IGNOU Solved Assignments Free PDF Download 2020-21 MCO 01
Assignment is given 30% weightage in the final assessment. To be eligible to appear in the Term- End Examination, it is compulsory for you to submit the assignments as per the schedule. Before attempting the assignments, you should carefully read the instructions given in the Programme Guide.
Q1. How does learning influence the performance of an individual? Discuss the difference theories of learning.
Ability: This refers to capability of a person
to perform the job. It involves aptitudes and skills required for completion of
the work. For example, when you appear in the competitive examination, you are
tested for your aptitude, skill, comprehension, knowledge, etc. These tests are
meant for assessing your capability which is required for the completion of the
Job. Thus, the ability of the person must match the performance requirement of
the Job. Therefore as a learner we must keep on trying to develop our ability
for meeting the challenges of the changing environment.
Role Perceptions:
Every task
involves appropriate behaviour for successful completion. This appropriate
behaviour is termed as role perception. In order to introduce role perceptions,
the manager requires defining the jobs clearly and providing adequate training
and appropriate feedback to the employees. The proper understanding of role
perceptions certainly facilitates the performance of the job.
Motivation: This is the most important aspect of
performance. Robbins has defined motivation as the process that account for an
individual’s intensity, direction and persistence of effort toward attaining a
goal.
The manager
requires identifying the reinforcing factors which encourages the employees to
make strong effort for the completion of the job and sustain them over a longer
period. Thus the effort in a right direction and desired result motivate the
employees to perform well.
Situational
Contingencies: Every
Job is performed in a particular situation. The situation may be favourable or
unfavourable for the completion of the task. If the manager provides favourable
environmental condition, the employee may perform better. Favourable working
condition, well structured task, better resources, good marketing strategy,
etc. may facilitate the performance of the employees.
These factors are
important determinants of performance. If they are favourable, the action of
the persons leads to success. Moreover, except the inherent capabilities, other
factors may be learnt. Learning facilitates the performance. Therefore, the
managers must explore the ways and means of making the employees learn.
Theories of
Learning
Several learning
theories have been propounded by the psychologists which explain the process of
learning.
1) Classical
Conditioning
In classical
conditioning, learning takes place through the connection between
unconditioned stimulus and conditioned stimulus. These two stimuli are
paired to elicit the desired response. When conditioned stimulus is paired with
unconditioned stimulus, the conditioned stimulus also starts eliciting the
response. In this process a stimulus response bond is developed between a conditioned
stimulus and a conditioned response through the repeated linking of a
conditioned stimulus with an unconditioned stimulus.
Pavlov conducted this experiment on the dog. He presented the food to the dog and the dog salivated. Here the food is the unconditioned stimulus and the salivation of the dog is the unconditioned response. Pavlov used a bell as conditioned stimulus. When he rang the bell, the dog did not do anything. Pavlov started paring of the conditioned stimulus (bell) with the unconditioned stimulus (food). He presented the food to the dog and rung the bell. This was repeated several times. After some time, he found that the bell also elicited the same response as the food. Here the conditioned stimulus (bell) elicited the response of salivation even when the unconditioned stimulus (food) was not present. He rings the bell and the dog salivates without the presentation of food as well. Thus the dog learnt the ringing of the bell with the salivation. The focus of this theory is building up an association between an unconditioned stimulus and a conditioned stimulus.
2) Operant
Conditioning
Skinner gave the
theory of operant conditioning. This theory advocates that a learner’s
response is instrumental in producing a reinforcing stimulus. This means
that the response which produces the reinforcement becomes stronger and
the response which does not produce reinforcement becomes weaker.
Skinner box was
used for demonstrating the operant learning. It is a simple box having a liver
fitted at the end of the box. The liver is a switch which operates as a
food-delivery mechanism. A hungry rat is placed inside the box. Initially the
rat sits idle in the box, gradually it starts exploring inside the box to
search for food. While exploring inside the box all on a sudden it presses the
liver. As the liver is pressed it releases a piece of food. After pressing the
liver a number of times, the rat realises that it releases the pieces of food
and the rat starts eating them. Now the rat presses the liver and eats the
food. The delivery of food constitutes the reinforcement and reinforcement is
contingent upon the operation of the lever.
The box can be
arranged in such a way that every response i.e., pressing of liver may not
release the food.
Some response may
release the food and some may not release. This is termed as partial
reinforcement. It may also be arranged in such a way that pressing of lever may
result in a shock to the rat. This is termed as negative reinforcement. Thus
the response which fulfils the desired need of the rat is known as positive
reinforcement. At the same time, the response may also lead to escape from the
painful situation which is known as negative reinforcement.
The focus of this
theory is the reinforcement follows a response. So the response becomes
instrumental in achieving the appropriate goal. The manipulation of response
and reinforcement may increase, reduce or lead to the extinction of the
behaviour.
3) Cognitive
Learning
The cognitive
theory was given by Tolman. It focuses on the fact that learning takes place by
thinking about the problem, from insight of the individual and from integrating
different clues or pieces of information.
Acquisition of
information plays important role in the learning process. The cognitive theory
advocates that the association between cognitive environmental cues and
expectations lead to learning. According to cognitive theory, learning takes
place as a result of stimulus –stimulus association. Here, two stimuli are
repeatedly paired. The presentation of one stimulus arouses an image, idea or
some process representing the second stimulus, even when it is not presented.
When more than two stimuli are presented, whole stimuli may become associated.
The process of association leads to formation of cognitive map. This cognitive
map is especially applicable to the learning of spatial relationships of
objects in the environment. Tolman tested the cognitive learning phenomenon on
rats through a complicated maze structure in the laboratory. He found the rats
ran through the maze structure towards the food. Rats developed expectations at
every point of the maze and reached to the goal. Thus the relationship between
clues and expectancy got strengthened and cognitive map was formed. The formation
of cognitive map was the result of the learning. In day to day life also you
form a cognitive map of the way you go to the college, market and other places
or about the persons, things etc.
4) Social
Learning
This theory
advocates that the people learn through observation and direct experience. It
emphasizes an interaction among cognitive, behavioural and environmental
determinants of behaviour. People learn by observing others behaviour. They
model those behaviours that lead to favourable outcomes. At the same time, they
try to avoid those behaviours that lead to unfavourable outcomes. This theory
focuses on learning the consequences of behaviour and self reinforcement.
The performance
is directly related to learning and upgrading of knowledge and skills. There
are several factors which forces the employees to perform their jobs. Steven
and Mary Annvon identified four factors which influence employee’s voluntary
behaviour and their performance
Ability: This refers to capability of a person
to perform the job. It involves aptitudes and skills required for completion of
the work. For example, when you appear in the competitive examination, you are
tested for your aptitude, skill, comprehension, knowledge, etc. These tests are
meant for assessing your capability which is required for the completion of the
Job. Thus, the ability of the person must match the performance requirement of
the Job. Therefore as a learner we must keep on trying to develop our ability
for meeting the challenges of the changing environment.
Role Perceptions:
Every task
involves appropriate behaviour for successful completion. This appropriate
behaviour is termed as role perception. In order to introduce role perceptions,
the manager requires defining the jobs clearly and providing adequate training
and appropriate feedback to the employees. The proper understanding of role
perceptions certainly facilitates the performance of the job.
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