UnitLearning

8/8/2019 UnitLearning

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Learning :

Learning is understood as the modification of

behavior through practice, training or experience.

FIVE IMPORTANT COMPONENTS OF

LEARNING

` Learning involves changes` Not all changes reflect Learning

` Learning is reflected in behavior

` The changes in behavior should occur as a result of

experience, practice, or training.

` The practice or experience must be reinforced in

order for learning to occur.



Learning

Classicalconditioning

Operantconditioning

Observationallearning

Cognitivelearning



Classical conditioning states that an event,

repeated several times evokes desired response

Classical conditioning experiment conducted

on both human and animals

` PAVLOV¶S DOG (animal)

`WATSON¶S BABY ALBERT (human)



` Stimulus: Any change in the

environment that an organism registers.

` Response: Any behavior that theorganism emits as a consequence of a

stimulus.

` Ref lex: A consistent connection betweena stimulus and a response.



IVANIVANPAVLOV PAVLOV



Ivan Pavlov



JOHN BROADUS

WATSON



` The goal was to condition Albert to fear a white rat

by paring the white rat with a loud bang (UCS).

` Initially, Albert showed no fear of rats, but once the

rat was repeatedly paired with the loud noise(UCS),

` Albert developed a fear of rats. The noise (UCS)

induced fear (UCR).

` After pairings between the loud noise (UCS) and

the rat (CS), Albert started to fear the rat.



operant conditioning deals with the

modification of "voluntary behavior" or operant

behavior. Operant behavior "operates" on the

environment and is maintained by its consequences

--B.F. Skinner



B.F. SKINNER



Appetitive Aversive

Presented

Positive reinf orcement

Positive event follows

response e.g. reward

Punishment

Discomfort follows response

e.g. punishment

Removed

Punishment

Positive state removed

after response e.g. time-

out or omission training

Negative reinf orcement

Discomfort removed after

response e.g. escape or

avoidance learning





Consequence What it involves Effect on behavior

Positive

reinforcement

Presenting

something the

organism likes

Strengthened

Negative

reinforcement

Removing

something the

organism doesn¶t

Likes

Strengthened

Punishment Presenting

something the

organism

doesn¶t likes

Weakened



`You insert a coin in a coffee vending machine

̀press a certain button

`the machine will offer a cup of coffee

Here we learnt from past experience how to

cause the environment (the machine) to deliver

a cup of coffee



Observational learning also known as vicarious

learning, social learning, and modeling is a type of

learning that occurs as a function of observing,

retaining and replicating novel behavior executed by

others.

An observer¶s behavior can be affected by the

` Positive consequences : vicarious reinforcement

`

Negative consequences : vicarious punishment.



Learning by observation involves four separate processes:

` Attention : Observers cannot learn unless they pay attention

to what¶s happening around them

`

Retention: Observers must not only recognize the observed behavior but also remember it at some later time.

` Production : Observers must be physically and/intellectually

capable of producing the act.

` Motivation : Observers will perform the act only if they have

some motivation or reason to do so.



Model observer

Behavior Pay attention to

model remember

what model did

Practice model¶s

behavior

Motivated to

imitate model?Imitate

model¶s

behavior





Transfer of training refers to the effect that

knowledge or abilities acquired in one area have

no problem solving or knowledge acquisition in

other areas.

A cognitive psychologist might be

interested in how the semantic similarity of word

pairs in one list affects time to learn on a secondlist (the transfer task).



Cognitive process assumes that people are

conscious, active participation in how they learn.

Behavioral choice

Prior

learning

Perceived

consequences

Feedback



Transfer of training is based on the Theory of Transfer of learningThere are three types of Transfer of Training:

1 Positive TransferThis is when prior learning or training facilitates acquiring anew skill or reaching the solution to a new problem. In thissituation the individual performs better than he would havewithout the prior training.

2 Negative TransferThis is when prior learning or training hinders acquiring a newskill or reaching the solution to a new problem. In thissituation the individual performs worse that he would have hadhe not been exposed to the prior training.

3 Zero TransferIn this situation, past experience or training neither enhancesnor hinders acquiring a new skill or reaching the solution of anew problem.



Procedures ------------------- say how to perform and why

` update relevant policies and procedures before training begins

` use actual policy and procedural documents during training

R oles & Responsibilities ----------------- say what level of

performance is required

` clarify role responsibilities and update relevant role descriptions

` link learning outcomes to role descriptions

Aids on the job ------------------- extend the training room into the

workplace

` replicate training aids on the job

` encourage employees to use on-the-job aids



Coaching ---------------- overcomes individual barriers to skill

application` plan for and dedicate on-the-job coaching resources

` train coaches in how to coach effectively

Targets -------------- and measurement proves people are performing

`

agree and set measurable organizational and individual goals` link program learning outcomes to organizational and individual

goals

` translate goals into required on-the-job behaviors

Incentives ---------------- give a personal reason to perform

` modify incentives to reward goal achievement and expected behaviors

` provide employee feedback frequently and using a variety of

methods



Communication --------------- informs and involves all stakeholders

` communicate information to all appropriate levels in organization

` use a variety of communication mediums and styles

Engagement --------------- motivates participants to apply skills

` brief employees before training on purpose and application of

program

` managers and supervisors introduce training and attend sessions

` review learning after training and identify opportunities for skill

application` follow up regularly progress on skill application with employee

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