Chapter 4 - Learning and perception. After reading this chapter, you should be able to answer the following questions: What is job satisfaction? What are values, and how do they affect job satisfaction? What specific facets do employees consider when evaluating their job satisfaction? Which job characteristics can create a sense of satisfaction with the work itself? How is job satisfaction affected by day-to-day events?. | organizational behavior in a global context Pages 129-166. KNOWLEDGE OBJECTIVES Describe the effects on learning of positive reinforcement, negative reinforcement, punishment, and extinction. Discuss continuous and intermittent schedules of reinforcement. Explain how principles of learning can be used to train newcomers as well as to modify the behavior of existing associates. Describe the conditions under which adults learn, in addition to rewards and punishments. Describe some specific methods that organizations use to train associates. Discuss learning from failure. Identify typical problems in accurately perceiving others and solutions to these problems. Explain the complexities of causal attributions and task perception. ? See page 129. LEARNING See page 133. OPERANT CONDITIONING Explanation for consequence-based learning. Assumes learning results from simple conditioning. Higher mental functioning is irrelevant. See page 134. SOCIAL LEARNING THEORY Explanation for . | organizational behavior in a global context Pages 129-166. KNOWLEDGE OBJECTIVES Describe the effects on learning of positive reinforcement, negative reinforcement, punishment, and extinction. Discuss continuous and intermittent schedules of reinforcement. Explain how principles of learning can be used to train newcomers as well as to modify the behavior of existing associates. Describe the conditions under which adults learn, in addition to rewards and punishments. Describe some specific methods that organizations use to train associates. Discuss learning from failure. Identify typical problems in accurately perceiving others and solutions to these problems. Explain the complexities of causal attributions and task perception. ? See page 129. LEARNING See page 133. OPERANT CONDITIONING Explanation for consequence-based learning. Assumes learning results from simple conditioning. Higher mental functioning is irrelevant. See page 134. SOCIAL LEARNING THEORY Explanation for consequence-based learning. Acknowledges the higher mental functioning of human beings. Recognizes the role such functioning can play in learning. See page 134. BASIC ELEMENTS OF LEARNING See page 134. CONTINGENCIES OF REINFORCEMENT The Situation Behavioral Response New Response to the Situation Positive consequences, or removal of negative ones, reinforces behavioral response Aversive consequences lead to avoidance of the same behavioral response, or to new responses to similar situations in the future Adapted from Exhibit 4-1: Effects of Reinforcing Consequences on Learning New Behaviors Consequences of the Behavior See page 135. REINFORCEMENT Positive Behavior followed by positive consequence. Increases likelihood behavior will be repeated. Negative Behavior followed by withdrawal of previously encountered negative consequence. Increases likelihood that behavior will be repeated. See page 135. PUNISHMENT Behavior followed by negative consequence. Reduces likelihood behavior will be repeated. See
