Test 2 (Ch 4-6) Flashcards
(32 cards)
What is Transfer of training? What are the 2 parts of it?
Transfer of training- the trainees effectively and continually applying what they have learned in training to their jobs.
Generalization- the trainees ability to apply what they have learned to on-the job work problems and situations that are similar but not necessarily identical to those problems and situations encountered in the learning environment.
Maintenance- The process of trainees continuing to use what they have learned over time
What is Learning? What does it include?
Relatively permanent change in human capabilities that is not result of growth process.
Includes: Knowledge, skills, attitudes, behaviors, and competencies.
What are Trainee Characteristics?
Motivation/ Cognitive ability/ self- efficacy
What is a Training Design?
Development of goals, adult learning principles, learning environment, theories of transfer, self-management strategies.
What is Work Environment?
Strategic link of training, org climate/ accountability, support (mgmt./ peer, technology), opportunity to perform.
What are 2 common downfalls of training initiatives? How do you avoid these downfalls?
Downfall:
- Not fully implemented or executed
- Do not show measurable improvements in performance or business results
Avoid:
- Alignment with business objectives
- Adoption that supports individuals and team
What is each of the type of Learner outcomes? (Verbal info, Intellectual skills, Motor skills, Attitudes, Cognitive strategies)
- Verbal info- Names, labels, facts, etc.
- Intellectual skills- concepts and rules for problem solving
- Motor skills- Physical coordination
- Attitudes- Cognitive (beliefs), affective (emotions) and intentional (behavior)
- Cognitive Strategies- process of learning.
What are parts of Skinner’s Behavioral learning theory/behavior modification?
- Operant- behavior to be controlled.
- Learning/behavior modification through reinforcement and punishment as consequences of behavior.
What are the types of reinforcement?
- Positive Reinforcement- positive consequence/ reinforcement when behavior exhibited.
- Avoidance- Avoid negative reinforcement
- Extinction- Remove whatever is reinforcing and behavior goes away.
- Punishment- Negative consequence
Banduras Social Learning Theory
- Imitating role models- Experiential/ action learning
- Intrinsic and extrinsic- personal and environmental.
- Self Efficacy- Confidence you can do it
- – Verbal persuasion- Do others think I can do it?
- – Logical Verification- Is this similar to something i already do?
- – Modeling- Demonstration by other employees
- – Past Accomplishments- Have i been capable in the past?
What are the 4 processes to learn?
- Attention- What am i supposed to learn?
- Retention- How can i remember this?
- Motor Reproduction- Can i replicate these behaviors?
- Motivational- Is there a positive outcome.
Goal Setting Theory. (3 parts)
def- assumes behavior results from a persons conscious goals and intentions.
- Reasonable difficulty- clarity and self efficacy. Is it within your control?
- Moderators- ability, commitment, feedback, task complexity
- Management by Objectives- Set, implement, evaluate
What is Goal Orientation and its 2 parts?
def- Goals held buy trainee
- Learning Orientation- trying to increase ability/competence; errors/mistakes part of learning
- Performance Orientation- focus on performance and comparing to others; anxiety
Maslow’s Hierarchy of needs
- Physiological- such as food and water
- Safety and security
- Belongingness, social and love
- Esteem- respect from others
- Self-actualization- Internally driven
Alderfers ERG Theory
- Existence, relatedness and growth needs
- Satisfaction> progress AND frustration> regression
- Allows the possibility that if higher level needs are not satisfied, employees will refocus on lower level needs
McClellands learned needs theory
Need for achievement, affiliation, and power are learned from culture.
Vroom’s expectancy theory and 3 parts.
def- level of motivation depends upon the strength of the expectation that is desired outcome will be reached and the outcome is desirable.
- Expectancy- will your efforts reach the desired level of performance?
- Instrumentality- If you reach that level, will it get you what you want?
- Valence- Anticipated level of satisfaction about that outcome; is it important to you?
Adult Learning Theory- Knowles Andragogy and 6 parts
Def- How adults learn
- Self concept- more self directed
- Experience- More resources for learning
- Goal Oriented- readiness to learn
- Relevant- practical- time perspective becomes immediate applicability to problem solving.
- Motivation- more intrinsic/internal as individual matures
- Expect respect- dont want to be “put on spot”
Information Processing Theory and 6 parts
def- whats goin on inside the learners head
- Stimulus/message received via receptors/sensors
- registered
- Stored in short term memory
- transformed for long term storage
- response created
- feedback from environment
Transfer of Training Theories: (closed/open skills),(Theory of Identical Elements),(Stimulus generalization approach),( Cognitive theory of transfer)
- Closed skills- linked to learning specific skills that are similar/identical to work environment.
- Open skills- linked to more general learning principles, eg. customer service.
- Theory of Identical Elements- How much alike is the training environment with what will be performed on the job?
- -Fidelity- refers to the extent they are similar
- Near transfer- is maximum similarities between training and application.
- Stimulus Generalization Approach-general principles/features are taught that can be applied in the work setting even if not exactly the same
- -Far transfer- ability to apply even if work not exactly the same; think outside the box.
- Cognitive Theory of Transfer- recall informatin processing model; can learning recall and use/link what they have learne din application assignments.
Learning Process
- Expectancy- mental state
- Perception- ability to organize messages
- Working storage- rehearsal and repetition
- Semantic encoding
- -Rehearsal- memorization
- -Organizing- similarities in training
- -Elaboration- relate to more familiar
- -Retrieval- from long-term memory
- -Generalizing- apply in similar situations
- -Gratifying- from feedback
Learning Cycle
- Concrete Experience- Whats the problem?
- Reflective Observation- think about it
- Abstract conceptualization- Generate ideas
- Experimentation- implement and get feedback
Kolb’s learning styles
- Diverger- Concrete experience/reflective observation
- Assimilator- Abstract conceptualization/reflective observation
- Converger- Abstract conceptualization/ active experimentation
- Accommodator- Concrete experience/active experimentation
VARK learning styles
- Visual- learn best by seeing
- Auditory/aural- hearing
- Reading/writing
- Kinesthetic- hands on approach, experience, activity.
