Social Learning Theory and Facilitation Model

This article discusses the social learning theory by Albert Bandura and the facilitation model. It explains the key concepts of both theories and their relationship. It also includes an annotated bibliography and references. The article is relevant for students studying psychology, education, and human resource management.

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Social Learning
Social learning is a method in which an individual adopts fresh information through their
environment or settings that have caused a shift in his views, actions or attitudes (Taylor, 2017).
Several terms portray social learning in various respects. Social learning as intended to be the
method of acquiring more understanding or knowing about achieving something by defining a
word used every day (Akers & Jennings, 2015).
Facilitation is the practice of guiding individuals to agree to results through processes in
aspects that encourage everyone concerned to participate, own, and create. It simply involves
those abilities and procedures that are part of the group's guiding process (Hunter & Bailey,
2017). It involves all the policies for cooperation and organizational change in more complicated
terms.
Social learning theory by Albert Bandura - key concepts
The theory is often termed as a link between behavioral and cognitive models of learning
since it covers motivation, memory, and attention. Bandura proposed four mediation procedures
(Albert, 2017). The lists of concepts are:
 Attention - The degree of exposure or notice of behavior.
 Retention - How well an individual remembered his/her behavior.
 Reproduction - This involves the capacity of the model to conduct its behavior
that has been shown in recent times or just the previous moment.
 Motivation - The desire to pursue the behavior.

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The Facilitation Model has the following list of key concepts (Hunter & Bailey, 2017):
 Directive - Provide data and training in preparing a job scheme.
 Exploratory - Ask questions and encouraging individuals to express their
knowledge and thoughts.
 Delegating - Allocate assignments and individual roles for functioning.
 Participative - To share personal insights and experiences in the discussions.
 Sharing - Promoting the sharing and communication of feelings of the past as well
as the present.
 Interpretive - Put other phrases in a statement or help someone discover the
phrases to convey themselves.
 Evaluative - Assess what somebody says in regards to conduct by offering a
statement of importance.
Annotate Bibliography
Albert, B. (2017). Social Learning Theory of Aggression Control of Aggression (pp. 201-
252): Routledge
Albert Bandura proposed the theory of social learning, where individuals are informed
that by observing environmental variables, taking account of the behavior of others and assessing
the outcomes of such behaviors, they acquire unique behaviors, which is new (Albert, 2017). The
student is more probable to embrace a behavior or conduct to find that outcome by observing an
intended outcome. This not always imply that learners require immediate knowledge, but that
they can benefit from another person's behavior. The originator of social learning theory is the
Canadian psychologist Albert Bandura. Bandura examined, in his early studies, the roots of

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human education and learning and the inclination of individuals (both adults and children) to
model their personal behavior according to the behavior they observe among others.
The social learning theory of Bandura focuses on the role of observation of individual
with impact – models, having a strong effect on the learner. This is where it links to the
facilitation where the model evokes an already learned reaction from the observer.
Gashi Tresi, D., & Mihelič, K. K. (2018). The roles of self-efficacy and leader-member
exchange in the relationship between job crafting and work–self facilitation: a moderated
mediation model. Personnel Review, 47(7), 1362-1384.
The authors tried to assess the mediating function of the self-effectiveness of employees
in the connection between work and self-help and how moderating role of the leader/model may
affect the outcome (Gashi Tresi & Mihelič, 2018). They sampled 204 European employees to
test the mediation model. They found that self-efficacy and positive outcome of work are
closely linked along with work–self facilitation. Self-efficacy helps to mediate the connection
between self-facilitation in work and job crafting, enabling the human resource professionals of
an organization to improve employee performance.

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References
Akers, R. L., & Jennings, W. G. (2015). Social learning theory. The Handbook of Criminological
Theory, 4, 230-240.
Albert, B. (2017). Social Learning Theory of Aggression Control of Aggression (pp. 201-252):
Routledge.
Gashi Tresi, D., & Mihelič, K. K. (2018). The roles of self-efficacy and leader-member exchange
in the relationship between job crafting and work–self facilitation: a moderated mediation
model. Personnel Review, 47(7), 1362-1384.
Hunter, D., & Bailey, A. (2017). The facilitation of groups: Routledge.
Taylor, E. W. (2017). Transformative learning theory Transformative learning meets Bildung
(pp. 17-29): Brill Sense.