Learning and Performance Management: Chapter 14 Flashcards
managerial work involves ____
- facilitating learning
- motivating performance
- using feedback to improve performance
learning
change in behaviour acquired through experience.
classical conditioning
- modifying behaviour
- pairing a conditioned stimulus with an unconditioned stimulus to elicit an unconditioned response
classical conditioning example in the workplace
For example, people working at a computer terminal may get lower back tension (unconditioned response) from poor posture (unconditioned stimulus). If they become aware of that tension only when the manager appears (conditioned stimulus), then they may develop a conditioned response (lower back tension) to the appearance of the manager.
limitations of classical conditioning in the workplace
- humans are complex + less amenable to simple cause-and-effect conditioning
- behavioural environments in orgs are complex not as applicable to single stimulus-response manipulations
- human capacity for decision-making can override simple conditioning
operant conditioning
modifying behaviour through use of + or -consequences following specific behaviours
reinforcement theory
systematically examine the motivational effect of consequences on all aspects of human behaviour
important aspects of operant conditioning
- timing
- interval of time between behaviour and consequence - consistency
- how often the consequence is given per behaviour - desirability of the outcome
- will work harder if outcome is desirable
- will work less if outcome is not desirable
accidental learning
- happens when there is a coincidence
- can create superstitions
positive reinforcement example
top salesman wins a car
positive punishment example
worst performing salesman must do mandatory sales training
negative reinforcement example
top salesman’s paperwork is completed by someone else for a week
negative punishment example
worst performing salesman gets a lesser interesting sales territory
extinction example
ignore the salesman when they complain
continuous positive reinforcement
- reinforcer follows every response
intermittent positive reinforcement
- reinforcer does not follow every response
continuous positive reinforcement: effects on responding
- steady high rate of performance
- may lead to early satiation
- behaviour weakens rapidly (undergoes extinction) when reinforcers are withheld
- appropriate for new, unstable responses
intermittent positive reinforcement: effects on responding
- capable of producing high frequencies of responding
- impossible for early satiation
- appropriate for stable responses
fixed ratio
- fixed number of responses must be emitted before reinforcement occurs
- example: bonus for every 50 trees planted
fixed ratio: effects on responding
- ratio of 1:1 (reinforcement occurs after every response) = the same as a continuous schedule
- tends to produce a high rate of response
- vigorous and steady response
variable ratio
- varying or random number of responses must be emitted before reinforcement occurs
- example: salesperson rewarded with sale after unpredictable number of calls
variable ratio: effect on responding
- capable of producing a high rate of response
- vigorous, steady response
- resistant to extinction
fixed interval
- first response after a specific period of time has elapsed is reinforced
- example: salary given every two weeks for continued performance
fixed interval: effects on responding
- produces an uneven response pattern varying from a very slow, unenergetic response immediately following reinforcement to a very fast, vigorous response immediately preceding reinforcement
variable interval
- first response after varying or random periods of time have elapsed is reinforced
- example: promotion based on seniority occurs when space becomes available
variable interval: effects on responding
- tends to produce high rate of response
- vigorous, steady
- resistant to extinction
punishment
- attempting to eliminate or weaken undesirable behaviour
- give negative consequences or withholding positive consequences
negative psychological impacts of punishment
- negative emotional consequences
- negative performance consequences
- negative behavioural consequences
extinction
eliminating or weakening undesirable behaviour by attaching no consequences to it
extinction: negative example
Note that extinction can happen unintentionally, with unwanted results. Imagine you are a keen new employee who works hard yet gets no praise and attention. Eventually you stop trying so hard. Your manager believes she has been showing her faith in you by leaving you alone. She has no idea that her lack of response has extinguished your eagerness
Bandura’s social learning theory
observe other people and model their behaviour
task-specific self-efficacy
individual’s beliefs and expectancies about their ability to perform a specific task effectively
self-efficacy is higher in ______ than ______
self-efficacy is higher in learning context than performance context
sources of task-specific self-efficacy
- past experiences
- behaviour models
- persuasion from others
- assessment of current physical and emotional capabilities
high self-efficacy leads to ____
- higher performance on a variety of physical and mental tasks
- confidence and self-efficacy can be increased through success
managers and increasing self-efficacy
- provide job challenges
- coaching and counselling for improved performance
- reward employees’ achievements
- may want to target their efforts toward disadvantaged groups, tending to have lower than average self-efficacy
Jung’s personality differences
information gathering
- intuitors
- sensors
decision-making
- thinkers
- feelers
intuitors
- prefer theoretical frameworks
- look for the meaning in material
- attempt to understand big picture
- look for interrelations
sensors
- prefer specific, empirical data
- look for practical applications
- attempt to master details of a subject
- look for what is realistic and doable
