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| 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 btw a behavior and its consequences |
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| the probability that a desired behavior will occur is increased by applying consequences that depend on the behavior |
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| increases the probability of a desired behavior by giving positive consequences to employees who preform the behavior |
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| increases the probability of a desired behavior by removing a negative consequence when an employee preforms the behavior |
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| reinforcement of successive and closer approximations to a desired behavior |
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| lessening of undesired behavior by removing the source of reinforcement |
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| giving a negative consequence when undesired behavior occures |
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| principles of operant conditioning for teaching and managing important organizational behaviors |
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| takes into account the fact that thoughts, feelings, and social environment influence learning |
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| learning that occurs when one person learns a behavior by watching another person preform the behavior |
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| self-discipline that allows a person to learn to preform a behavior even thought 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 persons 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(learning by doing) |
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| the generation of novel and useful ideas |
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| the successful implementations of creative ideas |
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| managers instill in all members of an organization a desire to find new ways to improve organizational effectiveness |
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