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Definition
| a relatively permanent change in knowledge or behavior that results from practice or experience |
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| learning that takes place when the learner recognizes the connection between a behavior and its consequence |
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| the process by which the probability that a desired behavior will occur is increased by applying consequences that depend on the behavior |
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| reinforcement that increases the probability of a desired behavior by administering positive consequences to employees who perform the behavior |
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| reinforcement that increases the probability of a desired behavior by removing a negative consequence when an employee performs the behavior |
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| the reinforcement of successive and closer approximations to a desired behavior |
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| the lessening of undesired behavior by removing the source of reinforcement |
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| the administration of a negative consequence when undesired behavior occurs |
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| Organizational Behavior Modification |
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Definition
| the systematic application of the principles of operant conditioning for learning and managing important organizational behaviors |
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| a learning theory that takes into account the fact that thoughts, feelings, and the social environment influence learning |
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| learning that occurs when one person learns a behavior by watching another person perform the behavior |
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| self-discipline that allows a person to learn to perform a behavior even though there is no external pressure to do so |
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| consequences or rewards that individuals can give to themselves |
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| a person's belief about his or her ability to perform a particular behavior successfully |
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| learning that occurs by the direct involvement of the learner in the subject matter being learned (that is, learning by doing) |
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| the generation of novel and useful ideas |
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| the successful implementation of creative ideas |
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| the process through which managers instill in all members of an organization a desire to find new ways to improve organizational effectiveness |
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