Learning theory may sound like an esoteric idea, but understanding how people learn has many practical implications for both formal and informal workplace learning because it can provide best practices for teaching on the job as a trainer or a manager.

Here’s an overview of the most popular behavioral learning theories.

Reinforcement Theory

Reinforcement Theory suggests that behavior is controlled by its consequences and therefore individuals are motivated to perform or avoid behaviors because of past outcomes of those behaviors.

Reinforcement comes in several forms:

Positive reinforcement involves positively rewarding desirable behaviors.
Negative reinforcement means removing an unpleasant outcome to promote desirable behaviors.
Extinction involves withdrawing positive or negative reinforcers to eliminate a behavior.
Punishment involves decreasing a behavior by presenting an unpleasant outcome after the behavior.
Workplace learning implications: The trainer must have a general understanding of which outcomes a learner finds positive or negative and strategically connect those outcomes to the course content, as appropriate.

Social Learning Theory

Social Learning Theory suggests that people learn by observing other people and attempting to copy their behaviors. Social learning is influenced by self-efficacy, which is an individual’s belief that he/she can successfully learn knowledge and skills. This means that the learner may not be able to adopt the behaviors they see if she doesn’t accept that she will get the same result someone else did.

Workplace learning implications: Formal and informal mentoring and coaching programs help employees build competencies by watching others. Keep in mind that learners are more likely to adopt the modeled behavior if it results in positive outcomes.

Goal Setting Theory

Goal Setting Theory suggests