J's IPMA - HR - Module 8 - Organizational Development Latest Update Graded A+

J's IPMA - HR - Module 8 - Organizational Development Latest Update Graded A+ Where does employee retention strategies often begin Onboarding and new employee orientation. Malcom Knowles The father of "andragogy", or the study of how to help adults learn. 5 differences between how adults and children (under 18) learn Adults learn when they identify a need to change a behavior, skill, performance, or even a personal aspect of their lives Adults expect their life experiences to be valued by the training and the trainer. Adult learner demand to know the why behind the content or the change. Adults prefer more control and direction with learning. Adults are motivated to learn to satisfy individual needs. Ferdinand Fournes States that there are 16 reasons why employees do not perform to the expected level. Fifteen of these 16 reasons are within the direct control of the manger; yet, managers continue to believe that , if their staff just had more training, they would be able to perform to standard. Managers need to give employees the information they need to do their jobs well, constructive and timely feedback, appropriate incentives and consequences, faith that the manager know what he's doing and workplace obstacles are eliminated or minimized. Performance Analysis A type of gap analysis that is used to contrast the difference between the performance or behavior managers expect and what they observe. Performance Analysis Steps 1. Describe the desired performance 2. Describe the actual performance 3. Identify the gap between desired and actual performance 4. Determine the case of the gap 5. Propose intervention(s) 6. Implement and measure effectiveness Training Reasons Required or regular training Job/technical training Interpersonal and problem-solving training Developmental and career training Maslow's Hierarchy of Needs Theory Human have five levels of needs that they attempt to satisfy. From the most basic to the most advanced, they are: -Physiological -Security; -Belongingness -Esteem -Self-actualization Frederick Herzberg's Motivator-Hygiene Theory States that satisfying lower-level needs, "hygiene factors" will prevent employees from becoming dissatisfied and demotivated, but they will not be able to motivate them to perform such as higher-level needs called "motivators". ERG Theory Maslow's five needs are reduced to three that include: -Existence (physiological and safety needs) -Relatedness (belonging and esteem needs) -Growth (esteem and self-actualization needs) David McClelland's Learned Needs Theory Individuals have three primary needs: affiliation which is the need for secure relationships with others, power which is the need to be challenged and to succeed. Expectancy Theory Three factors motivate employees to perform: -The degree to which it is believed that increased effort will lead to enhanced performance -Instrumentality which is the degree to which it is believed that enhanced performance will lead to rewards and other benefits. -Valance which is the degree to which the