Chapter 6

Front 1

Apprenticeship training

Back 1

A formal type of on-the-job training in which trainees receive training from journeymen and knowledge through classroom instruction

Front 2

Attitudes

Back 2

Employee beliefs and opinions that support or inhibit behavior.

Front 3

Audiovisual aids

Back 3

Any physical, mechanical, or electronic media used to provide or assist instruction

Front 4

Behavior modeling

Back 4

The process of learning through watching and then imitating a model that provides an example of the behavior to be learned

Front 5

Behavioral methods

Back 5

Activities that allow the trainee to practice behavior in a real or simulated fashion.

Front 6

Business games

Back 6

Simulations that attempt to represent the way an industry, company, or unit of a company functions

Front 7

Case Study

Back 7

A description of events, typically from actual situations, that simulates decision-making situations that trainees might encounter in their jobs

Front 8

Closed-ended question

Back 8

A question that asks for a specific answer

Front 9

Coaching

Back 9

The process of providing one-on-one guidance and instruction to improve knowledge, skills, and work performance

Front 10

Cognitive methods

Back 10

Approaches to training that provide verbal or written information, demonstrate relationships among concepts, or provide rules on how to do something.

Front 11

Demonstration

Back 11

A visual display of how to do something or how something works

Front 12

direct question

Back 12

A question asked by the trainer and directed to a particular trainee

Front 13

Dynamic media

Back 13

Sequentially moving stimuli, where the information is presented in a continuously moving progression from beginning to end

Front 14

Equipment simulators

Back 14

Mechanical devices that require trainees to use the same procedures, movements, or decision processes they would use with equipment back on the job.

Front 15

Guided discovery

Back 15

The process of leading trainees to discover for themselves answers to questions that, at first, they are unable to answer. This is accomplished by having the trainers ask successively more basic questions. Each question is designed to bring the trainees closer to "discovering" the answer to the original quesiton.

Front 16

In-basket technique

Back 16

A simulation that provides trainees with a packet of written information and requests, such as memos, messages, and reports that typically would be handled in a given position.

Front 17

Incident process

Back 17

A simulation in which trainees are given only a brief description of the problem and must gather additional information from the trainer (and perhaps others) by asking specific questions.

Front 18

Job instruction technique (JIT)

Back 18

A structured approach to on-th-job training that uses a behavioral strategy with a focus on skill development. It consists of four steps--Prepare, Present, Try out, and follow up.

Front 19

Knowledge

Back 19

An organized body of facts, principles, procedures, and information that has been acquired over the years.

Front 20

Lecture/discussion method

Back 20

A method of conveying knowledge that is supported, reinforced, and expanded on through interactions both among the trainees and between the trainees and the trainer

Front 21

Lecturette

Back 21

A form of conveying knowldge that has the same characteristics as the lecture but usually lasts less than 20 mins.

Front 22

mentoring

Back 22

A form of coaching in which an ongoing relationship is developed between a senior and a junior employee

Front 23

Multiple role-play

Back 23

Similar to a single role-play except that all trainees are in groups, with each group acting outh the role-play stiultaneously

Front 24

On-the-job training

Back 24

The use of more experienced and skilled employees, whether co-workers or supervisors to train less skilled or less experienced employees

Front 25

open-ended question

Back 25

A question that seeks an opinion and has no right or wrong answers

Front 26

overhead question

Back 26

A question directed by the trainer toward the whole group rather than at one person in particular

Front 27

physical fidelity

Back 27

The degree to which the simulation replicates, as closely as possible, the physical aspects of the equipment and operating enviornment trainees will find at their job site

Front 28

psychological fidelity

Back 28

The degree to which the simulation replicates, as closely as possible, the psychological conditions under which the equipment is operated (such as time pressures and conflicting demands).

Front 29

relay question

Back 29

A question from a trainee that the trainer redirects back to the trainee group

Front 30

reverse question

Back 30

A question that the trainer redirects to the trainee who asked it

Front 31

Role-play

Back 31

An enactment (or simulation) of a scenario in which each participant is given a part to act out

Front 32

Role rotation

Back 32

A type of role-play in which, after the charaters interact for a period of time, the trainer will stop the role-play and discuss what happened so far and what can be learned from it, then continue with other trainees.

Front 33

Single role-plaly

Back 33

A type of role play in which one group of trainees role plays for the rest, providing a visual demonstration of some learning point

Front 34

Skills

Back 34

The capacities that are developed as a result of training and experience that are needed to perform a set of interrelated tasks

Front 35

Spontaneous role-play

Back 35

A type or role play in which the role play is loosly constructed and one of the participants plays himself while the others play people with whom the first trainee interacted in the past or will in the future

Front 36

Static media

Back 36

Presentation of fixed text or images, such as printed matter, overhead transparencies, pictures/slides, and computer-generated projections

Front 37

Straight lecture

Back 37

A method of presenting info in which the trainer speaks to the trainees and might include the use of audiovisual aids

Front 38

Structured role-play

Back 38

A type of role-play that provides trainees with more detail about the situation and more detailed descriptions of each character's attitudes, needs, opinons and so on.