Term
| Introducing new employees to the organization, work units, and jobs?? |
|
Definition
|
|
Term
| Orientation from coworks is usually ____, unofficial, and often provides _____ and inaccurate information??? |
|
Definition
|
|
Term
| official, and effective orientation has ____ & lasting impact on new employees?? |
|
Definition
|
|
Term
| When does the org being the formal orientation process & what are the two levels?? |
|
Definition
after hiring the employee
1. organizational orientation
2. department orientation |
|
|
Term
| employees ____ is responsible for job/department orientation??? |
|
Definition
|
|
Term
| What is the "buddy system"?? |
|
Definition
| coworker is selected to take new employee through the orientation process |
|
|
Term
HR and employee’s immediate manager normally share orientation responsibilities?? |
|
Definition
| shared responsibiltiy - part of orientation |
|
|
Term
| 4 things the organization is concerned about in organizational orientation?? |
|
Definition
1. making profits
2. employee satisfaction/well being
3. providing good customer service
4. being socially responsible |
|
|
Term
| organzational orientation: two things the employee is usually interested in?? |
|
Definition
1. benefits & pay
2. terms and conditions of employement |
|
|
Term
| 2 things content of department/job orientation depends on?? |
|
Definition
1. specific departmental needs
2. skills and experience of the new employee |
|
|
Term
What does the orientation kit protect againstin unionized orgs??
in nonunionized orgs?? |
|
Definition
unionized - grievances
nonunionized - wrongful discharge litigation |
|
|
Term
| What are some things included in the orientation kit?? |
|
Definition
•Company organization chart
Map of company’s facilities
•Policy and procedures handbook
•List of holidays and benefits
•Performance appraisal forms, dates, procedures
•Emergency and accident prevention procedures
•Company newsletter or magazine
•Phone numbers, locations of key personnel (e.g., security personnel)
•Insurance plans |
|
|
Term
| What is the best timing length for orientation?? |
|
Definition
1. not more than 2 hours spread over days
2. if it lasts for 1/2 - 1 day- can lead to (-) employee attitude |
|
|
Term
| 2 departmental orientation methods that are likely to produce bad results?? |
|
Definition
1. giving them a manual, telling them to read it, and ask questions if they have any
2. giving emmployees menial tasks |
|
|
Term
| How does formal orientation follow up occur?? |
|
Definition
manager regularly checks on employee and answers questions that may have risen in training
HR dept should schedule a follow up after the employee has been on the job for a month |
|
|
Term
| Three methods of orientation evaluation?? |
|
Definition
collecting feedback by:
questionnaires
interviews
discussion sessions |
|
|
Term
| learning process of aquiring skills, concepts, rules and attitudes to enhance performance?? |
|
Definition
|
|
Term
| What are 4 reasons for training?? |
|
Definition
1. changes (technology) can make todays skills obsolete
2. planned organizational changes
3. performance problems such as low productivity
4. regulatory, certification issues require employer to train |
|
|
Term
| Two steps to successful training programs?? |
|
Definition
1. perform job analysis
2. perform needs assessment |
|
|
Term
| 5 methods to gather needs assessment info?? |
|
Definition
1. interviews
2. surveys/questionnaires
3. observation
4. focus groups
5. document examination |
|
|
Term
| 3 questions to ask for needs assessment?? |
|
Definition
1. what problems is employee having in job?
2. what additional skills/knowledge does employee need to perform the job?
3. what training does the employee believe is needed? |
|
|
Term
| can uncover training needs; usually involves an outside expert conducting and analyzing the survey?? |
|
Definition
|
|
Term
| survey that can indicate problem areas; may indicate training needs for a specific area or entire organization?? |
|
Definition
|
|
Term
| two things that training needs observation individuals must be trained in?? |
|
Definition
1. observing employee behavior
2. translating observations into training needs |
|
|
Term
| Examples of issues that focus groups may address?? |
|
Definition
what skills/knowledge will employees need for us to stay competitive over the next five years??
what organizational problems can be involved through training?? |
|
|
Term
| 4 things that organizational records include?? |
|
Definition
1. absenteeism
2. turnover
3. accident rates
4. performance appraisal |
|
|
Term
| Format of effective training objectives?? |
|
Definition
| state (in writing) what outcomes will result for the org, dept, or indiviual after training |
|
|
Term
Questions answered by instructional objectives???
|
|
Definition
what principles, facts, and concepts are to be learned?
Who is to be taught? and When? |
|
|
Term
| questions to be answered by organizational & departmental objectives? |
|
Definition
| What impact will training have on outcomes? absenteeism, turnover, costs, etc? |
|
|
Term
| Questions answered by individual performance growth objectives?? |
|
Definition
| What impact will training have on behavioral and attitudinal outcomes or personal growth of the individual?? |
|
|
Term
| 4 common training methods?? |
|
Definition
1. on the job
2. job rotation
3. apprenticeship
4. classroom |
|
|
Term
| training that shows the employee how to perform under the trainers supervision?? |
|
Definition
|
|
Term
| advantages/disadvantages of on the job training?? |
|
Definition
advantages: no special facilities required
employee does productive work during learning
more effective than classroom training that may be used when person returns to the job
disadvantage:pressures of workplace can cause employee instruction to be haphazard or neglected |
|
|
Term
| a form of OJT that requires individual to learn several diff jobs in a work unit or deptment and perform each job for a specific period of time?? |
|
Definition
| job rotaton/cross training |
|
|
Term
| What is an advantage of cross training?? |
|
Definition
| makes flxibility possible in the deptment |
|
|
Term
| combines OJT and classroom training to prepare workers for skilled occupations like bricklayers or computer operators?? |
|
Definition
apprenticeship training
* about 2/3 of these are in construction/manufacturing trades* |
|
|
Term
| 5 things that a virtual classroom integrates?? |
|
Definition
1. desktop
2. chatrooms
3. video conferencing
4. websites
5. email distribution |
|
|
Term
| four types of info classroom training is useful in teaching?? |
|
Definition
| factual, concepts, principles, theorys |
|
|
Term
| 3 employees that classroom training is primarily used for?? |
|
Definition
| technical, professional, managerial |
|
|
Term
| 2 benefits of evaluating training?? |
|
Definition
less effective programs can be withdrawn to save time and effort
weaknesses within established programs can be identified and adressed |
|
|
Term
| 4 areas of training evaluation?? |
|
Definition
1. reaction - did they like the program?
2. learning- what principles, facts, etc. were learned?
3. behavior - did trainees job behavior change?
4. results - reduction in cost or turnover?? |
|
|
Term
| Two types of learning evaluations to be conducted?? |
|
Definition
skills- shown in a classroom demonstration by trainees
paper and pencil tests |
|
|
Term
| In determining behavior change, a ____ ____ should be used?? |
|
Definition
|
|
Term
| 5 things that results evaluation trys to measure changes in?? |
|
Definition
turnover
costs
effieciency
number of grievances
quantity and quality of production |
|
|
Term
| three things needed for an accurate results evaluation?? |
|
Definition
| pretest, postest, control group |
|
|
Term
| what are the 7 Principles of Learning?? |
|
Definition
1. motivation to achieve personal goals
2. knowledge of results
3. reinforcement
4. flow of the training program
5. practice and repetition
6. spacing of sessions
7. whole or part training |
|
|
Term
motivation to achieve personal goals: most frequently identifiable employee objectives??
|
|
Definition
1. job security
2 .rewarding work
3. recognition and status
4. responsibility and achievement |
|
|
Term
| chart for plotting progess of invidual learner or a group?? |
|
Definition
|
|
Term
| primary purpose of the learning curve?? |
|
Definition
| provide feedback on trainees progress |
|
|
Term
| behavior that appears to lead to positive feedback tends to be repeated, while be havior that tends to lead to negative feed back tends to not be repeated?? |
|
Definition
|
|
Term
| example of Positive feedback?? |
|
Definition
| a reward: praise and recognition |
|
|
Term
| "flow" of the training program: it should be organized so that ppl can see two things? |
|
Definition
1. purpose
2. how it relates to all the other segments of the program |
|
|
Term
| decision to train for a job all at once or to train employees separately for each job component should be based on three things?? |
|
Definition
1. specific job content
2. material to be taught
3. needs of the trainees |
|
|
Term
| whole or part training: successful method?? |
|
Definition
1. give a brief overview of the whole job
2. divide jobs into parts for detailed instruction |
|
|
Term
| developing experience, attitudes, and skills to become -- or remain -- an effective manager?? |
|
Definition
| management development process |
|
|
Term
| Management development process should be designed, conducted, and evaluated baesd on what three things?? |
|
Definition
•Organization’s Objectives•Individual Managers’ Needs •Anticipated Changes in management team |
|
|
Term
| expanded form of skills inventory used that includes basic information and brief asessment of past performance and potential for advancement?? |
|
Definition
|
|
Term
| three things that management inventory is used for?? |
|
Definition
fill unexpected management vacancies
plan for development needs of individual managers and or development activities for entire organization
develop a management succession plan
|
|
|
Term
| chart or schedule showing potential successors for each management position within the organization?? |
|
Definition
| management succession plan |
|
|
Term
retirements are predicted from _____?
Transfers/promotions from _____?
|
|
Definition
retirements - management inventory
trans/prom - from planned retirements and organization objtves |
|
|
Term
| systematic analysis of specific management development activities the organization requires to achieve its objectives?? |
|
Definition
|
|
Term
| Two things that management development needs result from? |
|
Definition
1. needs of the organization
2. development needs of individual managers |
|
|
Term
| 4 methods of assessming management development needs?? |
|
Definition
1. traning needs survey
2. competency studies
3. task analysis
4. performance analysis |
|
|
Term
Management development objectives must be 2 things?
can be 3 things?? |
|
Definition
must be
1. expressedin writing
2. measureable
can be
1. instructional
2. organizational and departmental
3. individual performance and growth |
|
|
Term
| 5 things included in Instructional Objectivies?? |
|
Definition
targets - number of trainees to be taught
hours of training
cost per trainee
time required to reach a standard level of knowledge
objectives needed for principals, facts, and concepts to be learned |
|
|
Term
include impact programs will have on outcomes such as absenteeism, turnover, safety, and number of grievances
??? |
|
Definition
| organizational/departmental objectives |
|
|
Term
| include behavioral and attitudinal outcomes for individual as well as personal growth of inviduals partiticpating??? |
|
Definition
| individual performance and growth objectives |
|
|
Term
| individual learns job from present job holder and develops the capabilities to fill a specific job?? |
|
Definition
| apprenticeship - on the job training |
|
|
Term
| 2 advantages/disadvantages of on the job training?? |
|
Definition
advantages:
1. heir realizes purpose of training
2. can learn in a practical and realistic situtation
disadvantages:
1. understudy learns bad as well as good practicies of incumbent
2. can be expensive |
|
|
Term
| experienced managers advising and guiding trainees in solving managerial problems; emphasizes responsibility of all managers for developing employees?? |
|
Definition
|
|
Term
| advantage and disadvantage on on the job coaching?? |
|
Definition
advantage - traniees get practical experience and see results of their decisions
disadvantage - coach may neglect training responsibilities or pass on inappropriate management practices |
|
|
Term
| advantage/disadvantage of training by experience?? |
|
Definition
advantage - individual may recognize need for management development and look for new ways to satisfy it
disadvantage - employees learning only through experience can create serious problems by making mistakes
frustrating to attempt to manage without necessary background and knowledge |
|
|
Term
| broad experience through exposure to many diff areas of the org; trainee goes from one job to another within the org, generally remaining in each from 6 months to a year?? |
|
Definition
| job rotation - frequently used for training recent college graduates |
|
|
Term
| advantages/disadvantages of Job Rotation??? |
|
Definition
advantages - trainee sees how managemtn principles can be applied in different environments
training is practical; allows trainee to become familiar with entire operation of company
disadvantage - trainee frequently given menial assisngments; tendancy to leave trainee in each job longer than necessary; both disadvantages can produce negative attitudes |
|
|
Term
| training where traniee learns about a particular subject (ex) trainee told to develop a training program on safety??? |
|
Definition
|
|
Term
| training where an individual work with committee on its regularly assigned duties and responsibilities; person developes skills in working wiht others and learns through activities of the committee?? |
|
Definition
|
|
Term
| 2 times Classroom Training is used and 3 things it includes?? |
|
Definition
used in management development programs & orientation/training activities
includes - lectures, case studies, role playing |
|
|
Term
| 4 strengths of Lectures??? |
|
Definition
1. communitcates instrinic interest of subject
2. cover material not otherwise available
3. reach many learners at one time
4. lecturers can serve as effective models for their audience
5. lectures pose a minimal threat to the learner |
|
|
Term
| 6 Weaknesses of lectures?? |
|
Definition
1. often do not allow for audience Feedback
2. listeners are passive
3. length may exceed interest span
4. falis to allow individual differences in ability or experience
5. unsuitable for certain higher forms of learning like analysis and diagnosis
6. partially dependent on the speaking skills of lecturer |
|
|
Term
| classroom training; trainee analyzes real or hypothetical situations?? |
|
Definition
|
|
Term
| 4 things Case Studies force trainee to do?? |
|
Definition
1. think through problems
2. propose solutions
3. choose among solutions
4. analyze consequences of decision
|
|
|
Term
| form of case study where learners initially given general outline of a situation; receive additional info only as they request it?? |
|
Definition
|
|
Term
| 4 advantages of case studies?? |
|
Definition
1. emphasize analysis of typical management situation
2. improves learners communication skills
3. expose learners to true to life management problems
4. inspire interest in otherwise theoretical and abstract training material |
|
|
Term
| participants are assigned diff roles required to act out those roles in a realistic situation?? |
|
Definition
| role playing - success depends on ability of participants to assume rules realistically |
|
|
Term
| simulates handling a specific managers mail and telephone calls and reacting accordingly?? |
|
Definition
|
|
Term
simulates an org and its environment and requires a team to make operating decisions; individuals must work with other group members in an atmosphere of competition within industry
?? |
|
Definition
|
|
Term
4 advantages of Business Simulations??
1 disadvantage?? |
|
Definition
advantages
1. simulates reality
2. decisions made in a competitive environment
3. feedback is provided concerning decisions
4. decisions made using less than complete data
Disadvantage
1. keys to winning may become the focus |
|
|
Term
| four alternatives for evaluating management development activities?? |
|
Definition
1. are trainees happy with course?
2. does course teach the concepts?
3. are concepts used on the job?
4. does application of concepts positively affect the org?? |
|
|
Term
| Goal of Organizational Development?? |
|
Definition
| increasing organizational performance through interventions and training experiences |
|
|
Term
| Ultimate goal of Organizatinoal Development?? |
|
Definition
| structure org environment so that Managers and employees can use developed skills and abilities to the fullest |
|
|
Term
| Initial Phase of Organizational Development?? |
|
Definition
| recognition by management that organizational performance can and should be improved |
|
|
Term
| Phase of Organizational Development: gathering and analyzing information to determine areas needing improvement?? |
|
Definition
|
|
Term
| Phase of Organizational Development: developing a plan for org improvement based on data obtained?? |
|
Definition
| change planning - indentifies specific problem areas and outlines steps to resolve them |
|
|
Term
| 5 Phases of Organizational Development??? |
|
Definition
1. recognition
2. diagnosis
3. change planning
4. intervention/education
5. evaluation |
|
|
Term
| phase of Org. D - sharing diagnostic info with ppl affected by it and helping them realize the need for change?? |
|
Definition
| intervention/education - outside consultants working with individuals or emplyee groups |
|
|
Term
| Phase of Org. D - in effect repeats diagnostic phase; data are gathered to determine the effects of OD effort on total org; can lead to more planning and education?? |
|
Definition
|
|
Term
| 4 Frequently used data collection methods of Diagnosis?? |
|
Definition
1. available records
2. survey questionnaires
3. personal interviews
4. direct observation |
|
|
Term
intervention/eduvation methods ??
(3) |
|
Definition
direct feedback
team building
sensitivity training |
|
|
Term
| Basic question of Evaluation?? |
|
Definition
| did OD process produce desired results?? |
|
|
Term
| Two Approaches to Evaluation of OD Effort??? |
|
Definition
1. Compare data collected Before OD against collected After OD intervention
2. Comparing "bf" and "after" data with similar data from a control group |
|
|
