learning

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Psychologists in general define Learning as relatively permanent behavioral

modifications which take place as a result of experience.

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 Classical Conditioning
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learning process creates a conditioned response through associations between

an unconditioned stimulus and a neutral stimulus.

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Sure, Pavlov's dog experiment is a classic example of classical conditioning. In

his experiment, Pavlov would ring a bell (neutral stimulus) every time he fed
the dogs. Eventually, the dogs began to associate the bell with the food and
would salivate (response) at the sound of the bell alone, even when no food
was present. This demonstrated how a neutral stimulus could become a
conditioned stimulus, eliciting a response through repeated association with
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 Classical conditioning
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 Principles of Classical Conditioning in Psychology
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 Acquisition
 Extinction
 Spontaneous Recovery
 Generalization - John B. Watson's famous Little Albert Experiment
 Discrimination
Acquisition: The initial learning of a new behavior or skill through repeated
exposure or reinforcement.
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previously learned behavior when reinforcement is no longer provided.
Spontaneous Recovery: The reappearance of a previously extinguished
behavior after a period of time without reinforcement.
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Discrimination: The ability to differentiate between similar stimuli and
respond differently to each.
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Classical conditioning can also have applications in business and marketing. For
example, it can be used to help people form favorable attitudes toward products,
businesses, or brands.

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 Operant conditioning

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Operant conditioning, sometimes referred to as instrumental conditioning, is a
method of learning that employs rewards and punishments for behavior. Through
operant conditioning, an association is made between a behavior and a
consequence (whether negative or positive) for that behavior.

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REWARD AND PUNISHMENT
POSITIVE REWARD
NEGATIVE REWARD
POSTIVE PUNISHMENT
NEGATIVE PUNISHMENT
Positive reinforcement: This is when a pleasant stimulus is added after a behavior,
making the behavior more likely to occur again in the future. For example, a child may
receive a sticker for good grades, making them more likely to study hard in the future.
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person may turn off a loud alarm clock by hitting the snooze button, making them more
likely to hit the snooze button in the future.
Positive punishment: This is when an unpleasant stimulus is added after a behavior,
making the behavior less likely to occur again in the future. For example, a child may be
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Group Negative punishment: This is when a pleasant stimulus is removed after a behavior,
making the behavior less likely to occur again in the future. For example, a teenager may
be grounded for staying out past curfew, making them less likely to stay out past curfew
in the future.
 Operant Conditioning Reinforcement Schedules
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Fixed-ratio schedules
Variable-ratio schedules
Fixed-interval schedules
Variable-interval schedules
Fixed-ratio schedules: Reinforcement is delivered after a specific number of
responses.
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Variable-ratio schedules: Reinforcement is delivered after an unpredictable
number of responses.
Fixed-interval schedules: Reinforcement is delivered for the first response after a
fixed time interval.
Variable-interval schedules: Reinforcement is delivered for the first response
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•Fixed-ratio schedules: A reward is given only after a specific number of

responses are made.
•Variable-ratio schedules: A reward is given after an unpredictable
number of responses are made.
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•Fixed-interval schedules: A reward is given only after a specific
amount of time has passed.
•Variable-interval schedules: A reward is given after an unpredictable
amount of time has passed.

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 Observational Learning
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Observational learning involves acquiring skills or new or changed

behaviors through watching the behavior of others.

Albert Bandura was one of the first to recognize the phenomenon of

observational learning (Bandura, 1985).

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The Bobo Doll Experiment

Bandura (1985) and his researchers showed children a video where a model would act aggressively
toward an inflatable doll by hitting, punching, kicking, and verbally assaulting the doll
Training and Development Programs: Companies often implement structured training and
development programs to facilitate employee learning. These programs may include on-the-job training,
workshops, seminars, online courses, or mentoring opportunities to enhance employees' skills,
knowledge, and abilities.
Skill Acquisition: Employees continuously learn new skills or refine existing ones to adapt to changing
job requirements and industry trends. Employers can support skill acquisition through job rotations,
Reaccredited by cross-training, and providing access to resources such as books, videos, or online courses
NAAC with A+ .Performance Feedback: Providing constructive feedback is crucial for employee learning and
development. Regular performance evaluations help employees understand their strengths and areas for
improvement, enabling them to adjust their behaviors and performance accordingly.
Knowledge Sharing: Encouraging a culture of knowledge sharing promotes continuous learning
within an organization. Platforms such as team meetings, collaborative tools, and internal social
networks facilitate the exchange of ideas, best practices, and lessons learned among employees.
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Group workplace. Encouraging employees to experiment, take calculated risks, and learn from failures fosters a
culture of innovation and continuous improvement.
Change Management: Learning is critical for navigating organizational changes such as mergers,
acquisitions, or technological advancements. Providing training, communication, and support during
times of change helps employees adapt and develop the skills needed to succeed in the new
environment.By recognizing the importance of learning and implementing strategies to facilitate it,
organizations can enhance employee performance, job satisfaction, and overall competitiveness in the
marketplace.
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Social learning theory, developed by psychologist Albert Bandura, proposes that
people learn new behaviors and information through observing, imitating, and
interacting with others. The theory emphasizes the importance of social
interaction and modeling in shaping human behavior.The slide outlines the key
concepts of social learning theory
Attention: In order to learn from others, we must first pay attention to their
behavior. This is influenced by factors such as our own interests, motivations, and
expectations
.Retention: Once we have attended to a behavior, we must be able to store and
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encode the information.
Motor reproduction: We must be able to physically reproduce the behavior that we
have observed. This is influenced by factors such as our physical capabilities and
our understanding of the behavior.
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Motivation: We must be motivated to perform the behavior. This is influenced by
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behavior, as well as our own personal goals and values.
 The concept of classical conditioning can be applied in various ways in the
workplace:
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techniques to train employees by associating positive experiences (such
as praise or rewards) with desired behaviors or outcomes. This can help
reinforce desired behaviors and improve performance.
 Customer Service: Companies can create positive associations with their
brand through consistent positive experiences. For example, consistently
providing excellent customer service can lead customers to associate the
brand with positive feelings, increasing customer loyalty and repeat
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 Motivation: By pairing rewards or recognition with specific achievements
or milestones, employers can motivate employees to perform well and
achieve goals. Over time, employees may come to associate the
achievement of goals with positive reinforcement, leading to increased
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 Environment: Employers can use classical conditioning principles to
shape the work environment to promote desired behaviors. For example,
playing relaxing music during work hours can create a more positive and
productive atmosphere, leading to improved employee morale and
performance.