Pembelajaran dan

Kreativitas
Oleh:
Ahmad Duta Prakasa (1011510044)
Ida Silvia
(1011510081)
Andre Wahyu Kurniawan (1011510088)

Pembelajaran dalam Organisasi

A relatively permanent change
in knowledge or behavior that
results from practice or
experience
With learning comes change
Change must be relatively
permanent
Learning takes place as a result
of practice or through experience

Operant Conditioning
Learning that takes place when
the learner recognizes the
connection between a behavior
and its consequences
Individuals learn to operate on their
environment, to behave in certain
ways to achieve desirable
consequences or avoid undesirable
consequences

Reinforcement in Operant
Conditioning
The process by which the probably
that a desired behavior will occur is
increased by applying consequences
that depend on the behavior in
question
Step 1: identify desired behaviors to be
encouraged
Step 2: decide how to reinforce the
behavior

Positive Reinforcement
Increases the probability that a behavior will
occur by administering positive consequences to
employees who perform the behavior
Potential positive reinforcers
Pay
Bonuses
Promotions
Job titles
Verbal praise
Awards

Negative Reinforcement
Increases the probability that a
desired behavior will occur by
removing a negative consequence
when an employee performs the
behavior
Subordinates experiencing negative
reinforcement learn the connection
between a desired organizational
behavior and a consequence

Reinforcement Schedules
Continuous Reinforcement: Occurs
after every occurrence of a behavior
Partial Reinforcement: Occurs only a
portion of the time that behavior occurs
Differences:
Continuous reinforcement can result in
faster learning of desired behaviors
Behaviors learned using partial
reinforcement are likely to last longer

Reinforcement Schedules

Fixed-Interval Schedule
Variable-Interval Schedule
Fixed-Ratio Schedule
Variable-Ratio Schedule

Extinction and Punishment

Extinction: Removing a consequence that
is currently reinforcing an undesirable
behavior in an effort to decrease the
probability that the behavior will occur again
in the future
Punishment: Administering negative
consequences to workers who perform
undesirable behaviors in an effort to
decrease the probability that the behavior
will occur again in the future

Negative Reinforcement vs.

Punishment
Punishment reduces the probability of
an undesired behavior
Negative reinforcement increases the
probability of a desired behavior
Punishment involves administering a
negative consequence when an
undesired behavior occurs
Negative reinforcement entails
removing a negative consequence
when a desired behavior occurs

Organizational Behavior Modification

The systematic application of the
principles of operant conditioning for
teaching and managing
organizational behaviors
OB Mod

The Basic Steps of OB Mod

Identify the behavior to be
learned
Measure the frequency of the
behavior
Perform a functional analysis
Develop and apply a strategy
Measure the frequency of the
behavior

Social Cognitive Theory

A learning theory that takes into
account the fact that thoughts
and feelings influence learning.
Necessary components include
Vicarious learning
Self-control
Self-efficacy

Vicarious Learning
Learning that occurs when one
person (the learner) learns a
behavior by watching another
person (the model) perform the
behavior
Learners can also learn from
situations in which models get
punished
Role models can be positive or
negative

Conditions Required for

Vicarious Learning
Learner observes the model when
the model is performing the behavior
Learner accurately perceives models
behavior
Learner must remember the behavior
Learner must have the skills and
abilities to perform the behavior
Learner must see that the model
receives reinforcement for the
behavior in question

Conditions Indicating Use of

Self-Control
Individual must engage in a lowprobability behavior
Self-reinforcers must be available
Learner must set goals that
determine when self-reinforcement
takes place
Learner must administer the
reinforcer when the goal is achieved

Self-Efficacy
A persons belief about his or her
ability to perform a particular
behavior successfully
Not the same as self-esteem

Self-efficacy affects learning via

Activities
Effort
Persistence

Sources of Self-Efficacy
Past performance
Vicarious experience or observation of
others
Verbal persuasion
Individuals readings of their internal
physiological states

The Learning
Organization
Organizational learning: the process
through which managers instill a desire
to find new ways to improve
organizational effectiveness
Knowledge management: the ability to
capitalize on the knowledge possessed
by organizational members which is
not necessarily written down anywhere
or codified in formal documents

Central Activities in a Learning

Organization
Encouragement of personal mastery or high
self-efficacy
Development of complex schemas to
understand work activities
Encouragement of learning in groups and
teams
Communicating a shared vision for the
organization as a whole
Encouraging systematic thinking