1. How do we learn? l Classical Conditioning »Learn by experiencing two stimuli occurring close in time (They become associated or connected.) l Operant Conditioning »We learn the connection between a behavior and its consequences l Social Learning »Learn by observing others

2. Classical Conditioning l Involuntary reflexes »Behavior is “elicited” l Neutral Stimulus (e.g., bell) becomes “conditioned” through association with an “unconditioned” one (e.g., meat) l Thus, the formerly neutral stimulus now elicits the response (salivation) previously elicited only by the “unconditioned” stimulus

3. Operant Conditioning l Voluntary Behavior »Behavior is “emitted” l Associations learned among Stimulus, Response, and Consequence l Learning to obtain positive outcomes and avoid negative ones by making the correct response in the presence of a stimulus (or cue or signal) l Behavior is “Shaped” through reinforced steps

4. Social Learning l Also called “Modeling” and “Vicarious Learning” l Observe someone else (the Model) l Consequences to Model are important l Can be considered a sub-category of Operant Conditioning

5. Major Elements of the Reinforcement Theory of Motivation l Stimulus »Supervisor requests faster work l Response »Employee increases or decreases speed or does nothing l Consequence »Positive Reinforcement, Negative Reinf. (Avoidance), Extinction, Punishment

6. CONSEQUENCES OF BEHAVIOR To Motivate Employees to Continue Desired Behaviors To Motivate Employees to Cease Undesirable Behaviors Positive Reinforcement (Good outcome if you continue) Negative Reinforcement (Avoidance Learning) (Bad outcome if you don’t continue) Extinction (No outcome/reward whether you continue or not) Punishment (Bad outcome if you don’t stop)

7. PositiveReinforcement NegativeReinforcementPunishment Encourages Immature Behaviors Effect on Maturity/Development IncreasesBehavior Effect on Behavior CONSEQUENCES OF BEHAVIOR Extinction Encourages Mature Behaviors Decreases Behavior

8. How to Effectively Shape Behavior with Reinforcement  Define desired behavior patterns specifically.  Measure performance accurately.  Reinforce behavior quickly.  Use valued reinforcement.  Give individual rewards for independent jobs.  Give team rewards for interdependent jobs.  Beware of “Loser Effects”.  Beware of unintended consequences (rewarding the wrong thing).

11. SCHEDULES OF REINFORCEMENT: EXTINCTION The less predictable Reinforcement was in the past, the more difficult behavior is to extinguish (Resistance to Extinction) --Intermittent (Partial) Schedules are more resistant than Continuous (100%) --Variable Schedules are more resistant than Fixed

12. APPLICATIONS OF REINFORCEMENT THEORY l Pay for Performance or Knowledge (Merit Pay) l Organizational Behavior Modification (OB MOD) »Specific, desired, individual behaviors reinforced

13. The Learning Organization l The knowledge needed by organizations is increasing l Acquired knowledge needs to be managed (preserved and communicated) l Everyone participates (often in teams) in identifying and solving problems l There is “open-book” management of information l Training is extensive, frequent