Chapter 7
What is self-efficacy?
Belief in one's capability to perform a specific task or reach a specific goal.
What is the social learning theory?
Cognitive theory that proposes that there are many ways to learn, including observational learning, which occurs when people watch someone perform a task and then rehearse those activities mentally until they have an opportunity to try them out.
What are learning organizations?
Company that emphasizes continuous learning, knowledge sharing, and personal mastery.
What is distributed practice?
Condition that provides individuals with rest intervals between practice sessions, which are spaced over a longer period of time.
What is massed practice?
Conditions in which individuals practice a task continuously and without rest.
What is transfer training?
Degree to which trainees apply the knowledge, skills, and attitudes gained in training to their jobs.
What is organizational analysis?
Examines company-wide goals and problems to determine where training is needed.
What is person analysis?
Examines knowledge, skills, and current performance to determine who needs training.
What is task analysis?
Examines tasks performed and KSAOs required to determine what employees must do to perform successfully.
What is fidelty?
Extent to which the task trained is similar to the task required on the job.
What is psychological fidelity?
Extent to which the training task helps trainees to develop the knowledge, skills, abilities, and other characteristics (KSAOs) necessary to perform the job.
What is physical fidelity?
Extent to which the training task mirrors the physical features of the task performed on the job.
What is trainee motivation?
Extent to which trainees are interested in attending training, learning from training, and transferring the skills and knowledge acquired in training back to the job.
What is apprenticeship?
Formal program used to teach a skilled trade.
How can training help reduce a hostile work environment and quid pro quo sexual harassment?
It helps increase the knowledge of such situation and identify inappropriate behavior that is a part or could lead to such situations.
What is feedback?
Knowledge of the results of one's actions; enhances learning and performance in training and on the job.
What is behavioral modeling?
Learning approach that consists of observing actual job incumbents (or videos of job incumbents) who demonstrate positive modeling behaviors, rehearsing the behavior using a role-playing technique, receiving feedback on the rehearsal, and trying out the behavior on the job.
What is behavioral criteria?
Measures of how well the behaviors learned in training transfer to the job.
What is results criteria?
Measures of how well the behaviors learned in training transfer to the job.
What is reaction criteria?
Measures of trainee impressions of the training program.
What is learning criteria?
Measures that assess how much was learned in the training program.
What is internal criteria?
Measures that assess trainee reactions to and learning in the training program; generally assessed before trainees leave the training program.
What is external criteria?
Measures that assess whether changes as a result of training occur when trainees are back on the job.
What is goal setting?
Motivational approach in which specific, difficult goals direct attention and improve performance in training and on the job.
What is positive reinforcement (B.F. Skinner)?
Occurs when desired behavior is followed by a reward, which increases the probability that the behavior will be repeated.
What are the three parts of Training need analysis?
Organizational analysis, Task analysis, and Person analysis.
What is performance orientation?
Orientation in which individuals are concerned about doing well in training and being evaluated positively.
What is mastery orientation?
Orientation in which individuals are concerned with increasing their competence for the task at hand; they view errors and mistakes as part of the learning process.
What is 360-degree feedback?
Process of collecting and providing a manager or executive with feedback from many sources, including supervisors, peers, subordinates, customers, and suppliers. Such feedback provides a rich source of information that can be used to generate a specific developmental plan and increase managerial learning.
What is trainee readiness?
Refers to whether employees have the personal characteristics necessary to acquire knowledge from a training program and apply it to the job.
What is automaticity?
Result that occurs when tasks can be performed with limited attention; likely to develop when learners are given extra learning opportunities after they have demonstrated mastery of a task.
What is quid pro quo sexual harassment?
Situation that involves direct requests for sexual favors, for example, when sexual compliance is mandatory for promotions or retaining one's job.
What is a hostile working environment?
Situation that occurs when a pattern of conduct, which is perceived as offensive and is related to sex or gender, unreasonably interferes with work performance.
What are simulators?
Teaching tool designed to reproduce the critical characteristics of the real world in a training setting that produces learning and transfer to the job.
What is cross-cultural training?
Training designed to prepare individuals from one culture to interact more effectively with individuals from different cultures; the goal is to develop understanding of basic differences in values and communication styles.
What is classroom lectures?
Training method in which the trainer communicates through spoken words and audiovisual materials what trainees are supposed to learn; also commonly used to efficiently present a large amount of information to a large number of trainees.
What is linear programming?
Type of programmed instruction in which all trainees proceed through the same material.
What is branching programming?
Type of programmed instruction that provides a customized approach, enabling each learner to practice material he or she had difficulty with when it was first presented.
What is cultural assimilator?
Written or computer-based tool for individual use that presents a collection of scenarios describing challenging cross-cultural critical incidents.
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
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
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
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
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
What are the features of learning organizations?
.Emphasizing problem solving and innovation .Developing systems that enhance knowledge generation and sharing .Encouraging flexibility and experimentation .Valuing the well-being and development of all employees .Encouraging employees to find or make opportunities to learn from whatever situation is presented
What is the importance of training and learning?
.Employees have higher net sales and gross profitability .Increase employees value to their organization .Increase employability in the broader market
What is Kirkpatrick's 4-level model of evaluating training success?
1. Reaction Criteria 2. Learning Criteria 3. Behavioral Criteria 4. Results Criteria
What is computer-based training?
An instructional approach that includes text, graphics, and/or animation presented via computer for the express purpose of teaching job-relevant knowledge and skills.
What is adaptive guidance?
An instructional approach that provides trainees with information that helps them interpret their past performance and also determine what they should be studying and practicing to improve their future performance.
What is blended learning?
An instructional approach that uses distance learning in combination with face-to-face learning.
What is expectancy framework?
Approach in which employees' expectations about the relationship between how much effort they expend and how well they perform are important to their motivation and learning.
What is programmed instruction?
Approach in which trainees are given instructional materials in written or computer-based forms that positively reinforce them as they move through the material at their own pace.
What is distance learning?
Approach that allows trainees to interact and communicate with an instructor by using audio and video (television, computer, or radio) links that allow for learning from a distant location.
What is active practice?
Approach that involves actively participating in a training or work task rather than passively observing someone else performing the task.
What is on-the-job training?
Approach that involves assigning trainees to jobs and encouraging them to observe and learn from more experienced employees.
What is job rotation?
Approach that involves moving employees to various departments or areas of a company or to various jobs within a single department.
What is culture-specific assimilator?
Assimilator developed for a particular culture.
What is culture-general assimilator?
Assimilator used to sensitize people to cross-cultural differences they might encounter across a wide variety of cultures.
__________ 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
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
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
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
As a learning mechanism, positive reinforcement is useful in?
pointing out when a trainee or job incumbent demonstrates the correct behaviors and skills.
