Behavioral approach classical and operant onditioning
- 1. • Presented By: o AREEBA KHURRAM o MINHAJ SHOUKAT o FOZIA HASSAN o MINAHIL BATOOL o TAYYABA SIDDIQUI • Presented To: o Ms. HINA ZAHRA • TOPIC: o THE BEHAVIORAL APPROACH
- 2. Behavioral Approach: Operant and Classical Conditioning Behavioral psychology is a rich field that explores how our actions and environment shape our learning and development. In this presentation, we will delve into the fundamental principles of operant and classical conditioning - two pivotal theories that explain how we acquire new behaviors and habits. Through illustrative examples and real-world case studies, we will unpack the nuances of these powerful conditioning processes and gain insights into their practical applications in various domains.
- 3. Introduction to Behavioral Conditioning Operant Conditioning Operant conditioning, pioneered by B.F. Skinner, focuses on how consequences shape behavior. It posits that behaviors are learned through a process of reinforcement or punishment, where desirable behaviors are rewarded, and undesirable ones are discouraged. Classical Conditioning Classical conditioning, developed by Ivan Pavlov, involves the association of a neutral stimulus with a motivationally significant one. This process results in the neutral stimulus eliciting a response, even in the absence of the original motivational stimulus.
- 4. Principles of Classical Conditioning 1 Unconditioned Stimulus (US) A stimulus that naturally and automatically elicits a response, such as the smell of food evoking salivation. 2 Unconditioned Response (UR) The automatic response to the unconditioned stimulus, like salivating in response to the smell of food. 3 Conditioned Stimulus (CS) A neutral stimulus that, through repeated pairing with the unconditioned stimulus, comes to elicit the same response as the unconditioned stimulus. 4 Conditioned Response (CR) The learned response to the conditioned stimulus, which is the same as the unconditioned response.
- 5. Examples of Classical Conditioning Pavlov's Dogs Pavlov's famous experiment, where he conditioned dogs to salivate in response to the sound of a bell, which was paired with the presentation of food. Little Albert The case of "Little Albert," a child who was conditioned to fear a white rat after it was paired with a loud, startling noise. Phobias Many phobias, such as fear of spiders or heights, can be explained by classical conditioning, where a neutral stimulus becomes associated with a traumatic experience.
- 6. Case Study: Classical Conditioning 1 The Subject In the 1920s, renowned psychologist Ivan Pavlov conducted a series of experiments on dogs to investigate the principles of classical conditioning. 2 The Unconditioned Stimulus Pavlov used the presentation of food as the unconditioned stimulus, which naturally and automatically elicited the dogs' salivation response (the unconditioned response). 3 The Conditioning Process Pavlov repeatedly paired the presentation of food with the ringing of a bell, a neutral stimulus. Over time, the dogs learned to associate the bell with the food, and began to salivate in response to the bell alone (the conditioned response). 4 The Lasting Effects Pavlov's groundbreaking experiments demonstrated the power of classical conditioning, showing how a neutral stimulus can become a conditioned stimulus that elicits a specific response, even in the absence of the original unconditioned stimulus.
- 7. Principles of Operant Conditioning 1 Reinforcement Increasing the likelihood of a behavior by presenting a positive consequence or removing a negative one. 2 Punishment Decreasing the likelihood of a behavior by presenting a negative consequence or removing a positive one. 3 Positive Reinforcement Adding a pleasant stimulus, such as a reward, to increase the frequency of a behavior. 4 Negative Reinforcement Removing an unpleasant stimulus to increase the frequency of a behavior. 5 Shaping The process of reinforcing successive approximations of a desired behavior, gradually leading to the target behavior.
- 8. Examples of Operant Conditioning 1 Token Economy In a token economy system, individuals earn tokens for exhibiting desirable behaviors, which can then be exchanged for rewards. This is used in clinical and educational settings to encourage positive behaviors. 2 Gambling Slot machines and other gambling games leverage principles of operant conditioning, where intermittent reinforcement (winning) encourages continued play, even in the face of consistent losses. 3 Animal Training Trainers use operant conditioning techniques, such as positive reinforcement, to teach animals complex behaviors, from tricks to service tasks, by shaping their responses through rewards.
- 9. Case Study: Operant Conditioning 5 The Skinner Box B.F. Skinner, a prominent behaviorist, designed the "Skinner Box," an experimental apparatus used to study operant conditioning in animals, such as rats and pigeons. 1 The Lever Inside the box, the animal would learn to press a lever to receive a reward, such as a food pellet, a process known as "instrumental conditioning." 3 Reinforcement Schedules Skinner experimented with different schedules of reinforcement, such as continuous or intermittent, to observe their effects on the frequency and persistence of the lever-pressing behavior. 2 Shaping Behavior Skinner also used the technique of "shaping," where he reinforced successive approximations of the desired behavior, gradually leading the animal to the target response.
- 10. Techniques of Behavioral Conditioning Systematic Desensitization Systematic desensitization is a method to help people overcome their fears. It works by slowly introducing the person to what they are afraid of while helping them stay calm and relaxed. Extinction Extinction is a way to stop a learned behavior by no longer giving the thing that caused it in the first place. Generalization : Generalization is when a learned response happens not just to the original thing that caused it, but also to similar things. Discrimination Discrimination is when someone or something learns to respond only to a specific signal and not to other similar signals.
- 11. Techniques of Operant Conditioning 1 Continuous Reinforcement Continuous reinforcement means giving a reward every time someone does something you want them to do. This helps them quickly learn the desired behavior. 2 Intermittent Reinforcement Intermittent reinforcement means giving a reward only sometimes when a desired behavior happens. This makes the behavior more persistent and harder to change. 3 Differential Reinforcement Differential reinforcement is when you reward a specific desired behavior but do not reward other similar behaviors. This helps to increase the desired behavior and decrease the unwanted ones. 4 Schedules of Reinforcement How often and when you give a reward (reinforcement) can make a big difference in how strong and long-lasting the behavior becomes.
- 12. CASE STUDY: Improving Employee Motivation and Performance Using the Behavioral Approach Background: XYZ Corporation, a mid-sized technology firm, was experiencing a decline in employee morale and productivity. The management team noticed that despite offering competitive salaries and benefits, employee engagement was low. There was also a noticeable increase in absenteeism and a decrease in overall performance. Problem: The company wanted to understand why employees were not motivated and how they could improve the overall work culture. The traditional methods of addressing motivation, such as salary increases and team-building exercises, had failed to produce significant results. Application of the Behavioral Approach: The company decided to take a behavioral approach to address the issues, which focuses on modifying observable behaviors through reinforcement and consequences. The behavioral approach is grounded in the principles of operant conditioning (B.F. Skinner), where behavior is shaped by reinforcement (rewards) or punishment. The key objectives were to encourage positive behavior, reduce absenteeism, and improve employee performance.
- 13. Step 1: Observation and Data Collection Management started by conducting detailed observations of employee behavior over a month. They collected data on attendance, performance metrics, and engagement levels. They also conducted surveys to understand employees’ motivations and concerns. Key insights included: • Many employees were disengaged because they felt their contributions were not being recognized. • There was a lack of feedback on performance, leading to uncertainty about job expectations. • Employees did not see any clear connection between their efforts and rewards. Step 2: Setting Clear Behavioral Expectations Management worked with department heads to set clear and measurable behavioral expectations for employees. For example: • Attendance: Arriving on time and reducing absenteeism. • Performance: Meeting specific targets such as project completion rates or sales quotas. • Engagement: Participating in team meetings and contributing ideas..
- 14. Step 3: Reinforcement Strategies To encourage desirable behaviors, management implemented a reinforcement strategy based on positive reinforcement. This included both intrinsic and extrinsic rewards: • Positive Reinforcement: Employees who met or exceeded their targets received positive feedback, recognition in team meetings, and small rewards like gift cards or extra time off. • Public Praise: Top performers were featured in internal newsletters and company-wide emails to increase visibility and status. • Team-Based Incentives: When entire teams achieved their goals, they were rewarded with group outings or team lunches. Step 4: Reducing Negative Behaviors Management also addressed unwanted behaviors by using negative reinforcement (removing an unpleasant stimulus) and punishment: • Negative Reinforcement: Employees who demonstrated consistent punctuality and good attendance had their mandatory overtime hours reduced or were excused from certain routine tasks. • Punishment: Employees who exhibited chronic tardiness or subpar performance were given formal warnings and, in extreme cases, disciplinary actions such as probation.
- 15. Step 5: Ongoing Feedback and Adjustment A critical component of the behavioral approach was ongoing feedback. Management held quarterly performance reviews, and supervisors were trained to provide both positive and constructive feedback. This allowed employees to understand what was expected of them and how they could improve their performance. Results: After six months of implementing the behavioral approach, XYZ Corporation observed the following results: 1. Increased Attendance: Employee absenteeism dropped by 30%, and there was a noticeable improvement in punctuality. The introduction of reinforcement for good attendance motivated employees to show up on time. 2. Higher Performance: Productivity levels improved by 20%, with employees striving to meet or exceed the performance goals in order to receive rewards and recognition. 3. Enhanced Engagement: Employee surveys showed a 40% increase in engagement scores. The recognition and rewards system led to a more motivated workforce. Employees reported feeling more valued and appreciated by the organization. 4. Improved Team Collaboration: With team-based incentives, there was a noticeable improvement in collaboration and communication between team members. The positive reinforcement encouraged a culture of cooperation.