MANA 444 Post Mid Study UPDATED ACTUAL Questions and CORRECT Answers
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Course
MANA 444
Institution
MANA 444
MANA 444 Post Mid Study UPDATED
ACTUAL Questions and CORRECT
Answers
Potential solutions to performance gaps - CORRECT ANSWER- - do employees have
adequate resources?
- are goals clear?
- is outcome of employees performance visible and known to employee?
IF NO, FIX.
- is person punished ...
MANA 444 Post Mid Study UPDATED
ACTUAL Questions and CORRECT
Answers
Potential solutions to performance gaps - CORRECT ANSWER✔✔- - do employees have
adequate resources?
- are goals clear?
- is outcome of employees performance visible and known to employee?
IF NO, FIX.
- is person punished for desirable behaviour?
IF YES, FIX.
- is undesirable behaviour rewarded?
IF YES, FIX.
- are there positive consequences for performing as desired?
IF NO, FIX
- clarify goals
- simplify tasks
- transfer employee to better fit job
- lower expectations....
ETC
Designing the training program (STEPS) - CORRECT ANSWER✔✔- 1. determine training
content
2. choose methods
3. incorporate active practice
4. consider active learning
,training objectives - CORRECT ANSWER✔✔- statement of what employees should be able
to do after the training program
roles of key people during the training - CORRECT ANSWER✔✔- trainee: focuses on
specific GOALS and assists in cognitive organization and reduces anxiety (for job)
trainer: helps define standards, evaluates progress, helps choose training methods and
develop content
manager: communicates whats expected to be learned
types of training objectives - CORRECT ANSWER✔✔- - organizational objectives: describe
impact training will have on organizational/operational outcomes
- transfer of training objectives: describe impact training will have on trainees behaviour
- learning objectives: describe what will signify that desired learning has occurred
- trainee reaction objectives: describe the desired reactions to training and how/when they
will be measured
4 key elements of desired outcome - CORRECT ANSWER✔✔- 1. who is to perform desired
behaviour?
2. what is the actual behaviour used to demonstrate mastery of content?
3. when and where is the behaviour to be demonstrated/ evaluated?
4. what is the standard by which behaviour
will be judged?
final objective: 3 components - CORRECT ANSWER✔✔- 1. perfromance: what trainee will
be able to do after the training
2. condition: tools, time and situation under which trainee is expected to perform behaviour
3. criterion: level of acceptable performance, standard or criteria against which they will be
judged
, purchase decision factors - CORRECT ANSWER✔✔- - cost/benefit analysis
- time to design
- time to implement
- # of employees who need training
- expertise
- extent to which future employees will need training
design matrix - CORRECT ANSWER✔✔- (FLOW IN ORDER):
Organizational contraints >
training objectives >
training design:
- focus on trainees
- conditions of practices
- facilitating transfer
instructional strategy template - CORRECT ANSWER✔✔- -name of program:
-location:
-classroom configuration:
-target population:
-overall training objective/purpose:
-trainer:
-topic, objectives, learning points, methods, assessment, time, material (FLOW BELOW):
topic > objectives > sub objectives > methods > assessment > time > material needed
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