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Unformatted text preview: 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 others 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. P. 1 Example: In Human (1) A person working at a computer terminal may get lower back tension (unconditioned response) as a result of poor posture (unconditioned stimulus)....
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This note was uploaded on 11/03/2011 for the course ECON 101 taught by Professor Wood during the Spring '07 term at University of California, Berkeley.
- Spring '07