PSY 272 Exam 4

Organizational Analysis

Conducted to determine the organization's short and long-term goals and then to compare those goals to the organizations accomplishments.

Task Analysis

Examines the task requirements for the successful conduct of each job, specifying exactly what the new employees are going to do on their jobs.

Person Analysis

Examines how well all employees are carrying out their job responsibilities and duties.

Demographic Analysis

Determining the specific training needs of various demographic groups, such as those protected by civil rights legislation.

Principles of Learning

Active learning, Size of the unit to be learned, Meaningfulness of material, Practice and over learning, Feedback.

Training Deliveries

Lecturing, on-the-job training, self-directed techniques, virtual reality training, multimedia techniques, distance learning, e-learning, orientation training and new employee socialization, coaching, behavior modeling, business simulations, corporate universities.

Kirkpatrick's Taxonomy

Gives 4 criteria: reaction, learning, behavioral and results.

Evaluation Designs

Used once we have chosen which criteria to evaluate the training on: pre/post design, pre/post design with a control group, Solomon four-group design.

Distributed Practice

Training in which the practice is divided into segments, usually with rest periods in between.

Learning

The relatively permanent change in behavior that occurs as a result of experience or practice.

Massed Practice

Training in which all the practice takes place at one time, without breaks.

Organizational Socialization

The process by which an individual acquires the attitudes, behavior, and knowledge needed to participate as an organizational member.

Overlearning

The process of giving trainees continued practice even after they have appeared to master the behavior, resulting in high levels of learning.

Physical Fidelity

The extent to which the operation of equipment in training mimics that in the real world.

Psychological Fidelity

The extent to which the essential behavioral processes needed to succeed on the job are also necessary for success in the training simulation.

Readiness

Possessing the background characteristics and necessary level of interest that make learning possible.

Transfer Of Training

The extent to which the material, skills, or procedures learned in training are taken back to the job and used by the employee in some regular fashion.

Maslow's Hierarchy of Needs

we are all aroused by biological and instinctive needs and that people behave as they do in order to satisfy those needs ; when lower - order needs are met , higher - order needs become more important motivators of behavior

Alderfer's ERG Theory

satisfaction is an internal state resulting from the attainment of one's goals , all three categories of needs ( existence , relatedness , growth ) can operate simultaneously

Herzberg's Two - Factor Theory

the determinants of job satisfaction are different from those of job dissatisfaction ; motivators lead employees to be satisfied and hygienes result in a minimal level of satisfaction or neutrality

Job characteristics theory

motivation is determined by individual differences in personality and characteristics of the job

Self - determination theory ( SDT )

social - contextual events enhance that enhance perceptions of competence improve intrinsic motivation

Equity theory

behavior is initiated , directed , and maintained by individuals trying to preserve some internal psychological balance ; we compare the ratio of what we bring to a situation and what we get out of it

Expectancy theory

behaviors result from conscious choices among alternatives evaluated with respect to valence , instrumentality , and expectancy

Goal - setting theory

goals direct our attention to a particular task , goals mobilize on - task effort , goals enable us to be persistent , goals help us facilitate strategies

Bandura's theory

self - regulation is made up of self - observation , self - evaluation , and self- reactions

Control theory

negative feedback loop results from the comparison of performance feedback with some goal or standard

How does job enrichment and job crafting relate to motivation ?

Job enrichment and job crafting both enhance motivation by increasing employees ' sense of autonomy , purpose , and engagement in their work .

Equity Sensitivity

an individual difference indicating the extent to which people are affect by overreward or underreward situations

Expectancy

an individual's belief about the likelihood of achieving a desired performance level when exerting a certain amount of effort

Instrumentality

the perceived relationship between the performance of a particular behavior and the likelihood that a certain outcome will result from that behavior .

Job Crafting

the process through which employees are allowed to customize , modify , and craft their own job with respect to tasks , responsibilities , and processes

Job Enrichment

the process of increasing the motivating potential of jobs , often by strengthening the key motivating characteristics identified by job characteristics theory

Self - Efficacy Expectations

individuals ' perceptions of their ability to successfully complete a task or attain a goal

Self - Regulation

the manner in which individuals monitor their own behaviors and make adjustments to those behaviors in pursuit of goals

Valence ( Value )

the expected level of satisfaction to be derived from some outcome or level of performance