Exam 2 - jeopardy

• As a person matures his/her they move from being a dependent personality toward one of being a self-directed human being.

  Self concept
• As a person matures his/her time perspective changes from one of postponed application of knowledge to immediacy of application. As a resulthis/her orientation toward learning shifts from one of subject- centeredness to one of problem centeredness.

  Knowles’5 Assumptions of Adult Learners: Orientation to Learning
• An argument (or series of arguments) using the question-and-answer method employed by Socrates in Plato's Dialogues. Also known as Platonic dialogue.

  Socratic Dialogue
• ________________________(including mistakes) provides the basis for the adult learning.

  Experience
• From an early age, children are conditioned to recognize educators as ______________ who have broad-based power to tell them what to do, when and how. By contrast, adults expect that even the most credentialed expert will behave as a partner to them in a participative learning journey.

  Authority figures
• In 1997, ASTD collected a wealth of training-related information from more than 2,500 firms. ASTD found that an increase of $680 in a firm’s _______________ expenditures per employee generates, on average, a six percentage point improvement in total shareholder return. (Bassi, 2017)

  Training
• What is Deficiency of Knowledge?

  DK
• What is Deficiency for Execution?

  When an employee knows how to do the job, but have so little practice that they cannot maintain a satisfactory level of performance.
• What is Deficiency of Practice?

  When an employee “doesn’t know how” 
• What is Extrinsic Motivation?

  Refers to behavior that is driven by external rewards such as money, fame, grades, and praise. Extrinsic motivation arises from outside of the individual.
• What is Subjectivism? 


  Means that one and the same thing are interpreted differently.
• What are common motivators? 

  Job Satisfaction, Autonomy, and Freedom. 
• What is Intrinsic Motivation 


  Refers to behavior that is driven by internal rewards. In other words, the motivation to engage in a behavior arises from within the individual because it is intrinsically rewarding.
• What is Kotter’s change management element, communicate for buy-in

  Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against.
• What is Kotter’s change management element, empower action?

  Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognize progress and achievements.
• Elements of the Feedback Model

  Situation

  Behavior

  Impact 

  Next Steps
• Sharing information about an individual’s skills and development or their positive or negative performance.

  What is Feedback
• The art of asking just the right question to promote insight or encourage a thoughtful analysis.

  What is Probing?
• Describing what you have heard to assure you understand.

  What is Active Listening?
• This conflict mode is assertive and cooperative—the opposite of competing. When executing this mode, an individual neglects his or her own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. 

  The drawback to this mode of conflict is that one's own ideas don't get attention and Credibility and influence can be lost

  What is Accommodating?
• One element of the Kotter Change Management Model, which gets the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.

  Get the vision right 
• What are Motivation Killers?

  • To act in a way that is perceived as dishonest, hypocritical, or unfair.
  • To impose illogical and unnecessary rules, policies, and work processes
  • To support constant competition among everyone in the organization
  • To provide vague, impossible, and constantly changing performance goals.
• Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against.

  What is Kotter’s change management element, communicate for buy-in
• Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognize progress and achievements.

  What is Kotter’s change management element, empower  action?
• Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.


  What is Kotter’s change management element,  create short-term wins?
• Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones..

  What is Kotter’s change management element, don’t let up? 
• Created the Swanson Diagnosis Matrix

  Richard A. Swanson
• University of Texas at Tyler

  University of Minnesota

  University of Minnesota

  The three universities Richard Swanson was affiliated with.
• This type of data collection method can include Focus Groups, Interviews, and Observations. 

  Qualitative
• When employees “don’t know how.” This is considered

  Deficiency of Knowledge
• The four criteria on which we prioritize training needs

  • Cost effectiveness
  • Legal requirements
  • Executive pressure
  • The population to be served
• Dr. Thomas and Dr. Ralph H. Kilmann

  Created the Thomas-Kilmann Conflict Mode Instrument
• This mode of conflict is assertive and uncooperative. It’s drawback is that the conflict can escalate and losers may retaliate

  Competing
• This mode of conflict is both assertive and cooperative. It’s drawback is that the process takes lots of time and energy and some may take advantage of other people's trust and openness 

  Collaborating
• This mode of conflict is intermediate in both assertiveness and cooperativeness. It’s drawback is that important values and long-term objectives can be derailed in the process. It can spawn cynicism, especially if there's no commitment to honor the compromise solutions

  Compromising
• This mode of conflict is unassertive and uncooperative. It’s drawback is that important decisions may be made by default and Postponing may make matters worse 

  Avoiding
• When an organizational member feels a strong emotional attachment to the organization.

  Affective Commitment 
• Judging all aspects of behavior or traits on the basis of a single trait or behavior

  Manager’s Error: 

  Halo Effect
• At this Kirkpatrick Training Evaluation level, trainers measure what the trainees have learned and how much their knowledge has increased as a result of the training.

  Kirkpatrick's Level 2: Learning
• Member of the faculty of Business and Law at the Portsmouth Business School in the UK.Published the Value of Learning Model in 2006.

  Dr. Valerie Anderson