Week 5 Workplace training and career development

Question 1

Is training the most common form of workplace intervention for improving productivity?

Answer 1

Yes.

Question 2

What is the most common type of training?

Answer 2

Management and professional. followed by health and safety.

Question 3

What are psychologists roles in training?

Answer 3

Advisors
Providers
Evaluators

Question 4

What are the five basic steps for effective training?

Answer 4

Conduct training needs analysis
Set objectives
Design training
Deliver
evaluate

Question 5

What are the three levels of training needs?

Answer 5

Person (what does the person already have?)
Operation (what competencies needed for role?)
Organisation (What objectives might be met, is training the best way to meet this, What are the best alternatives?)

Question 6

What is training good for and not so useful for?

Answer 6

Good for skill acquistion and knowledge. Helps to increase ability to perform
Bad for changing values, motivation and attitudes. not necessarily good for motivation to perform.

Question 7

How do we need to state training objectives?

Answer 7

Precisely and in terms of trainee behaviour.

Question 8

According to Baldwin’s & Ford’s transfer of training model, how do we maximise the transfer of training?

Answer 8

Feedback (knowledge of results)
General principles (Ensure trainees understand principles)
similarity of elements (between training and work context)
Overlearning (opportunity to apply new skills)
Sequencing (correct order of learning)
Link to job content (High relevance)
Work environment (reward for using training in job)
trainee characteristics (need to think training is useful, valuable, improve performance, confident about what is learnt).

Question 9

How can the training program be evaluated?

Answer 9

Reaction (post-training survey)
Learning (post-training test)
Behavioural (changes at work)
Organisational (outcomes at team/org level)

Question 10

Why don’t organisations evaluate training very often?

Answer 10

Difficult
Time-consuming
costly
embarrassing

Question 11

Why should organisations evaluate training?

Answer 11

Indicates validity
Indicates utility (cost-effective)
Provides feedback for future development

Question 12

What are 5 theories of career choice?

Answer 12

Holland's model of occupational interests.
Atrraction-selection-attrition
Minnesota theory of work adjustment
Social cognitive theory (Bandura)
Developmental self-concept theory

Question 13

Describe Holland’s model.

Answer 13

Six dimensions that reflect personality based interests and capabilities. RIASEC (realistic, investigative, artistic, social, enterprising, conventional). Similar elements are closer together. can create pattern of interests.

Question 14

What are the six dimensions of Holland’s model?

Answer 14

Realistic (material reward for tangible accomplishments)
Investigative (Development/acquistion of knowledge)
Artistic (Creative or expressive of ideas)
Social (Fostering the welfare of others)
Enterprising (material accomplishment and social status)
Conventional (material or financial accomplishments or power)

Question 15

What sort of jobs does each dimension of RIASEC suit?

Answer 15

Realistic=manipulation of machines, tools (practical)
Investigative=exploring, predicting, controlling natural/social phenomenon
Atristic=literary, musical, artistic
Social=Interacting with others to help, teach, treat,serve
Enterprising=persuading, manipulating, directing others
Conventional=establishing/maintaining orderly routines

Question 16

What does the ASA model suggest?

Answer 16

That job applicants feel a organisation “fits” them, or they would “fit” the organisation.
Therefore, job choice is based on individual characteristics.

Question 17

How does the Minnesota theory of work adjustment say an individual fit an organisation?

Answer 17

Some aspects of an individuals personality, characteristics and skills need to fit an organisation and it structures and systems/values. A better fit will result in better performance and job satisfaction outcomes.

Question 18

What is the difference between Holland’s, the ASA and the Minnesota model’s of job choice?

Answer 18

Holland’s states personality will place us in certain dimensions.
ASA states an individual will be drawn to a certain company.
Minnesota states there needs to be a fit between the two for good outcomes.

Question 19

Briefly explain social cognitive theory and developmental self-concept theory.

Answer 19

SCT is based on social learning.

DSCT states we develop a self-concept as we are younger and refine it as we are older. This decides what job we want.

Question 20

What is the difference in regard to abilities and interests in Holland’s model and the Minnesota model?

Answer 20

Holland=personality formed which decides interests which decides abilities
Minnesota=abilities and interests follow different paths. interests and values aligned, but ability related to cognitive ability.