When a person learns through the reinforcement, or rewarding, of little stages

that lead up to the ultimate or desired behavior, this process is known as shaping. It is
an additional method for learning difficult skills. Positive reinforcement is given to the
learner for each accomplishment along the route. More expertise is needed to achieve
the reward as the student develops their capacity to complete the assignment. An
administrative assistant might become an inside sales agent (taking telephone and
online orders). He gains a number of minor talents, starting with understanding the
inventory system. As he advances along the path from a support specialist to an inside
sales representative who can comprehend and meet customer requirements, he
receives a number of rewards. Positive reinforcement for him includes being praised for
his new abilities, receiving small pay raises, and experiencing pride as he picks up new,
simple skills. When he fills an order poorly, he receives negative feedback from
consumers as one of the penalties to help him learn.

According to cognitive learning theory, learning is a complex process that

involves much more than just picking up new habits and trivial abilities. Learners also
aspire to learn, form suspicions, and have epiphanies. Additionally, they employ a
variety of psychological traits—such as receptivity to new experiences—in the process
of learning. Let's say a safety and health expert unearths the reason why many workers
are experiencing a weird rash on their skin. According to cognitive learning theory, the
expert might have come to that conclusion by gathering facts that fit together in a logical
pattern. The idea would also stress the safety and health specialist's goal orientation as
well as their capacity for logic and analysis. Dedication to the cause and the capacity for
problem-solving would also aid in the learning process. Informal learning is another type
of learning that can be accounted for by cognitive theory in organizations. Any learning
that takes place but in which the organization does not control or create the learning
process is referred to as this. You could pick up new skills by paying attention to others,
contacting tech support, or working with knowledgeable individuals. 7 The fundamental
tenet of this type of learning is that employees pick up some crucial knowledge outside
of a structured learning environment. The employees take advantage of a learning
opportunity outside of a formal structure where the benefits of the learning opportunity
are implicit.