Social learning theory Essay
Basic concepts, the modeling process.
Learning As defined by (Noe, 2009), is a way through which a person acquires new knowledge as well as skills and behaviors, which generally incorporates synthesizing a range of information in the general environment.
This essay focuses on social learning theory, developed by Bandura, as evident in modern business organizations. Basically, the theory points out that, individuals in organizations learn from each other by means of observation, imitation as well as modeling among many other techniques.
The most critical element in the social learning theory proposed by Bandura is the focus on, what is termed as reciprocal determinism. Essentially, the component of reciprocal determinism points out that, a person’s behavior is stimulated by surrounding environment, besides an individual’s characters, and these factors always work together in any learning situation (Noe, 2009).
Some of the fundamental principles of this theory include the following; one, individuals are able to learn from others, by observing the way they carry out their duties as well as the results of their conducts. Two, learning can take place even if there is no modification of behavior.
Three, cognition is essential in any social learning process, ostensibly because, awareness as well as expectations relating to expected reinforcements or even punishments significantly impact people’s behavior. Additionally, social learning is a form of transition, especially in relation to behavior coupled with learning techniques (Noe, 2009).
To begin with, observational learning in organizations through imitating others is a common occurrence in today’s business environment. For example, if employees observe violent behaviors of their bosses, they are likely to do the same when they get opportunity. In relation to observational learning (Noe, 2009) points out three models.
One is a live model, which basically entails the very person demonstrating behavior. Two is the model relating to verbal instructions, where behaviors are critically described as well as analyzed. Three is the symbolic model, which encompasses not only real characters, but also fictional ones, who will exhibit various behaviors as documented in written materials like books and other forms of media (Noe, 2009).
Moreover, a person’s mental state contributes to learning, where in this case, one’s pride, self-esteem among others, determines how one’s learning process will be. Again, it is not necessary that all the learned behaviors will induce change; this is likely to be the case where learning involves testing to establish truth (Noe, 2009).
According to (Noe, 2009), the social learning theory is a crucial theory as far as learning together with development of individuals is concerned. From a social context, people are able to learn mostly by observing what others are doing, thus termed as observational learning.
In this perspective, such kind of learning is applied in comprehending various human behaviors in organizations. (Noe, 2009) points out that, there are three critical aspects relating to social learning. One is the fact that individuals are able to learn by observing. Two, each person’s mental status is pivotal in the learning process. And three, usually, something one learns does not guarantee change in conduct
Apparently, research studies have shown that, there are some observed behaviors which may not be well learned. Oftentimes, factors touching on both the model and learner determine success of the entire learning process. In such cases, standard procedures are emulated. For this purpose, some of the following stages are encompassed in any learning as well as modeling process (Noe, 2009).
First and foremost is the attention stage, where an individual intending to learn is required to focus on learning. Unfortunately, any distraction disrupts effective observation, which in turn affects the learning process. Second, retention of observed and learned information is mandatory in any learning situation. However, retention is influenced by a number of environmental forces.
Three, is reproduction of learned facts, which should be demonstrated by putting into practice such facts. In reproducing facts, one is able to advance as well as improve learning skills in relative situations (Noe, 2009).
Finally, motivation of learners cements their learning skills, ostensibly because they will be encouraged to model observed behavior. In this respect, reinforcement as well as punishment is imperative in motivating employees. For instance, if organizational employees see their colleague awarded for meeting expected objectives, they will strive towards meeting theirs to be rewarded like their colleague (Noe, 2009).
Social learning theory is applicable in organizations, particularly in assisting employees boost their performance. Broadly speaking, by encouraging employees to take personal responsibility for their jobs, obviously, better job performance is likely to occur, especially if employee ability levels are high.
Better employee performance will result as employees’ thoughts as well as beliefs change, in favor of personal development toward organization tasks if well compensated. This is common when successful cases are on the rise (Noe, 2009). Undeniably, application of social learning theory would provide similar results in a social setting, in this case organizations.
In brief, not only has social learning theory stimulated development of psychology related theories; it has also a significant impact on social settings like in organizations and education institutions.
Presently, organizational leaders lay much emphasis on modeling as one of the techniques for influencing desirable behaviors. Additionally, organizational strategies such employee motivation are equally based on the social learning theory (Noe, 2009).
Noe, R. (2009). Employee training and development . New York: McGraw-Hill Word count: 850
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- Bandura’s Model and Its Advantage over Other Models
- Bandura’s Social Learning Theory/Observational Learning
- Albert Bandura: Observational Learning Theory
- Albert Bandura: An Eminent Psychologist
- Aphasia: Reciprocal Scaffolding Treatment Protocol
- Use of Bandura’s Model in Research
- Engaging Students Into a Reciprocal Communication
- Concept of Observational Learning
- Bandura’s and Holland’s Career Development Theories
- Emotions and Their Reciprocal Influence
- Organizational behavior: Real research for real managers
- Stakeholder Theory in Business
- Quality Assurance Standards and Business Excellence Models
- Organizational Learning: A Theory of Action Perspective
- Scientific Management and Human Relations
- Social Learning Theory
- Knowledge Hub
- Learning Theories
In this article, you will learn about Social Learning theory and the advantages and disadvantages of applying this learning technique in your organisation. You will also read examples of ways you can integrate social learning into the workplace to encourage and improve success in your learning environment.
What is Social Learning?
Main idea of social learning theory, components of social learning, early forms of social learning and social pedagogy, albert bandura (1977), lev vygotsky’s social learning theory, john krumboltz (1976-1996), advantages of social learning, disadvantages of social learning, social learning methods.
Social learning is a concept automatically and instinctively applied by humans throughout their lives, which they implement from childhood in order to find their place in the world and society. Fundamental beliefs and worldviews, such as gender roles, religion, political views, and self-worth, are initially shaped through social learning. This happens by observing how those around us react to different opinions.
Social learning is learning by observing other people with the goal of adapting one’s behaviour in social contexts.
People typically don’t adopt worldviews that make the most logical sense, but we are influenced to adopt behaviour that earns the least amount of criticism in our unique environment.
It is human nature to want to be accepted by others, so we automatically observe how others behave and what the consequences are in order to adapt our behaviour.
With social learning, we use this technique to adopt the behaviours with which another person has been successful in order to achieve the desired result. While social learning is usually associated with learning specific content, it is actually a process that we naturally use subconsciously every day of our lives.
The term social here refers to the fact that one questions and adjusts one’s behaviours based on observation of other people in a social setting to achieve a desired outcome. Motivation, work ethic , and learning techniques are examples of observed behaviours you can imitate to achieve a desired result. Behaviours learned through social environments can have a circular impact and inspire others in the same social setting.
Observation
Social learning works by observing the behaviour of other people. The consequences of specific situational actions are observed, then that behaviour is mirrored depending on the outcome of the consequence.
In this way, people learn which behaviours are socially acceptable and which behaviours are usually criticised. Observational learning allows people to adapt and approach situations more confidently quickly.
Next, we assess whether the observed person’s behaviour fits our personality and whether the results and reactions of others are desirable. If we decide that we would like to be praised and recognised for something, we analyse how the observed person came to this result.
There is often not enough data to know on which factors the desired reaction depends. Therefore, it is often necessary to observe similar situations repeatedly to develop a better understanding.
After observation and assessment of a particular behaviour, imitation follows to achieve the desired consequence. Imitation can only happen within our personal limitations, e.g. physical traits, characteristics, and experiences.
In most cases, the consequences of a behaviour depend on several factors. The views of the other person, place, time, one’s character, the situation, everything can play a role in how others react to something.
Therefore, it usually takes repeated positive feedback for a behaviour to become a habit, but it only takes a little criticism to avoid it in the future.
Identification
A large part of social learning is based on the idea that people want to identify with others and their achievements, or earn the appreciation of those role models. As it is understood in social learning, identification is comparable to the Freudian notion of the Oedipus complex. A part of this concept is about internalising or adopting the behaviours of other people.
While the term imitation refers to only a single aspect, identification is about several learned behaviours coming together. Imitations, such as language use, attitude, habits, or views, help people achieve feeling similar to role models.
It is important to emphasise that while social learning is based on imitating another person’s behaviour, it can have completely different consequences. People are individuals, and so are the results of behaviour. Social learning should serve as a way to help you see if others’ successful behaviours work for you as well. However, it should not become a direct comparison of results. It is about trying new techniques, habits, and behaviours for yourself, but you should not expect to get the exact same results as your role model. Social learning is not about becoming a different person or modifying your personality to be more like someone else. It is about improving your skills and thus becoming better than you were yesterday.
Social Learning Theories
There are various approaches to social learning that have been formulated and tested as hypotheses by several scientists and experts over time. However, the actual term was coined by Canadian-American psychologist Albert Bandura . Social learning is based on Social Pedagogy, which also focuses heavily on children’s education. The first mention of a children’s character influenced by society’s social environment was by 18th century Genevan philosopher, writer, and composer, Jean-Jacques Rousseau , who claimed that human beings are fundamentally good but are unnaturally altered by society.
Building on this, Social Pedagogy emerged in the 19th and 20th centuries in Germany through the known educationalists and philosophers Karl Mager , Paul Natorp , and Herman Nohl . They took ideas from great philosophers such as Rousseau, Immanuel Kant, and Plato and studied and defined the influence of the social environment and society on human beings and their development. Social pedagogy is the idea that the upbringing of individuals is the responsibility of both parents and society. It is a relationship-centred approach of using learning, interpersonal connection, and well-being to overcome social inequality, also on a community level.
American psychologist Robert Richardson Sears investigated how children acquire values, views, and beliefs, and the influence parents have in this process. Among other things, he focused on stimulus-response theory – how people react to certain external stimuli. Reactions Sears investigated included aggression, resistance to temptation, and culturally determined values such as traditionally accepted gender roles. The influence of parenting methods, such as reward, warmth, punishment, and power structures, were also considered. This research provided an important foundation for work on social learning theory.
Bandura’s theory emphasises observing, modelling, and imitating other people’s behaviour, attitudes, and emotional reactions. It is about the influence of both environmental and cognitive factors on learning success as well as the overall behaviour of a person.
His theory is based on two concepts of behavioural psychology:
- The American psychologist B.F. Skinner ‘s operant conditioning describes that the consequences of a response or reaction influence the probability of repetition. Put simply; this refers to reward and punishment as controlling human behaviour. This teaching method is commonly found in everything from raising children to training an AI.
- The Russian psychologist Ivan Pavlov ‘s classical conditioning deals with linking two stimuli to create an association in the learner’s mind that can even have a physical effect. The most famous example is Pavlov’s dogs. In the 1890s, several dogs were given food whenever a bell rang. Later it could be measured that the sound of the bell already provided for increased saliva production since the dogs associated it with eating. The same principle can be applied to humans and can assist in learning.
Based on these two concepts, Bandura put forward two hypotheses:
1. The mediation process occurs between stimuli and response
In contrast to Skinner, Bandura considers humans to be active information processors who think about the relationship between their behaviour and its consequences.
A person does not constantly observe their environment and learn. It requires an upstream thought process that activates learning through observation. We do not actively observe others in order to learn until we have concluded that our previous behaviour needs to be changed in a particular context. This process of considering whether or not we imitate a behaviour is what Bandura calls the mediation process.
According to Bandura, there are 4 processes that influence learning:
- Awareness For us to imitate behaviour, we must first notice it. It must therefore be something that stands out from the mass of our surroundings. Only then do we decide to observe the consequences of this behaviour more closely.
- Retention We can imitate a behaviour only if we remember it. It is necessary to observe a behaviour often and possibly apply it ourselves in order to form a clear memory. This point is particularly important in social learning.
- Reproduction To imitate a behaviour, we must also be able to perform it. We cannot always physically or mentally imitate every behaviour, even if we would like to. Our knowledge of our limitations influences whether or not we try to imitate something.
- Motivation The expected reward of imitation must be appealing enough and exceed the cost. The more positive and desirable a consequence, the more likely someone will adopt a new behaviour. It should be noted that not all people respond strongly to vicarious reinforcement. Some individuals do not focus on the consequences of other people’s behaviour as much and instead focus on themselves. Such people are less receptive to social learning.
2. Behaviour is learned through the environment and is based on learning by observing
Learning through observation is a fundamental component of the human mind. Young children use this technique to imitate and understand the behaviour of other people, especially their parents. Later in life, children, adolescents and even adults continue to use other people as role models to influence their actions and behaviours. This includes parents, teachers, influencers, or even friends. We observe their behaviour and classify it into learned categories. For example, authority, dominance, and strength are classically masculine attributes, while empathy, gentleness, and subtlety tend to be classified as feminine, even though these are all gender-independent. Nevertheless, children automatically imitate the behaviour that society or their environment considers appropriate for their gender.
Initially, children imitate people who are more similar to them, i.e. initially of the same sex. The reactions of other people are then decisive in determining whether this behaviour is retained or relearned. Humans are always looking for recognition, so they choose their behaviour whenever possible to be praised for it. We also observe the reactions that are triggered by behaviour. The more we want to identify with the other person, the more likely we will imitate their behaviour. In technical jargon, this is called vicarious reinforcement.
However, reward and punishment only work if the type of recognition meets the person’s needs. Otherwise, it does not affect his or her behaviour. In the context of a workplace environment, offering someone the prospect of a promotion will not result in a behaviour change if the person is satisfied in his or her current role.
In 1986, this social learning theory was further developed into the Social Cognitive Theory. It states that learning occurs within a social framework. This social framework involves the constant change of individuals, shared interactions within an individual’s environment, and observing others’ behaviours.
Soviet psychologist Lev Vygotsky formulated his own theory about social learning. His focus was about how conversation and community are integral parts of learning. He thought that without the input of other human beings, we would not develop. This also includes the importance of the spoken word for learning and thought processes.
Vygotsky’s theories are more known in the field of collaborative learning .
Krumboltz is a known American psychology professor at Stanford University. He is not directly involved in the scientific hypothesis of social learning, but his name is often mentioned concerning professional social learning. He became best known for his work on social learning theory in relation to career development, on which he worked for two decades with other experts. Two hypotheses emerged, one of which is related to social learning.
The Social Learning Theory of Career Decision Making (SLTCDM)
This concept describes the basis on which we make career decisions. According to Krumboltz, there are four factors that we incorporate into decision-making processes. These factors influence each other in thousands of ways in unpredictable ways, shaping our beliefs and how we view the world and ourselves. These four factors are:
- Generalised Self-Observation Conscious and unconscious consideration of our abilities, strengths, weaknesses, achievements and views, and the resulting conclusions about ourselves. Or to paraphrase: We define ourselves by what we can do and have accomplished. The results of these observations influence our future thoughts and actions – including career decisions.
- Generalised World View Conscious and unconscious observation of the environment and resulting assessment of how it will behave in the future. In other words, we form our view of the world and make assumptions about how the world and our environment are likely to develop.
- Task Approach Skills The way we approach a task. An interplay of genetic factors, environmental influences, and learning experiences that we understand and incorporate into decision-making processes as our cognitive and behavioural abilities. When we have a task, we use our self-assessment and experiences to define the right approach.
- Actions Learning experiences ultimately lead to career decisions. The more we learn about ourselves and the world over time, the more it affects our decisions, including our careers.
This theory supports and promotes social learning as an important factor in forming one’s own decisions since observing other people makes up a large part of our daily experiences. The point is that people should not commit to a career path, but act, perform, and learn. Based on the resulting experiences, our paths can be adapted and changed. The world, our work, and we, as individuals, are subject to constant change through learning and experience. Our path through work and life must also be able to change flexibly to address this.
Pros and cons of Social learning theory
- Natural Way to Learn The most significant advantage of social learning is that everyone uses it naturally every day, consciously and unconsciously. You don’t have to plan it separately or set aside time for it because it happens automatically over time. In the working world, this means that we observe our colleagues and notice what they do and how they do it. When a colleague is particularly praised for performance or receives a bonus, other employees analyse all by themselves what action led to it in order to work towards the same result.
- Better skills These tendencies are great for leverage in organisations. By encouraging sharing thoughts, ideas, experiences, and best practices, you strengthen your employees’ productivity and skills.
- Higher Learning Retention It is scientifically proven that we only remember 10% from formal learning sources, while the remaining 90% comes from informal sources and social learning. By learning something directly from a person, we are able to remember it better because we remember things like voice pitch, images, memories, or even a joke during learning that we associate with learning content.
- Lower costs Bringing employees together to share subject matter expertise costs less than a seminar or learning content on the same topic.
- Productivity and sustainability When employees know who to ask about a topic, the information spreads, and, over time, a mentoring network is created within the company. This encourages sharing and reduces the need to learn from other sources.
- Employee retention Many employees want to continue their education, and they want to share ideas with colleagues. Social learning enables them to do both, creating stronger bonds with each other at the same time. That, and the awareness that the company allows or even encourages this type of exchange, increases loyalty.
- Better informed The more frequently employees exchange ideas with their colleagues on a wide range of topics, the more often they look beyond their horizons. This broadens their perspective and gives them impressions that help prevent mistakes and increase efficiency.
- Collaboration Learning is not the only thing that is collaborative in this case. Other factors are naturally included as well. Employees help each other more often, seek advice and help, collaborate better, and learn along the way. The best time to learn is when you need the knowledge.
- Capture Organisational Knowledge By sharing knowledge within the organisation, there is a greater chance of certain pieces of information being saved even after crucial employees leave the organisation.
- Problem Solving in Real Time Many employees are looking for learning opportunities in a moment of actual need. The urge to solve a problem they cannot solve on their own requires collaboration. Usually, the first thing humans will do in this situation is asking others for their ideas. This is much faster than searching for answers online.
- Inclusion of Passive Employees There are lots of people that are quiet or even afraid to ask questions. Social learning in a context of learning groups or any other group larger than 2 people makes it easier for introverts to learn by listening to other people discussing their questions.
- Shorter Onboarding Times Having colleagues showing you around, answering questions, and providing us with useful tips helps us to get used to a new job and environment much faster than an online course on company culture or responsibilities.
Social learning also brings professional and psychological risks, which should be mentioned.
- Inner conflicts Since social learning is based on the idea of adapting what is perceived as successful and positive behaviour in others, you are learning to behave more like someone else. If you use this tactic too often and too intensely, it can result in inner conflict if the new behaviours are contrary to your own views. In the long run, this leads to active internal resistance and prevents any learning process.
- Less authenticity Contrary to what behavioural scientists have feared, social learning does not necessarily affect a person’s personality. In most cases, it would take long-term, repeated imitation to adopt a new behaviour as one’s own or lose one’s connection to one’s personality. Moreover, people often notice it themselves when something doesn’t feel authentic.
- Loss of innovation Personal thought processes, opinions and views are often neglected, favouring behaviour that promises the greatest success. However, since new and unconventional ideas tend to bring progress and innovation, this learning technique should not be used too much.
- Unexpected obstacles Very few people know their limits, strengths and weaknesses really well. It is often not possible to imitate the behaviour of another because unknown obstacles can arise. This can result in frustration, which leads to resignation.
- Consequences for self-esteem Most people cannot tell the difference between observation or imitation and a comparison to themselves. If we compare ourselves with others, we usually compare visible indicators like performance and results. This leads to frustration and disappointment in most cases. We typically compare ourselves to people who can do something better than us in order to learn from them. As a result, such a comparison will always be to our disadvantage. For people without a solid self-esteem, such a thing can have psychological consequences in the long run. Therefore, care should be taken to distinguish social learning from personal comparison clearly and to incorporate positive reinforcement.
- Self-doubt If everyone is a teacher and a student simultaneously, there is uncertainty about quality standards, and there can be self-doubt.
- Measuring requires modern solutions There are few ways to measure social learning apart from content usage unless you use a modern learning platform.
- Negative assumptions Social media and videos are considered a waste of time and leisure time in many minds.
- Necessary intervention Group discussions need to be led because otherwise, they quickly digress and turn into random private conversations, losing focus on the topics at hand.
- Requirements Attention, retention, replicability and motivation must be present in each participant for it to work.
There are various ways in which social learning can be implemented in companies. If social learning techniques are naturally integrated into everyday life, it can be a time-saving way to learn. Social learning can also be an enormous relief for people who learn well in social settings, which offers additional benefits to companies who are looking to adopt this learning concept into their organisation.
In order to use social learning in corporate learning, various options involve varying degrees of effort.
Learning Groups
The most obvious method is to form learning groups, as is often the case with face-to-face seminars. Several people are in the same room, learning about a new topic. There are different ways to learn more effectively through social interaction and observation:
- Questions from individuals improve the understanding of all participants.
- Group tasks encourage direct exchange.
- Defending a point of view enhances learning for all present.
- Instructors can use focused questioning to help learners reach an understanding of their own and make connections.
This classic application of social learning is still the basis of schooling in most educational systems for children.
Examples for Learning Groups
There are various ways to incorporate group learning into an organisation.
- Recurring learning group meetings during or after work for specific topics.
- Focus groups to solve defined problems.
- Online learning groups to improve skills.
- Presentations with discussions.
Brainstorming Sessions
This is a special form of a learning group. One of the most effective methods to ignite one’s creativity and find innovative approaches to solutions is the so-called “spitballing”. Several people throw ideas and immature thoughts into the room and thus open a discussion. In later stages, this technique develops into more specific brainstorming, where well-founded ideas are further thought out in concrete terms and ultimately develop into strategies, processes or even products. There is no need to have a specific goal in mind at the outset, just a topic or problem.
Such sessions can be of any length and scope, with small groups of knowledgeable people being the most effective. Still, outsiders can often bring fresh ideas that others can’t see because of technical blindness. Even two colleagues at work can use this technique to reassess acute challenges and seek solutions. Occasionally, such sessions result in disputes, but if conducted in a civilised and professional manner, they can be enormously helpful in solving problems.
The point of such sessions is to think and discuss outside of otherwise pervasive structures and rules, to create space for innovation and creativity, and to learn from other employees.
Benchmarking
Human behaviour is predictable in many areas. This knowledge can be used positively to promote learning. It is human nature to want to compare oneself with others, be better than others, or simply keep up.
With the right learning technology, things like gamification and internal networking can be used to share your learning progress with others.
Benchmarking also creates an internal competition that encourages other employees to acquire new skills to have a say, see themselves ranked higher than others, or catch up with colleagues’ progress. It is important to keep the meaning and rewards of results within reasonable bounds so that motivation to learn does not turn into competition and envy, affecting morale and ultimately damages productivity.
Examples of Benchmarking in Social Learning
Benchmarking is all about comparing things, people, performance, results.
- Learning-based leaderboards can create a healthy competition between colleagues with similar roles, in the same team, department, or subsidiary. This can even become a regular competition between countries or business areas that encourages people to improve.
- Rewards are a common way to commemorate the results of a person or team. Usually, this kind of appraisal is granted based on comparing performance or certain results, which causes other employees to benchmark the winners.
- By sharing best practices or success stories of won customers, awards, or successful projects, employees are motivated and can use the information to learn what was done right, and what needs to be improved.
- Badges are a rising trend in organisations to utilise gamification for enabling internal benchmarking by comparing them with colleagues. This way, people challenge each other and themselves to get more badges.
Leading by Example
Leading by example is a unique form of internal benchmarking. It is not a novelty that superiors always have a specific role model function in addition to the distribution of work and leadership tasks. Many employees hope to move up to this or a comparable position themselves one day, so they automatically pay attention to how their supervisor behaves. At this point, social learning takes place quite naturally. The more positive, likeable and popular a superior is, the more likely their employees are to try to analyse and, if possible, imitate their behaviour.
When managers and people in senior positions do something, it is usually observed. Therefore, to motivate colleagues to learn, supervisors should use the available learning opportunities themselves and communicate this openly. Successful people, especially those in a person’s immediate environment, are always copied. To put this idea into practice, if a manager learns for half an hour every day, the employees will also learn more to adapt and strive for success.
Social Media
People often associate social media with social learning. However, social media is not a form of social learning but a tool for facilitation. Because of the ubiquitous presence of technology and the internet, social media and video platforms give us the opportunity to share our experiences and knowledge with the whole world in the form of videos or texts. People from anywhere can learn from our experiences at any time. This concept has become so powerful that younger generations prefer it to the tried and true direct interaction with other people. However, many things are lost in the process, such as interpreting tone of voice, facial expressions or subtle cues.
Even in companies, intranets and chats can stimulate exchanges between colleagues who are otherwise physically distant and unlikely to ever meet in person. This supports and accelerates social learning, as long as it does not become the sole source of learning. Care should be taken to always view social media as a tool, not a universal solution.
Platforms such as YouTube, Facebook or Twitter do not just provide content for diversion. Specialist groups, explanatory videos or forums for solving complex problems enable social learning even beyond the boundaries of the company or entire countries. As long as sensitive information is not shared, this can be incredibly helpful. In addition, sharing one’s own experiences on social media and forums has a practical side effect; it strengthens the company’s reputation as a subject matter expert and also offers new marketing options because it increases reach.
Example: Integration of Social Media
Social media gives us a myriad of ways to interact with other people around the globe on a professional level. Every company and person has to find the most useful options for themselves.
- Internal sharing platforms like intranets can help improve employee loyalty by creating a stronger sense of community and accelerating the exchange of information.
- A perfect example of social learning is participation in forums. Forums can be about every possible topic or area. There are forums hosted by companies, organisations or open forums that allow discussing just about anything. Great examples for general discussions are famous forums like Stackoverflow and Reddit .
- Quite similar is the joining of societies. Many groups are discussing rather specialised topics on a high level, e.g. technology or scientific topics. This can happen online or offline. Societies require registration and usually some proof that a member has a certain level of expertise to participate in the talks. For company experts, such groups can be quite a valuable learning experience.
- For less specialised but still goal-oriented discussions, there are social groups. Such groups usually also require registration but with fewer expectations. Talks are more general, but they can also be helpful for learning about other perspectives.
- Many employees consume videos or other internet content to learn the things they need for completing a task. If those contents are shared or found via social media (internal or external), we call it social learning
Sharing Internet Resources
Sharing information doesn’t always have to involve social media. Many people spend a lot of time searching the internet for educational opportunities and informative content. There is now more learning content out there than anyone could count, let alone consume. Finding valuable information in this mass of data is not always easy.
So it pays to encourage sharing of such sources within your organisation. Regardless of the form of sharing, motivating employees to consume blogs, technical articles, videos or podcasts on relevant topics and share the best of them with their colleagues can be a great way to share knowledge and encourage skill improvements. An internal library of external knowledge sources can be just as valuable as a collection of eLearning content. If you can measurably incorporate these external sources into your learning platform, it’s even better. This way, you can additionally see which sources are most popular and draw conclusions about your learning content.
Social interactions with others have been an integral part of our being since the Stone Age. It is a constant need to communicate and exchange with others to feel accepted and comfortable and learn. Even completely mundane conversations can contain added values that help us move forward in life. The more companies encourage employees to interact with each other, the happier they will be, and the more often they will learn something from those interactions. When people work physically close together, they automatically talk about it when there are problems. Employees help each other find solutions, improve their work or make processes more efficient. The more opportunities there are for the contact between team members, the better the exchange works in a professional environment.
Examples of Social Learning through Exchange
General exchange doesn’t have a fixed learning goal. Simple conversations between colleagues can benefit learning and increase social skills. Any kind of social activity within an organisation can serve as a starting point for this.
- Coffee breaks bring co-workers together to talk about current tasks, colleagues, managers, the company, or just about life. This improves networking and sympathy, which are both essential for social learning.
- Events like anniversaries, department parties, after-work get-togethers, barbecues, or other opportunities that allow employees to mingle and meet co-workers from other departments or even different locations usually have a significant impact on social learning. Imitation starts with awareness, so the more successful people we meet, the more motivated we become to improve.
- Informal chats between colleagues are traditionally viewed as wasted time or dodging work. Often, co-workers talk about work-related topics to share their views or just release frustration about specific tasks. Instead of telling them to get back to work, leaders can join the chat and steer the conversation in a useful direction.
Social Learning Through Knowledge Management
In addition to classic group projects with regular meetings, there are many more ways to collaborate in teams without leaving the workplace in today’s digital age. There are numerous software solutions such as Google for Business, Microsoft 360 or Dropbox that enable teams and workgroups to collaborate on the same documents at the same time, and contribute their knowledge and expertise. This saves time because everyone can work on it simultaneously, and it allows colleagues to work together effectively even if they are working in separate countries.
Using the communication tools included in digital solutions, such as Hangouts, Teams or Slack, spontaneous video chats and meetings on current topics and challenges can be implemented immediately and spontaneously, even if it only takes a few minutes. This type of networking strengthens the sense of community and reduces the inhibition threshold to approach previously unknown colleagues for information exchange.
Examples of Knowledge Management for Social Learning Purposes
Although Knowledge Management is mainly supposed to make use of internal information as effectively as possible, there are social learning benefits included.
- By utilising comments, suggestions, or even simultaneous editing, social learning can take place by receiving input from others. This can even happen over the course of days or weeks by checking the latest comments from yesterday and responding to them, so the colleague from another time zone can read it the next day.
- Communication tools like Slack or Teams allow employees to easily find subject matter experts and ask questions in the flow of work. Quick communication improves networking between departments and employees, and it also accelerates knowledge sharing even in small bits, similar to microlearning.
- Chat tools also allow for sharing documents and links with team members, turning them into a form of internal social media.
- Although internally created wikis count as knowledge management in the first place, these articles are usually written by experts in the organisation. Unlike external wikis, employees can contact internal authors for more details or specific questions and even add experiences to the article later. This is also a form of social learning.
Interactive Learning Platforms
Many organisations already have systems and platforms that manage content and report back usage data when it comes to learning. This makes sense for a controlled learning environment, but it usually excludes the interpersonal part. Modern learning platforms or learning ecosystems, like Valamis, enable collaborative content such as digital group work and collaborative learning paths and courses with fixed participants and known colleagues. These platforms allow employees to work together on learning tasks, exchange ideas, and enhance the learning environment.
In addition, platforms such as Valamis enable a social learning network. Employees can recommend content to each other, track their colleagues’ progress, exchange specific information, and even compete against each other in leaderboards. This makes it much easier to follow a colleague’s steps toward a promotion, bonus, or skill. Instead of envy, you give employees a clear path by which they can also achieve their goals. Platforms like Valamis are continually improving to be a one-stop-shop for all possible kinds of social learning in a digital solution.
Combine features like personalisation, analytics, or skills matrices with sharing or integrating external learning sources, using digital collaboration tools for group tasks, incorporating content from other social media, and enabling video or chat sessions for brainstorming. You can have powerful solutions that combine many proven and modern social learning approaches to improve your organisation’s chances for success.
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Science Education in Theory and Practice pp 85–99 Cite as
Social Learning Theory—Albert Bandura
- Anwar Rumjaun 3 &
- Fawzia Narod 3
- First Online: 09 September 2020
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Part of the Springer Texts in Education book series (SPTE)
Social learning theory (SLT) is often described as an intermediate between behaviorism (traditional learning theory) and cognitive theory. Behaviorism focuses on one particular view of learning: a change in external behavior achieved through the use of reinforcement and repetition to shape behavior which relates to rote learning. Cognitive learning theory advocates that the different processes concerning learning can be explained by analyzing the mental processes. Thus, SLT is a bridge between behaviorism and cognitive approach. In this chapter, we argue that SLT is still a valid theory supporting the teaching and learning of science. Learning in science is not limited to understanding co-construction of scientific concepts, but includes developing learners’ science process skills by engaging them to work in a group to solve the problem, to carry out projects, to engage in role-play and to conduct inquiry learning to make/construct the meaning of science concepts, issues, and phenomena. These activities in science teaching and learning reconcile with SLT which includes observation, attention, retention, motivation, and different types of modeling. Using this argument, we suggest that social learning theory reconciles with the principles of teaching and learning of science.
- Social learning theory
- Observation
We human beings are social beings. We come into the world as the result of others’ actions. We survive here in dependence on others. Whether we like it or not, there is hardly a moment of our lives when we do not benefit from others’ activities. For this reason, it is hardly surprising that most of our happiness arises in the context of our relationships with others. ―Dalai Lama XIV.
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Further Reading
Crittenden, W. F. (2005). A social learning theory of cross-functional case education. Journal of Business Research, 59, 960–966.
Mesoudi, A. (2017). Pursuing Darwin’s curious parallel: Prospects for a science of cultural evolution. Proceedings of the Natural Academy of Sciences, 114 (30), 7853–7860.
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Albert Bandura Social Learning Theory Essay
Social learning theory essay: introduction, bandura social learning theory: explanations, the notions of basic social learning, bandura social learning theory: observational learning, importance of cognitive or intrinsic reinforcement, the relationship between learning and change in behavior, bandura social learning theory: applications, bandura social learning theory: conclusion.
Bandura’s social learning theory argues that gaining knowledge that results in behavior change is attained through observation, imitation, and modeling. Besides, the theory postulates that the learning process is achieved through role imitations, attitudes, and anticipated outcomes (Bandura, 1977). In other words, individual learning abilities are enhanced through simulations, scrutiny, and role enhancements. Through observation, individuals can easily create a new behavior, which informs future actions. Generally, the theory explains human behavior concerning incessant interactive reciprocation between ecological, cognitive, and conductive influences. Bandura social learning theory has often been perceived as a conduit between cognitive and behaviorist theories. The reason is that it contains the attributes of both cognitive and behaviorist theories, including increased awareness, recollection, and impetus. The theoretical perspective of Bandura has been widely applied in various fields ranging from psychology to medicine, particularly in explaining children’s cognitive developments and changes in behavior patterns.
According to the theory, learning would be impossible if individuals were left to depend wholly on the impacts of their personal actions (Bandura, 1977). Essentially, the behaviors of an individual cannot be influenced fully by the result of their personal actions. However, individual behaviors are impacted through the process of modeling. In other words, from the observations, individuals can easily come up with an idea of how new behaviors are performed, which informs future actions (Bandura, 1977).
Bandura’s social learning theory is a highly recognized learning and development theory. The reason is that the theory is based on the traditional concepts of learning and development theories while holding the most divergent and provable ideas. In addition to the traditional concepts, Bandura added the social element where the idea of learning through observation is propagated. Bandura argued that gaining new knowledge of information and a resultant change in behaviors are attained through modeling. The modeling process is similar to observational learning, which can be applied to account for several behaviors in individuals (Bandura, 1977).
Three basic ideas form the core of Bandura’s social learning theory. First is the notion of observational learning. Essentially, the idea of observational learning argues that people can gain knowledge by imitating others. The second notion is that an individual’s cognitive or mental state is a critical part of the whole process. The final concept is the fact that not all things observed and learned result in behavioral transformation (Bandura, 1977).
From various experiments, Bandura showed that children tend to learn and imitate other people’s behaviors, particularly significant others. In most cases, children imitate the behaviors they have observed from their adult role models (Bandura, 1977). The observations of Bandura in most of his studies explain the role modeling process in behavior patterns where people tend to imitate the conduct of their significant others. In most behavioral theories, role models are typically termed significant others. The actions of role models majorly influence individuals’ behaviors. According to the social learning theory, new behaviors are learned through observations and imitating the actions of significant others (Bandura, 1977). Through observations, children can understand how new behaviors are performed. For instance, belligerent children have been found to imitate the aggressive actions of their parents. Essentially, such children tend to imitate the hostile actions of their parents, which they had observed in the past. However, learning through observation is not only attained through live models but also through verbal and symbolic models (Bandura, 1977).
Based on the notion, the theory acknowledged three basic learning process models ranging from live to symbolic models. Bandura argued that the live model entails activities that an individual really confirms. The verbal instructional model gives rationalizations and descriptions for a particular behavior (Bandura, 1977). In the symbolic model, the behaviors are portrayed through illusory characters. Symbolic modeling is quite common in the current media, including online, television, and social networking. Learning behaviors through symbolic modeling has become common in the current social system and is influenced by the advances in information technology and globalization.
The theory postulates that gaining knowledge and individual actions are influenced by external environmental factors and cognitive corroboration. According to the theory, intrinsic reinforcement includes internal rewards such as pride, satisfaction, and a sense of accomplishment (Bandura, 1977). Learning will be enhanced when an individual has total internal satisfaction with the new behavior. In addition, adopting the new behavior is quick when it results in increased personal accomplishment. Personal accomplishment is also accompanied by pride and satisfaction. Essentially, intrinsic reinforcement, or the mental state of an individual, plays a critical role in the learning process of an individual (Bandura, 1977). In fact, the emphasis on internal rewards forms the connection between this social learning supposition and cognitive development theories. While most scholars categorize the conjecture under behavioral theories, the approach by Bandura leans towards social cognitive theories.
Most behavior theorists believe that learning enhances and transforms an individual behavior permanently. However, studies indicate that learning can occur without changes in behavior patterns. In other words, new information can be learned without transformations in individual behavior. Bandura’s social learning theory postulates that not all individual behaviors are learned. In fact, the theory argues that the social and intrinsic factors involved in the modeling process determine the success of learning the new behavior (Bandura, 1977). As such, the theory proposed specific steps that must be followed in order to succeed in behavioral changes through the learning process.
One of the steps is the attention. Bandura argues that the learning process is enhanced by increased attention. Actually, any detraction from attention may negatively affect observational learning (Bandura, 1977). Besides, attention is enhanced by intrinsic factors such as increased interest or the creation of new ideas. Another critical factor is retention. Retention is the ability to store the acquired information. While retention can be affected by many factors, the capability of retrieving the information later and put into practice is critical to the modeling process (Bandura, 1977).
Reproduction is the next step after retention. Reproduction is the retrieval of retained information, which is demonstrated by actual practice. The practice of retained information leads to behavior change through skill advancements (Bandura, 1977). The final step in the modeling process is motivation. Motivation can either be in the form of reinforcement or punishment. Either form of motivation is critical for the success of the modeling process.
As indicated, the theory has been widely applied in various fields, from psychology to medicine. In particular, the theory is mainly used in the field of education, particularly in the explanation of the learning process of the pupils. Currently, the education stakeholders take into cognizance of the significance of the theory in establishing strategies that tend to focus on the changing behaviors of school-going children. In addition, the theory has been applied in explaining errant behaviors observed in most school children. Bandura’s social learning theory has also been used to develop education policies such as classroom strategies and help children build self-efficacy. In other fields, the theory has mainly been applied to explain children’s learning and development processes. Further, the theory has been applied in psychology and counseling to explain the behavior patterns of delinquent children. Most importantly, the theory is critical in understanding the current observational learning process through symbolic modeling, majorly influenced by the new media.
Bandura’s social learning theory is one of the highly recognized theories in learning and development. While the theory borrows hugely from the traditional concepts of learning and development theories, it incorporates the social element in which the idea of learning through observation is propagated. The theory argues that the learning process is achieved through observation, imitation, and modeling. As mentioned, the theory is widely applied in the field of education, especially in the explanations of the learning process.
Bandura, A. (1977). Social learning theory . New York, NY: General Learning Press.
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Albert Bandura is a Cognitive psychologist who was responsible for the famous Bobo experiment, Cognitive psychology is based on language memory and how we solve problems. Bandura’s Bobo experiment; in 1961 placed children ranging in ages between 2 and 5. He had the children watch an adult abuse this inflatable clown doll named Bobo. He then placed the children in a room with toys and a puzzle that was unsolvable.When some of the children became frustrated over not being able […]
Albert Bandura “The Social Learning Theory”
Biography Albert Bandura Albert Bandura was born in a tiny town called Mundare located in Canada on December 4, 1925. Bandura was the only boy and the youngest of six children. After elementary and high school Bandura attended college at the University of British Colombia in Vancouver. Bandura stated “My parents encouraged me to expand my experiences… they essentially presented me with two options: I could either remain in Mundare, till the farmland, play pool and drink myself oblivion the […]
Organization “Friends Outside La” – Social Learning Theory
Introduction Friends Outside Los Angeles County is an organization dedicated to providing services to families and children, incarcerated and formerly incarcerated family members. The main office is located in Pasadena. They have five co-locations, three in Los Angeles, one in Pasadena and one in Inglewood. I am placed at one of the Los Angeles locations. Friends Outside LA provides supportive services to the families of those incarcerated and link them to other needed services provided by community organizations and government […]
Teen Dating Violence and Social Media
Teen dating violence remains a widespread social problem in the United States with lasting impact on those who experience it. A national survey of in-school youth grades 9-12 found that 8% of those in dating relationships or who had gone out with someone had experienced physical and 7% had experienced sexual dating violence (Kahn, 2018). An earlier study, which included other dimensions of dating abuse, found that 30% of 7th to 12th graders had experienced psychological dating abuse in the […]
Mental Health and Anxiety
Mental Health is too often ignored not only in the general population but especially during the transitional periods of adolescents and young adulthood. Anxiety, despite its usefulness in assessing threats can become a chronic, maladaptive illness when not addressed in time. According to the National Institute of Mental Health (2017), approximately 32% of youth ages 13-18 met criteria for a clinical anxiety disorder. A review of publications exploring etiological factors placed a greater emphasis on environmental factors than biological ones […]
University Students’ Perception
Introduction Background of the Study Over the years, researchers have examined the effects of before and after the introduction of media to the community. The constant question which crops up on the effects of media is, will the exposure of youth to media violence cause increased levels of aggression and violent behavior. According to Huesmann (2001), he said that the young adults may behave aggressively if they are exposed to media violence since young. Ones characteristics can be formed when […]
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Social Learning Theory and Its Development in The Observational Learning of Children
Analysis of three theories of learning: social learning, classical, and operant conditioning, overview of the theories of learning and its application, examining eating disorders and social learning theory to draw useful conclusions, let us write you an essay from scratch.
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The New Scientist's Approach to The Null Hypothesis.
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Importancece and Benefits of Team Working for Students
Theories of environmental influences on sport performance, report on the three traditional learning theories, what is learning: formal and informal theories and styles, relevant topics.
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Social Learning Theory Essay Examples and Topics
What is rational choice, it's examples and applications in theory a case study.
Social learning theory, considered one of the core theoretical perspectives in the field, believes that behavior is learned through socialization. It consisting of four main concepts, differential association, differential reinforcement, imitation, and definitions, social learning theory is capable of explaining both delinquent behavior and expected…
Use of Differential Association Theory to Analyze the Delinquent Behavior in Derry Girls Episode 2
In Derry Girls Season 1, Episode 2, the group of five teens in 1990s Northern Ireland engage in delinquent activity, including theft and vandalism. The characters in this episode display behavior that can be explained as learned delinquency, but there are also socioeconomic factors to…
Social Learning Theory as Important Part of Knowledge About Behavior
Social learning theory is an important part of our understanding of both criminal and non-criminal behavior. Social learning theory is a general theory used in research to explain different kinds of criminal behavior. This theory precisely emphasizes the interaction between cognitive, behavioral, and environmental determinants…
Colin, from the Bad Side of Town
Growing up on what is considered as the “bad side” of town has its own repercussions. Colin was a young man who grew up on the bad side of town; however, he had friends who were from the “right side” of town. The town saw…
The Impact of Media Including Video Games on Moral Development in Adolescence
The impact of media including video games on moral development in adolescence. I wanted to focus this topic on a specific event that happened on the 20th April 1999. Eric Harris and Dylan Klebold, aged 18 and 17 respectively, carried out the fifth deadliest school…
Analysis of Learning Theories on the Example of Steve Jobs
There is no doubt that the late Steve Jobs have led not just a fruitful life, but a very interesting life. He lived a life that has touched all of ours and would be touching those of the generations to come long after he has…
Protagoras and Meno Learning Theories of Plato
Plato’s Theory of Learning in Meno The Greek philosopher Plato is considered one of the greatest thinkers, as his teachings regarding politics, mathematics, and education are still highly influential today. One of the core ideas of Platonic epistemology is the belief that knowledge is innate…
Comparing and Contrasting the Behaviourist and Social Learning Theories
Learning occurs through a process that results in a long-term change in knowledge or behaviour, resulting from experience and interaction with the immediate environment. This has been concluded through research and experimentation by various theorists trying to understand what it is that leads to this…
Connection of the Control Theory and the Social Learning Theory
Learning theories give a description on how a person absorbs information, processes it, and retains it for future use. During the learning process, many things such as the environment, cognitive ability, emotions and experience help in the understanding of worldviews, and retaining of knowledge and…
A Problem of Gender Roles and Stereotypes Within Advertising
Gender Roles in Advertising Little Sally, 6, and Billy, 8, are sitting down in front of the family television for an afternoon of enjoyable programming. Suddenly an advertisement interrupts their favorite show. The advertisement features a young woman cleaning a kitchen with a product that…
Family as a Major Social Power in a Person’s Life
This paper aims to elucidate the impact of parents and family on cognitive development and the theory that supports that is Social Theory of Leraning. Social learning is a process where in the mind of an individual absorbs and imbibes the environment as it perceives…
Human Growth and Development: Learning Theory
In contrast to psychodynamic theory, learning theory concentrates on how learning influences a person’s behavior.This perspective emphasizes the role of experience, examining whether a person’s behavior is rewarded or punished.This perspective also emphasizes that people learn from watching others around them.Two influential theories in this…
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Home / Essay Samples / Sociology / Sociological Theories / Social Learning Theory
Social Learning Theory Essay Examples
Analysis of albert bandura's social learning theory.
In this paper I will analyse the theory of Albert Bandura as the topic of my writing is "Social learning theory" essay. He was a Canadian American psychologist who brought around the Bandura’s Social Learning Theory. This theory is a cognitivebehavioural theory, and it sees...
The Culture of Greek-letter Organizations
Greek-letter organizations are an inherently exclusive groups. GLOs can be studied from their days in antebellum all-male schools to the the modern day college and university campus. Many factors--such as class, religiosity, race, sexuality, athleticism, intelligence, and recklessness--have contributed to particular versions of “fraternal masculinity”...
Deconstruction of Social Concepts
Social concepts shape and are built to help us make sense of the world we live in. They are guidelines to organize the way we are supposed to behave according to society's standards. They exist, simply, because we manifest them. They exist because we collectively...
Social Learning Theories by Freud, Dr. David Hersey & Other Phychologists
In 1915, in his research of mentally ill patients, Freud came up with the idea of Unconscious Mind versus Conscious Mind where the: “Conscious mind contains all your memories, feelings and all emotions” Unconscious mind is the feelings of urges and memories that are unacceptable...
The Behaviourism Theory Description
Behaviorism was created by Pavlov and skinner and they both worked together to get to the bottom of how humans learn. They are trying to figure out if we learn from experience. In this theory they mention that humans can be conditioned to behave in...
The Concept of a Role Model
A role model can be define as a person who mold someone else’s attitudes, values and behavior. As we already know, we tend to reproduce what other people do, not necessarily what they say. In 1977, Bandura develops the Social Learning Theory which is based...
Training and Development as Methods of Employee Engagement
In any business, human capital is its greatest asset and the biggest key to achieving business goals. It is time for all human resource managers to reflect back on employee performance and begin planning on how to better the training and development needs. Nowadays, self-paced...
Understanding Sociological Theory & the Sociological Imagination
Sociology involves stepping out of the box to analyze every custom, every tradition, every movement, every conversation that humans have. There are three sociological paradigms that we have been exposed to in this module: structural functionalism, conflict theory and symbolic interactionism. I see structural functionalism...
Analysis of My Childhood Negative Experiences Using Scientific Theories
During my childhood, I faced two significant issues that affected me negatively, especially in my attitude and the way I behaved. With the use of the Systems Theory, Ecological Theory and the Social Learning Theory, I will be examining and explaining for the reasons behind...
Dissecting the Controversial Phenomenon: Behaviorism and Cognitivism Approaches to the Study of Language
Behaviorist and cognitivist approaches to the study of language have been long debated in the literature. They have opposite arguments to one another; furthermore, advocated by celebrated names with their seminal works like C. K. Ogden and I. A. Richards’s book “Meaning of Meaning”, Skinner’s...
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