Lecture 9 - how to learn

Question 1

Performance equals:

Answer 1

Motivation x Ability x Environment

Question 2

Gladwell 10 000 hour rule (2008)

what is science response?

Answer 2

The 10 000-hour rule suggests that individuals can succeed in a task through fundamental practice (Gladwell, 2008).

but : Deliberate practise: only explains 30% according toHambrick, D. Z., Oswald, F. L., Altmann, E. M., Meinz, E. J., Gobet, F., & Campitelli, G. (2014).

Question 3

Ability :

Answer 3

some people are more gifted than others

Question 4

Explaining talent with the AMO model:

Opportunity

Answer 4

The influence of the social environment, e.g. parents

Question 5

Module 7.1: Foundations of Training & Learning

Answer 5

Training
-Systematic acquisition of skills, concepts, or attitudes resulting in improved performance in another environment

-Basic foundation for training programs is learning

Question 6

Learning

Answer 6

Relatively permanent change in behavior & human capabilities produced by experience & practice

Question 7

3 broad categories of learning outcomes

Answer 7

Cognitive outcomes
- An example of a cognitive outcome is declarative knowledge: knowledge
of rules, facts, and principles.

Skill-based outcomes
-Skill-based outcomes, which are similar to procedural
knowledge as defined by Campbell and colleagues, concern the development of motor
or technical skills.

Affective outcomes
-Affective outcomes include attitudes or beliefs that predispose a person to behave in a certain way.

Question 8

Performance

Answer 8

Actions or behaviors relevant to organization’s goals; can be measured in terms of each individual proficiency

Can often be directly observed

We assume learning takes place from observing performance

Question 9

Training, Learning, & Performance

Answer 9

Training increases probability of learning, and learning increases probability of better job performance.

Question 10

Training Needs Analysis

Answer 10

3-step process
Organizational analysis
Task analysis
Person analysis

Question 11

Organizational Analysis

Answer 11

Examines org. goals, available resources, & org. environment to determine where training should be directed

Question 12

Task Analysis

Answer 12

Examines what employees must do to perform job properly
Can consist of
Developing task statements
Determining homogeneous task clusters
Identifying KSAOs required for job
May also include assessment of competencies

Question 13

Person Analysis

Answer 13

Identifies which individuals within organization should receive training & what kind of instruction they need

Question 14

Characteristics Affecting Learning & Transfer Outcomes

Answer 14

picture in file

Question 15

Learning & Motivational Theories Applied to Training

Answer 15

Reinforcement theory
Learning results from association between behaviors & rewards
Positive reinforcement
Desired behavior followed by reward
Behavior modification
Simple recognition & feedback can be effective in increasing performance

Question 16

Learning & Motivational Theories Applied to Training (cont’d)

Social learning theory proposes that there are many ways to learn including:

Answer 16

Behavioral modeling

1. Observe actual job incumbents demonstrate positive modeling behaviors
2. Rehearse before using role-playing
3. Receive feedback on rehearsal
4. Try behavior on the job

Question 17

Cognitive & Social Learning Theory

Broad approach including:
Self-efficacy
Goal setting
Feedback

Answer 17

Broad approach including:
Self-efficacy
Belief in one’s capability to perform
Goal setting
Specific, difficult goals direct attention & improve performance
Feedback
Knowledge of results of one’s actions
Enhances motivation, learning, & performance

Question 18

Fidelity

Answer 18

Extent to which task trained is similar to task required by job
Physical fidelity
Extent to which training task mirrors physical features of task performed on job
Psychological fidelity
Extent to which training task helps trainees develop KSAOs necessary to perform job

Question 19

Whole learning

Answer 19

When entire task is practiced at once

More effective when complex task has relatively high organization

Question 20

Part learning

Answer 20

When subtasks are practiced separately & later combined
More effective when complex task has low organization
e.g., surgeons & pilots

Question 21

Massed practice

Answer 21

Individuals practice task continuously & without rest (e.g., cramming for test)

Question 22

Distributed practice

Answer 22

Rest intervals between practice sessions

Question 23

Content & Methods of Training

Training methods
4 basic principles

Answer 23

1. Present relevant information & content to be learned
2. Demonstrate KSAOs to be learned
3. Create opportunities for trainees to practice skills
4. Provide feedback to trainees during & after practice

Question 24

KSAO

Answer 24

Knowledge, Skills, Abilities and Other characteristics

Question 25

Utility Analysis

Benefits of training programs based on:

Answer 25

• # of individuals trained
• Difference in job performance between trained & untrained employees
• Length of time training expected to influence performance
  Variability in job performance in untrained employees

Question 26

Training Evaluation Designs

Answer 26

Strongest training evaluation designs include:
Random assignment of participants to conditions
Control group
Measures obtained before & after training

Pretest Posttest Control Group Design

Question 27

Specialized Training Programs

Development

Answer 27

Formal education, job experiences, mentoring relationships, & assessments of personality & abilities that help employees prepare for future

Question 28

Management & Leadership Development

Coaching

Answer 28

Practical, goal-focused form of personal, one-on-one learning for busy professionals