1. Learning Reinforcement
By : Anubha
Trainer and Consultant

2. P R I S M LEARNINGS AND REINFORCEMENT
Meaning and importance; barriers; approaches
Cognitive and programmed learnings
Sense making
Learning stylesforement: Positive; negative; contingencies of reinforcement; schedules of reinforcement
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

3. Learning & Reinforcement

4. Learning P R I S M Learning
Any relatively permanent change in behavior that occurs as a result of experience. Learning has taken place if an individual behaves, reacts, and responds as a result of experience in a manner different from the way he formally behaved.
Learning
Involves change
Is relatively permanent
Is acquired through experience
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

5. Process
1st – acquire a new input in terms of knowledge and understanding or behaviour. When this process is quick, learning is effective.
2nd – assimilation of the new input. It should not be acquired quickly but should be retained for a length of time.
3rd – Collection of various inputs alone.
4th – Once acquired input internalised , they should be available to individual for their effective use when the need arises, as learning not used its ineffective
5th – Effective use of learning also involves creativity. Learning should have transfer value. Should be able to apply in another filed- internalisation
6th – Increases persons capability

6. KOLB ( 1976) Learning Cycle P R I S M Experiencing Applying Processing
Generalizing
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

7. Barriers
Individual – they are averse (reluctant) to learning. They are comfortable with status quo and disturbance is intolerable
Teams & Group – happy with old method which have been successful and was effective in the past. This deter in learning
Organization – Culture which does not value learning
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

8. Theories of Learning Classical Conditioning – S-R – by PAVLOV
A type of conditioning in which an individual responds to some stimulus that would not ordinarily produce such a response. Ie a process by which individual learn reflex beh
Stimulus Response
Individual is shocked by electric current scream
Something in eye blink
Struck by pin flinch
Key Concepts
Unconditioned stimulus (meat) Unconditioned response (
Conditioned stimulus (Bell) Conditioned response

9. Source: The Far Side ® by Gary Larson © 1993 Far Works, Inc
Source: The Far Side ® by Gary Larson © 1993 Far Works, Inc. All rights reserved. Used with permission.
E X H I B I T 2–3

10. Theories of Learning (cont’d)
Operant Conditioning
A type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment.
Learning occurs coz of consequences.
S - R - Consequence
Behaviour Consequences
Individua; work is paid
Enter resturant eat
Enters football stadium watch game
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

11. Theories of Learning (cont’d)
Social-Learning Theory
People can learn through observation / watching others in social situation and imitate.
Key Concepts
Attentional processes
Retention processes
Motor reproduction processes
Reinforcement processes

12. Theories of Learning (cont’d)
Shaping Behavior
Systematically reinforcing each successive step that moves an individual closer to the desired response.
Key Concepts
Reinforcement is required to change behavior.
Some rewards are more effective than others.
The timing of reinforcement affects learning speed and permanence.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

13. Cognitive Learning P R I S M
Learning achieved by thinking about th epercieved relationship between events and individual goals and expectation.
Involves selective interpretation of perpetual data organized into new pattern of thoughts and relationship.
Learning focuses on what happens within the individual – feelings, attitude, memory, thoughts.
Learning by realization
Prior learning influences our behavioral choices. The perceived consequences of those choices become in turn a part of learning and affect future behavioral choices.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

14. Insight learning P R I S M
It is the best described as a sudden discover of the answer to a problem
Eureka
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T r a i n i n g s a n d C o n s u l t a n c y

15. Discrimination
It is the process by which universal or previously structured elements are placed into more specific structure.
Some time called differentiation
Eg car Zen Indica santro.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

16. Generalization
It is the means through which we transfer learning from one situation to another as well as categories information
Learn once remember forever
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

17. Sense making
It is a process of designing commu based research and practice and implementing comm based system and activities.
Three assumption reg comm pratice
System and practise can be designed and implemented in response to to human need
Enhance their store of comm
Comm based approach need to be developed
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

18. Seven Aspect of Sensing
Identity – Need for sensemaker
Retrospective – Reflecting on something that has happened earlier
Enactment-With the degree of clarity people take action
Social- What person does depends on others
Continuous process
Extracted cues-tendency to filter and notice only few
Plausibility – Moment ans of a question is found people stop exploring the other alternative
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

19. Reinforcement It is anything that person find rewarding.
Reinforcing is anything that both increases the strength of response and tends to induce repetition of the behaviour

20. Reinforcement Theory and Learning
Based on the idea that behavior is a function of its consequences.
Behavior that results in pleasant consequences (reward) is likely to be repeated.
Behavior that results in unpleasant consequences is less likely to be repeated.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

21. Types of Reinforcement in Organizations
Positive Reinforcement
Avoidance (Negative Reinforcement)
Extinction
Punishment

22. Types of Reinforcement
Positive reinforcement
Providing a reward for a desired behavior.
Negative reinforcement
Removing an unpleasant consequence when the desired behavior occurs.
Punishment
Applying an undesirable condition to eliminate an undesirable behavior.
Extinction
Decreases the frequency of an undesirable behaviour and finally extinguishes it.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

23. Schedules of Reinforcement
Continuous Reinforcement
A desired behavior is reinforced each time it is demonstrated / occur. Eg Coin in soft drink vending machine
Intermittent Reinforcement
A desired behavior is reinforced often enough to make the behavior worth repeating but not every time it is demonstrated.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

24. Schedules of Reinforcement (cont’d)
Fixed-Interval Schedule
Rewards are spaced at uniform time intervals.
Variable-Interval Schedule
Rewards are initiated after a fixed or constant number of responses.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

25. Schedules of Reinforcement (cont’d)
Fixed-ratio
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

26. Intermittent Schedules of Reinforcement
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

27. Intermittent Schedules of Reinforcement (cont’d)

28. Behavior Modification
OB Mod
The application of reinforcement concepts to individuals in the work setting.
Five Step Problem-Solving Model
Identify critical behaviors
Develop baseline data
Identify behavioral consequences
Develop and apply intervention
Evaluate performance improvement

29. OB MOD Organizational Applications
Well Pay versus Sick Pay
Reduces absenteeism by rewarding attendance, not absence.
Employee Discipline
The use of punishment can be counter-productive.
Developing Training Programs
OB MOD methods improve training effectiveness.
Self-management
Reduces the need for external management control.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

30. Organizational Behavior Modification
Behavior Modification in Organizations
Organizational behavior modification (OB mod) is the application of reinforcement theory to people in organizational settings.
Reinforcement theory says that the frequency of desirable behaviors can be increased by linking those behaviors with positive consequences.
Behavior modification uses positive reinforcement to encourage desirable behavior in employees.

31. Organizational Behavior Modification
The Effectiveness of Behavior Modification
Has not always been 100% effective in every workplace application.
Managers frequently have only limited means for providing meaningful reinforcement for their employees.
Laboratory research is hard to generalize to the real world.
Behavior modification may be effective for a limited time.
The impact of the positive reinforcement wanes and employees come to view it as a routine part of the compensation system.
The Ethics of OB MOD
OB mod may compromise individual freedom of choice.
OB mod may be considered managerial manipulation.
Is it CULTURE BOUND?
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

32. LIMITATION OF BEH MOD P R I S M Individual Indifference
In need, value, abilities and desire. Org need to hire empl who value reward system. Empl can be allowed to participate in determine their rewards
Group Norm – Power of Group can reduce the effectiveness of most org rewards system.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

33. Transfer of Learning Systematic acquisition of skill, rule or attitude that result in improved performance at job
Knowledge of result / Feedback – Continuous assessment
Part or Whole Method – Breaking down the task so that it can be learnt in phases
Masses or Distributed Practice – Consist of a massing the element of learning together over a period of time
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

34. Training Method P R I S M Training in Corporate India Online Training
Simulation
On the Job
Soft Skills
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

35. THANK YOU
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

36. Types of Reinforcement in Organizations
Positive Reinforcement
A reward or other desirable consequence that follows behavior
Avoidance (Negative Reinforcement)
Also known as negative reinforcement; rather than receiving a reward following a desirable behavior, the person is given the opportunity to avoid an unpleasant consequence
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

37. Types of Reinforcement in Organizations
Extinction
Decreases the frequency of behavior by eliminating a reward or desirable consequence that follows that behavior.
Punishment
An unpleasant, or aversive, consequence that results from behavior.
P R I S M
T r a i n i n g s a n d C o n s u l t a n c y

38. Kinds of Reinforcement
Positive reinforcement and avoidance can be used to motivate desired behaviors by employees.
figure 6.5

39. Kinds of Reinforcement
Extinction and punishment can be used to change undesired employee
figure 6.5

40. Schedules of Reinforcement in Organizations
Schedule of Reinforcement
Nature of Reinforcement
Continuous
Behavior is reinforced every time it occurs.
Fixed-Interval
Behavior is reinforced according to some predetermined constant schedule based on time.
Variable-Interval
Behavior is reinforced after periods of time, but the time span varies from one time to the next.
Fixed-Ratio
Behavior is reinforced according to the number of behaviors exhibited, with the number of behaviors needed to gain reinforcement held constant.
Variable-Ratio
Behavior is reinforced according to the number of behaviors exhibited, but the number of behaviors needed to gain reinforcement varies from one time to the next.
table 6.1