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MANA 444: post mid study exam questions and answers 2024
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Potential solutions to performance gaps - - 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, F...

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  • April 22, 2024
  • 15
  • 2023/2024
  • Exam (elaborations)
  • Questions & answers

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  • mana 444
  • mana 444 post mid study exam questions and ans
  • mana 444 post mid study exam
  • mana 444 post mid study exam

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MANA 444: post mid study exam
questions and answers 2024
Potential solutions to performance gaps - - 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) - 1. determine training content
2. choose methods
3. incorporate active practice
4. consider active learning

training objectives - statement of what employees should be able to do after the training
program

roles of key people during the training - 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 - - 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 - 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 - 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 - - 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 - (FLOW IN ORDER):

Organizational contraints >

training objectives >

training design:
- focus on trainees
- conditions of practices
- facilitating transfer

instructional strategy template - -name of program:
-location:
-classroom configuration:
-target population:
-overall training objective/purpose:
-trainer:
-topic, objectives, learning points, methods, assessment, time, material (FLOW
BELOW):

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