Ch 7

Question 1

Learning

Answer 1

A relatively permanent change in behavior and human capabilities produced by experience and practice

Question 2

Cognitive outcome

Answer 2

Types of learning outcome that includes declarative knowledge, or knowledge of rules, facts, or principles

Question 3

Skill-based outcome

Answer 3

Type of learning outcome that concerns the development of motor or technical skills

Question 4

Affective outcome

Answer 4

Type of learning outcome that includes attitudes or beliefs that expose a person to behave in a certain way

Question 5

Performance

Answer 5

Actions or behaviors relevant to the organizations goals; measured in terms of individuals proficiency

Question 6

Training needs analysis

Answer 6

Three-step process of organizational tasks in person analysis; a card to develop a systematic understanding of where training is needed, what needs to be taught or trained, and who will be trained

Question 7

Organizational analysis

Answer 7

Component of training needs analysis that examines organizational goals, available resources, and the organizational environment; helps to determine where training should be directed

Question 8

Task analysis

Answer 8

Component of training needs analysis that examines what employees must do to perform the job properly

Question 9

Competencies

Answer 9

Sets of behaviors, usually learn through experience, that or instrumental in the accomplishment of desired organizational results or outcomes

Question 10

Person analysis

Answer 10

Component of training needs analysis that identifies which individuals in an organization should receive training and what kind of instruction they need

Question 11

Trainee readiness

Answer 11

Refers to whether employees have the personal characteristics necessary to acquire knowledge from a training program and apply it to the job

Question 12

Performance orientation

Answer 12

Orientation in which individuals are concerned about doing well training being evaluated positively

Question 13

Mastery orientation

Answer 13

Orientation in which individuals are concerned with increasing their competency for the task at hand, they view errors and mistakes as part of the learning process

Question 14

Trainee motivation

Answer 14

Extent to which trainees are interested in attending training, learning from training, and transferring the skills and knowledge acquired in training back to the job

Question 15

Expectancy frame work

Answer 15

Approach in which employees expectations about the relationship between how much effort they expand and how well they perform are important to their motivation and learning

Question 16

Social learning theory

Answer 16

Cognitive theory that proposes that there are many ways to learn, including observational learning which occurs when people watch someone perform a task and then rehearse those activities mentally until they have an opportunity to try them out

Question 17

Behavioral modeling

Answer 17

Learning approach they consists of observing actual job incumbents or videos who demonstrate positive behaviors, rehearsing the behavior using a role playing technique, receiving feedback on the rehearsal and trying out the behavior on the job

Question 18

Self efficacy

Answer 18

Belief in ones capability to perform a specific task or reach s specific goal

Question 19

Goal setting

Answer 19

Motivational approach in which specific, difficult goals direct attention and improve performance in training and on the job

Question 20

Feedback

Answer 20

Knowledge of the results of one’s actions; enhances learning and performance in training and on the job

Question 21

Active practice

Answer 21

Approach that involves actively dissipating in a training or work task rather than passively of serving someone else performing the task

Question 22

Automaticity

Answer 22

Result that occurs when tasks can be performed with limited attention; likely to develop when learners are given extra learning opportunities after they have demonstrated mastery of the task

Question 23

Fidelity

Answer 23

Extent to which the task trained is similar to tasks required on the job

Question 24

Physical fidelity

Answer 24

Extent to which the training tasks mirrors the physical features of the task performed on the job

Question 25

Psychological fidelity

Answer 25

Extent to which the training task helps trainees to develop the knowledge, skills, abilities, and other characteristics necessary to perform the job

Question 26

Whole learning

Answer 26

Training approach in which the entire task is practiced at once

Question 27

Part learning

Answer 27

Training approach in which subtasks our practice separately and later combined

Question 28

Massed practice

Answer 28

Conditions in which individuals practice a task continuously and without rest

Question 29

Distributed practice

Answer 29

Condition that provides individuals with rest intervals between practice sessions which are spaced over a longer period of time

Question 30

Learning organization

Answer 30

Company that emphasizes continuous learning, knowledge sharing, and personal mastery

Question 31

On the job training

Answer 31

Approach that involves assigning trainees to jobs and encouraging them to observe and learn from more experienced employees

Question 32

Apprenticeship

Answer 32

Formal program used to teach s skilled trade

Question 33

Job rotation

Answer 33

Approach that involves moving employees to various departments or areas of a company or to various jobs within a single department

Question 34

Programmed instruction

Answer 34

Approach in which trainees are given construction or computer-based forms that positively reinforce them as they move through the material at their own pace

Question 35

Linear programming

Answer 35

Programmed instruction in which all trainees proceed through the same material

Question 36

Branching programming

Answer 36

Programmed instructions they provides a customized approach enabling each learner to practice material he or she had difficulty with when it was first presented

Question 37

Simulator

Answer 37

Teaching tool designed to reproduce the critical characteristics of the real world in a training setting they produced learning and transfer to the job

Question 38

Distance learning

Answer 38

Approach that allows trainees to interact and communicate with an instructor by using audio and videos links

Question 39

Adaptive guidance

Answer 39

Instructional approach that provides trainees with information that helps them interpret their past performance and also determine what they should be studying and practicing to improve their future performance

Question 40

Critical thinking skills

Answer 40

Skills that require active involvement in applying the principles under discussion

Question 41

Transfer of training

Answer 41

Degree to which trainees apply the Knowledge, skills and attitudes gained in training to their jobs

Question 42

Transfer of training climate

Answer 42

Work place characteristics that either inhibit or facilitate the transfer to the job of what has been learned in training

Question 43

Horizontal transfer

Answer 43

Transfer across different settings or contexts at same level of organization

Question 44

Training evaluation

Answer 44

Systematic collection of descriptive and judgmental information that can be used to make effective training decisions

Question 45

Reaction criteria

Answer 45

Measures of trainee impressions of training program

Question 46

Learning criteria

Answer 46

Measures that assess how much was learned in the training program

Question 47

Behavioral criteria

Answer 47

Measure of how well the behaviors learned in training transfer to the job

Question 48

results criteria

Answer 48

Measures of how well training can be related to organizational outcomes such as productivity gains, cost savings, error reductions, or increased customer satisfaction

Question 49

Internal criteria

Answer 49

Measures that asses trainee reactions to and learning in the training program: generally assessed before trainees leave the training program

Question 50

External criteria

Answer 50

Measures that assess whether changes as a result of training occur when trainees are back on the job

Question 51

utility analysis

Answer 51

Technique that assesses the economic return on investment of human resource interventions such as staffing and training

Question 52

Development

Answer 52

Form education, job experiences, mentoring relationships, and assessments of personalities that help employees prepare for the future

Question 53

Assessment center

Answer 53

Collection of procedures for evaluations that is administered to groups or individuals

Question 54

Coaching

Answer 54

Practical goal forced form of persons, one on one learning for busy employees they may be used to improve performance, enhance a career, or work through organizational issues or change initiatives

Question 55

Informal training

Answer 55

Training experiences that occur outside of formal training programs. Can include specific job assignments, experiences and activities outside of work

Question 56

Quid pro quo sexual harassment

Answer 56

Situation that involves direst requests for sexual favors for example, when sexual compliance is mandatory for promotions or retaining ones job.

Question 57

Hostile working environment

Answer 57

Situation that occurs when a pattern of conduct, which is perceived as offensive and is related to sex or gender

Question 58

Expatriate

Answer 58

Manager or professional assigned to work on a location outside of his or her home country

Question 59

Culture shock

Answer 59

Condition typically experienced four to six months after expatriate arrive in a foreign country. Symptoms knife homesickness or irritability, or hostity toward a host

Question 60

Cross culture training

Answer 60

Training designed to prepare individuals from one culture to interact more effectively with individuals from different cultures. The goal is to develop understanding of basic differences in values and communication styles

Question 61

Training

Answer 61

Systematic acquisition of skills, concepts, or attitudes that result in improved performance in another environment