Learning Cb Group 1

8/8/2019 Learning Cb Group 1

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LEARNING 1LEARNING 1

By:

Purnima Agarwal

Shweta GautamSneha Joshi

Sonal Sewak


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"YOU CANT TEACH ANYONE ANYTHINGYOU CAN JUST MAKE HIM LEARN "

- GALILEO


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Nature of Learningy Learning involves change : change can be good or

bad

y Change in behaviour must be relative permanent

y

Change in behaviour should occur as a result ofexperience

y Its a life long process


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DefinitionyAccording to ROBBINS :- Learning may be

defined as a relative permanent change in

behaviour brought about as a result of experience

y In simple words : learning is a change in behaviour

as a result of experience.


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Significance of Learningy It offers significant insights controlling employee

behaviour

y It has marked effect on training in organizationalsettings

y It helps in understanding the skill that anemployee is born with.


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Theories of LearningI. Classical conditioning

II. Operant learning

III. Cognitive theory

IV. Social learning theory


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Introduction Classical condition is learning byassociation.

It is sometimes called reflexive learning.

It is sometimes called respondentconditioning.


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Pavlovs Experiment


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Strategic Applications of

Classical Conditioning.

Repetition

Stimulus Generalization

Stimulus Discrimination


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Repetitiony Based on concept that it increases association .

y Helps delay Advertising wearout

y Byy Cosmetic variations

y Substantive variations

y Three Hit Theory

The effectiveness of repetition is somewhat dependantupon the amount of competitive advertising to whichthe consumer is exposed ie. It is dependant oncompetitive interference.


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Stimulus generalizationy Learning depends on the ability of individuals to

generalize.

yExplains imitative me too products in market.

y Three forms:

y Product line, Form and category extensions.

y FamilyBranding

y Licencing.


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Stimulus discriminationy Is opposite of stimulus generalization

y Results in selection of specific stimulus from among

similar stimulis.y The consumers ability to discriminate among similar

stimuli is basis of Positioning Strategy.

y Stimulus Discrimination achieved by

y Positioningy Product Differentiation .


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y The administration of a consequence as a result ofbehaviour is known as reinforcement

y The idea behind it is to induce repetition of aparticular behaviour.

y Reinforcement can change the direction, level and

persistence of an individuals behavioury a Reinforcer is any stimulus which, when delivered

to a subject, increases the probability that a subjectwill emit a response

Reinforcement


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Categories ofReinforcers

All reinforcers fall into one of two categories:

y Primary Reinforcers Unconditioned

reinforcers:Based upon the satisfaction ofphysiological needs, such as food, water, air, sex,

escape from pain, etc.

y Secondary Reinforcers Learned/conditioned

reinforcers:A secondary reinforcer dependson the individual and his pastreinforcement history. Thus, these areprimarily learned ones. Eg:- praise,recognition.


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Money: aMoney: a MajorMajorsecondarysecondary reinforcerreinforcer


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Pleasant

Event

Unpleasant

Event

Stimulus is Added Stimulus is Removed

Positive

reinforcement

(increases behavior)

Negative

reinforcement(increases behavior)

Omission(decreases behavior)

Punishment(decreases behavior)

(best to use)

(worst to use)

Positive reinforcement is an increase in the future frequency of a behavior due to the

additionof a stimulus immediately following a response

Negative reinforcement is an increase in the future frequency of a behavior

when the consequence is the removalof an aversive stimulus

Contingencies of Reinforcement


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Rewards Used by Organizations:PositiveReinforcers

MATERIALREWARDSPayPay raisesStock optionsProfit sharingDeferred compensation

Bonuses/bonus plansIncentive plansExpense accounts

SUPPLEMENTAL ENEFITS

Company automobiles

Health insurance plans

Pension contributions

Vacation and sick leave

Recreation facilitiesChild care support

Club privileges

Parental leave

STATUSSYMBOLS

Corner offices

Offices with windows

Carpeting

Drapes

PaintingsWatches

Rings

Private restrooms

SOCIAL/INTER-PERSONALREWARDSPraise

Developmental feedbackSmiles, pats on the back, andother nonverbal signals

Requests for suggestionsInvitations to coffee or lunchWall plaques

REWARDSFROMTHETASKSense of achievement

Jobs with more responsibilityJob autonomy/self-directionPerforming important tasks

SELF-ADMINISTEREDREWARDSSelf-congratulation

Self-recognitionSelf-praiseSelf-development throughexpanded knowledge/skills

Greater sense of self-worth


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Guidelines for Using

Contingencies ofReinforcement

y Not reward all employees the same (i.e., take individual differencesinto account to re ard employees ith consequences that theypersonally value)

y Consider consequences of both actions and non-actions

y Make employees aware of what behavior will be reinforced (and thenbe sure to reinforce it uniformly)

y Let employees know what they are doing wrong

y Not punish in front of othersy Make their response equal to workers behavior

Managers should:


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Schedules ofReinforcementy Definition:The determination of hen reinforcers are applied; after every

response or only after some responses

y Two general categories of schedule are:

y Continuous Reinforcement: Every behavior is reinforced; the simplestschedule

y Intermittent Reinforcement: Only some behaviors are reinforced; four types

are identified in the text:

y Fixed Interval: based on a fixed time interval

y Fixed Ratio:based on a fixed number of responses

y Variable Interval:based on a variable time interval

y Variable Ratio:based on a variable number of responses


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Comparisons ofSchedules ofReinforcement

Fixed interval Reward on fixedtime basis

Leads to averageand irregularperformance

Fast extinction ofbehavior

Fixed ratio

Variable ratio

Variable interval

Reward tied to

specific number of

responses

Leads quickly tovery high andstableperformance

Moderately fastextinction ofbehavior

SCHEDULEFORMOF

REWARD

Reward given after

varying periods oftime

Leads to

moderately highand stableperformance

Slow extinction of

behavior

Reward given forsome behaviors

Leads to very highperformance

Very slowextinction ofbehavior

INFLUENCE ON

PERFORMANCE

EFFECTS ON

BEHAVIOR


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Punis

hment

y Through punishment, managers try to correctimproper behaviour of subordinates by providing

negative consequences.

y Punishment is the historic method of reducing oreliminating undesirable behaviour.

y Sometimes, punishment frustrates the punishedand leads to antagonism towards the punishingagent


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y Because of the possible dangers of punishment it

should be administered properly.

y The following points may be noted in this regard:-

a)The specific undesired behaviour should be punished,not the person should be punished.

b)Punishment should be administered privately.

c)Punishment must be administered carefully so that itdoes not become a reward of undesirable behaviour.

d)Punishment should be enough to extinguish theundesired behaviour.

e)Punishment should quickly follow the undesirablebehaviour.


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Applications of Learningy Training

y Innovative Reward System

yDisclipine

yKnowledge Management

yOrganizational Behaviour Management

yReduce indiscipline and abtenteeism


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Documents

Learning Cb Group 1