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Contingencies of Reinforcement*
Schedules of Reinforcement*
Nature of Learning
Classical Conditioning
Unconditioned
stimulus
(food)
Conditioned
stimulus
(metronome)
Reflex
response
(salivation)
BEHAVIORS
CONSEQUENCES
The Individual
works and
is paid.
is docked pay.
eats.
buys food.
Contingency of Reinforcement*
NO
Manager and
employee
set goal
Does employee
achieve goal?
YES
Antecedent
(precedes the
behavior)
Manager is silent or
reprimands employee
Employee
Task
Behavior
Manager compliments
employee for
accomplishment
Consequences Reinforcement
(result of the Contingent
behavior)
on Consequence
Categories of Reinforcers
Event is Removed
(best to use)
Pleasant
Event
Unpleasant
Event
Positive
reinforcement
(increases behavior)
Punishment
(decreases behavior)
(worst to use)
Omission
(decreases behavior)
Negative
reinforcement
(increases behavior)
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SUPPLEMENTAL BENEFITS
Company automobiles
Health insurance plans
Pension contributions
Vacation and sick leave
Recreation facilities
Child care support
Club privileges
Parental leave
SOCIAL/INTERPERSONAL REWARDS
Praise
Developmental feedback
Smiles, pats on the back, and
other nonverbal signals
Requests for suggestions
Invitations to coffee or lunch
Wall plaques
REWARDS FROM
THE TASK
Sense of achievement
Jobs with more responsibility
Job autonomy/self-direction
Performing important tasks
STATUS SYMBOLS
Corner offices
Offices with windows
Carpeting
Drapes
Paintings
Watches
Rings
Private restrooms
SELF-ADMINISTERED
REWARDS
Self-congratulation
Self-recognition
Self-praise
Self-development through
expanded knowledge/skills
Greater sense of self-worth
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Negative Reinforcement*
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Antecedent
Undesirable
employee
behavior
Punishment
by
manager
Short-term
But
decrease in leads to
frequency long-term
of
undesirable
employee
behavior
Aggressive,
disruptive
behavior
Apathetic,
noncreative
performance
Fear of
manager
Which tends
to reinforce
High turnover
and absenteeism
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Reducing trust
Stifling motivation
Undermining and/or destroying relationships
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Schedules of Reinforcement*
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INFLUENCE ON
PERFORMANCE
Fixed interval
Reward on fixed
time basis
Leads to average
and irregular
performance
Fixed ratio
Reward tied to
specific number of
responses
Moderately fast
Leads quickly to
extinction of
very high and
stable performance behavior
Variable interval
Leads to
moderately high
and stable
performance
Slow extinction of
behavior
Variable ratio
Very slow
extinction of
behavior
SCHEDULE
EFFECTS ON
BEHAVIOR
Fast extinction of
behavior
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Self-Efficacy
Self-Control
Vicarious Learning
Forethought
Symbolizing
Five Dimensions of
Social Learning Theory
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Explanation of the
Five Dimensions of Social Learning Theory
Self-Efficacy*
Definition: Refers to the individuals confidence in
their ability to perform a specific task in a specific
situation
Self-Efficacy at Work
HIGH
Past
Accomplishments
Performance
of Others
Emotional
State
Self-efficacy
Set goals
Preserve/practice
Creatively solve
problems
Visualize success
Learn from failure
LOW
Avoid difficult tasks
Think of excuses
for failing
Develop low
aspirations
Quit
Blame setbacks on
lack of ability or luck
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