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I/O Psychology > Chapter 6 > Flashcards

Chapter 6 Flashcards

0
Q

Learning

A

Change in knowledge or skills is acquired through education or experience

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1
Q

Training

A

Knowledge and skills of employees are enhanced

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2
Q

Declarative knowledge

A

Body of knowledge about facts and things

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3
Q

Knowledge compliation

A

Body of knowledge acquired as a result of learning

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4
Q

Procedural knowledge

A

Body of knowledge about how to use information to address issues and solve problems

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5
Q

Genera intellectual ability (g)

A

Most important factor in acquiring declarative knowledge

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6
Q

Perceptual speed abilities

A

Development of basic understanding of how to perform the task, but seeks a more efficient method for accomplishing the task with minimal attentional effort

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7
Q

Psychomotor ability

A

Speed of skill acquistion

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8
Q

Proceduralization

A

Set of conditional action rules: if condition A exists then action B is needed

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9
Q

Automacicity

A

State of rapid performance that requires little cognitive effort

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10
Q

Mental models

A

Knowledge is organized

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11
Q

Meta-cognition

A

Individual’s knowledge of the demands of a task and their own capabilities

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12
Q

Computer-based training

A

Utilizes computer technology i.e. CD-ROM to ensure acquisition of skills and knowledge

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13
Q

Program instruction

A

Most basic computer-based training that provides self-paced learning

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14
Q

Intelligent tutoring systems

A

Sophisticated type of computer-based training that uses artificial intelligence to customize learning to the individual

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15
Q

Interactive multimedia training

A

Computer-based training that combines visual and auditory info to create a realistic but non-threatening enviroment

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16
Q

Virtual reality training

A

Computer based training that uses 3D computer generated imagery

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17
Q

Business games

A

Simulates a business environment with specific objectives to achieve rules for trainees to follows

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18
Q

Role playing

A

Training method directed primarily at enhancing interpersonal skills in which training participants adopt various roles in group excercise

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19
Q

Behavior modeling

A

Method of training that uses imitative learning and reinforcement to modify human behavior

20
Q

Error management

A

System of training in which employees are encouraged to make errors and learn from their mistakes

21
Q

Management development

A

Individuals serving in management or leadership positions are trained to better perform the job

22
Q

Melting point conception

A

Concept of facilitating relationships among people of different cultures based on the relinquishing their individual cultural identities to form new culture (coexisting)

23
Q

Multicultural conception

A

Concept of facilitating relationships among people of different cultures based on them retaining their individual cultural identities (coexisting)

24
Q

Cultural diversity training

A

Method of training directed at improving interpersonal sensitivity and awareness of cultural differences among employees

25
Q

Attitude change programs

A

Focus on awareness of diversity and personal factors that influence our behavior toward others

26
Q

Behavior change approach

A

Changing organizational policies and individual behaviors that limit employee productivity

27
Q

Expatriate

A

Person native to one country who serves a period of employment in another country

28
Q

Sexual harassment training

A

Un Welcomed sexual advances creating an intimidating work environment

29
Q

Quid pro quo sexual harassment

A

Legal classification of harassment in which specified organizational rewards are offered in exchange for sexual favors

30
Q

Hostile environment sexual harrassment

A

Legal classification of sexual harassment in which individuals regard conditions in the work place i.e. off colored jokes as offensive

31
Q

Mentoring

A

Typically an older, more experienced person who offers help to professionally develop a less experienced person

32
Q

Protege

A

Younger person, less experienced who is helped and developed in job training by a more experienced person

33
Q

Initiation phase

A

More powerful and professionally recognized mentor looks on the apprentice as a protege

34
Q

Protege phase

A

Apprentice’s work is recognized not for its own merit, but as a by product of the mentor’s instruction

35
Q

Breakup stage

A

Protege goes off on his or her own

36
Q

Lasting friendship phase

A

Between mentor and protege

37
Q

Frequency

A

Frequency of meetings between mentor and protege

38
Q

Scope

A

Addresses breadth of mentoring functions received by protege vs breadth of subjects addressed during mentoring relationship

39
Q

Strength of influence

A

Degree which the protege is influenced by the mentor

40
Q

Executive coaching

A

Individualized developmental process for business leaders provided by trained professional i.e. the coach

41
Q

Enhanced skills:

A

1) Interpersonal skills
2) Communication
3) Leadership skills
4) Self-management

42
Q

Transfer of training

A

Degree of generalizability of the behaviors learned in training to those behaviors evidenced on the job that enhance performance

43
Q

Reaction criteria

A

Standard for judging effectiveness of training that refers to the reactions of individuals about the training they recieved

44
Q

Learning crieteria

A

Standard for judging effectiveness of training that refers to the amount of new knowledge and skills acquired through training

45
Q

Internal criteria

A

Reaction and learning criteria

46
Q

Behavioral criteria

A

Standard for judging the effectiveness of training that refers to changes in performance exhibited on the job as a result of training

47
Q

Results criteria

A

Standard for judging effectiveness of training that refers to the economic value that accrues to the organization as a function of the new behaviors exhibited on the job

48
Q

Alignment

A

Between organization’s culture and training initiatives

I/O Psychology (6 decks)

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