LEARNING FOR SELF

MANAGEMENT & IMPROVEMENT

 LEARNING
 Acquisition of Knowledge and skills
through study practice and experience which
leads to permanent change in behavior of a
person.

Why Is Learning Important???

 Learning makes an impact on all the facets

of behaviors in the organization, it is possible
to mould the behavior of employees through
the process of learning.
 …Learning Theories…
Organization can put to use learning
theories to train their employees and polish
their skills.

Learning Theories have following

implications:::::::::::::::::::;

• Active participation of the employees in

the learning process, speeds up the
learning process.
• Repetition of concepts, procedures and practice
before the employees make assimilation easier.

• Employees pick up fast if essential skills are

provided.

• Learning is enhanced if employees get clear

feedback of their performance.

• Employees should be rewarded properly on their

performance.

• The Behavior that needs modifications must be

specified to the employees.
 BEHAVIORISTIC THEORIES
It is the oldest theory of learning principles like reward
system & behavioral management approach are derived
from these behaviorist theories.

Watson considered learning as the stimulus &

response.

B. F Skinner believed that learning occurs as a

consequence of behavior.
 CLASSICAL CONDITIONIN
The theory of classical conditioning grew out of
the famous experiments conducted on dogs by
the Russian psychologist IVAV PAVLOV.

OPERANT CONDITIONIN
 Operant conditioning or reinforcement theory
has been associated with the work of B. F
Skinner designed an apparatus called “Operant
Chamber”
 or “Skinner Box” to understand learned
behavior in animals. He used the ex. Of rats.

The skinner box has a lever, which when

pressed, drops a pellet of food.

Operant conditioning finds greater application

in human learning than classical conditioning.
 COGNITIVE THEORIES
EDWARD TOLMAN a pioneering theorist
in the field of cognitive learning consists of
a relationship between cognitive
environmental cues & expectation.

He tested this theory by conducting

controlled experiments on white rats.
SOCIAL LEARNING THEORIES
Social learning theory blends both
behaviorist & cognitive concepts, it is more
of a behavioral theory.

 Since it depends heavily on the concepts

of classical & operant conditioning.

This theory assumes that learning can take

place through modeling processes & self
control processes.
 MODELLING PROCESSES
Observational learning is the essential
component of modeling processes.

According to N. E. Miller and J. C. Dollard

learning need not result always from S-R or
R-S connections.
 Operational definition Positive &
Negative
Reinforcement & Punishment
Consequence Reward
(Something
(Something aversive and
Contingent desirable) undesirable)

POSITIVE PUNISHEMENT
REINFORCEMENT
Application Behavior decreases
Behavior increases

PUNISHMENT NEGATIVE
REINFORCEMENT
Withdrawal
Behavior Behavior increases
decreases
Definition has many implications
for making learning more
effective
The first step in learning is the acquiring of
new input in terms of knowledge and
understanding, some physical activity, or a
new behavior.
The next step is the assimilation of the new
input.
It should not only be acquired quickly but
should be retained for a length of time.
Learning is not a process of collection of
various inputs alone.
 LEARNING ASPECTS
Quality of personal involvement

Self-Initiated

Pervasive

Evaluated by learner

Easy when it is relevant

Perception multiply learning

 THE LEARNING CYCLE
Kolb (1976)has proposed the cycle of
experiential learning in adults.
The cycle has four parts

Experiencin
g

Processin
Applying g

Generalizin
g
 LEARNING PROCESS
ELEMENTS
Training / Teaching Organization

 Technology of Training / Teaching

 The Trainer / Teacher

 The learner
 TRAINING / TEACHING
ORGANISATION

Training / Teaching Group (System)

 Group – Culture & dynamic

 Object – To maximization of motivation for

learning by crating the culture & climate for
conducive of learning
 TECHNOLOGY OF TRAINING
AND TEACHING
 Mechanics of leaching / learning

 Objects – system to help assimilation &

stabilization of learning through practice &
application
 THE TRAINER / TEACHER
 Atomist position in the cycle of leaning
process

Trainer / Teacher made impact though his &

her behavior, values & competence.

 The way the trainer / teacher influences the

learner may determine the effectiveness of
learning to great extent
 THE LEARNER
 Most essential factor in the process of
learning

 Lerner have to make use of other systems

Lerner main function is development &

effective use of process.
Learner Situation & learner’s
needs
Situation Need
Basic / Primary Structure + Direction
Learning +External Reinforcement
Interaction +Practice
Secondary Learning
+Inquiry +observation
collective +participation +
Esteem
Applied & advanced
Internal Awareness+
Learning Experimentation + Non –
Judgmental support +time+
Esteem
 LEARNING ENVIRONMENT
Organizational culture

 Non threatening Climate

 Challenging in learning
 THE MECHANICS OF LEARNING

Feedback

Practice

Programmed instructions

Face-to-face group
 Known by Self Unknown by
Self
1 2
Know
Open /
n by Blind

Solicitation
Free

Feedback
Other Area
Area
s
Self Shared Other’s
Disclosure Discove Observation
Unkn
ry
own
Self Discover
Hidden Unknow
by Area n Area
Other
s 3 4
 THE LEARNING PROCESS
Discovery

Experimentation

Auto Design System

Conditions for learning and role of the

trainer
 CONDITIONS FOR LEARNING
AND THE ROLE OF TRAINER
CONDITIONS FOR
LEARNING ROLE OF THE TRAINER

The need to learn Helps trainee in

identifying
problems faced due
to lack of knowledge
Physical and Provides physical
psychological conditions and also
environment which accept the trainee
as a person of worth
are comfortable and respect his / her
feeling
Ownership of Share his own feelings
program and involve himself as a
co-learner
Active participation Helps the trainees in
organizing themselves
and to share
responsibility
Learning through
Helps the trainee to use
experience
their experiences in
learning and to
experimentation with
Sense of progress new learning
Helps trainees in
measuring progress and
self evaluation
"Anyone who stops learning
is old, whether at twenty or
eighty. Anyone who keeps
learning stays young. The
greatest thing in life is to
keep your mind young." 

--
Henry Ford
THANK YOU