permanent change in behavior brought about as a result of experience or practice.
Nature of learning Learning involves change. The change must be relatively permanent. Learning involves change in behaviour. The change in behaviour should occur as a result of experience, practice or training The training or experience should be reinforced for learning to take place There is no age for learning
CLASSICAL CONDITIONING THEORY
Classical conditioning was the first type of learning to be discovered and studied within the behaviorist tradition (hence the name classical).
Classical conditioning can be defined as a process in which a formerly neutral stimulus when paired with an unconditioned stimulus, becomes a conditioned stimulus that illicit a conditioned response. (Luthans)
The major theorist in the development of classical conditioning is Ivan Pavlov, a Russian scientist trained in biology and medicine (as was his German contemporary, Sigmund Freud).
The specific model for classical conditioning is:
A stimulus will naturally (without learning) elicit or bring about a reflexive response Unconditioned Stimulus (US) elicits > Unconditioned Response (UR)
Neutral Stimulus (NS) --- does not elicit the response of interest This stimulus (sometimes called an orienting stimulus as it elicits an orienting response) is a neutral stimulus since it does not elicit the Unconditioned (or reflexive) Response.
The Neutral Stimulus (NS) is transformed into a Conditioned Stimulus (CS).
That is, when the CS is presented by itself, it elicits or causes the CR (which is the same involuntary response as the UR.
OPERANT CONDITIONING THEORY
Operant conditioning is the study of the impact of consequences on behavior. B.F. Skinner is credited with the origin of Operant Conditioning. With operant conditioning we are dealing with voluntary behaviors. Operant conditioning deals with Response Stimulus connection. STIMULUS RESPONSE CONSEQUENCE FUTURE RESPONSE
2003 Prentice Hall Inc. All rights reserved. 210 DIRREFENCE BETWEEN CLASSICAL & OPERANT CONDITIONING
CLASSICAL CONDITIONING OPERANT CONDITIONING Responses are elicited from a person Responses are emitted from a person Responses are fixed to stimulus (no choice) Responses are variable in types and degree (choice) CS is stimulus such as a sound , an object, a person, etc. CS is situation such as an office, a social setting, a specific set of circumstances Reinforcement is not received by choice Person is instrumental in securing reinforcement by operating on the environment Shaping Behavior: A Managerial Tool Key Concepts Reinforcement is required to change behavior. Some rewards are more effective than others. The timing of reinforcement affects learning speed and permanence. Reinforcement strengthens desirable behaviour by either bestowing positive consequences or withholding negative consequences and increasing the likelihood that the desirable behaviour will be repeated. 2003 Prentice Hall Inc. All rights reserved. 212 REINFORCEMENT THEORY: Principles Behavior that is positively reinforced will recur; intermittent reinforcement is particularly effective Information should be presented in small amounts so that responses can be reinforced ("shaping") Reinforcements will generalize across similar stimuli ("stimulus generalization") producing secondary conditioning.
Four Methods of Shaping Behavior 1. Positive reinforcement: This strengthens and increases behaviour by the presentation of desirable consequences. Following a response with something pleasant, e.g., boss praises an employee for job well done. 2. Negative reinforcement (Avoidance): Following a response by the termination or withdrawal of something unpleasant, e.g., A manager may habitually criticise individuals who dress casually. To avoid criticism, the employees may dress to suit the managers taste. Here the employees are engaging in desirable behaviour to avoid an unpleasant consequence. Four Methods of Shaping Behavior, Contd., 3. Punishment: Causing unpleasant condition in an attempt to eliminate an undesirable behavior, e.g., giving an employee a two-day suspension from work without pay for showing up drunk is an example of punishment. 4. Extinction: Eliminating any reinforcement that is maintaining a behavior. Extinction decreases the frequency of undesirable behaviour. E.g., College instructors who wish to discourage students from asking questions in class can eliminate this behavior in their students by ignoring those who raise their hands to ask questions. Behavior Modification OB Mod is a programme where managers identify performance-related employee behaviours and then implement an intervention strategy to strengthen desirable behaviour and weaken undesirable behaviours. (Stephen P. Robbins) 2003 Prentice Hall Inc. All rights reserved. 216 STEPS OF OB MOD Identification of critical behaviour Measurement of behaviour Functional analysis of behaviour Development of a change strategy Evaluation for performance improvement OB MOD Organizational Applications Well Pay Reduce absenteeism by rewarding attendance. Employee Discipline The use of punishment can be counter-productive. Developing Training Programs OB MOD methods improve training effectiveness. Self-management Reduces the need for external management control.