Learning and Performance Management

Chapter 6
Learning and Performance Management
1. Describe behavioral theories of learning.

Learning Outcomes
2. Describe social and cognitive theories of learning.
3. Explain how goal-setting can be used to direct learning and

performance.
4. Define performance and identify the tools used to measure it.
5. Explain the importance of performance feedback and how it can be

delivered effectively.
6. Identify ways managers can reward performance.
7. List several strategies for correcting poor performance.

1 Learning Outcome
Describe three behavioral theories

of learning.
Learning
a change in behavior acquired
through experience
Conditioning
Classical Conditioning – Modifying
behavior so that a conditioned stimulus
is paired with an unconditioned stimulus
and elicits an unconditioned response
Operant Conditioning – Modifying behavior

through the use of positive or negative
consequences following specific
behaviors
Positive and Negative
Consequences
Positive Consequences
Results of a behavior that a
person finds attractive or
pleasurable
Negative Consequences
Results of a behavior that a
person finds unattractive or
aversive
Reinforcement, Punishment, and
Extinction
Reinforcement – cultivates desirable behavior by
bestowing positive consequences or withholding
negative ones.
Punishment – discourages undesirable behavior

through negative consequences, or withholding
positive consequences.
Extinction – weakens behavior by attaching no

consequences to it.
Reinforcement and Punishment Strategies
2 Learning Outcome
Describe social and cognitive

theories of learning.
Bandura’s Social Learning Theory
Persuasion from others
Prior experiences
Task-Specific Self-Efficacy –
an individual’s internal
expectancy to perform a
specific task effectively.
Behavior models
Assessment of physical
and emotional capabilities
Personality Functions and Learning
Beyond the Book:
Innovation in Education
• Social learning and networking platforms

may provide impetus for transforming
education in the U.S.
• Social networks will allow tutoring, training
and collaboration tools.
• Schools will adopt a form of 1:1 technology,
with online learning becoming more
important.
3 Learning Outcome
Explain how goal-setting can be

used to direct learning and
performance.
Goal Setting at Work
the process of
establishing desired
a ls h elp
Go z e t h e
lli
results that guide and crysta f purpose
n se o
se s io n
is
and m l to
direct behavior es s e n t ia
o rk.
s s at w
suc c e
Characteristics of Effective Goals
Specific
Measurable
Attainable
Realistic
Time-bound
Goal Level and Task Performance
Goal-Setting Functions
Increase work motivation
and task performance
Reduce role stress associated with

conflicting or confusing situations
Improve accuracy and validity

of performance evaluation
Increase Work Motivation and Task
Performance
• The higher the goal, the better the
performance.
• Need to ensure:
– employee participation
– supervisory commitment
– useful performance feedback
Reduce Role Stress
• Goals clarify task-role expectations
communicated to employees
• Improves communication
between managers and employees
Improve
Performance Evaluation
Management by Objectives
(MBO) – a
goal-setting program based on
interaction and
negotiation between employees
and managers
Articulates what to do. Determines how to do it.
4 Learning Outcome
Define performance and identify

the tools used to measure it.
Performance Management
a process of defining, measuring,
appraising, providing feedback on, and
improving performance
Performance Management Process
Define performance in behavioral terms
Measure and assess performance
Feedback for goal setting and planning
Improved Performance
Performance Appraisal
the evaluation of a person’s
performance.
Performance Appraisal
• Provides feedback to employees
• Identifies employees’ developmental
needs
• Decides promotions and rewards
• Decides demotions and terminations
• Develops information about the
organization’s selection and
placement decisions
Actual and Measured Performance
5 Learning Outcome
Explain the importance of

performance feedback and how it
can be delivered effectively.
Communicating Performance Feedback
• Refer to specific verbatim statements

and observable behaviors
• Focus on changeable behaviors
• Both supervisor and employee should
plan and organize before the session
• Begin with something positive
360-Degree Feedback
a process of self-evaluation and
evaluations by a manager, peers, direct
reports, and possibly customers

360o Feedback
Self
Evaluation
Manager Customer
Evaluation Evaluation
Feedback
Peer
Reports
Evaluation
Organizations get the
performance they reward,
not the performance they

say they want.
Individual or Team Rewards?
Individual rewards Team rewards

• foster independent • emphasize
behavior cooperation and
• may lead to joint efforts
creative thinking • emphasize sharing
and novel solutions information,
• encourage knowledge, and
competitive striving expertise
within a work team
Mentoring
a work relationship that encourages
development and career
enhancement for people moving
through the career cycle

Mentoring Phases
4 PHASES
initiation
cultivation
separation
redefinition

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Chapter 6

Learning and Performance Management

1. Describe behavioral theories of learning.

2. Describe social and cognitive theories of learning.

3. Explain how goal-setting can be used to direct learning and

4. Define performance and identify the tools used to measure it.

5. Explain the importance of performance feedback and how it can be

6. Identify ways managers can reward performance.

7. List several strategies for correcting poor performance.

Describe three behavioral theories

Operant Conditioning – Modifying behavior

Punishment – discourages undesirable behavior

Extinction – weakens behavior by attaching no

Describe social and cognitive

• Social learning and networking platforms

Explain how goal-setting can be

Reduce role stress associated with

Improve accuracy and validity

Define performance and identify

appraising, providing feedback on, and

Define performance in behavioral terms

Measure and assess performance

Feedback for goal setting and planning

Explain the importance of

• Refer to specific verbatim statements

evaluations by a manager, peers, direct

reports, and possibly customers

not the performance they

Individual rewards Team rewards

development and career

enhancement for people moving

through the career cycle

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