I/o Psych Exam #3 (Questions 1-11)

Front 1

What are the components of training needs analysis?

Back 1

1.) Organizational Analysis: Looks at the companies goals/problems to determine where training is needed.

2.) Task Analysis--looks into KSAO's needed for a particular task to determine what employers must do to perform successfully.

3.) Person Analysis--looks at knowledge, skills, and current performance to determine who needs training.

Front 2

Discuss how goal setting can strengthen trainee motivation.

Back 2

To set specific, but difficult goals to focus their attention on the most important tasks.

Front 3

Self-Efficacy

Back 3

Belief in ones capability to perform a specific task or reach a specific goal.

Front 4

How can trainee self-efficacy be improved?

Back 4

Using behavioral modeling and providing words of encouragement.

Front 5

Physical Fidelity

Back 5

Extent to which the training task mirrors the physical features of the actual task (ex: pilots)

Front 6

Psychological (Functional) Fidelity

Back 6

Extent to which the training task helps develop KSAO's for task (ex: firefighters)

Front 7

Identify an instance in your life in which you engaged in part learning. Describe the process

Back 7

Learning to play a new piece on the flute--look at the key and note all flats and sharps throughout the piece. Break piece into section and play one section over and over again until it is flawless. Continue this step for each section until all sections are flawless. Play piece in its entirety and keep practicing.

Front 8

Training Validity

Back 8

Extent to which trainees meet the criteria for the established training program

Front 9

Transfer Validity

Back 9

Extent to which trainees meet the criteria for success when they are back on the job.

Front 10

Intraorganizational Validity

Back 10

Extent to which the training program will be effective with different groups of trainees within a company

Front 11

Interorganizational Validity

Back 11

Extent to which the training program will be effective with different trainees in companies other than the one that developed the training programs.

Front 12

List the 4 types of validity applied to training programs.

Back 12

Training Validity
Transfer Validity
Intraorganizational Validity
Interorganizational Validity

Front 13

Discuss why a control group is needed for training evaluation.

Back 13

A control group helps to determine whether the experimental group made a difference.

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Front 14

What are the advantages of a pre-test, post-test control group design?

Back 14

It helps researchers compare the training programs to one another.

Front 15

Maslow's Need Theory

Back 15

All humans have a basic set of needs...Physiological, Safety, Love, Esteem, Self-Actualization

Front 16

Two-Factor Needs

Back 16

Herzberg argued that we only have 2 basic needs--hygiene and motivational needs.

Front 17

ERG Theory

Back 17

Human needs are best thought of arranged in three levels...E = Existence, R = Relatedness, G = Growth

Front 18

E

Back 18

Existence

Front 19

R

Back 19

Relatedness

Front 20

G

Back 20

Growth

Front 21

What are the 4 types of motivational practices employed by managers?

Back 21

1.) Rewarding High Performers.
2.) Allow subordinates to help make decisions.
3.) Modifying tasks and reporting relationships.
4.) Quality Improvement Interventions.

Front 22

Be able to apply the concept of Job Enrichment to a job.

Back 22

A job that typically consists of the 3 highest orders of needs (love, esteem and self-actualization). Jobs are "enriched" and more interesting than tedious jobs just to make money.

Front 23

What are the steps in implementing a ProMES system?

Back 23

1.) Develop a Design Team--consists of employers who actually do the work and supervisors to assist them.
2.) Identifying Objectives--The team agrees on objectives such as higher production/attendance.
3.) Identifying Indicators--the team agrees with what indicators to measure to determine whether they are doing well