ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Micro-Organizational Behavior: Perception and Learning.

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ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Micro-Organizational Behavior: Perception and Learning

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Stereotypes Beliefs that all members of specific groups share similar traits and are prone to behave in the same way.Beliefs that all members of specific groups share similar traits and are prone to behave in the same way. Why do we rely on stereotypes?Why do we rely on stereotypes?

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Overcoming Biases Don’t overlook external causes of others’ behaviorDon’t overlook external causes of others’ behavior Identify and confront your stereotypesIdentify and confront your stereotypes Evaluate people based on objective factorsEvaluate people based on objective factors Avoid making rash judgmentsAvoid making rash judgments

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Learning A relatively permanent change in knowledge or behavior that results from practice or experience.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Classical Conditioning Learning that takes place when the learner recognizes the connection between an unconditioned stimulus and a conditioned stimulus.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Stimulus Conditioned Stimulus: A neutral stimulus that, as a result of being paired with an unconditioned stimulus, elicits a response.Conditioned Stimulus: A neutral stimulus that, as a result of being paired with an unconditioned stimulus, elicits a response. Unconditioned Stimulus: Anything that produces an unconditioned response.Unconditioned Stimulus: Anything that produces an unconditioned response.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Response Unconditioned Response: A response that occurs naturally in the presence of a given stimulus.Unconditioned Response: A response that occurs naturally in the presence of a given stimulus. Conditioned Response: A response that is called forth by a previously neutral stimulus (the conditioned stimulus.)Conditioned Response: A response that is called forth by a previously neutral stimulus (the conditioned stimulus.)

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Operant Conditioning Learning that takes place when the learner recognizes the connection between a behavior and its consequences.Learning that takes place when the learner recognizes the connection between a behavior and its consequences. –Behaviors with positive consequences are acquired. –Behaviors with negative consequences are eliminated Law of Effect: tendency for behaviors leading to desirable consequences to be strengthened and for behaviors leading to undesirable consequences to be weakenedLaw of Effect: tendency for behaviors leading to desirable consequences to be strengthened and for behaviors leading to undesirable consequences to be weakened

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Operant Conditioning

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. An Example Manager praises employee Employee performs job properly Manager shows employee how to do a job Example of the Operant Conditioning Process

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Operant Conditioning Keys Antecedents: Anything that tells workers about desired and undesired behaviors and their consequences.Antecedents: Anything that tells workers about desired and undesired behaviors and their consequences. Behaviors: Desirable organizational behaviors and undesirable organizational behaviors.Behaviors: Desirable organizational behaviors and undesirable organizational behaviors.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Operant Conditioning Keys Consequences of Behavior: Include positive reinforcement and negative reinforcement for desirable organizational behaviors; and extinction and punishment for undesirable organizational behaviors.Consequences of Behavior: Include positive reinforcement and negative reinforcement for desirable organizational behaviors; and extinction and punishment for undesirable organizational behaviors.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Consequences of Behavior Positive Reinforcement: Administering positive consequences to workers who perform the desired behavior.Positive Reinforcement: Administering positive consequences to workers who perform the desired behavior. Negative Reinforcement: Removing negative consequences to workers who perform the desired behavior.Negative Reinforcement: Removing negative consequences to workers who perform the desired behavior.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Consequences of Behavior Extinction: Removing whatever is currently reinforcing the undesirable behavior.Extinction: Removing whatever is currently reinforcing the undesirable behavior. Punishment: Administering negative consequences to workers who perform the undesirable behavior.Punishment: Administering negative consequences to workers who perform the undesirable behavior.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Operant Conditioning

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Reinforcement Strategies Immediate ReinforcementImmediate Reinforcement Delayed ReinforcementDelayed Reinforcement Continuous ReinforcementContinuous Reinforcement Partial ReinforcementPartial Reinforcement

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Reinforcement Schedules Fixed-Interval ScheduleFixed-Interval Schedule Variable-Interval ScheduleVariable-Interval Schedule Fixed-Ratio ScheduleFixed-Ratio Schedule Variable-Ratio ScheduleVariable-Ratio Schedule

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Shaping The reinforcement of successive and closer approximations to a desired behavior.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Organizational Behavior Modification (O.B. Mod.) The systematic application of the principles of operant conditioning for teaching and managing important organizational behaviors.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. The Basic Steps of O.B. Mod. Identify the behavior to be learned.Identify the behavior to be learned. Measure the frequency of the behavior.Measure the frequency of the behavior. Establish a criterion or goal.Establish a criterion or goal. Choose a reinforcer.Choose a reinforcer. Selectively reward the desired behavior.Selectively reward the desired behavior. Measure the frequency of the behavior.Measure the frequency of the behavior.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Social Learning Theory A learning theory that takes into account the fact that thoughts and feelings influence learning. Necessary components include vicarious learning, self-control, and self- efficacy.

ILRCornellILRCornell Copyright 1999 by Brent Smith, Ph.D. Social Learning Theory Observational Learning (Modeling): people can learn new behaviors by observing the rewards and punishments given to others.Observational Learning (Modeling): people can learn new behaviors by observing the rewards and punishments given to others.