Provide opportunities for cross cultural learning Focus on relationship

Provide opportunities for cross cultural learning

This preview shows page 9 - 11 out of 18 pages.

Provide opportunities for cross-cultural learningFocus on relationship buildingCreate common goals Note that information sharing/decision power differs by cultureoSome believe decisions should be made at topOB CH 4LearningA process through which individuals change their behavior as a result of experienceOperant ConditioningBehavior is a function of consequencesNo cognitionLaw of Effect (Thorndike): the likelihood of making a particular response in a given situation is determined by the consequences or effects of that responseConditions of ReinforcementoThe situationoThe behavioral responseoThe consequences of the responsePositive reinforcementoDesired behavior provide positive stimuli behavior reoccursNegative reinforcementoDesired behavior removal of aversive stimuli behavior reoccursPunishmentoUndesired behavior provide aversive stimuli behavior stopsExtinctionoUndesired behavior removal of positive stimuli behavior stops Hot Stove Rules of PunishmentMake sure you give employees a chance to explain a voice in the processoImmediacyoAdvance warningoConsistencyoImpersonal natureIntermittent Schedules of ReinforcementFixed interval: reinforcement available only after a fixed period of time passing after since the previous reinforcementVariable interval: reinforcement available after variable period of timeoCan produce consistently high rate of desired behavior because no one knows when next reinforcement will occur
Background image
Fixed ratio: reinforcer is introduced after desired behavior has occurred a fixed number of timesoCan be high rate of desired behavior at first, followed by it not occurring immediately after reinforcement occurs Variable ratio: reinforcement is introduced after the desired behavior has occurred a variable number of timesoMost effective, and makes extinction less likelySocial Learning TheoryoAlbert BanduraoPeople also learn by anticipating consequences of their behavior and by modeling othersoLearning occurs through mental processing of informationoConsequences as well as cognition are importantoSymbolic antecedentsoForethoughtoModelingoImportance of self-efficacyKey Elements in LearningIdentify behaviors to changeAnalyze reinforcement situationReinforce desired behavior, remove reinforcements for undesired behaviorProvide feedbackMeasure progress Learning PracticesVerbal infoCognitive skillsAttitudesMotor skillsImportant Conditions for LearningEmployees need to:oUse their own experience as a basis for learningoHave opportunities to practiceoGet feedbackoInteract with othersoKnow why they are learning somethingoTo have both extrinsic and intrinsic motivatorsSome OB Applications of Learning and Attribution Principles Performance appraisalInterviewingProblem detectionDecision makingLeadershipPerception is…Sensing stimuli
Background image
Image of page 11

You've reached the end of your free preview.

Want to read all 18 pages?

  • Spring '13
  • Burke
  • Performance Management, Organizational studies and human resource management, Organizational citizenship behavior

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture