,PYC 4810 EXAM 2025
SECTION A
Question 01
1.1. Principles that can be incorporated to ensure effective training.
Some methods are better suited to learning specific skills than others. This is
because different techniques incorporate different learning principles, that is, the set
of practices that make training effective. Not surprisingly, the best training programs
frequently employ a variety of approaches, ensuring that a variety of learning
principles are incorporated into training. The most important principles are five in
particular.
• PROMOTE PARTICIPATION. When people participate actively in the learning
process, they not only learn faster but also retain the skills for longer. This is a
participation practice. The advantages of participation apply to the acquisition
of both motor and cognitive skills.
• ENCOURAGE REPETITION. The process of repeatedly performing a task to
learn it. It has been demonstrated that mentally "rehearsing" such cognitive
tasks improves our performance. Scientists have established not only the
benefits of repetition on learning, but also that these effects are stronger when
practice is spread out over time rather than all at once. After all, learning can
suffer from fatigue when practice periods are too long, whereas learning a
little bit at a time allows the material to sink in.
• USE ACTIVE LEARNING. A set of learner-centered techniques in which
individuals take an active role in the learning process. For learning to be most
effective, learners should participate actively rather than passively. In this
sense, it is like "learning by doing," but it goes beyond it in several important
ways. Active learning techniques give people control over their learning
experience. They also require students to explore and experiment with a task
to figure out how to perform it on their own. Typically, these techniques
require students to think deeply about the subject matter and to react
emotionally to it.
• CAPITALIZE ON TRANSFER OF TRAINING. This is the concept of training
transfer, or the extent to which training generalizes to actual work
, experiences. In general, the better a training program matches the demands
and conditions of the job, the more effective the training.
• GIVE FEEDBACK. It is extremely difficult for learning to occur in the absence
of feedback. Thus, knowledge of the outcomes of one's actions. Regardless
of the type of learning used. Feedback provides information about the
effectiveness of one's training, indicating areas for improvement. People being
trained as word processing operators, for example, must know exactly how
many words they correctly enter per minute if they are to gauge their
progress.
1.2.
Question 02
2.1. Factors that can cause stress in the workplace.
Any demands or factors that cause an individual to be stressed are referred to as
stressors. In the given scenario, I identified two organisational stressors that
Botshelo came across at her new workplace. That is, Lack of social support and
sexual harassment.
Lack of social support the cost of isolation: Friendships and support from others will
help minimize an individual’s reaction to stress. Hence their ability to resist the
adverse effect of stress increases. This is because, when the individual talks with
others about their stressful situations, less stressful reactions are triggered therefore
social support helps to buffer against stress. Although Botshelo was uncomfortable
with the manager’s actions, she was unable to share with her colleagues because
she struggled to fit in with the new team. This support can be from cultural norms,
social institutions, friends and families and it helps to boost one’s self-esteem as it
makes people feel better about themselves and interacting with others help them
learn about how to cope with the various challenges. Besides, being in the presents
of others helps the individual to divert their attention from the stressors.
Sexual harassment a pervasive problem in working settings: This refers to unwanted
contact or communication of sexual nature usually directed against women in the
workplace leading to stress. The stressful effect comes from direct affront to the
victim’s personal dignity and harasser’s interference with the victim’s capacity to do
,
SECTION A
Question 01
1.1. Principles that can be incorporated to ensure effective training.
Some methods are better suited to learning specific skills than others. This is
because different techniques incorporate different learning principles, that is, the set
of practices that make training effective. Not surprisingly, the best training programs
frequently employ a variety of approaches, ensuring that a variety of learning
principles are incorporated into training. The most important principles are five in
particular.
• PROMOTE PARTICIPATION. When people participate actively in the learning
process, they not only learn faster but also retain the skills for longer. This is a
participation practice. The advantages of participation apply to the acquisition
of both motor and cognitive skills.
• ENCOURAGE REPETITION. The process of repeatedly performing a task to
learn it. It has been demonstrated that mentally "rehearsing" such cognitive
tasks improves our performance. Scientists have established not only the
benefits of repetition on learning, but also that these effects are stronger when
practice is spread out over time rather than all at once. After all, learning can
suffer from fatigue when practice periods are too long, whereas learning a
little bit at a time allows the material to sink in.
• USE ACTIVE LEARNING. A set of learner-centered techniques in which
individuals take an active role in the learning process. For learning to be most
effective, learners should participate actively rather than passively. In this
sense, it is like "learning by doing," but it goes beyond it in several important
ways. Active learning techniques give people control over their learning
experience. They also require students to explore and experiment with a task
to figure out how to perform it on their own. Typically, these techniques
require students to think deeply about the subject matter and to react
emotionally to it.
• CAPITALIZE ON TRANSFER OF TRAINING. This is the concept of training
transfer, or the extent to which training generalizes to actual work
, experiences. In general, the better a training program matches the demands
and conditions of the job, the more effective the training.
• GIVE FEEDBACK. It is extremely difficult for learning to occur in the absence
of feedback. Thus, knowledge of the outcomes of one's actions. Regardless
of the type of learning used. Feedback provides information about the
effectiveness of one's training, indicating areas for improvement. People being
trained as word processing operators, for example, must know exactly how
many words they correctly enter per minute if they are to gauge their
progress.
1.2.
Question 02
2.1. Factors that can cause stress in the workplace.
Any demands or factors that cause an individual to be stressed are referred to as
stressors. In the given scenario, I identified two organisational stressors that
Botshelo came across at her new workplace. That is, Lack of social support and
sexual harassment.
Lack of social support the cost of isolation: Friendships and support from others will
help minimize an individual’s reaction to stress. Hence their ability to resist the
adverse effect of stress increases. This is because, when the individual talks with
others about their stressful situations, less stressful reactions are triggered therefore
social support helps to buffer against stress. Although Botshelo was uncomfortable
with the manager’s actions, she was unable to share with her colleagues because
she struggled to fit in with the new team. This support can be from cultural norms,
social institutions, friends and families and it helps to boost one’s self-esteem as it
makes people feel better about themselves and interacting with others help them
learn about how to cope with the various challenges. Besides, being in the presents
of others helps the individual to divert their attention from the stressors.
Sexual harassment a pervasive problem in working settings: This refers to unwanted
contact or communication of sexual nature usually directed against women in the
workplace leading to stress. The stressful effect comes from direct affront to the
victim’s personal dignity and harasser’s interference with the victim’s capacity to do
,
