LHRD 3071 FINAL EXAM GIBBONS
Kurt Lewin - Answer -- Father of Change Management
- German-American psychologist
- modern pioneers of social, organizational, and applied psychology in the US
- defined Unfreeze, Change, Freeze concept in 1947
Kotter - Answer -8 Stages of Change
Dr. Don Kirkpatrick - Answer -- Four-Level Training Evaluation Model
- 1950s
- Professor Emeritus at University of Wisconsin
- developed four levels in the writing of his Ph.D. dissertation
Dr. Valerie Anderson - Answer -- part of the faculty of Business and Law at the
Portsmouth Business School in the UK
- published the Value of Learning Model in 2006
- course director of the Doctorate in Business Administration Program and academic
lead for the Integrated Doctorate within the Faculty of Business and Law
- 2016: Joint Editor-in-Chief for HRD Quarterly
Dr. Malcolm Shepherd Knowles - Answer -August 24, 1913 - November 27, 1997
- considered Father of Adult Education in US
- American adult educator
- famous for adoption of theory of andragogy
- Earned an M.A. and Ph.D. at University of Chicago
- tenured professor at both Boston University and NorthC Carolina State University
Five Dysfunctions of a Team - Answer -Absence of Trust
Fear of Conflict
Lack of Commitment
Avoidance of Accountability
Inattention to Results
Absence of Trust - Answer -Teams who lack trust conceal weaknesses and mistakes,
hesitate to ask for help, jump to conclusions about the intentions of others, hold
grudges, and dread meetings.
Fear of Conflict - Answer -- A lack of trust leads to the fear of conflict.
- In these companies, employees worry more about politics and personal risk
management than solving problems.
- Meetings are often boring because controversial topics are avoided.
Lack of Commitment - Answer -- When teams become conflict-avoidant, a fear of
failure develops.
- These teams have difficulty making decisions and second guess themselves.
, Avoidance of Accountability - Answer -- Second-guessing and a lack of common
objectives then leads to an inability to develop standards for performance.
- Team members miss deadlines and deliver mediocre work.
Inattention to Results - Answer -When teams lack focus and clear objectives, team
members stagnate, become distracted, and focus on themselves.
Return on Investment calculation - Answer -((How much money was gained as a result
of the training?) - (How much money did the training cost?) / (How much money did the
training cost?)) x 100
ROI is an attempt to measure (as a percent increase) how much intervention/change
effort added value (money) to the organization.
Performance Management - Job Satisfaction - Answer -- Jobs satisfaction is only
moderately related to job performance
- The relationship is stronger for more complex jobs
- It has been argued whether high performance leads to high satisfaction (rather than
the converse), but research shows that satisfaction leads to performance.
- A 2012 study by Marina Micari and Pilar Pazos surveyed 113 undergrads in six
organic chemistry courses to examine the relationship of student-faculty relationship to
grade, and course confidence.
- In regression analyses, student-faculty relationship positively predicted grade as well
as confidence.
Contributors to Job Satisfaction / Organizational Commitment - Answer -- Affection for
Your Job (Affective Commitment)
- Sense of Obligatory to Stay (Normative Commitment)
- Fear of Loss (Continuance Commitment)
- Affective Commitment Affection for your job occurs when you feel a strong emotional
attachment to your organization, and to the work that you do. You'll most likely identify
with the organization's goals and values, and you genuinely want to be there. (Mike
Strahle - former US marine)
Common Errors in Observing Performance - Answer -- Halo Effect
- Lenience or Severity
- Central Tendency
- Recency or Primacy
- Similarity or contrast
Halo Effect - Answer -What it means - Judging all aspects of behavior or traits on the
basis of a single trait or behavior
Kurt Lewin - Answer -- Father of Change Management
- German-American psychologist
- modern pioneers of social, organizational, and applied psychology in the US
- defined Unfreeze, Change, Freeze concept in 1947
Kotter - Answer -8 Stages of Change
Dr. Don Kirkpatrick - Answer -- Four-Level Training Evaluation Model
- 1950s
- Professor Emeritus at University of Wisconsin
- developed four levels in the writing of his Ph.D. dissertation
Dr. Valerie Anderson - Answer -- part of the faculty of Business and Law at the
Portsmouth Business School in the UK
- published the Value of Learning Model in 2006
- course director of the Doctorate in Business Administration Program and academic
lead for the Integrated Doctorate within the Faculty of Business and Law
- 2016: Joint Editor-in-Chief for HRD Quarterly
Dr. Malcolm Shepherd Knowles - Answer -August 24, 1913 - November 27, 1997
- considered Father of Adult Education in US
- American adult educator
- famous for adoption of theory of andragogy
- Earned an M.A. and Ph.D. at University of Chicago
- tenured professor at both Boston University and NorthC Carolina State University
Five Dysfunctions of a Team - Answer -Absence of Trust
Fear of Conflict
Lack of Commitment
Avoidance of Accountability
Inattention to Results
Absence of Trust - Answer -Teams who lack trust conceal weaknesses and mistakes,
hesitate to ask for help, jump to conclusions about the intentions of others, hold
grudges, and dread meetings.
Fear of Conflict - Answer -- A lack of trust leads to the fear of conflict.
- In these companies, employees worry more about politics and personal risk
management than solving problems.
- Meetings are often boring because controversial topics are avoided.
Lack of Commitment - Answer -- When teams become conflict-avoidant, a fear of
failure develops.
- These teams have difficulty making decisions and second guess themselves.
, Avoidance of Accountability - Answer -- Second-guessing and a lack of common
objectives then leads to an inability to develop standards for performance.
- Team members miss deadlines and deliver mediocre work.
Inattention to Results - Answer -When teams lack focus and clear objectives, team
members stagnate, become distracted, and focus on themselves.
Return on Investment calculation - Answer -((How much money was gained as a result
of the training?) - (How much money did the training cost?) / (How much money did the
training cost?)) x 100
ROI is an attempt to measure (as a percent increase) how much intervention/change
effort added value (money) to the organization.
Performance Management - Job Satisfaction - Answer -- Jobs satisfaction is only
moderately related to job performance
- The relationship is stronger for more complex jobs
- It has been argued whether high performance leads to high satisfaction (rather than
the converse), but research shows that satisfaction leads to performance.
- A 2012 study by Marina Micari and Pilar Pazos surveyed 113 undergrads in six
organic chemistry courses to examine the relationship of student-faculty relationship to
grade, and course confidence.
- In regression analyses, student-faculty relationship positively predicted grade as well
as confidence.
Contributors to Job Satisfaction / Organizational Commitment - Answer -- Affection for
Your Job (Affective Commitment)
- Sense of Obligatory to Stay (Normative Commitment)
- Fear of Loss (Continuance Commitment)
- Affective Commitment Affection for your job occurs when you feel a strong emotional
attachment to your organization, and to the work that you do. You'll most likely identify
with the organization's goals and values, and you genuinely want to be there. (Mike
Strahle - former US marine)
Common Errors in Observing Performance - Answer -- Halo Effect
- Lenience or Severity
- Central Tendency
- Recency or Primacy
- Similarity or contrast
Halo Effect - Answer -What it means - Judging all aspects of behavior or traits on the
basis of a single trait or behavior
