Learning
Reinforcement
By : Anubha
Trainer and Consultant
LEARNINGS AND REINFORCEMENT
Meaning and importance; barriers; approaches
Cognitive and programmed learnings
Sense making
Learning stylesforement: Positive; negative;
contingencies of reinforcement; schedules of
reinforcement
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Learning & Reinforcement
Learning
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
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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
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KOLB ( 1976) Learning Cycle
Experiencing
Applying
Processing
Generalizing
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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
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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
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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
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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
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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
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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.
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Cognitive Learning
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.
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Insight learning
• It is the best described as a sudden
discover of the answer to a problem
• Eureka
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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.
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Generalization
• It is the means through which we transfer
learning from one situation to another as
well as categories information
• Learn once remember forever
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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
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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
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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
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Reinforcement Theory and Learning
•Reinforcement Theory
–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.
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Types of Reinforcement
in Organizations
•
•
•
•
Positive Reinforcement
Avoidance (Negative Reinforcement)
Extinction
Punishment
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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.
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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.
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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.
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Schedules of Reinforcement (cont’d)
Fixed-ratio
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Intermittent Schedules of
Reinforcement
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Intermittent Schedules of
Reinforcement (cont’d)
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Behavior Modification
OB Mod
The application of reinforcement concepts
to individuals in the work setting.
Five Step Problem-Solving Model
1. Identify critical behaviors
2. Develop baseline data
3. Identify behavioral consequences
4. Develop and apply intervention
5. Evaluate performance improvement
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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.
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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.
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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?
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LIMITATION OF BEH MOD
• 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.
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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
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Training Method
•
•
•
•
•
Training in Corporate India
Online Training
Simulation
On the Job
Soft Skills
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» THANK YOU
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