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22 Cards in this Set

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Affective domain
Dimension in which learning is indicated by emotions, feelings, or expressions.
Assessment
The collection of data and relevant information about a particular program.
Classical conditioning
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.
Coaching
A trainer serves in one-on-one situations with an employee being trained.
Cognitive domain
Dimension or domain in which the thinking and knowledge skills most associated with the learning process occur.
Cognitive learning
Focuses on examining how people pursue desired goals, interpret work tasks as opportunities to satisfy desires, and reduce perceived inequities
Development
Planned organizational activities that involve individual employees, teams, or the entire organization in expending their capacities to meet future opportunity and challenges.
Distributed practice
Learning episodes are spread across several practice sessions.
Evaluation
The combination of assessment with a judgment about the effectiveness of a program.
Feedback
Information about how a learner is performing; necessary for both learning and motivation.
Learning
Any relatively permanent change in behavior that occurs as a result of practice and experience.
Learning curve
The course of learning that most people tend to follow; depicts how behavioral changes occur.
Massed practice
Learner attempts to learn everything in one session; also known as cramming.
Mentoring
An experienced member of an organization coaches, guides, and counsels newer members.
On-the-job training
The use of the actual work site as the setting for instructing workers while also engaging in productive work.
Operant conditioning
Theory that holds that behavior results from its consequences. Also known as the law of effect; founded by B.F. Skinner
Orientation
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.
Overlearning
Repeated practice even after the task has been mastered.
Psychomotor domain
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.
Reinforcement
Providing incentive when the learner has attained a specified level of performance.
Social learning
Theory that people can learn by observation and direct experience.
Training
The process of providing the opportunity for individuals to acquire knowledge, skills, and attitudes required in their present jobs.