IOPSY MODULES - MIDTERMS - WEEK 7, 8, 9 and 10

THE TRAINING CYCLE

● Another way to improve employee performance is to train employees who have the ability to perform the job but might not have the knowledge, skills, or motivation to perform the job.

Training

- is the "systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance" (Goldstein & Ford, 2002, as cited in Aamodt, 2016).
- is essential for an organization because it ensures that employees have the knowledge and skills necessary to perform the job. In some cases, a lack of skill or knowledge is due to an organization having difficulty hiring applicants with the necessary knowledge and skills to perform a job.

Conducting a needs analysis

is the first step in developing an employee training system

purpose of needs analysis

- is to determine the types of training, if any, that are needed in an organization, as well as the extent to which training is a practical means of achieving an organization's goals.

importance of needs assessment

-was demonstrated by a meta-analysis indicating increased training effectiveness when a needs assessment had been done prior to the creation of the training program (Arthur, Bennett, Edens, & Bell, 2003, as cited in Aamodt, 2016).

organizational analysis, task analysis, and person analysis.

three types of needs analysis

CONDUCTING BASIC TNA

1. The facilitator gathers all employees who have the same job in a conference room with a whiteboard or flip charts and markers.
2. Ask each employee to write down their ten most important training needs. Emphasize that the employees should write specific needs. Communication or team building is such broad training needs, for example, that you would need to do a second training needs assessment on each of these topics.
3. Then, ask each person to list their ten training needs. As they list the training needs, the facilitator captures the stated training needs on the whiteboard or flip chart. Don't write down duplicates but do confirm by questioning that the training needs that on the surface appear to be a duplicate, really an exact duplicate. Otherwise, participants can feel as if their needs were marginalized.
4,5,6,7

Training needs assessment

- can be and often needs to be, much more complicated than this. But, this is a terrific process for a simple training needs assessment.

motivated and satisfied

Once an organization has selected and trained its employees, it is important that employees be both _____________ by and ______________ with their jobs.

Industrial psychologists

- generally define work motivation as the internal force that drives a worker to action as well as the external factors that encourage that action (Locke & Latham, 2002 as cited in Aamodt, 2016).

Ability and skill

- determine whether a worker can do the job, but motivation determines whether the worker will do it properly.

THEORIES OF MOTIVATION

It is interesting to know character traits, personal attributes, and other variables correlated with motivation.
● they have a personality that predisposes them to be motivated;
● their expectations have been met;
● the job and the organization are consistent with their values;
● the employees have been given achievable goals;
● the employees receive feedback on their goal attainment;
● the organization rewards them for achieving their goals;
● the employees perceive they are being treated fairly; and
● their coworkers demonstrate a high level of motivation.

Theories of Leadership

● people high in openness, conscientiousness, extraversion, masculinity, creativity, and authoritarianism and low in neuroticism are more likely to emerge as leaders than their counterparts (Ensari, Riggio, Christian, & Carslaw, 2011; Judge, Bono, Ilies, & Gerhardt, 2002);
● high self-monitors (people who adapt their behavior to the social situation) emerge as leaders more often than low self-monitors (Day & Schleicher, 2006; Day, Schleicher, Unckless, & Hiller, 2002);
● more intelligent people are more likely to emerge as leaders than are less intelligent people (Ensari et al., 2011; Judge, Colbert, & Ilies, 2004); and
● looking at patterns of abilities and personality traits is more useful than looking at single abilities and traits (Foti & Hauenstein, 2007).