisfaction.

A

Continuous Improvement

54
Q

Manufacturing term for a proactive approach to equipment maintenance that focuses on repair and adjustment issues within a production system.

A

Preventative Maintenance

55
Q

systematic quality improvement process that is used on both the production and transaction side of the business to design, manufacture, and market goods and services that customers may desire to purchase.

A

Six Sigma

56
Q

Maximizes customer value while minimizing waste…creating more value for customers with less resources

A

Lean organizations

Qualifying Exams (22 decks)

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