Using social cognitive theory as your guide, why was the training program not more effective?

Consider Gagn$$s learning outcomes for the performance appraisal training program. What were the

expected learning outcomes of the training program and what did trainees learn?

What learning outcomes were not learned?

How could the program be improved by using some of the concepts, principles, and components of

social cognitive theory?

Using conditioning theory as your guide, why was the training program not more effective?

How would you have approached the situation differently? Were there other factors not considered?

If you conducted a needs analysis, what could you have learned from a person analysis?

What information would they have obtained if they had conducted a needs analysis?

If you conducted a needs analysis, what could you have learned from an organizational analysis?

If you conducted a needs analysis, what could you have learned from a task analysis?

What methods and sources would you use to conduct a needs analysis at the club? Refer to the

needs analysis process the the three categories $($Organizational$,$ Task and Person analysis$)$ to

support your answer.

What could be the main reason for the negative reaction to the e$-$learning program?

If you were Jenny, what would you tell the president and what would you do about e$-$learning at

Flotation Ltd$.?$

What are the indicators that Jenny and Sam designed which suggest the training program was not a

success?

Consider the use of social media and Web $2\mathrm{.}0$ technologies for the sales training program. What Web

$2\mathrm{.}0$ technologies would you recommend and how should they be used as part of the sales training

program? Would social media and Web $2\mathrm{.}0$ technologies be effective for employee learning? Explain

your answer.

How would you go about measuring participant reactions?

What variables could be measued for evaulation of this training program?

What data collection design or designs would you consider most appropriate for the evaluation?

What approaches could you take to measure participant learning?

What data collection design or designs would you consider most appropriate for the evaluation?

Explain your reasoning.

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EDUC$240$ Final Exam

Learning & Motivation

Nurse supervisors at a large hospital seldom conducted performance appraisal interviews and some refused to do them. They complained that there was no time to meet

with every nurse, and that it was a difficult, time$-$consuming, and unpleasant process that was a big waste of time. Some were uncomfortable with the process and found it to

be stressful for everybody involved. They said it caused a lot of anxiety for them and the nurses.

However, the administration was in the process of introducing a new model of nursing that required all nurses to perform certain critical behaviours when interacting with and

counselling patients and their families. It was therefore imperative that performance appraisals be conducted to ensure that nurses were implementing the new model of

nursing and performing these critical behaviours.

The nurse supervisors would be required to evaluate their nurses$$ performance every six months and then conduct a performance appraisal interview with each nurse in

which the previous six months$$ performance would be discussed. An action plan would then be developed with specific goals for improvement.

The administration decided to hire a performance management consultant to provide a one$-$day workshop on how to conduct performance appraisals for all nurse

supervisors. The training program was mandatory and all nurse supervisors had to attend. Many of them did so reluctantly, complaining that it would be a waste of time and

that it would not make any difference in how things were done in the hospital.

The training program began with a lecture on performance management and how to conduct performance appraisal interviews. The consultant first explained that the

purpose of a performance appraisal interview is to give feedback to employees on how well they are performing their jobs and then plan for future growth and development.

He then discussed different types of performance appraisal interviews such as the $$tell$-$and$-$sell interview,$$ the $$tell$-$and$-$listen interview,$$ and the $$problem$-$solving interview.$$

This was followed by a list of guidelines on how to conduct effective interviews, such as asking the employee to do a self$-$assessment, focusing on behaviour not the person,

minimizing criticism, focusing on problem solving, and being supportive. The trainees were then instructed on how to set goals and develop an action plan for improvement.

After the lecture, the trainees were asked to participate in a role play in which they would take turns playing the part of a supervisor and an employee. They were provided

with information about a nurse$$s job performance to discuss in the role play and th