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Ch.6 - Chapter 6 Learning and Performance Management...

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Chapter 6 Learning and Performance Management Learning Points: 1. People in organizations learn from the consequences of their actions. Therefore, managers must exercise care in applying positive and negative consequences to ensure that they are connected to the behaviors the managers intend to reward or punish. 2. Managers can use rewards as one of the most powerful positive consequences for shaping employee behavior. 3. Goal-setting activities may be valuable to managers in bringing out the best performance from employees. 4. When employees set specific, rather than general, goals for the future, their performance is more likely to improve. I. Learning : It is a change in behavior acquired through experience. Observation of other people and the modeling of other’s behavior are examples of learning. Learning helps guide and direct motivated behavior. P.172-176 A. Classical Conditioning: Modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response. Example: In Animal Stage 1 Stimulus: A Plate of Food Response: Dog salivates * No learning – an automatic and ‘natural’ reaction – an unconditioned response Stage 2 Stimulus: A Plate of Food + the sound of a bell Response: Dog salivates * Learning takes place, this dog can associate the bell with the food. Stage 3 Stimulus: The sound of a bell, but missing a Plate of Food Response: Dog salivates * Learning has taken place already, the dog has been conditioned to respond to the sound of the bell.
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