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PSYC 3050 EXAM 3

Terms in this set (50)

training
the systematic acquisition of skills, concepts, or attitudes that result in improved performance in another environment
organizational analysis
conducted to determine the organization's goals/strategic objectives, then compare these to the organization's accomplishments
task analysis
examination of task performance for successful job performance; also involves task oriented job analysis
person analysis
examines how well all employees are carrying out job responsibilities and duties; shows which individuals in an organization should receive training and what kind of instruction is needed
learning
a relatively permanent change in behavior that occurs as a result of experience or practice
active learning
size of the unit of material
meaningfulness of material
practice
feedback
what are the five principles of learning that we discussed?
affective outcome
An organization is requiring employees to attend a safety training with the goal of changing employee's attitudes towards safety. This best reflects which kind of learning outcome?
active learning
engaging employees in activities to facilitate the learning process
whole learning
practice task at once start to finish (good for highly organized task) in order to learn
part learning
breaking up tasks into segments in order to learn
distributed practice
training divided into segments, usually with rest periods in between
massed practice
training that takes place at one time, without breaks
overlearning
giving trainees continued practice even after they have mastered the behavior
1. works best when given immediately after behavior
2. should be frequent
3. both positive and negative can be valuable when given in a sensitive yet clear manner
what are the three principles in delivery of feedback
false
training that considers each person's learning style is associated with better training and performance. true or false.
transfer of training
extent to which the material, skills, or procedures learned in training are taken back to the job and used regularly by the employee
positive transfer and negative transfer
what are the two kinds of transfer of training?
positive transfer
improvement in performance after training
negative transfer
when performance declines after the training
organizational socialization
the process through which a new organizational employee adapts from the outsider to integrated and effective insider of an organization
coaching
motivational technique used to improve performance, practical, goal focused, usually one-on-one
kirkpatrick's taxonomy
how are we going to evaluate if our training was successful?
1. random assignment
2. control group
3. collection of data both before and after training
what are the three characteristics of strong training evaluation designs?
training
what might be our best tool against sexual harassment
cross-cultural training
training designed to prepare individuals from one culture to interact more effectively with individuals from different cultures
work motivation
a set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity, and persistence
1. self-observation
2. self-evaluation
3. self-reactions
what are the 3 components of self-regulation?
self-observation
the degree to which we pay attention to our goals; related feedback
self-evaluation
how we evaluate our goals; how much or how little have we gotten to where we want to be
self-reactions
how we respond to the discrepancies of where we are to where we want to be concerning our goals
job enrichment
strengthening the key motivating characteristics identified by job characteristics theory
job crafting
employees are given the flexibility to customize or modify their own job
affect
broad range of feelings that exist along a positive to negative continuum; how people view their lives
emotions
directed at a particular target, things occur that make us feel these; they are discrete, don't last as long as affects; they are here and there as we experience them
mood
longer-lasting than emotions, can last hours, all day, several days, not necessarily directed at anything; could have a bad mood, could be caused from build up, could be unexplained, more general
emotional labor
effort, planning, and control required by employees to express organizationally desired emotions during interpersonal interactions
surface acting
modifying expressions
deep acting
modifying feelings
positive attitude or emotional state resulting from the appraisal of one's job or job experience
what is job satisfaction?
psychological contract
employee's beliefs about what they are entitled to receive because of promises made by their employer
task performance
expected work behaviors that are required to perform the job successfully
contextual performance
extra-role behaviors (OCBs), things not dictated by job requirements per say but benefit the organization
organizational commitment
the relative strength of an individual's identification with, attachment to, and involvement in a particular organization
normative
affective
continuance
what are the organizational commitment components?
normative
feel like you need to stay bc of a moral commitment; feel like you should stay out of an obligation and loyalty; you would feel guilty if you left
affective
employee's emotional attachment to the company (sense of belonging, feels like a family), most commonly studied of organizational commitment bc its what we hope our employees feel; consistent with staying at the company bc they want to
continuance
attachment to the company based on the investments an employee has already made at a company; associated with the cost of leaving, staying bc you feel like you need to
absorption
engrossed in working, sense of flow
dedication
sense of pride in one's work and challenge from it
vigor
sense of personal energy for work
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