Chapter 7 Training and Development

Question 1

5 steps of effective training

Answer 1

1. conduct a needs assessment to identify what needs to be accomplished
2. develop learning objectives that identify desired learning outcomes.
3. design the training program
4. implement the training
5. evaluate the training

Question 2

needs assessment

Answer 2

creates the foundation for effective training

identify what needs to be accomplished

Question 3

3 levels of a needs assessment

Answer 3

1. organizational analysis
2. task and analysis
3. person analysis

Question 4

organizational needs analysis

Answer 4

identifies where in the organization development or improvement opportunities exist

Question 5

task needs analysis

Answer 5

focuses on identifying which jobs competencies abilities and behaviors the training effort should focus on

Question 6

person needs analysis

Answer 6

evaluates how individual employees are doing in the training topic and determine who needs what type of training

Question 7

learning objectives

Answer 7

identify desired learning outcomes

Question 8

3 types of learning objectives

Answer 8

1. cognitive
2. affective
3. psychomotor

Question 9

cognitive objectives

Answer 9

to increase some type of knowledge

Question 10

affective objective

Answer 10

change an attitude, relationship, or appreciation

receiving or being aware of something to acting consistently with the new value

Question 11

psychomotor objective

Answer 11

to build a physical skill

progressive levels of behaviors from observing someone perform the physical skill to mastering the skill

Question 12

Training assessments and evaluation later evaluate whether the ______ objectives are met

a. psychomotor learning
b. affective learning
c. cognitive learning
d. learning

Answer 12

d. learning

Question 13

experiential training

Answer 13

role plays, action learning, and other techniques designed to give learners experience doing the desired task or behavior

Question 14

lifelong learning

Answer 14

a formal commitment to ensuring that employees have and develop the skills they need to be effective in their jobs today and in the future

Question 15

aptitude - treatment interaction

Answer 15

the concept that some training strategies are more or less effective depending on a learner’s particular abilities, personality traits, and other characteristics

Question 16

learning style

Answer 16

how people’s information processing differs when problem solving or learning

Question 17

sensory modality

Answer 17

a system that interacts with the environment through one of the basic senses

visual: learning by seeing
auditory: learning by hearing
tactile: learning by touching
kinesthetic: learning by doing

Question 18

Tamika learns best in a hands-on environment by trying to actually do the new work or activity. She most likely has a(n)________sensory modality preference for learning

a. auditory
b. tactile
c. kinesthetic
d. visual

Answer 18

c. kinesthetic

Question 19

Five key learning preferences

Answer 19

1. discovery learning
2. experiential learning
3. observational learning
4. structured learning
5. group learning

Question 20

discovery learning

Answer 20

a preference for exploration during learning

Question 21

experiential learning

Answer 21

a desire for hands-on approaches to instruction (active learning)

Question 22

observational learning

Answer 22

a preference for external stimuli such as demonstrations and diagrams to help facilitate learning

Question 23

structured learning

Answer 23

a preference for processing strategies such as taking notes, writing down task steps, and so forth

Question 24

group learning

Answer 24

a preference to work with others while learning

Question 25

training evaluation

Answer 25

systematically collecting the information necessary to make effective decisions about adopting, improving, valuing and continuing an instructional activity or set of activities

Question 26

Kirkpatrick Training Evaluation Model 4 levels of training

Answer 26

1. reaction 2. learning 3. behavior 4. results

Question 27

reaction

Answer 27

how did participants react to the program (feedback forms)

Question 28

learning

Answer 28

what was the change in the participants' knowledge, skills, or attitudes

Question 29

behavior

Answer 29

what was the change in participants' on-the-job behavior due to the training

Question 30

results

Answer 30

how did the organization benefit from the training

Question 31

training ROI (return on investment)

Answer 31

ROI% = ((Training Benefits - Training Costs)/Training Costs) x 100 - a negative ROI means that the costs outweigh the benefits and suggests that the program should be changed or discontinued unless additional benefits exist that weren't considered

Question 32

training gamification

Answer 32

the application of gaming designs and concepts to training to make it more engaging for the learner and increase learning and performance outcomes

Question 33

training transfer

Answer 33

refers to effectively using what is learned in training back on the job

Question 34

closed skills

Answer 34

skills performed similarly or exactly like they are taught in training

Question 35

open skills

Answer 35

sets of principles that can be applied in many different ways

Question 36

self-management strategies

Answer 36

a person's effort to control his other motivation, emotions, and decision making to enhance the application of learned capabilities to the job

Question 37

reinforcers

Answer 37

anything that makes a behavior more likely to happen again work best when they are immediate, sincere, and specific to an activity

Question 38

4 types of reinforcers

Answer 38

1. positive reinforcement 2. negative reinforcement 3. punishment 4. extinction

Question 39

positive reinforcement

Answer 39

using rewards to increase the likelihood that a behavior will be repeated

Question 40

negative reinforcement

Answer 40

removing current or future unpleasant consequences to increase the likelihood that someone will repeat a behavior (not sending an employee to training as long as his/her skill stays high)

Question 41

punishment

Answer 41

creating negative outcomes to decrease the likelihood of a behavior

Question 42

extinction

Answer 42

removal of any positive or negative reinforcement following the occurrence of the behavior to be extinguished decreases the likelihood of that behavior

Question 43

orientation

Answer 43

involves processing employment-related paperwork, acquiring necessary passwords and identification cards, and establishing relevant technology such as e-mail and telephone numbers; onboarding

Question 44

socialization

Answer 44

the long-term process of planned and unplanned, formal and informal activities and experiences through which an individual acquires the attitudes, behaviors, and knowledge needed to successfully participate as an organizational member

Question 45

3 phases of socialization

Answer 45

1. anticipatory 2. encounter 3. settling in

Question 46

anticipatory socilaization

Answer 46

interacting with the company representative, develops new hires' expectations about the company and the job

Question 47

encounter

Answer 47

employees begin learning about the organizational culture, norms, and how to do the job

Question 48

settling in

Answer 48

new hires start felling comfortable with their job demands and work relationships

Question 49

socialization options

Answer 49

1. one-time or staggered 2. collective or individual 3. formal or informal 4. sequential or random 5. fixed or variable 6. tournament or contest 7. serial or disjunctive 8. investiture or divestiture 9. what to include 10. whom to include 11. how to use technology

Question 50

one time or staggered approach

Answer 50

one long session or smaller session many organizations use staggered to prevent information overload

Question 51

collective socialization

Answer 51

put new hires through a common set experiences as a group

Question 52

individual socialization

Answer 52

socializes newcomers individually as in an apprenticeship

Question 53

formal socialization

Answer 53

structured socialization done away from the work setting using specifically designed activities and materials

Question 54

informal socialization

Answer 54

unstructured and done on the job by coworkers

Question 55

sequential socialization

Answer 55

refers to the degree to which a specific sequence of socialization steps is followed

Question 56

random socialization

Answer 56

occurs when the socialization steps are ambiguous or changing

Question 57

fixed socialization

Answer 57

processes inform new hires in advance when their probationary status will en

Question 58

variable socialization

Answer 58

employees do not know when to expect to pass to a different employee status level

Question 59

tournament socialization

Answer 59

treats each state of socialization as an elimination round and a new hire is out of the organization if he or she fails to pass

Question 60

contest socialization

Answer 60

treats each socialization stage as a contest in which participants build up a performance record over time

Question 61

serial socialization

Answer 61

new hires are given access to supportive organizational members who serve as role models and mentors

Question 62

disjunctive socialization

Answer 62

leaves newcomers alone to develop their own interpretations of the organization the situations they observe

Question 63

investiture socialization

Answer 63

builds newcomers' self-confidence and reflects senior employees'

Question 64

divestiture socialization

Answer 64

tries to deny and strip away certain personal characteristics by requiring newcomers to pay their dues before becoming full organizational members

Question 65

learning agility

Answer 65

the ability to learn from experience and to apply that knowledge to new and different situations

Question 66

motivation to transfer

Answer 66

reflects the intention and the willingness to transfer any knowledge acquired in a training or development activity back to the work context

Question 67

self-regulation

Answer 67

refers to processes enabling an individual to guide his or her goal-directed activities over time