knowledge of resultsの例文

• The job characteristic dimension, feedback, increases employees'knowledge of results.
• Extrinsic feedback is sometimes categorized as knowledge of performance or knowledge of results.
• Both systems ( in different ways ) used knowledge of results to promote learning.
• Later work in training research and education used the term " knowledge of results " frequently.
• This means the learner at all stages makes responses, and is given immediate knowledge of results.
• Another issue is that knowledge of results may give information to the instructor as to ways the material can be improved.
• This was the first demonstration that a machine could teach, and also a demonstration that knowledge of results was the cause of the learning.
• See Figure 4, Figure 6, and summary Table 1 for a detailed explanation of feedback manipulation and knowledge of results ( see below ).
• Undoubtedly, the set-up had given extra practice on the questions as well as knowledge of results, and the experiments often confounded the two factors.
• Knowledge of results, or sometimes " immediate " knowledge of results, can be used for any learning where a student ( or an animal ) gets information after the action.
• Knowledge of results, or sometimes " immediate " knowledge of results, can be used for any learning where a student ( or an animal ) gets information after the action.
• In a 1946 experiment at Yale University, questions for students were put between segments of a film on the heart and circulation, with correct answers given after students had responded ( knowledge of results ).
• According to the theory, certain core job characteristics are responsible for each psychological state : skill variety, task identity, and task significance shape the experienced meaningfulness; autonomy affects experienced responsibility, and feedback contributes to the knowledge of results.
• According to the equation above, a low standing on either autonomy or feedback will substantially compromise a job's MPS, because autonomy and feedback are the only job characteristics expected to foster experienced responsibility and knowledge of results, respectively.
• Throughout a movement, the recognition schema is compared to the expected sensory information ( e . g ., proprioceptive and extroceptive ) from the ongoing movement to evaluate the efficiency of the response . p . 32 An error signal is sent upon finalizing the movement, where the schema is then modified based on the sensory feedback and knowledge of results ( see motor learning ).