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Learning, Perception, and Attribution

This document discusses learning, perception, and attribution. It covers several key points: 1) Learning is a relatively permanent change in behavior through practice or experience. Modeling and shaping are two ways learning occurs. Cognitive learning assumes learning is complex and includes informal learning. 2) A learner's orientation, whether mastery or performance, influences cognitive learning. Informal learning includes practical and interpersonal skills. E-learning uses web-based training. 3) Perception deals with how people interpret the world. Perceptual distortions can occur due to emotions, mental processes like stereotyping, and external/internal factors in selective screening. 4) Attribution errors include the fundamental attribution error and self-serving

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58 views19 pages

Learning, Perception, and Attribution

This document discusses learning, perception, and attribution. It covers several key points: 1) Learning is a relatively permanent change in behavior through practice or experience. Modeling and shaping are two ways learning occurs. Cognitive learning assumes learning is complex and includes informal learning. 2) A learner's orientation, whether mastery or performance, influences cognitive learning. Informal learning includes practical and interpersonal skills. E-learning uses web-based training. 3) Perception deals with how people interpret the world. Perceptual distortions can occur due to emotions, mental processes like stereotyping, and external/internal factors in selective screening. 4) Attribution errors include the fundamental attribution error and self-serving

Uploaded by

Piyush_Ranjan__6414
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Learning, Perception, and

Attribution
 Learning is a relatively permanent change in
behavior based on practice or experience.
Unless learning takes place, few employees
would be able to perform their jobs
satisfactorily.
• Modeling and Shaping
a. Modeling occurs through imitating someone.
b. Shaping occurs through rewarding small steps.
• Cognitive Learning
a. Assumes that learning is complicated including motivation
and hunches.
b. Informal learning—organization does not determine or
design the learning process.
 The learner’s orientation influences the
amount of cognitive learning. A mastery
orientation relates to a dedication to
increasing one’s competence on a task.

 With performance orientation, learners focus


on how well they perform on a task and
making comparisons with others.
 Informal learning includes practical,
intrapersonal, interpersonal skills, and
cultural awareness.
 E-Learning is a Web-based form of
computer-based training.
a. Used widely when learners are
geographically dispersed
b. Cognitive process of self-motivation and
self-discipline are needed.
 People learn best in different ways, such
as through studying versus doing
 Visual, Auditory, and Kinesthetic Styles
1. Visual learners learn best by seeing.
2. Auditory learners rely on hearing.
3. Kinesthetic learners learn best by touching
and moving
4. Most learners combine the three styles to
some degree.
Learning styles have also been divided into
four orientations based on four stages of the
learning cycle:
concrete experienceobservations and
reflectionsformation of abstractions and
generalizationshypotheses to be tested,
leading to new experiences. The four learning
orientations stemming from the cycle are:
1. An orientation toward concrete experiences
that emphasizes being involved in experiences and
dealing with human interactions in a personal way.

2. An orientation toward reflective observation


that emphasizes understanding meanings.

3. An orientation toward abstract


conceptualization that emphasizes applying logic,
ideas, and concepts.

4. An orientation toward testing implications of


concepts in new situations that emphasizes actively
influencing people and changing situations.
 People with high mental ability and the ability
to concentrate learn better.
 In one study, air traffic controllers who

acquired more skills, scored higher on (a)


cognitive ability test, and (b) warmth factor—
warm, outgoing, attentive to others,
cooperative, generous, and trusting.
 Perception deals with the various ways in
which people interpret things in the outside
world and how they act on the basis of these
perceptions.

Much phenomena is interpreted in terms of


how we perceive it, rather than what it really
is.
Contributors to Perceptual Distortions

Emotionally Charged Stimulus

Person as Mental Processes Perceptual


Receiver Distortion
Denial
Stereotyping
Halo effect
Projection
Selective Perception
External Factors in
Selective Screening

Size
Intensity

Novelty and
familiarity Contrast
Selective
Screening
Repetition
Motion

Chapter 3: PowerPoint 3.4


Internal Factors in
Selective Screening

Personality

Selective
Learning
Motivation Screening
 Perceptual
set

Chapter 3: PowerPoint 3.5


 Perceptual problems are most likely
encountered when the stimulus or cue to be
perceived affects the emotional status of the
perceiver. The perception of a stimulus or
event depends on the emotions, needs,
attitudes, and motives of a person.
 The general purpose of these perceptual
shortcuts is usually to make the reality less
painful or disturbing. As such, these mental
processes are types of defensive behavior.
 Denial. We block out the existence of painful sensory
information.

 Stereotyping. We lessen discomfort when we encounter a


person who does not fit a stereotype by looking for behavior
that conforms to the stereotype.

 Halo effect. People may color everything that they know


about a person because of one recognizable favorable or
unfavorable characteristic.

 Projection. We project out own faults on to others instead


of making an objective appraisal of the situation.

 Selective perception. People use this mechanism when


they draw an unjustified conclusion from an unclear situation.
(They perceive what they want to.)
 Two common attribution errors are (a) the fundamental
attribution error, and (b) self-serving bias.

The fundamental attribution error is the tendency to attribute


behavior to internal causes when focusing on someone else’s
behavior

The self-serving bias is the general tendency to attribute


one’s achievements to good inner qualities, while attributing
failure to adverse factors within the environment.
 People attribute causes based on three dimensions:
consensus (did others do it?); consistency (stable
performance?); and distinctiveness (unusual for the person?)
 People attribute behavior to external causes
when they perceive high consensus, low
consistency, and high distinctiveness.
 People attribute behavior to internal causes

when they perceive low consensus, high


consistency, and low distinctiveness.
 Blame is natural when harmful events take

place, but can block problem solving.


Attributions of Internal and
External Causes of Behavior

Consistency is high
Attribution of
Distinctiveness is high
external causes
Consensus is high

Consistency is high
Attribution of
Distinctiveness is low
internal causes
Consensus is low

Attribution of either
Consistency is low external or internal
causes
Chapter 3: PowerPoint 3.10

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