Q. 4 Difference between the following: a) Classical and neo-classical theory of management b) Classical conditioning and operant conditioning c) Positive reinforcement and negative reinforcement. d) Evolutionary and Revolutionary strategies of change

 

IGNOU ASSIGNMENT 

Course Code : MCO – 01 

Course Title : Organisation Theory and Behavior

Assignment Code : MCO - 01 /TMA/2022-23 

Coverage : All Blocks

Q. 4 Difference between the following: 

a) Classical and neo-classical theory of management 

b) Classical conditioning and operant conditioning 

c) Positive reinforcement and negative reinforcement. 

d) Evolutionary and Revolutionary strategies of change

Answer (a)

Classical and neoclassical theories of management are two approaches to management, each with its own set of assumptions and principles. The main differences between classical and neoclassical theories of management can be summarized in the following 10 points:

1. Historical Context: Classical theory emerged in the late 19th century, while neoclassical theory developed in the early 20th century as a response to the limitations of classical theory.
2. Focus on Organizational Structure: Classical theory focuses on organizing the structure and processes of an organization to achieve efficiency and productivity, while neoclassical theory emphasizes the social and human aspects of an organization, focusing on employee motivation, communication, and participation.
3. Management Approach: Classical theory advocates a top-down management approach, where managers make decisions and give orders that are to be followed by employees. Neoclassical theory stresses the importance of employee involvement in decision-making and encourages managers to be more democratic in their leadership style.
4. Employee Motivation: Classical theory assumes that employees are motivated primarily by financial incentives and that they will work harder if they are paid more. Neoclassical theory recognizes that employees are motivated by a variety of factors, including job satisfaction, recognition, and the opportunity to participate in decision-making.
5. Communication: Classical theory emphasizes a hierarchical approach to communication, where information flows from the top down. Neoclassical theory recognizes the importance of communication in both directions, encouraging open communication channels between managers and employees.
6. Workplace Environment: Classical theory assumes that the workplace is a mechanical environment, where employees are treated as interchangeable parts of a machine. Neoclassical theory recognizes that the workplace is a social environment, where employees have unique skills and abilities that should be utilized to achieve organizational goals.
7. Role of Employees: Classical theory views employees as tools to be used in achieving organizational goals, while neoclassical theory views employees as valuable resources that should be developed and supported.
8. Organizational Change: Classical theory advocates for incremental change to improve efficiency, while neoclassical theory recognizes the need for more radical change to address issues of employee motivation and participation.
9. Decision-Making: Classical theory assumes that decision-making is best left to managers, while neoclassical theory recognizes the importance of involving employees in decision-making.
10. Use of Technology: Classical theory emphasizes the use of technology to achieve efficiency and productivity, while neoclassical theory recognizes the importance of technology but also emphasizes the need to balance technological improvements with the human aspects of work.

Answer (b)

Classical conditioning and operant conditioning are two types of learning that occur through experience. While they both involve associations between stimuli and responses, there are some key differences between the two. The following are 10 differences between classical conditioning and operant conditioning:

1. Definition: Classical conditioning is a type of learning in which a neutral stimulus becomes associated with a biologically significant stimulus, resulting in a change in behavior. Operant conditioning, on the other hand, is a type of learning in which behavior is modified by the consequences that follow it.
2. Focus: Classical conditioning focuses on the association between two stimuli, while operant conditioning focuses on the relationship between behavior and its consequences.
3. Type of Learning: Classical conditioning is a passive form of learning, in which an individual learns through observation and association. Operant conditioning is an active form of learning, in which an individual learns through trial and error.
4. Timing: In classical conditioning, the neutral stimulus (NS) is presented before the unconditioned stimulus (US), while in operant conditioning, the consequence (reinforcement or punishment) follows the behavior.
5. Response: Classical conditioning involves involuntary responses, while operant conditioning involves voluntary responses.
6. Reinforcement: In classical conditioning, there is no reinforcement or punishment, only association between stimuli. In operant conditioning, the consequences of behavior act as reinforcement or punishment.
7. Type of Conditioning: Classical conditioning is a type of respondent conditioning, while operant conditioning is a type of operant conditioning.
8. Mechanism: Classical conditioning works by pairing a neutral stimulus with an unconditioned stimulus to elicit a response. Operant conditioning works by reinforcing or punishing a behavior to increase or decrease the likelihood of it happening again.
9. Extinction: In classical conditioning, extinction occurs when the conditioned stimulus (CS) is presented without the unconditioned stimulus (US) and the conditioned response (CR) gradually disappears. In operant conditioning, extinction occurs when the reinforcement or punishment is no longer given, and the behavior eventually stops.
10. Applications: Classical conditioning is used in many areas such as marketing and advertising, while operant conditioning is used in behavior modification, education, and training.

Answer (c)

Positive reinforcement and negative reinforcement are two types of reinforcement used in operant conditioning. While they both involve the use of rewards to increase the likelihood of a behavior being repeated, there are some key differences between the two. The following are 10 differences between positive reinforcement and negative reinforcement:

1. Definition: Positive reinforcement is the process of rewarding a behavior to increase the likelihood of it being repeated, while negative reinforcement is the process of removing an aversive stimulus to increase the likelihood of a behavior being repeated.
2. Focus: Positive reinforcement focuses on the addition of a reward, while negative reinforcement focuses on the removal of an aversive stimulus.
3. Type of Consequence: Positive reinforcement involves a consequence that is rewarding, while negative reinforcement involves a consequence that is unpleasant and is removed or avoided.
4. Timing: Positive reinforcement occurs when a reward is given immediately after a behavior, while negative reinforcement occurs when an aversive stimulus is removed immediately after a behavior.
5. Effect: Positive reinforcement increases the likelihood of a behavior being repeated, while negative reinforcement reduces the likelihood of the behavior being avoided or repeated.
6. Behavior Change: Positive reinforcement encourages the adoption of a new behavior, while negative reinforcement discourages the avoidance of a behavior.
7. Nature of Reward: Positive reinforcement provides a pleasant or desirable reward, while negative reinforcement provides relief from an unpleasant or aversive stimulus.
8. Goal: Positive reinforcement aims to reinforce desirable behavior, while negative reinforcement aims to avoid or eliminate undesirable behavior.
9. Examples: Examples of positive reinforcement include praise, rewards, and promotions, while examples of negative reinforcement include taking away an unpleasant task or removing a loud noise.
10. Motivation: Positive reinforcement motivates individuals to perform better to achieve rewards, while negative reinforcement motivates individuals to perform better to avoid unpleasant situations.

Answer (d)

Evolutionary and revolutionary strategies of change are two different approaches used to bring about change in an organization. While they both aim to improve organizational performance and effectiveness, there are some key differences between the two. The following are 10 differences between evolutionary and revolutionary strategies of change:

1. Pace of Change: Evolutionary change is gradual and incremental, while revolutionary change is rapid and radical.
2. Scope: Evolutionary change focuses on making small improvements to existing processes, systems, and structures, while revolutionary change involves a complete overhaul of the existing processes, systems, and structures.
3. Resistance: Evolutionary change is often met with less resistance, as it is perceived as less disruptive to the organization than revolutionary change.
4. Planning: Evolutionary change requires more planning, as it involves making small adjustments to the current system over a longer period of time. Revolutionary change requires less planning but more immediate action.
5. Risk: Evolutionary change involves less risk, as it involves making small changes that have been tested over time. Revolutionary change involves more risk, as it involves making major changes that have not been tested.
6. Cost: Evolutionary change is often less expensive than revolutionary change, as it involves making small changes that can be implemented with minimal resources. Revolutionary change is often more expensive, as it involves major changes that require significant resources.
7. Time: Evolutionary change takes longer to produce results, as it involves making small changes over time. Revolutionary change produces results more quickly, but these results may not be sustainable over the long term.
8. Communication: Evolutionary change requires more communication and collaboration with stakeholders, as it involves making small changes that affect multiple stakeholders. Revolutionary change requires less communication and collaboration, as it involves making major changes that affect the entire organization.
9. Impact: Evolutionary change has a smaller impact on the organization, as it involves making small changes that have a limited scope. Revolutionary change has a larger impact on the organization, as it involves making major changes that affect the entire organization.
10. Sustainability: Evolutionary change is often more sustainable over the long term, as it involves making small changes that are easier to maintain over time. Revolutionary change may be less sustainable over the long term, as it involves making major changes that may be difficult to maintain over time.