Notes on Learning in Organisation behavior (Notes for BBA/B.com Students)Yamini Kahaliya
this document contains notes on Leaning in organisation behavior
Learning can be defined as the permanent change in behavior due to direct and indirect experience.
it covers following points :-
1. Meaning
2. Nature of Learning
3. Factors Affecting Learning
4. How Learning Occurs?
5. Learning & Organizational Behavior
Notes on Learning in Organisation behavior (Notes for BBA/B.com Students)Yamini Kahaliya
this document contains notes on Leaning in organisation behavior
Learning can be defined as the permanent change in behavior due to direct and indirect experience.
it covers following points :-
1. Meaning
2. Nature of Learning
3. Factors Affecting Learning
4. How Learning Occurs?
5. Learning & Organizational Behavior
Formation of Attitude, How it is Changed and Rule of PrejudiceEHSAN KHAN
Let's quickly define the word attitude. An attitude is the value a person assigns to something or someone. How do you feel about the current president of the United States? What do you think about classical music? These questions will reveal your level of value towards these things, or, your attitude about the president or classical music.
this presentation is on Perception- individual behavior
it covers following points :-
Introduction of Perception
Nature of Perception
Process of Perception
Importance of Perception
Factors Influencing Perception
Formation of Attitude, How it is Changed and Rule of PrejudiceEHSAN KHAN
Let's quickly define the word attitude. An attitude is the value a person assigns to something or someone. How do you feel about the current president of the United States? What do you think about classical music? These questions will reveal your level of value towards these things, or, your attitude about the president or classical music.
this presentation is on Perception- individual behavior
it covers following points :-
Introduction of Perception
Nature of Perception
Process of Perception
Importance of Perception
Factors Influencing Perception
This slides are related to the Perception and Learning Concepts relating to the understanding, prediction and control of behaviour of an individual in and organization.
Perception and Learning in Organization BehaviorShambhavi Sharma
The slides are related to concept and description related to the perception and learning in an organization. I composes the theory of learning in depth knowledge of organizational behavior.
Perception is important for understanding individual differences because how people perceived a situation determines how people behave. Perception is part of that personal dimension that makes people see situations differently as well as shapes their attitude in terms of their work environment. This lesson seeks to help students:
1. describe the major elements of the perceptual process;
2. identify the main factors that influence what individual perceive; and
3. Identify factors that determine how one person perceives another.
Running head LEARNING AND COGNITION 1LEARNING AND COGNITION9.docxcowinhelen
Running head: LEARNING AND COGNITION 1
LEARNING AND COGNITION 9
Learning and Cognition
Lana Eliot
Psychology 620
Professor Jackson
November 30, 2017
Learning and cognition are two words which are seen to be similar since both need each other for the processes to work. Learning is acquiring knowledge from one’s experience, from what is taught or through studying while cognition one acquires knowledge and understanding thorough senses, experience and from one’s thoughts. So basically, these two relate in that cognition process requires learning and for learning to take place cognition must be involved. All learning happens through interactions with one’s surrounding and it’s a dynamic process with regards to an organism’s life span.
Operant conditioning
Operant conditioning is a mode of learning through which reinforcers stimulus are involved following one’s action. It focuses on the cause of action and consequences afterwards, in attempt of understanding behavior. Operant conditioning can be used to modify behavioral patterns of children, adults as well as pets. It is based on the fact that when a response is followed by a good state of affairs, learning is fortified (Martin & Pear, 2015). It involves use of both positive and negative reinforcement.
Positive reinforcement is used to increase a desirable behavior of people. It includes praising someone, treats and giving out prices. For instance, when you give a child a reward for having good grades in the examination, he or she will always work hard to have even better grades next time so that he or she can have the reward. For this to work, one should give a reward which the person likes. If you give a reward which the person you’re giving to does not like, then it will have no impact to him or her. Negative reinforcement involves undermining undesirable behaviors by removing an unpleasant reinforcer. This can be done by introducing some form of paying fines in places where you’ve gone wrong or when not doing as expected.
Another way is by use of positive and negative punishment. Punishment is usually used in cases where an increase in undesirable behaviors tends to decreases behavior. Positive punishment involves putting consequences in place in order to weaken the undesirable behavior. An example of a positive punishment is by grounding a child for misbehaving. This will alter the child’s behavior in that he or she will not misbehave due to fear of being grounded. Negative punishment involves removal of favorable outcomes after an occurrence of undesirable behavior (Mason, 2017). In adult situation, if a person is employed and doesn’t satisfy his employer’s demands on a particular day, the employer may decide not to pay the person payment for that particular day. This will make other employees work to well to avoid not being paid and will also have an impact on the one not paid.
Punishment as a method of decreasing undesirable behavior has some challenges: it may increase ...
Basic psychological process, Perception, Factors influencing perception, Characteristics of Perceiver, Attribution theory, Specific applications in organizations, Learning, Theories of learning, using learning concepts for self-management, implications for performance and satisfaction, Remembering, Basic motivational concepts, Theories of motivation, Implications for performance and satisfaction, Operant Conditioning Theory, Cognitive Learning Theory, Social Learning Theory, Types of Memory, Maslow’s Hierarchy of Needs, Herzberg’s Motivation Hygiene Theory, Two factor theory, Alderfer’s ERG Theory, McClelland’s Need Theory, Theory X and Process Theories of Motivation, Equity Theory, Expectancy theory, Porter And Lawler Model Of Motivation,Calicut university OB
Sustainable development – meaning, social, economic and
environmental dimensions, principles of sustainable
development. Environment management systems – meaning,
scope, objectives, planning and implementation; ISO 14000;
environmental audit; 4Rs; environmental labeling. World
Business Council for Sustainable Development. Millennium
Development Goals and Sustainable
Development Goals – the role of and implications for business
Acts and Laws (objectives and key provisions):
1. The Industrial Disputes Act, 1947
2. The Industrial Employment (Standing Orders) Act, 1946
3. The Maternity Benefit Act, 1961
4. The Payment of Bonus Act, 1965
5. The Payment of Gratuity Act, 1972
6. The Payment of Wages Act, 1936
7. The Trade Unions Act, 1926
8. The Employees Provident Fund and Miscellaneous
Provisions Act, 1952
9. The Employees Compensation Act, 1923
10. The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013
Concept of Social Justice, Working conditions in Organised and
Unorganised sectors; Origin and growth of concept of Labour
Welfare; Scope of Labour Welfare within and outside Factory
premises; Theories of Labour Welfare; Role of Government,
employers and worker trade union vis-a-vis Labour Welfare; Role of Labour Welfare Officer.
Individual and Group-group and intergroup dynamics; managing group in an organization- intragroup behavior and intergroup behavior; self-change- resistance to change- nature of the change-transactional analysis
Reference of industrial disputes for settlement - Settlement
machinery for Industrial Disputes, Conciliation Officer, Board of
Conciliation, Court of Enquiry, Labour Court, Industrial Tribunal
and National Tribunal and Arbitration, their composition, powers,
and duties,
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
principles of reinforcement and Motivation- Types of motivation-Theories of motivation-Requirements of sound motivation-methods of motivating people in the organization; job satisfaction and working environment, work design
Psychology as a science- area of applications – the study of
individual & individual differences-study of behavior stimulus
response behavior heredity and environment
human mind attitude- personality
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
3. Perception refers to the way sensory information is organized,
interpreted, and consciously experienced.
.
Muller-Lyer illusion
The lines appear to be different lengths, but they are actually the same length.
4. Perception involves both bottom-up and top-down processing
Bottom-up processing refers to the fact that perceptions are built
from sensory input.
On the other hand, how we interpret those sensations is influenced
by our available knowledge, our experiences, and our thoughts.
This is called top-down processing.
5.
6.
7. Steps in the Perceptual Process
The Environmental Stimulus
The Attended Stimulus
The Image on the Retina
Transduction
Neural Processing
Perception
Recognition
Action
8.
9. Application of Perception
Employment Interview: A major input into who is hired
and who is rejected in any organization is the employment
interview. The employment interview is an important input into
the hiring decision and a manager must recognize that perceptual
factors influence who is hired. Therefore, eventually the quality
of an organization's Labour force depends on the perception of
the interviewers.
10. Performance Evaluation:
The performance appraisal represents an assessment of an
employee's work.
What the evaluator perceives to be "good" or "bad" employee
characteristics will, significantly influences the appraisal
outcome.
An employee's future is closely tied to his or her appraisal :
promotions, pay raises and continuation of employment are
among the most obvious outcomes.
11. Performance Expectations:
A manager's expectations of an individual affect both the
manager's behaviour towards the individual and the individual's
response.
An impressive amount of evidence demonstrates that people will
attempt to validate their perceptions of reality, even when these
perceptions are faulty.
12. Employee Loyalty:
Another important judgment that managers make about
employees is whether they are loyal to the organization. Few
organizations appreciate employees, especially those in the
managerial ranks openly disparaging the firm.
14. Classical Conditioning
When we think of the classical conditioning, the first name that
comes to our mind is Ivan Pavlov, the Russian psychologist.
15. Classical Conditioning
Classical conditioning is a type of conditioning in which an
individual responds to some stimulus that would not ordinarily
produce such as response.
It is the process of learning to associate a particular thing in our
environment with a prediction of what will happen next.
Classical conditioning, the association of such an event with
another desired event resulting in a behavior, is one of the easiest
to understand processes of learning.
17. Operant conditioning
Actually, operant conditioning argues that one’s behavior will
depend on different situations. People will repeatedly behave in a
specific way from where they will get benefits.
On the other hand, they will try to avoid a behavior from where
they will get nothing. Skinner argued that creating pleasing
consequences to specific forms of behavior would increase the
frequency of that behavior.
19. Cognitive Theory
Cognition refers to an individual’s thoughts, knowledge of
interpretations, understandings, or ideas about himself, and his
environment. This is a process of learning through active and
constructive thought processes, such as a practice or using our
memory.
One example might be that you were taught how to tell time by
looking at a clock. Someone taught you the meaning of the big
hand and little hand, and you might have had to practice telling
time when you were first learning it.
21. Social Learning Theory
The social learning theory also called observational learning,
stresses upon the ability of an” individual to learn by observing
what happens to other people and just by being told about
something.
One can learn things by observing models, parents, teachers,
peers, motion pictures, TV artists, bosses, and others. Many
patterns of behavior are learned by watching the behaviors of
others and observing its consequences for them.
22.
23. The components of learning process are:
Drive
Cue stimuli
Response
Reinforcement and
Retention.
24.
25. Drive: Learning frequently occurs in the presence of drive –
any strong stimulus that impels action.
Drives are basically of two types -primary (or physiological); and
secondary (or psychological). These two categories of drives
often interact with each other. Individuals operate under many
drives at the same time.
To predict a behavior, it is necessary to establish which drives are
stimulating the most.
26. Cue Stimuli: Cue stimuli are those factors that exist in the
environment as perceived by the individual. The idea is to
discover the conditions under which stimulus will increase the
probability of eliciting a specific response. There may be two
types of stimuli with respect to their results in terms of response
concerned: stimulus generalization and stimulus discrimination.
27. Responses: The stimulus results in responses. Responses may be
in the physical form or may be in terms of attitudes, familiarity,
perception or other complex phenomena.
When the supervisor discriminates between the worker producing
low quality products and the worker producing high quality
products, and positively responds only to the quality conscious
worker.
28. Reinforcement: Reinforcement is a fundamental condition of
learning. Without reinforcement, no measurable modification of
behavior takes place.
Reinforcement may be defined as the environmental event’s
affecting the probability of occurrence of responses with which
they are associated.
29. Retention: The stability of learned behavior over time is defined
as retention and its contrary is known as forgetting. Some of the
learning is retained over a period of time while others may be
forgotten.
31. Reinforcement is the process by which certain types of behaviors are
strengthened. It is the attempt to develop or strengthen desirable behaviour by
either bestowing positive consequences or with holding negative
consequences. Thus, a "reinforcer" is any stimulus that causes certain
behaviour to be repeated or inhibited. By introducing some rein forcers, the
organizations can maintain or increase the probability of such behavior's as
quality oriented performance, decision-making, high level of attendance and
punctuality and so on. There are four basic reinforcement strategies:
Positive reinforcement
Negative reinforcement
Extinction
Punishment
32.
33.
34. Positive Reinforcement
A positive reinforcement is a reward for a desired behaviour. The
reward should be sufficiently powerful and durable so that it
increases the probability of occurrence of desirable behaviour.
Positive reinforcement results from the application of a positive
consequence following a desirable behaviour.
For example
Bonuses paid at the end of a successful business year
Employees will work hard for a raise or a promotion
Salesmen will increase their efforts to get rewards and bonuses
Students will study to get good grades
35.
36. Negative Reinforcers: Negative reinforcement also known as
"escape conditioning" or "avoidance learning" it is also a method
of strengthening desired behaviour. Negative reinforcement
results from with holding a threatened negative consequence
when a desired behaviour occurs.
For example students study hard, write term papers and do their
homework on time to avoid the consequences of failure in the
examination.
37.
38. Extinction (with holding Reinforcers) –
We have seen that responses followed by reinforces tend to be
repeated and that responses no longer followed by reinforces will
occur less and less frequently and eventually die out. In humans,
extinction can lead to frustration or even rage. Consider a child
having a temper tantrum. If whining and loud demands do not
bring the reinforcer, the child may progress to kicking and
screaming. It is what we expect and don't get that makes us angry.
39. Punishment
Punishment is the opposite of reinforcement. Punishment tends to
lower the probability of a response by following it with an
aversive or unpleasant consequence. And punishment can be
accomplished either adding an unpleasant stimulus or removing a
pleasant stimulus.