• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Which elements of classical conditioning and operant conditioning are most likely to be of importance when it comes to the design of an industrial training course?

Extracts from this document...

Introduction

Which elements of classical conditioning and operant conditioning are most likely to be of importance when it comes to the design of an industrial training course? Learning is central to the explanation of behaviour in the workplace, where individuals need to acquire very specific responses and skills to carry out the tasks that make up their jobs. The design of effective training courses is increasingly linked with models of the learning process, particularly where workforces are needed that can adapt quickly to technological change. Learning theory is broken down into two distinct learning patterns, classical and operant conditioning. Firstly I'm going to explain what classical conditioning is, and then go on to talk about the key elements and the implications of classical conditioning that are important when it comes to the design of an industrial training course. Secondly I am going to explain what operant conditioning is and then go on to talk about the key elements and the implications of operant conditioning that are important when it comes to the design of an industrial training course. Classical conditioning is an association of one event with another that results in a pattern of behaviour. Classical conditioning is a simple but important form of learning. ...read more.

Middle

An operant is a unit of behaviour emitted by a person; such examples of operant are eating a meal and smoking a cigarette. Most human behaviour, in fact, is operant behaviour, such examples of operant behaviour is going to work, playing tennis and driving a car. According to skinner, such behaviours is learned and strengthened by a process of operant conditioning. The key elements involved in operant conditioning are the stimulus, the response and reinforcement or reward. Operant conditioning is a form of conditioning that shapes behaviour by the application of reinforcement, punishment or extinction. Operant methods, unlike classical conditioning, can be used to produce behaviour that is not normally part of the person's repertoire. For example the employees might be taught how to use a particular machine which they have never used before. Therefore operant conditioning unlike classical conditioning is more likely to be of importance when it comes to the design of an industrial training course. Operant behaviours produce reinforcement for example praise, and as a consequence the behaviour that produced the reinforcement is learned and strengthened. With humans reinforcement may take a wide variety of forms for example money, smiles, praise, gifts and other things that may provide reinforcement for behaviour. ...read more.

Conclusion

Skinner believed that programmes in this case training courses should be designed to make the chances of a learner (the trainer) making a mistake as close to zero as possible. This is true to some extent, since training is given so mistakes made can be identified and learned from, but on the other hand training an employee cannot make them a perfect candidate, who will not mistakes at all. Classical conditioning being an emotional response, whereas operant conditioning is an analytical response having to do with cause and effect. It involves thinking and reasoning. In conclusion operant conditioning should be used rather than classical conditioning in the design of an industrial training course. Overall the key elements of operant conditioning that are most likely to be used should be the response and the positive reinforcement as it increases the probability of the former response happening again, which can be useful for the industrial company. Also reward should be more likely to be used in the design of the industrial training course. It is not to say that punishment should not necessarily be used at all, but it can be used if the trainee feels the need to use it. However, it is not considered as important as the other elements in operant conditioning. Overall the key elements of classical conditioning that are most likely to be used is the unconditioned and conditioned stimulus and response. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Context of Employee Relations and Industrial Conflict

    * Publishers Association * Chemical Industries Association * Road Haulage Association * Federation of Master Builders * Newspaper Society * British Clothing Industry Association Employers become members of these associations and federations for many reasons including: * To gain help and advice when employee relation issues arise * To have

  2. Context of Employee Relations and Industrial Conflict

    o Require unions to ballot members before a strike. o They were required to register to get recognition and legal protection. * The TUC reacted by requiring members not to register. * The Act was rarely used and brought up more disputes than agreements.

  1. design and assesment of training

    It details the letter writing process as well as providing details of plain English It is also intended for people who do not write letters from scratch but need to tailor template letters. The other areas of the course are to give information and knowledge about e-mails which are a great source of bad English appalling grammar and confused structure.

  2. This assignment discusses Cross-cultural training and its objectives, Importance of intercultural training in globalisation, ...

    (Harris and Kumra, 2000) Key intercultural skills for expatriate training: According to Hofstede (1980, p. 398) important intercultural skills are as follows: i. The ability to interconnect esteem; ii. The ability to be broadminded; iii. The ability to accept others ideas and views; iv. The ability to show sympathy; v.

  1. Organizational Behaviour

    Company X offers extensive branded assortment of respected national and international brands. Their assortment is supported by exclusive private brands which provide both value and differentiated offers for their customers. Need for change strategy. Organizational analysis looks at the internal/external environments and the methods, techniques and tools of change (Waddell, Cummings and Worley, 2007).

  2. Making a training Program

    Through this report we have tried to eliminate all the ambiguities and defined shell and their different training programs. Acknowledgement The writing of this research report would have never been possible without the active support of many people, and by the collective efforts of many to whom we owe innumerable debts.

  1. BTEC National Diploma in Business

    The specific post I am going to write about is for a Business and Enterprise Coordinator, which is currently in the process of recruitment at Swanlea School. The different stages in the recruitment and selection process - Swanlea School The four main areas that Swanlea School need to cover for

  2. Organizational behaviour.

    If matters of the workplace are not communicated efficiently, effectively and quickly, this will end in problems and concerns, not only for the employer, but also the employee. The concept of communication is not only imperative between people on the same level but also between directors for example, and office/floor workers.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work