When employees observe the actions of others, learn from what they observe, and then repeat what they have observed, they are engaging in
- learning orientation.
- behavioral modeling.
- positive reinforcement.
- communities of practice.
- performance-prove orientation.
When employees observe the actions of others, learn from what they observe, and then repeat the observed behavior, they are engaging in behavioral modeling.
Behavioral Modeling: When employees observe the actions of others, learn from what they observe, and then repeat the observed behavior.
The first step in the behavioral modeling process involves ________ processes.
- heuristic
- retention
- production
- attentional
- reinforcement
For behavioral modeling to occur successfully, a number of processes have to take place. First, the learner must focus attention on an appropriate model and accurately perceive the critical behavior the model exhibits. These actions are known as attentional processes.
Behavioral Modeling: When employees observe the actions of others, learn from what they observe, and then repeat the observed behavior.
People with a performance-avoid orientation focus on demonstrating their competence so that
- others will think favorably of them.
- others will not think poorly of them.
- they will think favorably of themselves.
- they will not think poorly of themselves.
- they will not cause others to think poorly of themselves.
People with a performance-avoid orientation focus on demonstrating their competence so that others will not think poorly of them.
Performance-Avoid Orientation: A predisposition or attitude by which employees focus on demonstrating their competence so that others will not think poorly of them.
________ is the last step of behavioral modeling.
- Review
- Reinforcement
- Retention
- Production
- Attentional process
The last step of behavioral modeling is reinforcement. This reinforcement can come from observation, direct experience, or both.
Negative Reinforcement: An unwanted outcome is removed following a desired behavior.
Building competence is deemed more important than demonstrating competence when a person has a(n)
- projection bias.
- availability bias.
- self-serving bias.
- learning orientation.
- performance-prove orientation.
Learning orientation is where building competence is deemed more important than demonstrating competence. "Learning-oriented" persons enjoy working on new kinds of tasks, even if they fail during their early experiences. Such people view failure in positive terms-as a means of increasing knowledge and skills in the long run.
Learning Orientation: A predisposition or attitude according to which building competence is deemed more important by an employee than demonstrating competence.
People in organizations have the ability to learn through the observation of others, according to
- bounded rationality.
- selective perception.
- social learning theory.
- behavior modeling training.
- the rational decision-making model.
Social learning theory argues that people in organizations have the ability to learn through the observation of others. In fact, many would argue that social learning is the primary way by which employees gain knowledge in organizations.
Social Learning Theory: Theory that argues that people in organizations learn by observing others.
Learning has a ________ effect on commitment.
- moderate negative effect on performance and a moderate positive
- moderate positive effect on performance and a weak positive
- strong positive effect on performance and a strong positive
- weak negative effect on performance and a strong positive
- weak positive effect on performance and a weak negative
Learning has a moderate positive effect on performance. However, learning only has a weak positive effect on commitment.
Learning: A relatively permanent change in an employee’s knowledge or skill that results from experience.
Juliet has just completed a twelve-week training course and now is back at work. Her boss should expect that she will be
- considerably better at her job and much more committed to staying with the firm than she was twelve weeks earlier.
- somewhat better at her job and slightly more emotionally attached to the company than she was before she began her training course.
- so convinced, as a result of her training, that she knows more than she actually does that she will lose her emotional attachment to the company.
- slightly better as a worker but, due to gratitude for the opportunity to further her education, considerably more committed to her employer than she was before.
- largely unchanged, aside from a bit more knowledge with regard to her job, as compared with virtually no increase or decrease in her emotional attachment to the firm.
According to research conducted by G.M. Alliger et al. (1997), learning has a moderate positive effect on job performance and a weak positive effect on commitment. Juliet is therefore likely to emerge from her training course as a somewhat better worker, but slightly more emotionally attached to the company.
Training: A systematic effort by organizations to facilitate the learning of job-related knowledge and behavior.
Explicit knowledge is
- based on experience.
- highly personal in nature.
- specific to certain jobs and situations.
- easily conveyed through written or verbal communication.
- not something that can be explained by the people who possess it.
Explicit knowledge is general information, readily available to most, learnable through books, always conscious and accessible, and easily transferred through written or verbal communication.
Explicit Knowledge: Knowledge that is easily communicated and available to everyone.
Applied Dynamic Systems, a large international technology provider, has just transferred Darrell to China. His supervisor has informed him that he will be involved in a knowledge transfer, which most likely means that
- he will be working with a Chinese counterpart interested in learning about American culture.
- Darrell will be receiving a debriefing regarding what he knows about China and the company in general.
- someone with experience living in China will help him learn how to operate and live in his new environment.
- Applied Dynamic Systems is engaged in a transfer of technology and other information to a Chinese corporation.
- Chinese company officials will provide Darrell with an education regarding their country, culture, history, and customs.
In addition to traditional training experiences, companies are also heavily focused on knowledge transfer from their older, experienced workers to their younger employees. The multinational professional services firm of Ernst & Young, for example, uses "mobility experts," partners who have been overseas, to help expatriates learn how to operate and live in these new cultures.
Knowledge Transfer: The exchange of knowledge between employees.
Nicole is spending this week working alongside Ed, a senior manager at the company. She has been instructed to follow his every move, and she soon discovers that Ed not only has years of experience but also a great deal of knowledge-so much so that, as she comes to realize over the course of the week, he does not even know how much he knows. This situation is best described as an example of
- learning.
- expertise.
- tacit knowledge.
- behavior modeling training.
- performance-prove orientation.
Although Nicole is learning from Ed, and he clearly has both expertise and tacit knowledge, this situation is best described as an example of behavior modeling training-a formalized method of training in which employees observe and learn from employees with significant amounts of tacit knowledge.
Behavior Modeling Training: A formalized method of training in which employees observe and learn from employees with significant amounts of tacit knowledge.
Learning refers to the process of generating and choosing from a set of alternatives to solve a problem.
Learning reflects relatively permanent changes in an employee's knowledge or skill that result from experience. The more employees learn, the more they bring to the table when they come to work.
Learning: A relatively permanent change in an employee’s knowledge or skill that results from experience.
Transfer of training can be fostered if organizations create an environment that can support the use of new skills-that is,
- knowledge transfer.
- bounded rationality.
- a climate for transfer.
- communities of practice.
- behavior modeling training.
Transfer of training can be fostered if organizations create a climate for transfer-an environment that can support the use of new skills.
Climate For Transfer: An organizational environment that supports the use of new skills.
Tacit knowledge is the kind of information that can be easily communicated during training sessions or using written manuals.
Tacit knowledge is what employees can typically learn only through experience. It is not easily communicated but could very well be the most important aspect of what we learn in organizations. Explicit knowledge is the kind of information you're likely to think about when you picture someone sitting down at a desk to learn. It is easily communicated and is a large part of what companies teach during training sessions.
Tacit Knowledge: Knowledge that employees can only learn through experience.
________ happens when the knowledge, skills, and behaviors used on the job are maintained by the learner once training ends and generalized to the workplace once the learner returns to the job.
- Heuristics
- Transfer of training
- Climate of transfer
- Communities of practice
- Escalation of commitment
Transfer of training occurs when the knowledge, skills, and behaviors used on the job are maintained by the learner once training ends and generalized to the workplace once the learner returns to the job.
Transfer Of Training: Occurs when employees retain and demonstrate the knowledge, skills, and behaviors required for their job after training ends.
Learning is moderately correlated with task performance.
Learning is moderately correlated with task performance. It is difficult to fulfill one's job duties if the employee does not possess adequate levels of job knowledge.
Task Performance: Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.
Research shows that the difference between experts and novices is almost always a function of intelligence as opposed to the more popular view that learning makes the difference.
Research shows that the difference between experts and novices is almost always a function of learning as opposed to the more popular view that intelligence or other innate differences make the difference.
Learning: A relatively permanent change in an employee’s knowledge or skill that results from experience.
Transfer of training occurs when the knowledge, skills, and behaviors used on the job are maintained by the learner once training ends and generalized to the workplace once the learner returns to the job.
Transfer of training occurs when the knowledge, skills, and behaviors used on the job are maintained by the learner once training ends and generalized to the workplace once the learner returns to the job.
Transfer Of Training: Occurs when employees retain and demonstrate the knowledge, skills, and behaviors required for their job after training ends.
Relatively permanent changes in an employee's knowledge or skill that result from experience are reflected in that person's
- learning.
- intuition.
- expertise.
- heuristics.
- consistency.
Learning reflects relatively permanent changes in an employee's knowledge or skill that result from experience. The more employees learn, the more they bring to the table when they come to work.
True learning only occurs when
- negative behaviors are unlearned over time.
- novices distinguish themselves from experts.
- employees are assigned larger responsibilities.
- changes in behavior become relatively permanent.
- employees avoid mimicking the behaviors of experts.
True learning only occurs when changes in behavior become relatively permanent and are repeated over time. Understanding why some employees prove better at this than others requires understanding what exactly employees learn and how they do it.
________ knowledge is information that is relatively easily communicated and a large part of what companies teach during training sessions.
- Tacit
- Implied
- Inferred
- Inherent
- Explicit
Information that is relatively easily communicated and a large part of what companies teach during training sessions is known as explicit knowledge.
Exit: A response to a negative work event by which one becomes often absent from work or voluntarily leaves the organization.
In her job as a research analyst for a stock brokerage, Caroline spends a lot of time at her computer. Today her boss told her, "Find out everything you can about the textile industry in the Philippines," and she immediately sat down and typed a few words into a search engine. Soon she had a dossier on the subject, gleaned from her research on the Internet. The information Caroline acquired in this way is an example of ________ knowledge.
- tacit
- explicit
- intuitive
- heuristic
- distinctive
Explicit knowledge, which is easily communicated and available to everyone, is the kind of information you are likely to think about when you picture someone sitting down at a desk to learn.
Exit: A response to a negative work event by which one becomes often absent from work or voluntarily leaves the organization.
As a soldier in the U.S. Army, Lexi underwent an extensive course of training as a combat field medic. During that time, she learned from manuals and performed exercises involving dummies and other simulation aids. A few months later, she found herself in a combat situation overseas, treating real soldiers with actual wounds. She would later tell her family that what she learned in a day on the battlefield was worth many weeks of training in school. In terms of organizational behavior, this example illustrates the difference between ________ knowledge.
- explicit and tacit
- general and specific
- ordinary and esoteric
- theoretical and practical
- transitory and permanent
The information Lexi gleaned from her training was explicit knowledge, which is easily communicated and available to everyone. In the combat environment, however, she acquired tacit knowledge, which can only be learned through experience.
Training: A systematic effort by organizations to facilitate the learning of job-related knowledge and behavior.
Learning has a weak positive effect on commitment.
Learning has a weak positive effect on commitment.