1. Chapter 3 – Perception and Learning Part 2: Learning Feb. 3, 2009

2. Learning Permanent change in behavior as result of experience Book focuses on 2 types of learning: –Operant conditioning –Observational learning

3. Reinforcement Pos reinforcement – a pleasant stimuli is presented  increases the behavior in the future –often used to train, motivate Neg reinforcement – an unpleasant stimuli is withdrawn  increases the behavior in the future Typical errors in using reinforcement – –1) –2) –3)

4. Reinforcement Schedules at Work Interval (Time-based) Ratio (Behavior- based) Fixed ScheduleFixed Interval Wk1 –Wk2 – Wk3 Steady paycheck Fixed Ratio 5 units, 10 units,15 units Paid after selling quota (stable) Variable Schedule Variable Interval 8 mos – 12 mos- 30 mos Promotion after varying amts. of time Variable Ratio 2 calls, 8 calls, 11 calls Salesperson w/pay after making sell (unstable)

5. Neg Reinforcement v Punishment Note the differences: Pos reinforcement – Introduce a pos consequence to increase or maintain a behavior Neg reinforcement – Remove a neg consequence to increase or maintain a behavior Punishment – Consequence decreases behavior BehaviorConsequenceBehaviorConsequence Customers served too slowly Boss criticizes Serve faster Boss stops criticizing ? What is it?

6. Punishment in Orgs Discipline used to manage problems such as absenteeism, theft Range of options Common practice to use progressive pun Most effective orgs use punishment how?

7. Punishment But why do supervisors not always punish inappropriate behavior? –1) –2) –3)

8. Observational Learning Explains how we learn behaviors that aren’t under a conditioning schedule Includes modeling another’s behavior & learning on-the-job To work, must involve: –1) –2) –3) –4)

9. Learning Application: Training Big business selling training programs but often not evaluated for effectiveness See book for principles of effective training (p. 120-121) –Participation, repetition, transfer of training, & feedback

10. Training Case Study Case study of Georgia Pacific – safety training What happened and how well did training work?

11. Salas & Cannon-Bowers (2004) Effective training includes emphasis on the training climate: –Create a supportive environment/climate for training –What was found? –Application: Set up appropriate pre-practice conditions – –How can this be done?

12. E-training In 2000, $2.2 billion spent for online training  in 2002, $11 billion Compared to traditional classroom training, what are benefits? –1) –2) –3) Any drawbacks of e-training?

13. Part 1 Ch 4: Personality and Abilities

14. Personality Unique and stable pattern of behaviors, thoughts, emotions Interactionist approach – behavior result of personality and situation –predominant view in org psych Most influence in weak situations –What are these? How is personality measured? –Objective – –Projective –

15. Controversy: Personality in Selection Rocky history in I/O Older view that personality measures… –1) –2) –3) I/O shifting to position that… –What kinds of measures can be useful? –May enhance fairness in selection?

16. Reliability/Validity Reliability issues – how is it defined here? Validity – Examples: Test of neuroticism given to me twice (test-retest) – get same score? Do 2-3 different tests give same assessment of my neuroticism? Does my neuroticism predict my perf?