Timing: Allow 60 minutes for this activity
Reflecting on your previous learning experiences, can you think of any examples of HRD interventions that you have developed or been part of which seemed to be based on a behaviourist approach? The following questions may help you explore this:
- (1): Did the training emphasise observable behaviours?
- (2): Was the behaviour to be learned clearly explained to you and broken down into its simpler components?
- (3): Did you have enough time to practise the behaviours under training?
- (4): Were you given feedback and/or correction?
Feedback
One of the applications of classic conditioning for adult learning is in the treatment of irrational fear or phobia in clinical practice. At a less extreme level, fear of the unknown, of failure and rejection can and does influence adult learning. An understanding of how we may associate a neutral stimulus with a sign of threat due to previous experience highlights the need to consider emotional aspects in the design of learning interventions.
Operant conditioning is often used as one of the tools in the HRD toolbox which should be complemented by others. In clinical practice, this explains behaviours such as gambling and gaming online. Within the adult learning context, this should remind learning designers to pay attention to the contingencies that need to be in place for the desired behaviour to occur.
