reflection essay on learning theory

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Gibbs' Reflective Cycle

One of the most famous cyclical models of reflection leading you through six stages exploring an experience: description, feelings, evaluation, analysis, conclusion and action plan.

Gibbs' Reflective Cycle was developed by Graham Gibbs in 1988 to give structure to learning from experiences.  It offers a framework for examining experiences, and given its cyclic nature lends itself particularly well to repeated experiences, allowing you to learn and plan from things that either went well or didn’t go well. It covers 6 stages:

• Description of the experience
• Feelings and thoughts about the experience
• Evaluation of the experience, both good and bad
• Analysis to make sense of the situation
• Conclusion about what you learned and what you could have done differently
• Action plan for how you would deal with similar situations in the future, or general changes you might find appropriate.

Below is further information on:

• The model – each stage is given a fuller description, guiding questions to ask yourself and an example of how this might look in a reflection
• Different depths of reflection – an example of reflecting more briefly using this model

This is just one model of reflection. Test it out and see how it works for you. If you find that only a few of the questions are helpful for you, focus on those. However, by thinking about each stage you are more likely to engage critically with your learning experience.

This model is a good way to work through an experience. This can be either a stand-alone experience or a situation you go through frequently, for example meetings with a team you have to collaborate with. Gibbs originally advocated its use in repeated situations, but the stages and principles apply equally well for single experiences too. If done with a stand-alone experience, the action plan may become more general and look at how you can apply your conclusions in the future.

For each of the stages of the model a number of helpful questions are outlined below. You don’t have to answer all of them but they can guide you about what sort of things make sense to include in that stage. You might have other prompts that work better for you.

Description

Here you have a chance to describe the situation in detail. The main points to include here concern what happened. Your feelings and conclusions will come later.

Helpful questions:

• What happened?
• When and where did it happen?
• Who was present?
• What did you and the other people do?
• What was the outcome of the situation?
• Why were you there?
• What did you want to happen?

Example of 'Description'

Here you can explore any feelings or thoughts that you had during the experience and how they may have impacted the experience.

• What were you feeling during the situation?
• What were you feeling before and after the situation?
• What do you think other people were feeling about the situation?
• What do you think other people feel about the situation now?
• What were you thinking during the situation?
• What do you think about the situation now?

Example of 'Feelings'

Here you have a chance to evaluate what worked and what didn’t work in the situation. Try to be as objective and honest as possible. To get the most out of your reflection focus on both the positive and the negative aspects of the situation, even if it was primarily one or the other.

• What was good and bad about the experience?
• What went well?
• What didn’t go so well?
• What did you and other people contribute to the situation (positively or negatively)?

Example of 'Evaluation'

The analysis step is where you have a chance to make sense of what happened. Up until now you have focused on details around what happened in the situation. Now you have a chance to extract meaning from it. You want to target the different aspects that went well or poorly and ask yourself why. If you are looking to include academic literature, this is the natural place to include it.

• Why did things go well?
• Why didn’t it go well?
• What sense can I make of the situation?
• What knowledge – my own or others (for example academic literature) can help me understand the situation?

Example of 'Analysis'

Conclusions

In this section you can make conclusions about what happened. This is where you summarise your learning and highlight what changes to your actions could improve the outcome in the future. It should be a natural response to the previous sections.

• What did I learn from this situation?
• How could this have been a more positive situation for everyone involved?
• What skills do I need to develop for me to handle a situation like this better?
• What else could I have done?

Example of a 'Conclusion'

Action plan

At this step you plan for what you would do differently in a similar or related situation in the future. It can also be extremely helpful to think about how you will help yourself to act differently – such that you don’t only plan what you will do differently, but also how you will make sure it happens. Sometimes just the realisation is enough, but other times reminders might be helpful.

• If I had to do the same thing again, what would I do differently?
• How will I develop the required skills I need?
• How can I make sure that I can act differently next time?

Example of 'Action Plan'

Different depths of reflection

Depending on the context you are doing the reflection in, you might want use different levels of details. Here is the same scenario, which was used in the example above, however it is presented much more briefly.

Adapted from

Gibbs G (1988). Learning by Doing: A guide to teaching and learning methods. Further Education Unit. Oxford Polytechnic: Oxford.

Learning By Thinking: How Reflection Improves Performance

• Learning from direct experience can be more effective if coupled with reflection-that is, the intentional attempt to synthesize, abstract, and articulate the key lessons taught by experience.
• Reflecting on what has been learned makes experience more productive.
• Reflection builds one's confidence in the ability to achieve a goal (i.e., self-efficacy), which in turn translates into higher rates of learning.

Author Abstract

Research on learning has primarily focused on the role of doing (experience) in fostering progress over time. In this paper, we propose that one of the critical components of learning is reflection, or the intentional attempt to synthesize, abstract, and articulate the key lessons taught by experience. Drawing on dual-process theory, we focus on the reflective dimension of the learning process and propose that learning can be augmented by deliberately focusing on thinking about what one has been doing. We test the resulting dual-process learning model experimentally, using a mixed-method design that combines two laboratory experiments with a field experiment conducted in a large business process outsourcing company in India. We find a performance differential when comparing learning-by-doing alone to learning-by-doing coupled with reflection. Further, we hypothesize and find that the effect of reflection on learning is mediated by greater perceived self-efficacy. Together, our results shed light on the role of reflection as a powerful mechanism behind learning.

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4 Models of reflection – core concepts for reflective thinking

The theories behind reflective thinking and reflective practice are complex. Most are beyond the scope of this course, and there are many different models. However, an awareness of the similarities and differences between some of these should help you to become familiar with the core concepts, allow you to explore deeper level reflective questions, and provide a way to better structure your learning.

Boud’s triangular representation (Figure 2) can be viewed as perhaps the simplest model. This cyclic model represents the core notion that reflection leads to further learning. Although it captures the essentials (that experience and reflection lead to learning), the model does not guide us as to what reflection might consist of, or how the learning might translate back into experience. Aligning key reflective questions to this model would help (Figure 3).

This figure contains three boxes, with arrows linking each box. In the boxes are the words ‘Experience’, ‘Learning’ and ‘Reflection’.

This figure contains three triangles, with arrows linking each one. In the top triangle is the text ‘Experience - what? (Description of events)’. In the bottom-left triangle is the text ‘Learning - now what? (What has been learned? What is the impact of the learning?’. In the bottom-right triangle is the text ‘Reflection - so what? (Unpicking the events)’.

Gibbs’ reflective cycle (Figure 4) breaks this down into further stages. Gibbs’ model acknowledges that your personal feelings influence the situation and how you have begun to reflect on it. It builds on Boud’s model by breaking down reflection into evaluation of the events and analysis and there is a clear link between the learning that has happened from the experience and future practice. However, despite the further break down, it can be argued that this model could still result in fairly superficial reflection as it doesn’t refer to critical thinking or analysis. It doesn’t take into consideration assumptions that you may hold about the experience, the need to look objectively at different perspectives, and there doesn’t seem to be an explicit suggestion that the learning will result in a change of assumptions, perspectives or practice. You could legitimately respond to the question ‘what would you do or decide next time?’ by answering that you would do the same, but does that constitute deep level reflection?

This figure shows a number of boxes containing text, with arrows linking the boxes. From the top left (and going clockwise) the boxes display the following text: ‘Experience. What happened?’; ‘Feeling. What were you feeling?’; ‘Evaluation. What was good or bad about the situation?’; ‘Analysis. To make sense of the situation’; ‘Conclusion. What else could you have done?’; ‘Action plan. What would you do next time?’.

Atkins and Murphy (1993) address many of these criticisms with their own cyclical model (Figure 5). Their model can be seen to support a deeper level of reflection, which is not to say that the other models are not useful, but that it is important to remain alert to the need to avoid superficial responses, by explicitly identifying challenges and assumptions, imagining and exploring alternatives, and evaluating the relevance and impact, as well as identifying learning that has occurred as a result of the process.

This figure shows a number of boxes containing text, with arrows linking the boxes. From the top (and going clockwise) the boxes display the following text: ‘Awareness. Of discomfort, or action/experience’; ‘Describe the situation. Include saliant feelings, thoughts, events or features’; ‘Analyse feeling and knowledge. Identify and challenge assumptions - imagine and explore alternatives’; ‘Evaluate the relevance of knowledge. Does it help to explain/resolve the problem? How was your use of knowledge?’; ‘Identify any learning. Which has occurred?’

You will explore how these models can be applied to professional practice in Session 7.

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Reflection on Learning Theories and Instructions

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Study Skills

Reflective practice toolkit, introduction.

• What is reflective practice?
• Everyday reflection
• Models of reflection
• Barriers to reflection
• Free writing
• Reflective writing exercise
• Bibliography

If you are not used to being reflective it can be hard to know where to start the process. Luckily there are many models which you can use to guide your reflection. Below are brief outlines of four of the most popular models arranged from easy to more advanced (tip: you can select any of the images to make them larger and easier to read).

You will notice many common themes in these models and any others that you come across. Each model takes a slightly different approach but they all cover similar stages. The main difference is the number of steps included and how in-depth their creators have chosen to be. Different people will be drawn to different models depending on their own preferences.

• Reflection 

The cycle shows that we will start with an experience, either something we have been through before or something completely new to us. This experience can be positive or negative and may be related to our work or something else. Once something has been experienced we will start to reflect on what happened. This will allow us to think through the experience, examine our feelings about what happened and decide on the next steps. This leads to the final element of the cycle - taking an action. What we do as a result of an experience will be different depending on the individual. This action will result in another experience and the cycle will continue. 

Jasper, M. (2013). Beginning Reflective Practice. Andover: Cengage Learning.

Driscoll's What Model

By asking ourselves these three simple questions we can begin to analyse and learn from our experiences. Firstly we should describe what the situation or experience was to set it in context. This gives us a clear idea of what we are dealing with. We should then reflect on the experience by asking 'so what?' - what did we learn as a result of the experience? The final stage asks us to think about the action we will take as a result of this reflection. Will we change a behavior, try something new or carry on as we are? It is important to remember that there may be no changes as the result of reflection and that we feel that we are doing everything as we should. This is equally valid as an outcome and you should not worry if you can't think of something to change. 

Borton, T. (1970) Reach, Touch and Teach. London: Hutchinson.

Driscoll, J. (ed.) (2007) Practicing Clinical Supervision: A Reflective Approach for Healthcare Professionals. Edinburgh: Elsevier.

Kolb's Experiential Learning Cycle

• Concrete experience
• Reflective observation
• Abstract conceptualization
• Active experimentation 

The model argues that we start with an experience - either a repeat of something that has happened before or something completely new to us. The next stage involves us reflecting on the experience and noting anything about it which we haven't come across before. We then start to develop new ideas as a result, for example when something unexpected has happened we try to work out why this might be. The final stage involves us applying our new ideas to different situations. This demonstrates learning as a direct result of our experiences and reflections. This model is similar to one used by small children when learning basic concepts such as hot and cold. They may touch something hot, be burned and be more cautious about touching something which could potentially hurt them in the future. 

Kolb, D. (1984) Experiential Learning: Experience as the Source of Learning and Development. Upper Saddle River: Prentice Hall.

Gibb's Reflective Cycle

• Description
• Action plan

As with other models, Gibb's begins with an outline of the experience being reflected on. It then encourages us to focus on our feelings about the experience, both during it an after. The next step involves evaluating the experience - what was good or bad about it from our point of view? We can then use this evaluation to analyse the situation and try to make sense of it. This analysis will result in a conclusion about what other actions (if any) we could have taken to reach a different outcome. The final stage involves building an action plan of steps which we can take the next time we find ourselves in a similar situation. 

Gibbs, G. (1998) Learning by Doing: A Guide to Teaching and Learning Methods. Oxford: Further Education Unit, Oxford Polytechic .

Think about ... Which model?

Think about the models outlined above. Do any of them appeal to you or have you found another model which works for you? Do you find models in general helpful or are they too restrictive?

Pros and Cons of Reflective Practice Models

A word of caution about models of reflective practice (or any other model). Although they can be a great way to start thinking about reflection, remember that all models have their downsides. A summary of the pros and cons can be found below:

• Offer a structure to be followed
• Provide a useful starting point for those unsure where to begin
• Allow you to assess all levels of a situation
• You will know when the process is complete
• Imply that steps must be followed in a defined way
• In the real world you may not start 'at the beginning'
• Models may not apply in every situation
• Reflective practice is a continuous process 

These are just some of the reflective models that are available. You may find one that works for you or you may decide that none of them really suit. These models provide a useful guide or place to start but reflection is a very personal process and everyone will work towards it in a different way. Take some time to try different approaches until you find the one that works for you. You may find that as time goes on and you develop as a reflective practitioner that you try different methods which suit your current circumstances. The important part is that it works - if it doesn't then you may need to move on and try something else.

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• Next: Barriers to reflection >>
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Exploring Ethical Theories: Reflective Insights on

• DOI: 10.1177/15413446241246236
• Corpus ID: 269842441

Emotions and Meaning in Transformative Learning: Theory U as a Liminal Experience

• Bianca Briciu
• Published in Journal of Transformative… 16 May 2024
• Education, Psychology

15 References

Building on mezirow’s theory of transformative learning: theorizing the challenges to reflection, conceptualizing and enabling transformative learning through relational onto-epistemology: theory u and the u.lab experience, liminality and the practices of identity reconstruction, dancing on the threshold of meaning, engaging emotions in adult learning: a jungian perspective on emotion and transformative learning, the power of feelings: emotion, imagination, and the construction of meaning in adult learning, the meaning and role of emotions in adult learning, navigational aids, no ground: disorientation as prerequisite for transformation, transformative learning as a metatheory, related papers.

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Albert Bandura’s Social Cognitive Theory

Charlotte Nickerson

Research Assistant at Harvard University

Undergraduate at Harvard University

Charlotte Nickerson is a student at Harvard University obsessed with the intersection of mental health, productivity, and design.

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BSc (Hons) Psychology, MRes, PhD, University of Manchester

Saul Mcleod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.

Olivia Guy-Evans, MSc

Associate Editor for Simply Psychology

BSc (Hons) Psychology, MSc Psychology of Education

Olivia Guy-Evans is a writer and associate editor for Simply Psychology. She has previously worked in healthcare and educational sectors.

On This Page:

Key Takeaways

• Social cognitive theory emphasizes the learning that occurs within a social context. In this view, people are active agents who can both influence and are influenced by their environment.
• The theory was founded most prominently by Albert Bandura, who is also known for his work on observational learning, self-efficacy, and reciprocal determinism.
• One assumption of social learning is that we learn new behaviors by observing the behavior of others and the consequences of their behavior.
• If the behavior is rewarded (positive or negative reinforcement), we are likely to imitate it; however, if the behavior is punished, imitation is less likely. For example, in Bandura and Walters’ experiment,  the children imitated more the aggressive behavior of the model who was praised for being aggressive to the Bobo doll.
• Social cognitive theory has been used to explain a wide range of human behavior, ranging from positive to negative social behaviors such as aggression, substance abuse, and mental health problems.

How We Learn From the Behavior of Others

Social cognitive theory views people as active agents who can both influence and are influenced by their environment.

The theory is an extension of social learning that includes the effects of cognitive processes — such as conceptions, judgment, and motivation — on an individual’s behavior and on the environment that influences them.

Rather than passively absorbing knowledge from environmental inputs, social cognitive theory argues that people actively influence their learning by interpreting the outcomes of their actions, which, in turn, affects their environments and personal factors, informing and altering subsequent behavior (Schunk, 2012).

By including thought processes in human psychology, social cognitive theory is able to avoid the assumption made by radical behaviorism that all human behavior is learned through trial and error. Instead, Bandura highlights the role of observational learning and imitation in human behavior.

Numerous psychologists, such as Julian Rotter and the American personality psychologist Walter Mischel, have proposed different social-cognitive perspectives.

Albert Bandura (1989) introduced the most prominent perspective on social cognitive theory.

Bandura’s perspective has been applied to a wide range of topics, such as personality development and functioning, the understanding and treatment of psychological disorders, organizational training programs, education, health promotion strategies, advertising and marketing, and more.

The central tenet of Bandura’s social-cognitive theory is that people seek to develop a sense of agency and exert control over the important events in their lives.

This sense of agency and control is affected by factors such as self-efficacy, outcome expectations, goals, and self-evaluation (Schunk, 2012).

Origins: The Bobo Doll Experiments

Social cognitive theory can trace its origins to Bandura and his colleagues, in particular, a series of well-known studies on observational learning known as the Bobo Doll experiments .

In these experiments, researchers exposed young, preschool-aged children to videos of an adult acting violently toward a large, inflatable doll.

This aggressive behavior included verbal insults and physical violence, such as slapping and punching. At the end of the video, the children either witnessed the aggressor being rewarded, or punished or received no consequences for his behavior (Schunk, 2012).

After being exposed to this model, the children were placed in a room where they were given the same inflatable Bobo doll.

The researchers found that those who had watched the model either received positive reinforcement or no consequences for attacking the doll were more likely to show aggressive behavior toward the doll (Schunk, 2012).

This experiment was notable for being one that introduced the concept of observational learning to humans.

Bandura’s ideas about observational learning were in stark contrast to those of previous behaviorists, such as B.F. Skinner.

According to Skinner (1950), learning can only be achieved through individual action.

However, Bandura claimed that people and animals can also learn by watching and imitating the models they encounter in their environment, enabling them to acquire information more quickly.

Observational Learning

Bandura agreed with the behaviorists that behavior is learned through experience. However, he proposed a different mechanism than conditioning.

He argued that we learn through observation and imitation of others’ behavior.

This theory focuses not only on the behavior itself but also on the mental processes involved in learning, so it is not a pure behaviorist theory.

Stages of the Social Learning Theory (SLT)

Not all observed behaviors are learned effectively. There are several factors involving both the model and the observer that determine whether or not a behavior is learned. These include attention, retention, motor reproduction, and motivation (Bandura & Walters, 1963).

The individual needs to pay attention to the behavior and its consequences and form a mental representation of the behavior. Some of the things that influence attention involve characteristics of the model.

This means that the model must be salient or noticeable. If the model is attractive, prestigious, or appears to be particularly competent, you will pay more attention. And if the model seems more like yourself, you pay more attention.

Storing the observed behavior in LTM where it can stay for a long period of time. Imitation is not always immediate. This process is often mediated by symbols. Symbols are “anything that stands for something else” (Bandura, 1998).

They can be words, pictures, or even gestures. For symbols to be effective, they must be related to the behavior being learned and must be understood by the observer.

Motor Reproduction

The individual must be able (have the ability and skills) to physically reproduce the observed behavior. This means that the behavior must be within their capability. If it is not, they will not be able to learn it (Bandura, 1998).

The observer must be motivated to perform the behavior. This motivation can come from a variety of sources, such as a desire to achieve a goal or avoid punishment.

Bandura (1977) proposed that motivation has three main components: expectancy, value, and affective reaction. Firstly, expectancy refers to the belief that one can successfully perform the behavior. Secondly, value refers to the importance of the goal that the behavior is meant to achieve.

The last of these, Affective reaction, refers to the emotions associated with the behavior.

If behavior is associated with positive emotions, it is more likely to be learned than a behavior associated with negative emotions. Reinforcement and punishment each play an important role in motivation.

Individuals must expect to receive the same positive reinforcement (vicarious reinforcement) for imitating the observed behavior that they have seen the model receiving.

Imitation is more likely to occur if the model (the person who performs the behavior) is positively reinforced. This is called vicarious reinforcement.

Imitation is also more likely if we identify with the model. We see them as sharing some characteristics with us, i.e., similar age, gender, and social status, as we identify with them.

Features of Social Cognitive Theory

The goal of social cognitive theory is to explain how people regulate their behavior through control and reinforcement in order to achieve goal-directed behavior that can be maintained over time.

Bandura, in his original formulation of the related social learning theory, included five constructs, adding self-efficacy to his final social cognitive theory (Bandura, 1986).

Reciprocal Determinism

Reciprocal determinism is the central concept of social cognitive theory and refers to the dynamic and reciprocal interaction of people — individuals with a set of learned experiences — the environment, external social context, and behavior — the response to stimuli to achieve goals.

Its main tenet is that people seek to develop a sense of agency and exert control over the important events in their lives.

This sense of agency and control is affected by factors such as self-efficacy, outcome expectations, goals, and self-evaluation (Bandura, 1989).

To illustrate the concept of reciprocal determinism, Consider A student who believes they have the ability to succeed on an exam (self-efficacy) is more likely to put forth the necessary effort to study (behavior).

If they do not believe they can pass the exam, they are less likely to study. As a result, their beliefs about their abilities (self-efficacy) will be affirmed or disconfirmed by their actual performance on the exam (outcome).

This, in turn, will affect future beliefs and behavior. If the student passes the exam, they are likely to believe they can do well on future exams and put forth the effort to study.

If they fail, they may doubt their abilities (Bandura, 1989).

Behavioral Capability

Behavioral capability, meanwhile, refers to a person’s ability to perform a behavior by means of using their own knowledge and skills.

That is to say, in order to carry out any behavior, a person must know what to do and how to do it. People learn from the consequences of their behavior, further affecting the environment in which they live (Bandura, 1989).

Reinforcements

Reinforcements refer to the internal or external responses to a person’s behavior that affect the likelihood of continuing or discontinuing the behavior.

These reinforcements can be self-initiated or in one’s environment either positive or negative. Positive reinforcements increase the likelihood of a behavior being repeated, while negative reinforcers decrease the likelihood of a behavior being repeated.

Reinforcements can also be either direct or indirect. Direct reinforcements are an immediate consequence of a behavior that affects its likelihood, such as getting a paycheck for working (positive reinforcement).

Indirect reinforcements are not immediate consequences of behavior but may affect its likelihood in the future, such as studying hard in school to get into a good college (positive reinforcement) (Bandura, 1989).

Expectations

Expectations, meanwhile, refer to the anticipated consequences that a person has of their behavior.

Outcome expectations, for example, could relate to the consequences that someone foresees an action having on their health.

As people anticipate the consequences of their actions before engaging in a behavior, these expectations can influence whether or not someone completes the behavior successfully (Bandura, 1989).

Expectations largely come from someone’s previous experience. Nonetheless, expectancies also focus on the value that is placed on the outcome, something that is subjective from individual to individual.

For example, a student who may not be motivated to achieve high grades may place a lower value on taking the steps necessary to achieve them than someone who strives to be a high performer.

Self-Efficacy

Self-efficacy refers to the level of a person’s confidence in their ability to successfully perform a behavior.

Self-efficacy is influenced by a person’s own capabilities as well as other individual and environmental factors.

These factors are called barriers and facilitators (Bandura, 1989). Self-efficacy is often said to be task-specific, meaning that people can feel confident in their ability to perform one task but not another.

For example, a student may feel confident in their ability to do well on an exam but not feel as confident in their ability to make friends.

This is because self-efficacy is based on past experience and beliefs. If a student has never made friends before, they are less likely to believe that they will do so in the future.

Modeling Media and Social Cognitive Theory

Learning would be both laborious and hazardous in a world that relied exclusively on direct experience.

Social modeling provides a way for people to observe the successes and failures of others with little or no risk.

This modeling can take place on a massive scale. Modeling media is defined as “any type of mass communication—television, movies, magazines, music, etc.—that serves as a model for observing and imitating behavior” (Bandura, 1998).

In other words, it is a means by which people can learn new behaviors. Modeling media is often used in the fashion and taste industries to influence the behavior of consumers.

This is because modeling provides a reference point for observers to imitate. When done effectively, modeling can prompt individuals to adopt certain behaviors that they may not have otherwise engaged in.

Additionally, modeling media can provide reinforcement for desired behaviors.

For example, if someone sees a model wearing a certain type of clothing and receives compliments for doing so themselves, they may be more likely to purchase clothing like that of the model.

Observational Learning Examples

There are numerous examples of observational learning in everyday life for people of all ages.

Nonetheless, observational learning is especially prevalent in the socialization of children. For example:

• A newer employee avoids being late to work after seeing a colleague be fired for being late.
• A new store customer learns the process of lining up and checking out by watching other customers.
• A traveler to a foreign country learning how to buy a ticket for a train and enter the gates by witnessing others do the same.
• A customer in a clothing store learns the procedure for trying on clothes by watching others.
• A person in a coffee shop learns where to find cream and sugar by watching other coffee drinkers locate the area.
•  A new car salesperson learning how to approach potential customers by watching others.
•  Someone moving to a new climate and learning how to properly remove snow from his car and driveway by seeing his neighbors do the same.
•  A tenant learning to pay rent on time as a result of seeing a neighbor evicted for late payment.
•  An inexperienced salesperson becomes successful at a sales meeting or in giving a presentation after observing the behaviors and statements of other salespeople.
•  A viewer watches an online video to learn how to contour and shape their eyebrows and then goes to the store to do so themselves.
•  Drivers slow down after seeing that another driver has been pulled over by a police officer.
•  A bank teller watches their more efficient colleague in order to learn a more efficient way of counting money.
•  A shy party guest watching someone more popular talk to different people in the crowd, later allowing them to do the same thing.
• Adult children behave in the same way that their parents did when they were young.
• A lost student navigating a school campus after seeing others do it on their own.

Social Learning vs. Social Cognitive Theory

Social learning theory and Social Cognitive Theory are both theories of learning that place an emphasis on the role of observational learning.

However, there are several key differences between the two theories. Social learning theory focuses on the idea of reinforcement, while Social Cognitive Theory emphasizes the role of cognitive processes.

Additionally, social learning theory posits that all behavior is learned through observation, while Social Cognitive Theory allows for the possibility of learning through other means, such as direct experience.

Finally, social learning theory focuses on individualistic learning, while Social Cognitive Theory takes a more holistic view, acknowledging the importance of environmental factors.

Though they are similar in many ways, the differences between social learning theory and Social Cognitive Theory are important to understand. These theories provide different frameworks for understanding how learning takes place.

As such, they have different implications in all facets of their applications (Reed et al., 2010).

Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory . Prentice-Hall, Inc.

Bandura, A. (1977). Social learning theory . Englewood Cliffs, NJ: Prentice Hall.

Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological Review, 84 (2), 191.

 Bandura, A. (1986). Fearful expectations and avoidant actions as coeffects of perceived self-inefficacy.

Bandura, A. (1989). Human agency in social cognitive theory. American psychologist, 44 (9), 1175.

Bandura, A. (1998). Health promotion from the perspective of social cognitive theory. Psychology and health, 13 (4), 623-649.

Bandura, A. (2003). Social cognitive theory for personal and social change by enabling media. In Entertainment-education and social change (pp. 97-118). Routledge.

Bandura, A. Ross, D., & Ross, S. A. (1961). Transmission of aggression through the imitation of aggressive models. Journal of Abnormal and Social Psychology , 63, 575-582.

LaMort, W. (2019). The Social Cognitive Theory. Boston University.

Reed, M. S., Evely, A. C., Cundill, G., Fazey, I., Glass, J., Laing, A., … & Stringer, L. C. (2010). What is social learning?. Ecology and society, 15 (4).

Schunk, D. H. (2012). Social cognitive theory .

Skinner, B. F. (1950). Are theories of learning necessary?. Psychological Review, 57 (4), 193.

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More than 100 reference examples and their corresponding in-text citations are presented in the seventh edition Publication Manual . Examples of the most common works that writers cite are provided on this page; additional examples are available in the Publication Manual .

To find the reference example you need, first select a category (e.g., periodicals) and then choose the appropriate type of work (e.g., journal article ) and follow the relevant example.

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