1. 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
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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
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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.
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4. 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
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5. Learning and Personality Differences
LO2
Learning and Personality Differences
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6. Characteristics of Effective Goals
LO3
Characteristics of Effective Goals
Specific
Measurable
Attainable
Realistic
Time-bound
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7. Goal Level and Task Performance
LO3
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8. 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
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Performance
LO4
PERFORMANCE MANAGEMENT – a process of defining, measuring, appraising, providing feedback on, and improving performance.
PERFORMANCE APPRAISAL – evaluation of a person’s performance.
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10. Actual and Measured Performance
LO4
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360o Feedback
LO5
Self
Evaluation
Customer
Reports
Peer
Manager
Feedback
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12. Effective Appraisal Systems
LO5
Effective Appraisal Systems
[Key Characteristics]
Validity
Reliability
Responsiveness
Flexibility
Equitableness
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13. 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
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14. 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
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15. Information Cues and Attributions
LO7
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Attribution Model
LO7
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Mentoring Phases
LO7
4 PHASES
initiation
cultivation
separation
redefinition
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