2. Meaning
and
Definition
Meaning
Learning is a term frequently used by a great number of people in a wide variety of
contexts. Learning can be defined as a relatively permanent change in behaviour or
potential behavior as a result of direct or indirect experience.
a. Learning is a change in behavior—better or worse.
b. It is a change that takes place through practice or experience, but changes due to
growth or maturation are not learning.
c. This change in behavior must be relatively permanent, and it must last a fairly long
time.
Definition
Learning is defined as “any relatively permanent change in behavior that occurs as a
result of practice and experience”. This definition has three important elements.
4. CLASSICAL
CONDITIONING -
BEHAVIORIST
THEORY
• “Classical conditioning can be defined as a process
in which a formerly neutral stimulus when paired
with an unconditional stimulus, becomes a
conditioned stimulus that illicit a conditioned
response.” (Luthans 1995)
• Classical conditioning states that an event repeated
several times results into desired response.
5. IVAN
PAVLOV’S
THEORY
EXPERIMENT CONDUCTED:
Dog as a subject.
• STAGE ONE: presented meat (unconditional
stimulus) to the dog. He noticed a great deal of
salivation (unconditional response).
• STAGE TWO : he only rang up the bell (neutral
stimulus), the dog had no salivation.
• STAGE THREE: accompanied the offering of meat
to the dog along with ringing up of bell.
• STAGE FOUR: After doing this several times,
Pavlov rang up only bell (without offering of meat to
the dog). This time the dog salivated to the ringing
up of bell alone
6.
7. CONCLUSION
• The dog has become classically conditioned to
salivate (response) to the sound of the bell
(stimulus). It will be seen that the learning can take
place amongst animals based on stimulus –
response (SR) connections. The study was
undoubtedly single most famous study ever
conducted in behavioral sciences. It was a major
break through and had a lasting impact on
understanding of learning.
8. OPERANT
CONDITIONIN
G
• Operant conditioning deals with Response—
Stimulus
(R-S) connection.
• concept originated by B.F. Skinner. states that
“most human behavior operates based on the
environment.”
• Learning depends on what happens after the
response –THE CONSEQUENCES
• The learning of voluntary behavior through the
effects of pleasant and unpleasant responses.
9.
10.
11. COGNITIVE THEORY
• Based on mental process by which learners take in, interpret, store
and retrieve information.
• This theory expresses the belief that learning involves gaining
knowledge and understanding it by absorbing information in the form
of principles, concepts and facts and then internalizing it.
• The knowledge and understanding of learners can been enriched and
internalized by exposing them to learning materials
• e.g. Case studies , projects, problem solving activities can also be
used for this purpose. Self – directed learning, personal development,
planning activities and discovery learning process with the help of
facilitator and mentors are underpinned by cognitive learning theory.
12. Edward Tolman
• The theory consists of relationship between
environmental (cognitive) cues and
expectations.
EXPERIMENT:
Subject was RAT
• He found that the rat could run through
critical path with particular intention of
getting food (goal/objective).
• This theory was later applied on human
resources where incentives were related to
higher performance.
13. SOCIAL LEARNING
• Social learning is also called
observational learning.
• Theory emphasizes learning through
observation of others.
• It is practiced in organizations by
observing various cultural, and social
practices.
• This phenomenon is distinctly visible in
defense services where cadets opt for
a particular regiment based on the
performance of their instructors (role
model).
14. Principles of Learning
• Principles of learning, also known as laws of learning, are
• Readiness
• Exercise
• Effect
• Primacy
• Recency
• Intensity
• Freedom
15. Learning organisation
• “Learning organization is the one that has developed the capacity to
continuously learn, adapt, and change”.
• Learning organisations:
• a. Learn from experience
• b. Adopt continuous development programmes
• c. Solve problems through systematic techniques
• d. Transfer knowledge throughout the organisation through formal
training programs.
