Difference between revisions of "Social-learning theory"
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | + | :[[Social-learning theory]]. The view that we can learn through both [[observation]] and direct experience. | |
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Social learning theory]]. A theory of learning that says people can learn through observation and direct experience. | ||
==Related concepts== | ==Related concepts== | ||
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==Related lectures== | ==Related lectures== | ||
| − | *[[ | + | *[[Environments for Study]]. |
*[[Human Perceptions Quarter]]. | *[[Human Perceptions Quarter]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: | + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: CNM Cyber Orientation]][[Category: Articles]] |
Latest revision as of 09:35, 3 June 2020
Social-learning theory (alternatively spelled, social learning theory) is the view that we can learn through both observation and direct experience.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Social-learning theory. The view that we can learn through both observation and direct experience.
According to Management by Robbins and Coulter (14th edition),
- Social learning theory. A theory of learning that says people can learn through observation and direct experience.
