Reinforcement Theory

The subsequent segments expresss self esteem, highlighting on the relationship between self esteem and job satisfaction

The job characteristics model originated with Hackman and Oldman (1975), who argues that job design can create work conditions that negatively or positively affect job satisfaction. According to the theoretical model, job satisfaction can be improved by enhancing five characteristics of jobs: task identity – completing a clear and identifiable piece of work; task significance ,the extent to which the job has an impact on the lives of others; skill variety the extent to which the job requires a variety of skills and abilities; autonomy, the extent to which the job provides freedom, independence and discretion; and feedback

Their fallibility is that they continue to fail to predict job satisfaction and do not account for variations in satisfaction amongst workers (perhaps this is because job satisfaction is anchored to the wrong variables). The history of research on the relationship between personality and job satisfaction, though relatively brief, is significant in explaining these variances.

Reinforcement Theory of Motivation

Reinforcement theory of motivation was proposed by BF Skinner and his associates. It states that individual’s behavior is a function of its consequences. It is based on “law of effect”, i.e., individual’s behavior with positive consequences tends to be repeated, but individual’s behavior with negative consequences tends not to be repeated.

Reinforcement theory of motivation overlooks the internal state of individual, i.e., the inner feelings and drives of individuals are ignored by Skinner. This theory focuses totally on what happens to an individual when he takes some action. Thus, according to Skinner, the external environment of the organization must be designed effectively and positively so as to motivate the employee. This theory is a strong tool for analyzing controlling mechanism for individual’s behavior. However, it does not focus on the causes of individual’s behavior.

The managers use the following methods for controlling the behavior of the

In other words, punishment means applying undesirable consequence for showing undesirable behavior for instance, suspending an employee for breaking the organizational rules. Punishment can be equalized by positive reinforcement from alternative source.

Extinction- It implies absence of reinforcements. In other words, extinction implies lowering the probability of undesired behavior by removing reward for that kind of behavior. For instance - if an employee no longer receives praise and admiration for his good work, he may feel that his behavior is generating no fruitful consequence. Extinction may unintentionally lower desirable behavior.

Implications of Reinforcement Theory

Reinforcement theory explains in detail how an individual learns behavior. Managers who are making attempt to motivate the employees must ensure that they do not reward all employees simultaneously. They must tell the employees what they are not doing correct.

The following sections discuss self esteem, with special emphasis on the relationship between self esteem and job