Social Learning Theory

Let’s take a look at social learning theory. Social learning theory emphasizes that people learn by observing other persons (models) whom they believe are credible and knowledgeable. Social learning theory also recognizes that behavior that is reinforced or rewarded tends to be repeated. The models’ behavior or skill that is rewarded is adopted by the observer.

According to social learning theory, learning new skills or behaviors comes from (1) directly experiencing the consequences of using that behavior or skill, or (2) the process of observing others and seeing the consequences of their behavior.

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

Verbal persuasion means offering words of encouragement to convince others they can learn. Logical verification involves perceiving a relationship between a new task and a task already mastered. Trainers and managers can remind employees when they encounter learning difficulties that they have been successful at learning similar tasks.

Modeling involves having employees who already have mastered the learning outcomes demonstrate them for trainees. As a result, employees are likely to be motivated by the confidence and success of their peers. Past accomplishments refers to allowing employees to build a history of successful accomplishments.

Social learning theory suggests that four processes are involved in learning: attention, retention, motor reproduction, and motivational processes. After observing the model and discussing the key behaviors, each trainee is paired with another trainee for practice. Each group is given a situation and a message to communicate. The trainees take turns trying to get their ideas across to each other using the key behaviors. Each trainee is expected to provide feedback regarding the partner’s use of the key behaviors. The trainer also observes and provides feedback to each group. Before leaving training, the trainees are given a pocket-size card with the key behaviors, which they take back with them to their jobs.

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So what is the important of this theory?