Psy 319 Exam 2 Ch 7

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.

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 Progaramming

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 -Common & Efficient Simulators -Controlled reproducibiliyt -focused on safety & learning -Generally low-cost

Cross-Cultural Training (CCT)

Critical in helping exptriates adapt to new environments Designed to prepare individuals from one culture to intreact more effectively with individuals from different cultures -Cultural assimilators-present series of scenarios describing challenging corss-cultural incidents

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.

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

Declarative Outcomes

Person Analysis

Examines Knowledge, skills, and current performance to determine who needs training.

Organizational Analysis

Examines company-wide goals and problems to determine where training is needed.

Task Analysis

Examines tasks performed and KSAO's required to determine what employees must do to perform successfully

Fidelity

Extent to which task trained is similar to task required by job -Physical fidelity * Extent to which training task mirrors physcial features of task performed on job (e.g, realistic layout of cockpit and motion in airplane simualtor) -Psychological Fidelity *Extent to which training task helps trainees develp KSAOs (E.g., communication & decsion making skills) necessary to perform job

. 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

Job Rotation

Traning Criteria

Kirkpatrick's 4-level model *internal criteria -reaction criteria (level 1) -Learning criteria (level 2) *external criteria -Behavioral criteria(level 3) -Result criteria (level 4)

Specialized Training Prorgams

Management and Leadership Development 1) Assessment Centers -evaluate leadership, & communication skills 2) 360 degree feedback -generally recieved positively -effective at improving performance

Principles of Learning

Massed Practice -Individuals practice task continously & without rest (e.g., cramming for test) Distriubuted Practice -Rest intervals between practice sessions -Generally Results in more efficient learning & retention than massed practice

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.

Mastery Orientation

On-Site Training Methods

On the job trainning -Trainees observe & learn from more experienced employees Apprenticeship -Formal Program used to teach a skilled trade Job Rotation -Employees move to various jobs, departments, or areas of company

Principles of Learning Applied to Training

Practice & OverLearning -Acitve Practice *Acitevly participating in training/work tasks -Automatically * When tasks can be performed with little attention *Occurs after demonstrating of mastery

Foundation of Training & learning

Training -Systematic acquisition of skills, concepts, or attitudes resulting in improved performance in another environment -Basic foundation for training program is learning

Cognitive & Social Learning Theory

*Broad Approach Including: -Goal Setting *Specific, difficult goals direct attention & improve performance -Feedback *Knowledge of results of one's actions *Enhances motivation, learning & performance -Self-Efficacy *Belief in one's Capability to perform

Sexual harassment Awareness Taraining

*EEOC encourages follwing steps: -clearly communicate a zero tolerance policy -establish an effective grievance process -take immediate & appropiate action when employee complains *Supervisors should receive additional training beyond what employees recieve *Effective in increasing knowledge of & ability to identify sexual harassment.

Training Methods

-4 Basic Principles 1. Present Relevant information & content to be learned 2. Demonstrate KSAO's to be learned 3. Create Opportunites for trainees to pracice skills 4. Provide feedback to trainees during & after practice

Distance Learning

-Can occur across mulitple sites at once -More affordable alternative to live instruction -I-0 Research Just beginning

Transfer of Training

-Degree to which trainee apply knowledge, skillss, & attitudes gained in trainning to their job -Transfer of training climate workplace charactersitics that either inhibit or facilitate transfer of training

Ethics Training

-Increased Importance following highly publicized accounting scandals involving Enron, Arthur Anderson, and WorlCom -Important to provide clear, concrete examples of ethical and unethical decision making in particular organization -overall approach to improving ethics is likely to use both selection & training to increase likelihood that employees will perform jobs ethically

Learning

-Realively permanent change in behavior & human capabilites produced by experience and practice -3 Broad categories of learning outcomes *cognitive outcomes *skill-based outcomes *Affective outcomes

Training Evaluation Designs

-Strongest Training Evaluation Designs Include *Random Assignment or participants to conditions *control group *Mesures obtained before & after training -Pre-test post-tes control group design.

Training Evaluation

-Systematic collection of descripitive & judgmental information that can be used to make effective training decisions

Characteristics of a positive Transfer of training climate

-early socilization indicating that training is important -Continous learning culture -adequate peer and supervisor support -Opportunites to use learned capabilites -Access to equipment or resources that are essential for transfer of training. -Adequate working conditions -regular feedback and positive reinforcement for improved performance.

EEO Issues In Trainning

...

Sexual Harassment

2 Types of Sexual Harassment -1977-Frist Quid Pro Quo Ruling -1986-First Hostile Environment Ruling

Training Needs Analysis

3-Step Process -Organizational Analysis -Task Analysis -Person Analysis Required to develop systematic understanding of where training is needed, what needs to be trained, and who will be trained.

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.

. 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.

Computer-Based Training

Allow Trainees to individualize thier learning experience Trainees have more control over instruction

Sxual Harassment is:

Any Sexually-Based Behavior that is knowing unwanted and either: -has an adverse effect on a person's employment status, -Interferes with a person's job performance, -creates a hostile or intimidating work Enviorment