Is the process of guiding learning in graduated steps using reinforcement or lack of reinforcement?

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B. F. Skinner in his book Beyond Freedom and Dignity said that thinkers should make fundamental changes in human behavior, and they couldn't bring these changes only with the help of physics or biology. He believes that we only acquire the technology of behavior. Centuries ago people were seeing themselves as a person who could feel himself better any other creatures in the world. But in today " s world he is not able to understand himself. Although science have emerged vastly; but we are not able to compare anything like a science of human behavior with any other science in the world. As behaviorist B.F. Skinner brought up the Reinforcement Theory. The Reinforcement Theory is one of the oldest theories of motivation which describe behavior and how we act. This theory can called as " behaviorism " or " operant conditioning " that is taught in the today " s world of psychology. In this article we are looking at B. F. Skinner Reinforcement Theory of Motivation and we go through all details in this theory. This is a review paper based on the theorist Skinner.

There is a direct reciprocal relationship between the employee and the organization. The employee behavior is very important for any organization whose culture greatly influences the former. This study examines the behavioral theories and modern theories that aim at motivating the employee to increase his performance by reinforcements and punishments. Based on the study, an attempt has been made to deeply explore the internal and external factors influencing employee’s behavior. Firstly a case study of external factors on employee behavior has been studied considering the behavioral theory. Secondly, a case study of internal factors on employee behavior have been studied considering modern theory and rejecting the behavioral theory. The results of this investigation from both the cases portray that reinforcement and punishment significantly influence motivation, values, decision making, tackling conflicts and overall performance of the employee.

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Absences from work are an immense source of lost productivity for organizations. In 2011, the annual cost to organizations in the United States due to absenteeism was estimated to be $153 billion. This study investigated the current state of the absenteeism literature and identified research studies that examined absenteeism control methods directed towards reducing this problem. Through meta-analysis, this study sought to identify intervention studies conducted between 1989 and 2013 to determine whether there were significant differences between the types of absenteeism reduction approaches and which approach was the most effective. In total, 15 studies were analyzed with meta-analytic procedures. The meta-analysis revealed that the weighted mean effect size for the 15 studies was not statistically significant. For the final analysis only the incentives and organizational change methods were compared. No significant difference was found between control methods. More research in absenteeism control methods is recommended as a result of this meta-analysis. This meta-analysis contributes to the existing literature in hopes that positive social change can result from the implementation of the outcomes of further absenteeism research. Reduced absenteeism would result in increased productivity; potentially, this productivity will result in a strong position on the world market for U.S. companies and an increased standard of living.

Learning is a relatively permanent change in the behavior or attitude of a person over time. For example when a child learns to read they are able to retain this knowledge and behavior for the rest of their lives.-CHRISTINE CHIN SANG I think that learning is acquiring any skill that enriches your life. It doesn't have to be taught out of a book or by a teacher, rather you may acquire it through your own exploration, through sharing or by instruction from anyone, not necessarily a "teacher".-ANGELA SINGLE The acquisition of new responses to various stimuli-Eric Blackburn Learning is the accumulating of experinces and the consequential growth and new understanding of the world around us.-KRISTI McGRATH Learning is the individual growth of person as a result of cooperative interaction with others. It is the advancement of understanding that enables the learner to function better in their environment, improve and adapt behaviors, create and maintain healthy relationships, and achieve personal success.-LAUREN ZUCH Learning is the expansion of what one may already know or perceive. It is the accumulation of knowledge but more importantly the application of this knowledge. If one cannot use newly acquired information for his/her own practical use or benefit than it is doubtful that he/she is engaged in the learning process.-SARA KASPER Learning is a change in behavior.-REBECCA PANGBORN Learning is a process. It is not static. A person never stops acquiring new information. It keeps a person's mind active and aware but also conscious to the world around them.-VERONICA IACOBAZZO Learning is a lifelong process of gaining and using information presented to us. The ability to learn is endless, as long as the desire is present. Learning is only successful when the information gained is used and understood.-THOMAS CORRELL Learning is the accruing of knowledge that collectively drives behavior development and external interaction.-ABBY SHUBERT Learning is reflection upon experience. It is making connections and finding patterns. It is the consequences of being involved in some valued activity in a culture, and as such it is a byproduct of participation in cultural activity, not the direct product of some study of facts about the world. So I always think in terms of activities in which the participant will value the use of language, and in which literacy abilities will increase as a consequence of being involved in the activity. We have traditions of learning, one of which is called school. But the main consequence of school activities is learning

A psychological topic that has been neglected is organizations is conditioning. Though this concept has been extendedly examined in theoretical settings, its application to professional and organizational life has not really been touched upon. The aim of this paper is to show that conditioning in fact plays an important role in organizational settings and professional life. The main purpose of the research is to show that conditioning in the workplace affects the motivation and so performances of both the employees and managers. The research aims to form a short training program that includes an examination of the concepts of conditioning in the workplace.

We study the problem of finding peers matching a given availability pattern in a peer-to-peer (P2P) system. Motivated by practical examples, we specify two formal problems of availability matching that arise in real applications: disconnection matching, where peers look for partners expected to disconnect at the same time, and presence matching, where peers look for partners expected to be online simultaneously in the future. As a scalable and inexpensive solution, we propose to use epidemic protocols for topology management; we provide corresponding metrics for both matching problems. We evaluated this solution by simulating two P2P applications, task scheduling and file storage, over a new trace of the eDonkey network, the largest available with availability information. We first proved the existence of regularity patterns in the sessions of 14M peers over 27 days. We also showed that, using only 7 days of history, a simple predictor could select predictable peers and successfully predicted their online periods for the next week. Finally, simulations showed that our simple solution provided good partners fast enough to match the needs of both applications, and that consequently, these applications performed as efficiently at a much lower cost. We believe that this work will be useful for many P2P applications for which it has been shown that choosing good partners, based on their availability, drastically improves their performance and stability.