Chapter 3 – Perception and Learning Part 2: Learning January 29, 2008

Learning Permanent change in behavior as result of experience Book focuses on 2 types of learning: –Operant conditioning –Observational learning

Learning Orgs now recognizing that employees have diverse learning styles/preferences Learning Styles Inventory – 4 models –Concrete Experience –Reflective Observation –Abstract conceptualization –Active experimentation

Learning Styles (cont.) LSI is self-report, may change over time or with situation. Could be combined styles. Combination of 4 styles leads to… –Divergent learner – CE and RO –how is this described? –Assimilator – AC & RO – description? –Convergent – AC & AE – –Accomodative – CE & AE - –Benefits of this approach?

Reinforcement Pos reinforcement – a pleasant stimuli is presented  increases the behavior in the future –often used to train, motivate Neg reinforcement – an unpleasant stimuli is withdrawn  increases the behavior in the future Typical errors in using reinforcement – –1) –2) –3)

Reinforcement Schedules at Work Interval (Time-based) Ratio (Behavior- based) Fixed ScheduleFixed Interval Wk1 –Wk2 – Wk3 Ex) ? Fixed Ratio 5 units, 10 units,15 units Ex) ? Variable Schedule Variable Interval 8 mos – 12 mos- 30 mos Ex) ? Variable Ratio 2 calls, 8 calls, 11 calls Ex) ?

Neg Reinforcement v Punishment Note the differences: Pos reinforcement – Introduce a pos consequence to increase or maintain a behavior Neg reinforcement – Remove a neg consequence to increase or maintain a behavior Punishment – Consequence decreases behavior BehaviorConsequenceBehaviorConsequence Customers served too slowly Boss criticizes Serve faster Boss stops criticizing ? What is it?

Punishment in Orgs Discipline used to manage problems such as absenteeism, theft 83% of orgs use pun/threat of pun Range of options Common practice to use progressive pun Most effective orgs use punishment how?

Punishment But why do supervisors not always punish inappropriate behavior? –1) –2) –3)

Observational Learning Explains how we learn behaviors that aren’t under a conditioning schedule Includes modeling another’s behavior & learning on-the-job To work, must involve: –1) –2) –3) –4)

Learning Application: Training Typical topics included in training: –Practical skills, Intrapersonal skills, Interpersonal skills, Cultural awareness Why is there concern about this area in the research literature?

Principles of Effective Training How does each of these work? Participation - Repetition - Transfer of training - Feedback - Case study of Georgia Pacific – safety training

Salas & Cannon-Bowers (2004) 4 phases of effective training: –Analyze training needs – what does this include? 1) Determine skill deficiencies 2) Create a supportive environment/climate for training –Tannenbaum et al ’91 study – what was found? –perceived amt of support from the org dictates the learning outcome & transfer –Design & develop instruction How is this best done? Rely on sound theories of learning

Salas & Cannon-Bowers (cont.) How can research on expertise inform this step? –Develops w/exposure to variety of situations, w/ consistent & prolonged practice; w/ feedback from task or coach. Use of pre-practice preparations: –provide materials in advance; explain likely emotional reactions (stress…) –Focus on underlying competencies, not just tasks 3) Implement training 4) Evaluate training –link objectives & evals; consider measuring self- efficacy What is your confidence in this particular ability?

E-training In 2000, $2.2 billion spent for online training  in 2002, $11 billion Compared to traditional classroom training, what are benefits? –1) –2) –3) Any drawbacks of e-training?