Learning and Creativity

Chapter 5: Learning and Creativity

Learning is a relatively permanent change in knowledge or behavior resulting from practice or experience. We often fundamentally learn best from operant conditioning, in which we learn to operate or behave in a certain environment in a certain way to achieve certain consequences. Within operant conditioning, there are instructions, rules, goals, and advice—antecedents—that inform employees of desired or undesired behaviors in an organization and their consequences. Desired behaviors can be encouraged through positive reinforcement—administering positive consequences (i.e. bonuses, promotions)—or negative reinforcement—removing negative consequences (i.e. no complaints when report done on time). Undesired behaviors can be discouraged through extinction—removing source of reinforcement (i.e. not laughing at a jokester during meetings) and punishment—giving a negative consequence when undesired behavior occurs (i.e. direct criticism).

The systematic application of the operant conditioning principles for learning desired behaviors is organizational behavior modification; OB MOD includes five steps: identify, measure, analyze, intervene, and evaluate. Pros of OB MOD include increasing productivity and reducing accidents, waste, and absenteeism. Cons of OB MOD include explicit manipulation of consequences that strip employees of dignity, freedom of choice, and individuality.

Another theory is social cognitive theory, which accounts for thoughts, feelings, and the social environment in corporate learning. It acknowledges the importance of the person and their thought processes through cognitive processes. Initial information is generally gathered from the organization, its members, the work situation, observing others, past attainments and psychological states, and etc. The learner cognitively processes the information through three ways; the first is vicarious learning—observing and imitating a model’s behavior. The second is self-control—learning on his or her own by setting goals and engaging in self-reinforcement (individually-given rewards or consequences) when goals are reached. The final method is self-efficacy—the learner’s belief about his or her capability in successfully performing a certain heavier. This particular method