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© 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.
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© 2009 Cengage Learning. All rights reserved. Definition of Learning a change in behavior acquired through experience
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© 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
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© 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
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© 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
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Reinforcement and Punishment Strategies © 2009 Cengage Learning. All rights reserved.
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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.
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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.
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© 2009 Cengage Learning. All rights reserved. Characteristics of Effective Goals Specific Measurable Attainable Realistic Time-Bound SMART EffectiveGoals
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© 2009 Cengage Learning. All rights reserved. Goal Level and Task Performance Low High High Low Easy goals Difficult goals Task Performance Goal Level
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© 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
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© 2009 Cengage Learning. All rights reserved. Increase Work Motivation and Task Performance Employee participation Supervisory commitment Useful performance feedback
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© 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
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© 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
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