Chapter 6 Learning and Performance Management Describe behavioral theories of learning. Describe social and cognitive theories of learning. Explain how goal-setting can be used to direct learning and performance. Define performance and identify the tools used to measure it. Explain the importance of performance feedback and how it can be delivered effectively. Identify ways managers can reward performance. List several strategies for correcting poor performance. Learning Outcomes © 2011 Cengage Learning. All rights reserved.

© 2011 Cengage Learning. All rights reserved. LO1 Terms to Know LEARNING – a change in behavior acquired through experience 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 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 © 2011 Cengage Learning. All rights reserved. 6 6 6 2 2 6

© 2011 Cengage Learning. All rights reserved. Reinforcement Theory LO1 Reinforcement – cultivates desirable behavior by bestowing positive consequences or withholding negative ones. Punishment – discourages undesirable behavior through negative consequences, or withholding positive consequences. Extinction – weakens behavior by attaching no consequences to it. © 2011 Cengage Learning. All rights reserved. 5

Bandura’s Social Learning Theory LO2 Bandura’s Social Learning Theory Persuasion from others Prior experiences Task-Specific Self-Efficacy – an individual’s internal expectancy to perform a specific task effectively. Behavior models Assessment of physical and emotional capabilities © 2011 Cengage Learning. All rights reserved. 12

Learning and Personality Differences LO2 Learning and Personality Differences © 2011 Cengage Learning. All rights reserved. 8

Characteristics of Effective Goals LO3 Characteristics of Effective Goals Specific Measurable Attainable Realistic Time-bound © 2011 Cengage Learning. All rights reserved. 10

Goal Level and Task Performance LO3 © 2011 Cengage Learning. All rights reserved. 11

Functions of Goals LO3 Increase work motivation and task performance Reduce role stress associated with conflicting or confusing situations Improve accuracy and validity of performance evaluation © 2011 Cengage Learning. All rights reserved.

© 2011 Cengage Learning. All rights reserved. Performance LO4 PERFORMANCE MANAGEMENT – a process of defining, measuring, appraising, providing feedback on, and improving performance. PERFORMANCE APPRAISAL – evaluation of a person’s performance. © 2011 Cengage Learning. All rights reserved. 14

Actual and Measured Performance LO4 © 2011 Cengage Learning. All rights reserved.

© 2011 Cengage Learning. All rights reserved. 360o Feedback LO5 Self Evaluation Customer Reports Peer Manager Feedback © 2011 Cengage Learning. All rights reserved.

Effective Appraisal Systems LO5 Effective Appraisal Systems [Key Characteristics] Validity Reliability Responsiveness Flexibility Equitableness © 2011 Cengage Learning. All rights reserved. 18

Individual or Team Rewards? Individual rewards foster independent behavior may lead to creative thinking and novel solutions encourage competitive striving within a work team Team rewards emphasize cooperation and joint efforts emphasize sharing information, knowledge, and expertise © 2011 Cengage Learning. All rights reserved. 19

Kelley’s Attribution Theory LO7 Kelley’s 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 – the degree to which the person behaves the same way in other situations Consistency – the frequency of a particular behavior over time © 2011 Cengage Learning. All rights reserved. 21

Information Cues and Attributions LO7 © 2011 Cengage Learning. All rights reserved. 23

© 2011 Cengage Learning. All rights reserved. Attribution Model LO7 © 2011 Cengage Learning. All rights reserved. 24

© 2011 Cengage Learning. All rights reserved. Mentoring Phases LO7 4 PHASES initiation cultivation separation redefinition © 2011 Cengage Learning. All rights reserved. 25