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20 Cards in this Set
- Front
- Back
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Halo effect |
A form of evaluation bias in which one attribute influences the evaluation of other traits. Sometimes a distinction is made between the influence of positive and negative characteristics, "halo effect" referring to the influence of one positive perception, and "horn effect" referring to the influence of one negative perception. |
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ALN |
Asynchronous Learning Networks. Networks of people involved in anytime-anywhere learning. Combines self-study with substantial, rapid, asynchronous interactivity with others who are involved in the learning process.for |
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Force-choice technique |
An evaluation procedure that contains pairs of items, both sounding equally desirable , but only one item in each pair is actually descriptive of an outstanding performer |
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Classical conditioning |
A form of learning involving responses of the autonomic nervous system where a conditioned stimulus (CS) is paired with an unconditioned stimulus (UCS) to produce a conditioned response. |
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Shaping |
A process of changing behavior that uses reinforcement to selectively reward successively closer approximations of the specific response that is desired. |
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Six levels of learning |
1) knowledge 2) comprehension 3) application 4) analysis 5) synthesis 6) evaluation |
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Six levels of learning |
1) knowledge 2) comprehension 3) application 4) analysis 5) synthesis 6) evaluation |
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Simulation |
A training technique in which the trainee learns to respond in a training environment that is a reproduction of real-life conditions. |
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Competency |
The knowledge, skills, abilities, and behaviors that are essential for successful performance |
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Which of the following research designs is MOST susceptible to sensitizing effects of the protest? A. Post-test only design B. Protest-post-test comparison C. Protest-post-test control group design D. Solomon four-group design |
Protest-post-test comparison
**sensitizing effects of the protest refers to the effects that pretesting might have on the trainees. Some attitudes and behaviors can be influenced simply by evaluating them** |
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Three factors having the greatest impact on the wage structure. |
Experience Responsibility Skill requirement (education/training) |
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Piece rate calculation |
Divide the money they earned by the number of hours worked |
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Hay Guide Chart Profile method uses which 3 compensable factors? |
Know How Problem Solving Accountability |
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2 non quantitative methods of job evaluations are... |
Ranking Classification |
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Herbert's hygiene Motivator Theory - what is the relationship between money and motivation |
Money is a factor associated with context of the job but does not motivate |
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Determines how the money in a profit-sharing fund is divided among the individual participants.
Formula usually based on level of responsibility, merit, base pay, years of service. |
Allocation formula (for profit sharing) |
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Maslow theory of needs |
Basic physical need Safety Social Self esteem Self acqualization |
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Hersburg hygiene |
Entitlement - pay, benefits Motivates - praise, work appreciation |
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Brooms expectancy theory |
People expect to get paid from their performance |
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Adams equity theory |
Everybody expects to get paid based on people around them. |
