1. Steven Whitaker Capella University Workshop Presentation

2. Training and Development Training and development are a subfield of Industrial/Organizational (I/O) psychology. A specialty area within the field of psychology that is the study of human behavior in work and organizational settings (Riggio, 2015). That is the application of principles of psychology, facts, and methods to individuals and groups in work and organizational settings (Landy & Conte, 2012). Training is the systematic acquisition of attitudes, skills, or concepts that result in improving performance in another environment (Landy & Conte, 2012). While development is formal assessments of abilities and personality, mentoring relationships, job experiences, and formal education that assist employees in preparing for the future (Landy & Conte, 2012).

3. Current Practices within Training On-site methods Job rotation Apprenticeship Vestibule training On-the-job training

4. Current Practices within Training Cont. Off-site methods Seminars Web-based training Programmed instruction Computer-assisted instruction (CAI) Simulation techniques Audiovisual instruction Behavior modeling training

5. Current Practices within Development Management/leader ship training and development methods Coaching Mentoring Conference Role-playing Action learning

6. Current Practices within Development Cont. Management/leader ship training and development methods Executive coaching Management games 360-degree feedback Problem-solving case study

7. Analysis of Historical and Theoretical Influences Wilhelm Wundt Hugo Munsterberg James Cattell Walter Dill Scott Walter Bingham Frederick W. Taylor World War II (WWII)

8. Description of the Historical and Foundational Theories Social learning theory Reinforcement theory Cognitive theories of learning Social identity theory of leadership

9. How Current Practices Adhere to Historical and Foundational Theories Wilhelm Wundt Evidence-based practices Scientist–practitioner model I/O psychology graduate programs

10. Conclusion As a subfield of I/O psychology, training and development are the formal and continual efforts that organizations make for improving performances and self-fulfillments of employees through various programs and educational methods. In current day organizations, such efforts take on a broad range of practices such as on-site methods, off-site methods, and management/leadership training and development methods. Numerous historical and theoretical influences such as Wilhelm Wundt, Hugo Munsterberg, James Cattell, Walter Dill Scott, Walter Bingham, Frederick W. Taylor, and WWII contributed to the development of the subfield. Historical and foundational theories such as social learning theory, reinforcement theory, cognitive theories of learning, and social identity theory of leadership support the current practices within this subfield. As a result of Wilhelm Wundt, evidence-based practices, the scientist– practitioner model, and I/O psychology graduate programs current practices within this subfield adhere to historical and foundational theories of psychology.

11. References Brauer, J. R., & Tittle, C. R. (2012). Social learning theory and human reinforcement. Sociological Spectrum, 32(2), 157-177. doi:10.1080/02732173.2012.646160 Chadwick, I. C., & Raver, J. L. (2015). Motivating organizations to learn: Goal orientation and its influence on organizational learning. Journal of Management, 41(3), 957-986. doi:10.1177/0149206312443558 Cummins, P.G, & O'Boyle, I. (2014). Leading through others: Social identity theory in the organizational setting. Organization Development Journal, 32(3), 27- 39. Jowett, S., Kanakoglou, K., & Passmore, J. (2012). The application of the 3+1cs relationship model in executive coaching. Consulting Psychology Journal: Practice and Research, 64(3), 183-197. doi:10.1037/a0030316 Kazi, T. B., Haniff, A., Maharaj, T., & Karodia, A. M. (2013). History – work, organizations and industrial psychology (IP). Arabian Journal of Business and Management Review (Oman Chapter), 3(5), 55-61.

12. References Landy, F.J. & Conte, J.M. (2012). Work in the 21st Century: An introduction to industrial and organizational psychology (4th ed.). Hoboken, NJ: John Wiley & Sons, Inc. Leong, F. T. L., Pearce, M., & Huang, J. L. (2013). Assessing scientist and practitioner orientations in Industrial/Organizational psychology. Journal of Career Assessment, 21(3), 452-468. doi:10.1177/1069072712475180 O'Boyle, I. (2013). Traditional performance appraisal versus 360-degree feedback. Training & Management Development Methods, 27(1), 201. Riggio, R. (2015). Introduction to industrial and organizational psychology. Florence, KY, USA: Taylor and Francis. Retrieved from http://www.ebrary.com Wei, L. T., & Yazdanifard, R. (2014). The impact of positive reinforcement on employees’ performance in organizations. American Journal of Industrial and Business Management, 4(1), 9-12. doi:10.4236/ajibm.2014.41002