© 2009 Cengage Learning. All rights reserved. Chapter 6 Learning and Performance Management Learning Outcomes 1 Describe behavioral theories of learning. 2 Describe social and cognitive theories of learning. 3 Explain how goal-setting can be used to direct learning and performance. 4 Define performance and identify the tools used to measure it. 5 Explain the importance of performance feedback and how it can be delivered effectively. 6 Identify ways managers can reward performance. 7 List several strategies for correcting poor performance.

© 2009 Cengage Learning. All rights reserved. Definition of Learning a change in behavior acquired through experience

© 2009 Cengage Learning. All rights reserved. Conditioning Classical Conditioning – Modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response Operant Conditioning – Modifying behavior through the use of positive or negative consequences following specific behaviors

© 2009 Cengage Learning. All rights reserved. Positive and Negative Consequences Positive Consequences Results of a behavior that a person finds attractive or pleasurable Negative Consequences Results of a behavior that a person finds unattractive or aversive

© 2009 Cengage Learning. All rights reserved. Reinforcement, Punishment, and Extinction Reinforcement – the attempt to develop or strengthen desirable behavior by either bestowing positive consequences or withholding negative consequences Punishment – the attempt to eliminate or weaken undesirable behavior by either bestowing negative consequences or withholding positive consequences Extinction – the attempt to weaken a behavior by attaching no consequences to it

Reinforcement and Punishment Strategies © 2009 Cengage Learning. All rights reserved.

Learning and Personality Differences Source: O. Kroeger and J. M. Thuesen, Type Talk: The 16 Personality that Determine How We Live, Love, and Work (New York: Dell Publishing Co., 1989). © 2009 Cengage Learning. All rights reserved.

Goal Setting at Work the process of establishing desired results that guide and direct behavior Goals help crystallize the sense of purpose and mission essential to success at work.

© 2009 Cengage Learning. All rights reserved. Characteristics of Effective Goals Specific Measurable Attainable Realistic Time-Bound SMART EffectiveGoals

© 2009 Cengage Learning. All rights reserved. Goal Level and Task Performance Low High High Low Easy goals Difficult goals Task Performance Goal Level

© 2009 Cengage Learning. All rights reserved. Goal-Setting Functions Increase work motivation and task performance Reduce role stress associated with conflicting or confusing situations Improve accuracy and validity of performance evaluation

© 2009 Cengage Learning. All rights reserved. Increase Work Motivation and Task Performance Employee participation Supervisory commitment Useful performance feedback

© 2009 Cengage Learning. All rights reserved. Reduce Role Stress Reduce role stress associated with conflicting and confusing expectations –Clarify task-role expectations communicated to employees –Improve communication between managers and employees

© 2009 Cengage Learning. All rights reserved. Improve Performance Evaluation Management by Objectives (MBO) – a goal-setting program based on interaction and negotiation between employees and managers what –Articulates what to do how –Determines how to do it