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22 Cards in this Set
- Front
- Back
Affective domain
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Dimension in which learning is indicated by emotions, feelings, or expressions.
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Assessment
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The collection of data and relevant information about a particular program.
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Classical conditioning
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Theory that refers to the learning that has occurred when a living organism responds to a stimulus that would normally not produce such a response.
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Coaching
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A trainer serves as coach in one-on-one situations with an employee being trained
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Cognitive domain
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Dimension or domain in which the thinking and knowledge skills most associated with the learning process occur.
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Cognitive learning
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Focuses on examining how people pursue desired goals, interpret work tasks as opportunities to satisfy desires, and reduce perceived inequities.
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Development
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Planned organizational activities that involve individual employees, teams or the entire organization in expending their capacities to meet future opportunities and challenges.
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Distributed practice
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Learning episodes are spread across several practice sessions.
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Evaluation
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The combination of assessment with a judgment about the effectiveness of a program.
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Feedback
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Information about how a learner is performing; necessary for both learning and motivation.
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Learning
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Any relatively permanent change in behavior that occurs as a result of practice and experience.
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Learning curve
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The course of learning that most people tend to follow; depicts how behavioral changes occur.
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Massed practice
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Learner attempts to learn everything in one session; also known as cramming.
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Mentoring
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An experienced member of an organization coaches, guides, and counsels newer members.
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On-the-job training
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The use of the actual work site as the setting for instructing workers while also engaging in productive work.
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Operant conditioning
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Theory that holds that behavior results from its consequences. Also known as the law of effect; founded by B. F. Skinner.
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Orientation
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Initial introduction of a new or transferred employee to work itself, the organization and its rules, other members of the organization, and the organization's goals.
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Overlearning
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Repeated practice even after the task has been mastered.
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Psychomotor domain
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Learning is expressed by the actual performance of specific acts and the capability of operating equipment and technology by moving and manipulating various levers and devices.
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Reinforcement
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Providing incentive when the learner has attained a specified level of performance. The two primary types are continuous and intermittent reinforcement.
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Social learning
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Theory that people can learn by observation and direct experience.
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Training
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The process of providing the opportunity for individuals to acquire knowledge, skills, and attitudes required in their present jobs.
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