3/11 lecture - ch 8 & 9

Positive and Negative Reinforcement

Positive Reinforcement: Rewarding desired behavior to encourage its continuation. Example: Acknowledging how an employee resolved a customer issue positively.
Negative Reinforcement: Introducing a punishing consequence to deter undesirable behavior.
- Example: Frustration due to an employee's constant lateness.
Ineffectiveness of Negative Reinforcements: Using negative reinforcements, like punishment, tends not to yield desired results in employee behavior.

Importance of adhering to pay equity laws to ensure fair compensation.
Companies must protect their workforce and provide equitable pay for equal work.

Training and Development: A process through which employees are taught skills and methodologies to perform their jobs effectively.
- Emphasizes improving leadership, engagement, and communication within teams.
- Companies invest significantly in training and development for workforce efficiency and effectiveness.

Companies in the US spent $83 billion on training and development.
Average expenditure of over $1,200 per employee on training (in 2018).
Example of a company with 40,000 employees spending $48 million on training, leading to substantial returns, such as generating $8 billion annually.

Training investments in countries like Brazil are increasing by 10% annually, illustrating a global movement towards enhanced workforce development.

Needs Assessment Step: Identifies gaps in skills and knowledge among employees.
- Understand current competencies and what is needed for job performance.
- Consider trainee characteristics and contextual factors to tailor training effectively.

Various training methods include:
- Classroom instruction, online modules, and hands-on training.
- Importance of evaluating training success after implementation.

Cognitive Ability: Individuals with higher cognitive ability often learn training material more efficiently.
Learning Retention: Engaging formats that encourage interaction improve information retention.
Importance of self-efficacy and proactive personalities among trainees for better outcomes.

Metacognitive Skills: Trainees should reflect on their learning progress and strategies.
Incorporate regular feedback mechanisms to support effective learning.

The environment should foster integration of training into everyday tasks.
Employers must ensure clarity and similarity between training contexts and real-world application.

Emphasize not just the 'what' of training but the 'why' behind processes to enhance engagement.
Workers must understand the relevance of their training to foster curiosity and improve performance.

Identifying and removing barriers related to the workplace environment is crucial for successful training transfer.
Supervisors should support employees in applying learned skills.

Personal motivation plays a crucial role in an employee’s success during training.
Various motivational theories can enhance motivation, including Maslow's hierarchy of needs.

Training formats: Differences between mass learning sessions and micro-learning strategies.
Evaluation design should assess reactions, learning, behavior, and results of training initiatives (Kirkpatrick's Model).

Companies need to ensure compliance with federal guidelines during training processes.
Safety training is vital to protecting employees and reducing liabilities.