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Lecture 14

PSYC 361 Lecture 14: 14
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3 Pages
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Department
Psychology
Course Code
PSYC 361
Professor
Jennifer Wessel

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Description
3/30/17 Training & Development Fundamentals of Learning  Training - formal procedures that facilitate the acquisition of skills, concepts, or attitudes intended to improve employee and organizational performance o Learning - relatively permanent change in behavior and capabilities that occurs as a result of experience or practice  This is the foundation of all training programs  Outcomes:  Cognitive: acquisition, organization, and application of knowledge  Skill-based: development of technical, procedural, or motor skills  Affective: changes in attitude, motivations, goals, and/or values  Rationale for training: Training increases probability of learning, and learning increases the probability of better job performance  Trainee characteristics that influence learning during training o Readiness - extent to which trainees possess characteristics necessary to successfully learn and transfer capabilities from training to the job  Readiness characteristics  “g”, experience, interest, attitudes  Goal orientation - dispositional tendency; the manner by which individuals are motivated to succeed on learning and performance tasks  Performance orientation - orientation in which success is evaluated on basis of an objective, external standard of achievement o Ex. doing better than others, completing 90% of objectives  Mastery orientation - orientation in which success is evaluated on basis of a subjective, internal standard of achievement o Ex. mastering a topic area, developing new strategies  Approach orientation - orientation in which individual strives to reach a desired standard of achievement o Ex. get the highest grade in the class, earn at least a 75 on the exam  Avoidance orientation - orientation in which individual strives to avoid failing to reach a desired standard of achievement o Ex. don’t get the lowest grade in the class, don’t get below a 75 on the exam  Crossing Performance/Mastery with Approach/Avoidance gives us 4 possible goal orientations o Mastery Approach has best training outcome o Performance Avoidance has worst training outcome Performance Mastery Approach Performance Approach Mastery Approach Training = opportunity to Training = opportunity to demonstrate capability rather increase competence and than learn new skills learn new skills Concerned with being Concerned with acquiring evaluated positively new strategies and ways of doing things Views errors in training as Views errors in training as negative positives Avoidance Performance Avoidance Mastery Avoidance Training = possibility for Training = possibility for failing/falling behind rather failing to develop new than learning new skills competencies and learn new skills Concerned with being Concerned with failing to evaluated negatively acquire new strategies and
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