Learning & ReinforcementLearning & Reinforcement
HRMOB 570HRMOB 570
Theories of LearningTheories of Learning
• Classical conditioningClassical conditioning
• Reinforcement TheoryReinforcement Theory
• Social Cognitive (aka Social Learning) Social Cognitive (aka Social Learning) TheoryTheory
Reinforcement TheoryReinforcement Theory
• Definition: a consequence that increases Definition: a consequence that increases likelihood of responselikelihood of response
– positive: application of pleasantpositive: application of pleasant
– negative: removal of aversivenegative: removal of aversive
• Types of reinforcers:Types of reinforcers:
– PositivePositive
– AversiveAversive
Types of ReinforcementTypes of Reinforcement
Reward
Aversive
Apply Withdraw
Schedules of ReinforcementSchedules of Reinforcement
• ContinuousContinuous
• Intermittent:Intermittent:
– IntervalInterval
• FixedFixed
• VariableVariable
– RatioRatio
• FixedFixed
• VariableVariable
Behavior ModificationBehavior Modification• Identify behaviors that are CLEARLY related to performanceIdentify behaviors that are CLEARLY related to performance
• Measure natural occurrence of behavior across timeMeasure natural occurrence of behavior across time
• Identify events that precipitate the behavior as well as the Identify events that precipitate the behavior as well as the consequences of the behaviorconsequences of the behavior
• Develop an intervention strategy:Develop an intervention strategy:
– Pick reinforcer(s)Pick reinforcer(s)
– Decide on a schedule of reinforcementDecide on a schedule of reinforcement
– Implement scheduleImplement schedule
– Chart behavior change over timeChart behavior change over time
– Revise strategy if necessaryRevise strategy if necessary
• Assess behavioral changeAssess behavioral change
Maximizing the EffectivenessMaximizing the Effectiveness of Reinforcement of Reinforcement• More likely to work when:More likely to work when:
– Rewards are valued (give CHOICE!)Rewards are valued (give CHOICE!)
– Regular feedback on performanceRegular feedback on performance
– Reward closely follows desired behaviorReward closely follows desired behavior
– Person knows what is expected and how they will be rewardedPerson knows what is expected and how they will be rewarded
– Rewards are administered fairly and consistentlyRewards are administered fairly and consistently
• Common Problems:Common Problems:– Reinforcement not immediateReinforcement not immediate
– Reinforcement is non-contingentReinforcement is non-contingent
– Reward is not powerful enoughReward is not powerful enough
– Inconsistent distributionInconsistent distribution
Some Guidelines Regarding Some Guidelines Regarding PunishmentPunishment
• ““Hot Stove” ruleHot Stove” rule
– SwiftSwift
– Relatively intenseRelatively intense
– ImpersonalImpersonal
– Focus is on behaviorFocus is on behavior
– ConsistentConsistent
– Describe alternative acceptable behaviorDescribe alternative acceptable behavior
Social Cognitive TheorySocial Cognitive Theory
• Vicarious learningVicarious learning
• Performance is the result of:Performance is the result of:
– GoalsGoals
– self-efficacyself-efficacy
– emotional reactionsemotional reactions
Learning StylesLearning Styles
• Concrete Experiencing (thinking) Concrete Experiencing (thinking)
• Reflective Observation (watching)Reflective Observation (watching)
• Abstract Conceptualizing (thinking)Abstract Conceptualizing (thinking)
• Active Experimentation (doing)Active Experimentation (doing)
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