Learning Theories

Unit -3-1
What will you learn ?
• Definition, Features
• Classical Conditioning Theory
• Operant Conditioning
• Social Learning Theory
• Behavior Modification
• Applications
• Attitudes and Job Satisfaction
• Managerial Implications
Learning
Any relatively permanent change in behavior that occurs as a
result of experience

• Learning components:
• Involves Change
• Is Relatively Permanent
• Is Acquired Through Experience

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Theories of Learning

• Classical Conditioning
– A type of conditioning in which an individual responds to some stimulus that
would not ordinarily produce such a response.
• Operant Conditioning
– A type of conditioning in which desired voluntary behavior leads to a reward
or prevents a punishment.
• Social-Learning Theory
– People can learn through observation and direct experience.

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Classical Conditioning

• Pavlov’s Dog Drool

• Key Concepts:
– Unconditioned stimulus
• A naturally occurring phenomenon.
– Unconditioned response
• The naturally occurring response to a natural stimulus.
– Conditioned stimulus
• An artificial stimulus introduced into the situation.
– Conditioned response
• The response to the artificial stimulus.

This is a passive form of learning. It is reflexive and not voluntary – not the
best theory for OB learning.

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Operant Conditioning
• B. F. Skinner’s concept of Behaviorism: behavior follows stimuli in a relatively unthinking
manner.
• Key Concepts:
– Conditioned behavior: voluntary behavior that is learned, not reflexive.
– Reinforcement: the consequences of behavior which can increase or decrease the
likelihood of behavior repetition.
– Pleasing consequences increase likelihood of repetition.
– Rewards are most effective immediately after performance.
– Unrewarded/punished behavior is unlikely to be repeated.

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Reinforcement Theory – BF Skinner
Social Learning Theory
Bobo Doll Experiments
Social-Learning Theory
• Based on the idea that people can also learn indirectly: by
observation, reading, or just hearing about someone else’s – a
model’s – experiences.

• Key Concepts:
– Attentional processes
• Must recognize and pay attention to critical features to learn.
– Retention processes
• Model’s actions must be remembered to be learned.
– Motor reproduction processes
• Watching the model’s behavior must be converted to doing.
– Reinforcement processes
• Positive incentives motivate learners.

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Shaping: A Managerial Tool
Systematically reinforcing each successive step that moves an
individual closer to the desired response.
• Four Methods of Shaping Behavior:
– Positive reinforcement
• Providing a reward for a desired behavior (learning)
– Negative reinforcement
• Removing an unpleasant consequence when the desired behavior occurs (learning)
– Punishment
• Applying an undesirable condition to eliminate an undesirable behavior (“unlearning”)
– Extinction
• Withholding reinforcement of a behavior to cause its cessation (“unlearning”)

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Schedules of Reinforcement
• Two Major Types:

• Continuous Reinforcement
• A desired behavior is reinforced each time it is demonstrated
• Intermittent Reinforcement
• A desired behavior is reinforced often enough to make the behavior worth repeating but
not every time it is demonstrated
• Multiple frequencies.

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Types of Intermittent Reinforcement
• Ratio
– Depends on the number of responses made.
• Interval
– Depends on the time between reinforcements.
• Fixed
– Rewards are spaced at uniform time intervals or after a set number of
responses.
• Variable
– Rewards that are unpredictable or that vary relative to the behavior.

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Examples
Examples ( contd.)
Intermittent Reinforcement

Fixed-ratio
Behavior Modification (OB Mod)
The application of reinforcement concepts to individuals in the work
setting.

• Follows the Five-Step Problem-Solving Model:

• Identify critical behaviors
• Develop baseline data
• Identify behavioral consequences
• Develop and apply intervention
• Evaluate performance improvement

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Problems with OB Mod

• OB Mod ignores thoughts and feelings.

• OB Mod may not explain complex behaviors that involve thinking and
feeling.
• Stimuli may not be consciously given as a means of shaping behavior.

Modern managers and OB theorists are using cognitive approaches

to shaping behavior.

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Summary and Managerial Implications
• Learning
• Observable change in behavior = learning.
• Reinforcement works better than punishment.

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Applications of OB Mod
• Well Pay versus Sick Pay
• Reduce absenteeism by rewarding attendance, not absence.
• 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.
End of Part 1 - Unit 3