Social Learning Theory OBSERVATION AND MODELING of behavior, attitudes, and emotional reactions of others is the basis of social learning. Originally developed by Albert Bandura in the late 1970's, Social Learning Theory suggests that most human behavior is learned observationally from others (Bandura, 1994). In this article we will examine examples, processes, and applications of social learning. Examples of Social Learning We are first introduced to the process of social learning as children and then as young adults. Children who mimic various behaviors of their parents are engaged in social learning. One of the key principles of social learning theory is that individuals will be more likely to adopt modeled behavior if it is activity they value and if the model holds admired status. When a mother is getting ready for a night out and finds her daughter trying on her shoes. The daughter is emulating her partly because of the admiration she holds for her mother.   Processes Underlying Social Learning There are four processes that form the basis of Social Learning Theory. These processes are Attention, Retention, Motivation, and Motor Reproduction. Attention This process surrounds the acquisition of the attention of the learner. Acquisition can be based on such factors as sensory capacity, arousal level, and past reinforcement.   Retention This process involves the learner accessing symbolic coding of the behavior that has caught their attention.       Motivation This process includes external, vicarious and/or self-reinforced motivation.     Motor Reproduction This process includes the physical reproduction of the observed activity through physical capability, self-observation and feedback.     Application of Theory An easily envisioned example of social learning in the workplace is in an on-the-job training setting. Here a supervisor either explicitly or implicitly shows a new employee a physical task to be replicated for the employee's job performance. Often this physical performance may be quite foreign to the new employee. However, in most cases after a few run throughs and attempts on the employee's part they are able to complete the task by envisioning the symbolic codes they developed consciously or unconsciously of the earlier observed model performance.   Conclusion In a workplace setting social learning can be a powerful force to train employees, yet employees can also use social learning to adopt behaviors that may be less than desirable from the employer's perspective. These behaviors could be learned from co-workers who are not necessarily going to be the next employee of the month. Employers and trainers need to analyze what is truly valued behavior in the company and why. Further, they need to understand that if proactive steps are not taken to engage in positive social learning, employees will be engaged in this learning on their own with someone who may be admired by the employee but less than admired by company management. More Information To learn more on Social Learning Theory or other learning theories go to the Theory Into Practice database or find out more on Bandura. Reference Bandura, A.(1994). Social learning theory. From Theory into practice database. (Kearsley, G.). Retrieved March 25, 2003 from the World Wide Web: http://tip.psychology.org/bandura.html Joel Stewart, Graduate Student, San Diego State University