2. Entering a random sequence of symbols.
3. Double-slicking chimney icons in a determined sequence (from left to right).
They were divided into two groups in terms of feedback. The first one received feedback after every session, and the second one after every fourth session. There were 24 sessions in total. As expected it turned out that immediate feedback really is more effective. The first group performed higher across all 24 sessions.
Leitenberg (1968) carried out a different experiment to see if there would be any change in the behavior if except feedback, praise was also delivered. Participants with different kind of phobias were exposed to a phobic item and a stopwatch was given to them in order to record the time they can last. In …show more content…
Peter Senge has identified five key terms which define a certain organization as a learning one:
Encouraging self-efficacy. Self-efficacy is one`s belief in one`s capabilities to achieve a certain goal. It greatly influences the way through which workers approach a certain problem. For example, the goals people set for themselves (they strive for something they believe its within their reach), the effort they put into the activity (if they believe there is no way something can be done the effort they spent on it will be minimal), and the persistence with which they approach (if they think they cannot do it, the likelihood of giving up is greater);
Work activities and the responsibilities they carry must be understood. Workers have to appreciate their own job and be aware of how it affects other people`s jobs and the organization.
Learning in groups must be encouraged. (Sometimes the best of ideas are born in groups)
The awareness of a collective goal. (Members of the organization should know what they are trying to
3. Double-slicking chimney icons in a determined sequence (from left to right).
They were divided into two groups in terms of feedback. The first one received feedback after every session, and the second one after every fourth session. There were 24 sessions in total. As expected it turned out that immediate feedback really is more effective. The first group performed higher across all 24 sessions.
Leitenberg (1968) carried out a different experiment to see if there would be any change in the behavior if except feedback, praise was also delivered. Participants with different kind of phobias were exposed to a phobic item and a stopwatch was given to them in order to record the time they can last. In …show more content…
Peter Senge has identified five key terms which define a certain organization as a learning one:
Encouraging self-efficacy. Self-efficacy is one`s belief in one`s capabilities to achieve a certain goal. It greatly influences the way through which workers approach a certain problem. For example, the goals people set for themselves (they strive for something they believe its within their reach), the effort they put into the activity (if they believe there is no way something can be done the effort they spent on it will be minimal), and the persistence with which they approach (if they think they cannot do it, the likelihood of giving up is greater);
Work activities and the responsibilities they carry must be understood. Workers have to appreciate their own job and be aware of how it affects other people`s jobs and the organization.
Learning in groups must be encouraged. (Sometimes the best of ideas are born in groups)
The awareness of a collective goal. (Members of the organization should know what they are trying to