Learning and Performance Management Chapter 6 Nelson & Quick Learning and Performance Management

Definition of Learning Learning - a change in behavior acquired through experience 6 6 6 2 2 6

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 3

Positive & 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 4

Reinforcement, Punishment & 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 5

Reinforcement & Punishment Strategies 6

4 Sources of Self-Efficacy Prior Experiences Self-Efficacy - an individual’s beliefs and expectancies about his or her ability to perform a specific task effectively Behavior Models Persuasion from Others Assessment of Current Physical & Emotional Capabilities 7

Personality Functions & Learning 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., 1988.) 8

Goal Setting at Work Goals help crystallize the sense of purpose and mission essential to success at work. Goal Setting - the process of establishing desired results that guide and direct behavior 9

Characteristics of Effective Goals M A R T Specific Measurable Attainable Realistic Time-Bound 10

Goal Level and Task Performance High Low Difficult goals Task Performance Easy goals Low High Goal Level 11

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

Increase Work Motivation & Task Performance Employee participation Supervisory commitment Useful performance feedback 11

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 12

Improve Performance Evaluation Management by Objectives (MBO) - a goal-setting program based on interaction and negotiation between employees and managers Articulates what to do Determines how to do it 13

How is Performance Measured? Performance appraisal - the evaluation of a person’s performance Provides feedback to employees Identifies employees’ developmental needs Decides promotions and rewards Decides demotions and terminations Develops information about the organization’s selection and placement decisions 14

Actual & Measured Performance True Assessment 15

Actual & Measured Performance Deficiency Performance overlooked by evaluator Unreliability Evaluator’s situational factors Disagreement Employee’s temporary personal factors True Assessment Poorly defined task performance Invalidity Actual Performance Measured Performance 16

Communicating Performance Feedback Refer to specific verbatim statements & observable behaviors Focus on changeable behaviors Both supervisor & employee should plan & organize before the session Begin with something positive Self-evaluations more satisfying and can improve job performance less defensiveness but low level agreement with supervisor evaluation

Effective Appraisal Systems Functions Develop people & enhance careers Emphasize individual growth needs & future performance Key Characteristics Validity Reliability Responsiveness Flexibility Equitableness 18

Individual or Team Rewards? Individual rewards fosters independent behavior may lead to creative thinking and novel solutions encourages competitive striving within a work team Team rewards emphasize cooperation and joint efforts emphasize sharing information, knowledge, and expertise Shape productive behavior 19

Correcting Poor Performance Identify primary cause or responsibility If personal, determine problem’s source Develop corrective plan of action 20

Attribution in Organizations Attribution Theory - explains how individuals pinpoint the causes of their own and others behavior Consensus - the extent to which peers in the same situation behave the same way Distinctiveness - degree to which the person behaves the same way in other situations Consistency - the frequency of a particular behavior over time 21

Information Cues & Attributions 22

Information Cues & Attributions 23

Attribution of poor performance Attribution Model Information cues Consensus Consistency Distinctiveness Perceived source of responsibility Attribution of poor performance Internal causes External causes Observation of poor performance Behavior in response to attribution 24

Mentoring Mentoring - a work relationship that encourages development and career enhancement for people moving through the career cycle Four phases initiation cultivation separation redefinition 25