Preguntas Marketing, Training

Questions:

1. Compare and contrast any two of the following learning theories: expectancy theory, social learning theory, reinforcement theory, and information processing theory.

- Before writing about these theories we have to know what its meant by Learning. This is a relatively permanent change in human capabilities that is not a result of growth processes. This is formed with several theories, but two of them are: Social Learning Theory and Expectancy Theory.

- Social learning theory: emphasizes that people learn by observing other persons (models) whom they believe are credible and knowledgeable. The theory recognizes that behavior that is reinforced or rewarded tends to be repeated.

Learning new skills or behavior comes from:

a.) Directly experiencing the consequences of using a behavior or skill, or the process of observing others and seeing the consequences of their behavior.

b.) Learning is also influenced by a person’s self-efficacy, which is a person’s judgment about whether he or she can successfully learn knowledge and skills. A person’s self-efficacy can be increased using several methods: verbal persuasion, logical verification, observation of others (modeling), and past accomplishments.

- Expectancy theory: It suggests that a person’s behavior is based on three factors:

a.) Expectancies: is the link between trying to perform a behavior and actually performing well.

b.) Instrumentality: is a belief that performing a given behavior is associated with a particular outcome.

c.) Valence: is known as the value that a person places on an outcome.

2. Assume you are training an employee to diagnose and repair a loose wire in an electrical socket. After demonstrating the procedure to follow, you let the trainee show you how to do it. The trainee correctly demonstrates the process and repairs the connection on the first attempt! Has learning occurred, yes or no? Justify your answer.

- By reading this, we can easily say yes, the employee learned. But this cannot always be said. Everybody learns in different ways and probably, this was an exception. One thing that could’ve happened here is that he might’ve retained exactly what the trainee did, but if they say to the employee to repeat the process a day or two later, he might not be able to do so, as the way he did the first time. Everything may vary. Even though this doesn’t mean the employee learned nothing at all, it has to be said because as explained in different psychological theories, everyone learns in different ways. Some only by watching, other by reading and others by just hearing what they have to do. This is the interesting part of the trainings and its process, to see how different people learn and apply the instructions given. We have to keep in mind that this does not make anyone less than others and even if we see someone having a bad time applying or understanding the concept we have to dedicate more time and patience in order for everyone to reach their goals.

3. Go to www.nwlink.com/~donclark/hrd/sat.html, Big Dog’s ISD (Instructional System Design) page. This website is an excellent resource that describes all aspects of the Instructional System Design model. Click on “Learning” and scroll to the concept map or list of terms under the map. Click on “Learning styles” and take the VAK survey. What are the implications of your learning style for how you best learn? What type of learning environment is best suited for your style? Be as specific as possible.

- After taking the VAK survey I can confirm what most happens. My style of learning is more visual. Throughout the years I have gotten to that conclusion, I most like when in a training or someone is explaining something to me, to have an example of what

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