This book helps readers to: (1) analyze their behavior based on a comprehensive understanding of ... more This book helps readers to: (1) analyze their behavior based on a comprehensive understanding of why they do the things they do, (2) change their behavior if they want to, and (3) better understand why others behave as they do. The approach goes beyond the outdated thinking that dominates psychology today.
This paper considers how Perceptual Control Theory can be used as a framework for developing inte... more This paper considers how Perceptual Control Theory can be used as a framework for developing interventions aimed at influencing and changing behavior. The basic PCT model is introduced and each of its major components is focused upon in terms of behavior change techniques that can apparently be used to change that component. The paper concludes by summarizing important implications of PCT for behavior change efforts including the idea that the intent of a successful change intervention should not be to change a person's behavior per se, but to change his or her resulting perceptions so that the person's goals or other references are achieved or maintained at a desired state.
This paper explains how readers can help themselves and others to learn effectively at the workpl... more This paper explains how readers can help themselves and others to learn effectively at the workplace. Why on-the job training and learning is important, limitations of training at the workplace, and over 30 techniques available are introduced. Guidance for using these techniques is provided to employees, self-employed workers, team leaders, supervisors, managers, top executives, small business owners, and human resource specialists.
This interim report describes the procedure and major findings through April 1998 of an assessmen... more This interim report describes the procedure and major findings through April 1998 of an assessment conducted to identify the training needs of Connecticut state managers including those in executive appointed positions. The approach taken focused on three levels of analysis: the organization, the job, and the individual. An interview format used during meetings with key officials and the training needs assessment questionnaire provided to individual managers are appended.
This study was conducted to better understand the workforce needs of employers in Northeastern Co... more This study was conducted to better understand the workforce needs of employers in Northeastern Connecticut. Focus group discussions were held with specially invited Chamber of Commerce members. Findings include indications of occupations in demand, specific skill shortages, difficulties with employee attitudes, general problems, changes anticipated over the coming years, school-to-work issues, and the One-Stop System for worker recruitment.
Job rotation involves giving employees different job assignments and helping them to learn those ... more Job rotation involves giving employees different job assignments and helping them to learn those jobs. Use this technique when you want to cross-train workers, prepare promising people for promotion, familiarize workers with different operations and people in the organization, develop desirable attitudes, and/or to transfer knowledge and attitudes within the organization.
Orientation involves introducing a newly recruited, transferred, or promoted employee to his or h... more Orientation involves introducing a newly recruited, transferred, or promoted employee to his or her job, co-workers, and the organization. Use this technique when you want to (1) develop attitudes and feelings such as positive perceptions of the organization, feelings of ease and being welcome, job satisfaction, improved morale, and high performance expectations; (2) have employees learn about the organization, such as its goals, history, products and services, structure, policies, procedures, rules, and culture; and/or (3) reduce turnover/absence rates and improve supervisor/employee relationships, general productivity, and the quality of work.
Job Instruction Training (JIT) is a relatively simple, one-to-one training technique consisting o... more Job Instruction Training (JIT) is a relatively simple, one-to-one training technique consisting of the following steps: (1) Get ready to instruct, (2) Prepare the learner, (3) Present the learning, (4) Try out learner performance, and (5) Follow up. Use this technique when you want to teach manual skills or procedures, train new employees or apprentices at the workplace, or prepare competent workers who are able to perform specific job tasks at any level, from top to bottom in an organization.
A briefing is a concise presentation of selected, condensed, and factual information, usually giv... more A briefing is a concise presentation of selected, condensed, and factual information, usually given orally within a limited time. Use this technique when you want to inform others, recommend a course of action to decision makers, or inform yourself by obtaining facts, ideas, advice, or recommendations for action from others.
An apprenticeship is an arrangement whereby a person learns a skilled trade, profession, or occup... more An apprenticeship is an arrangement whereby a person learns a skilled trade, profession, or occupation by working under and learning from someone who has mastered that line of work. Use this technique when you want to (1) develop highly skilled, competent workers such as replacements for employees who are about to retire, additional workers needed to do skilled work, or a successor to head a family business, or otherwise (2) teach a craft or trade to an interested person.
Delegation is the process of entrusting and preparing another person to do something that you hav... more Delegation is the process of entrusting and preparing another person to do something that you have the power to do yourself. Use this technique when you want to increase productivity within your work unit or organization, reduce your workload, prepare others to do critical tasks, improve subordinate morale, prepare subordinates for advancement, prepare a successor to take over your position, or to prepare yourself for advancement to a more senior position.
Please note that this paper is a work in process, and any corrections, suggestions for improvemen... more Please note that this paper is a work in process, and any corrections, suggestions for improvement, or other constructive feedback will be appreciated --and can be sent via "[email protected]" or more directly to "[email protected]".
This manual explains what "training needs assessment" is and the three major kinds of assessments... more This manual explains what "training needs assessment" is and the three major kinds of assessments that are conducted in organizations -- problem-centered assessments, training request assessments, and formal assessments. Particular attention is focused upon how to carry out a formal assessment, including major steps, important questions to ask, sources of information, and how to prioritize training needs identified. Examples of instruments and techniques used in actual studies are also provided.
This Ph.D. dissertation, completed during 1977, (1) explored the feasibility of using category sy... more This Ph.D. dissertation, completed during 1977, (1) explored the feasibility of using category systems as a basis for making objective and valid cross-national comparisons of teacher and student classroom behaviors, and (2) contains the results of a national survey of classroom behaviors within the country of Nepal along with comparisons of those behaviors with behaviors occurring in classrooms within the United States of America.
Focusing on the use of category systems in classroom observation, this report summarizes factors ... more Focusing on the use of category systems in classroom observation, this report summarizes factors that may significantly affect the validity of cross-national and cross-cultural comparisons of classroom behaviors. Category systems measure well-defined behaviors by recording events observed at specific intervals or as they begin and end. Areas of concern related to the use of this strategy in multicultural comparisons include cost, identification of comparable populations, resistance by some teachers to observation, observer effects on classroom behaviors, the selection of the specific behaviors chosen for observation, the classification of significantly different events in the same category, limitations in the number of behaviors measured, and theoretical and cultural biases. The encoding and decoding processes for category systems also raise several concerns including inter-investigation reliability, observer accuracy, subjectivity, distortions in recording procedures, problems in context and meaning, and failure of personnel to follow project protocol. Those designing future studies should consider the fact that many of these factors can be controlled or eliminated. Moreover, persons intimately familiar with the classrooms of the cultures to be compared should become an integral part of almost any investigation in which category systems are used.
This book helps readers to: (1) analyze their behavior based on a comprehensive understanding of ... more This book helps readers to: (1) analyze their behavior based on a comprehensive understanding of why they do the things they do, (2) change their behavior if they want to, and (3) better understand why others behave as they do. The approach goes beyond the outdated thinking that dominates psychology today.
This paper considers how Perceptual Control Theory can be used as a framework for developing inte... more This paper considers how Perceptual Control Theory can be used as a framework for developing interventions aimed at influencing and changing behavior. The basic PCT model is introduced and each of its major components is focused upon in terms of behavior change techniques that can apparently be used to change that component. The paper concludes by summarizing important implications of PCT for behavior change efforts including the idea that the intent of a successful change intervention should not be to change a person's behavior per se, but to change his or her resulting perceptions so that the person's goals or other references are achieved or maintained at a desired state.
This paper explains how readers can help themselves and others to learn effectively at the workpl... more This paper explains how readers can help themselves and others to learn effectively at the workplace. Why on-the job training and learning is important, limitations of training at the workplace, and over 30 techniques available are introduced. Guidance for using these techniques is provided to employees, self-employed workers, team leaders, supervisors, managers, top executives, small business owners, and human resource specialists.
This interim report describes the procedure and major findings through April 1998 of an assessmen... more This interim report describes the procedure and major findings through April 1998 of an assessment conducted to identify the training needs of Connecticut state managers including those in executive appointed positions. The approach taken focused on three levels of analysis: the organization, the job, and the individual. An interview format used during meetings with key officials and the training needs assessment questionnaire provided to individual managers are appended.
This study was conducted to better understand the workforce needs of employers in Northeastern Co... more This study was conducted to better understand the workforce needs of employers in Northeastern Connecticut. Focus group discussions were held with specially invited Chamber of Commerce members. Findings include indications of occupations in demand, specific skill shortages, difficulties with employee attitudes, general problems, changes anticipated over the coming years, school-to-work issues, and the One-Stop System for worker recruitment.
Job rotation involves giving employees different job assignments and helping them to learn those ... more Job rotation involves giving employees different job assignments and helping them to learn those jobs. Use this technique when you want to cross-train workers, prepare promising people for promotion, familiarize workers with different operations and people in the organization, develop desirable attitudes, and/or to transfer knowledge and attitudes within the organization.
Orientation involves introducing a newly recruited, transferred, or promoted employee to his or h... more Orientation involves introducing a newly recruited, transferred, or promoted employee to his or her job, co-workers, and the organization. Use this technique when you want to (1) develop attitudes and feelings such as positive perceptions of the organization, feelings of ease and being welcome, job satisfaction, improved morale, and high performance expectations; (2) have employees learn about the organization, such as its goals, history, products and services, structure, policies, procedures, rules, and culture; and/or (3) reduce turnover/absence rates and improve supervisor/employee relationships, general productivity, and the quality of work.
Job Instruction Training (JIT) is a relatively simple, one-to-one training technique consisting o... more Job Instruction Training (JIT) is a relatively simple, one-to-one training technique consisting of the following steps: (1) Get ready to instruct, (2) Prepare the learner, (3) Present the learning, (4) Try out learner performance, and (5) Follow up. Use this technique when you want to teach manual skills or procedures, train new employees or apprentices at the workplace, or prepare competent workers who are able to perform specific job tasks at any level, from top to bottom in an organization.
A briefing is a concise presentation of selected, condensed, and factual information, usually giv... more A briefing is a concise presentation of selected, condensed, and factual information, usually given orally within a limited time. Use this technique when you want to inform others, recommend a course of action to decision makers, or inform yourself by obtaining facts, ideas, advice, or recommendations for action from others.
An apprenticeship is an arrangement whereby a person learns a skilled trade, profession, or occup... more An apprenticeship is an arrangement whereby a person learns a skilled trade, profession, or occupation by working under and learning from someone who has mastered that line of work. Use this technique when you want to (1) develop highly skilled, competent workers such as replacements for employees who are about to retire, additional workers needed to do skilled work, or a successor to head a family business, or otherwise (2) teach a craft or trade to an interested person.
Delegation is the process of entrusting and preparing another person to do something that you hav... more Delegation is the process of entrusting and preparing another person to do something that you have the power to do yourself. Use this technique when you want to increase productivity within your work unit or organization, reduce your workload, prepare others to do critical tasks, improve subordinate morale, prepare subordinates for advancement, prepare a successor to take over your position, or to prepare yourself for advancement to a more senior position.
Please note that this paper is a work in process, and any corrections, suggestions for improvemen... more Please note that this paper is a work in process, and any corrections, suggestions for improvement, or other constructive feedback will be appreciated --and can be sent via "[email protected]" or more directly to "[email protected]".
This manual explains what "training needs assessment" is and the three major kinds of assessments... more This manual explains what "training needs assessment" is and the three major kinds of assessments that are conducted in organizations -- problem-centered assessments, training request assessments, and formal assessments. Particular attention is focused upon how to carry out a formal assessment, including major steps, important questions to ask, sources of information, and how to prioritize training needs identified. Examples of instruments and techniques used in actual studies are also provided.
This Ph.D. dissertation, completed during 1977, (1) explored the feasibility of using category sy... more This Ph.D. dissertation, completed during 1977, (1) explored the feasibility of using category systems as a basis for making objective and valid cross-national comparisons of teacher and student classroom behaviors, and (2) contains the results of a national survey of classroom behaviors within the country of Nepal along with comparisons of those behaviors with behaviors occurring in classrooms within the United States of America.
Focusing on the use of category systems in classroom observation, this report summarizes factors ... more Focusing on the use of category systems in classroom observation, this report summarizes factors that may significantly affect the validity of cross-national and cross-cultural comparisons of classroom behaviors. Category systems measure well-defined behaviors by recording events observed at specific intervals or as they begin and end. Areas of concern related to the use of this strategy in multicultural comparisons include cost, identification of comparable populations, resistance by some teachers to observation, observer effects on classroom behaviors, the selection of the specific behaviors chosen for observation, the classification of significantly different events in the same category, limitations in the number of behaviors measured, and theoretical and cultural biases. The encoding and decoding processes for category systems also raise several concerns including inter-investigation reliability, observer accuracy, subjectivity, distortions in recording procedures, problems in context and meaning, and failure of personnel to follow project protocol. Those designing future studies should consider the fact that many of these factors can be controlled or eliminated. Moreover, persons intimately familiar with the classrooms of the cultures to be compared should become an integral part of almost any investigation in which category systems are used.
This is a self-instructional module prepared for Namibian headmasters. Those completing it shoul... more This is a self-instructional module prepared for Namibian headmasters. Those completing it should be able to (a) Explain important factors which affect the learning and performance of school children, (b) Change those factors to increase learner performance at their school, and (c) Monitor the implementation of activities aimed at increasing learner performance.
This module is aimed at helping school managers become better leaders. It was prepared as part o... more This module is aimed at helping school managers become better leaders. It was prepared as part of a continuing professional development series for principles, deputy principles, and heads of departments of Namibian schools. Published by the National Institute for Educational Development, Ministry of Basic Education, Sport and Culture, Okahandja, Namibia, October 2001.
This paper focuses on Perceptual Control Theory perspectives concerning whether we can control th... more This paper focuses on Perceptual Control Theory perspectives concerning whether we can control the behavior of others or only influence that behavior. Areas discussed include William T. Powers views and their implications, related views of other scholars, seemingly effective ways of affecting the behavior of others, and interpersonal aspects of doing so. The paper indicates that whether you can control or only influence the behavior of others depends upon what level of analysis and definition of control you are using. As a result, rather than get into endless discussions about whether you can or can’t control the behavior of others, the paper highlights the idea that whatever view you favor, some methods of affecting the behavior of others seem more effective and preferable than others.
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