I-O Psychology Chapter 7 Study Guide
Cognitive & Social Learning Theory
Broad approach: - 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)
Cross-Cultural Training (CCT)
Critical in helping expatriates adapt to new enviornments Designed to prepare individuals from one culture to interact more effectively with individuals from different cultures.
Transfer of Training
Degree to which trainees apply knowledge, skills, & attitudes gained in training to their job to improve their job performance
Positive reinforcement
Desired behavior followed by reward
Job rotation
Employees move to various jobs, departments, or areas of company
Organizational Analysis (training needs analysis)
Examines company-wide goals and problems to determine where training is needed.
Person Analysis (training needs analysis)
Examines knowledge, skills, and current performance to determine who needs training
Task Analysis (training needs analysis)
Examines tasks performed and KSAOs required to determine what employees must do to perform successfully
Fidelity
Extent to which task trained is similar to task required on the job
Apprenticeship
Formal program used to teach a skilled trade
Active Learning/Practice
Involves actively participating in a training rather than just observing
Reinforcement theory
Learning results from association between behaviors & rewards
Overlearning
Likely to happen when trainees are given extra learning opportunities after they have mastered the task
Automaticity
Occurs when tasks can be performed with limited attenntion
Training Needs Analysis
Organizational Analysis Task Analysis Person Analysis
EEO Issues in Training
Organizations should document training practices & programs thoroughly Special consideration of age discrimination
Training evaluation
Systematic collection of descriptive & judgmental information that can be used to make effective training decisions
On-the-job training
Trainees observe & learn from more experienced employees
Part learning
When subtasks are practiced separately and later combined More effective when complex task has low organization
Whole learning
When the entire task is practiced at once More effective when complex task has relatively high organization
6. What distinguishes critical thinking from ordinary thought? a. It requires active involvement in applying the principles under discussion. b. It involves the simple memorization of facts or principles. c. It takes a lot longer to do than ordinary thought. d. It is currently a basic tenet for learning in all areas.
a. It requires active involvement in applying the principles under discussion.
7. Utility analysis is a technique that assesses: a. the return on investment of training. b. the overall usefulness of a training program. c. how easy it is to implement a training program. d. assesses the influence of training on performance.
a. the return on investment of training.
Performance
actions or behaviors relevant to organization's goals; can be measured in terms of each individual proficiency can often be directly observed, unlike learning
Computer-based training
allow trainees to individualize their learning experience trainees have more control over instruction
Ethics Training
appropriate approach likely is to use both selection & training to increase likelihood that employees will perform jobs ethically
2. All of the following are considered broad categories of learning outcomes except: a. Skill-based outcomes b. Declarative outcomes c. Cognitive outcomes d. Affective outcomes
b. Declarative outcomes
9. Josh works in the HR department of Lunar Company and has been asked to take steps to prevent sexual harassment. He might choose to do all of the following except: a. Establish an effective complaint or grievance process. b. Educate only the male employees on sexual harassment. c. Clearly communicate Lunar Company's zero tolerance policy to employees. d. Take immediate and appropriate action when an employee complains
b. Educate only the male employees on sexual harassment.
5. Julie is currently in a training program for all managers at a certain level in her company. All of the trainees are exposed to the same material which is presented in a very sequential manner. Whether or not she grasps a specific concept is of no consequence to the presentation of the material. What type of programmed instruction is she most likely experiencing? a. Branching programming b. Linear programming c. Inclusive programming d. Reinforcement programming
b. Linear programming
Distance learning
- can occur across multiple sites at once -more affordable, learning-tailored alternative to live instruction - I-O research just beginning
Training methods
4 Basic Principles 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
1. __________ is a relatively permanent change in behavior and human characteristics, while __________ is the systematic acquisition of skills, concepts, or attitudes that results in improved performance in another environment. a. Teaching; learning b. Learning; teaching c. Learning; training d. Training; learning
c. Learning; training
Off-Site Training Methods
classroom lectures programmed instruction simulators
learning organizaions
companies that emphasize continuous learning, knowledge sharing, & personal mastery
8. All of the following are true concerning 360 degree feedback except: a. Raters who give feedback anonymously are more likely to be honest and open. b. To help with development, feedback should be timely. c. It describes the process of collecting feedback from a variety of sources. d. A recipient is likely to be more open if others are present to hear the feedback
d. A recipient is likely to be more open if others are present to hear the feedback
4. John's company offers a variety of training methods to learn skills. He is currently participating in one program that is often used to prepare high-potential employees for future management responsibilities, providing him with a variety of experiences in different departments that will likely help him obtain future promotions. What type of training method is he most likely participating in? a. Classroom instruction b. Mentoring c. Apprenticeship d. Job rotation
d. Job rotation
3. Mary, an HR professional, is currently attending a training program where she is learning how to use a new computer program. She is not averse to making mistakes, often using them as an opportunity to further understand the computer program and add to her own knowledge. Mary might be characterized as having a a. limited orientation. b. cognitive orientation. c. performance orientation. d. mastery orientation.
d. mastery orientation.
social learning theory
proposes that there are many ways to learn including: - 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
Behavior modification
simple recognition & feedback can be effective in increasing performance
Training
systematic acquisition of skills, concepts, or attitudes resulting in improved performance in another enviornment
Psychological fidelity
the extent to which the training task helps trainees develop the KSAOs needed to perform the job task effectively
Physical Fidelity
the extent to which the training task mirrors the physical features of the actual task, e.g., airplane simulator, driving simulator
Trainee motivation
the extent to which trainees are interested in attending, learning from, and transferring the training
massed practice
when practicing a task continuously and without rest
distributed practice
when there are rest intervals between practice sessions; learning is spaced out
Transfer of training climate:
workplace characteristics that either inhibit or facilitate transfer of training
