Reinforcement Theory
Organizational systems are dependent on human behaviors. From executive level to line staff employee’s behaviors have the propensity to both shape effectiveness and ineffectiveness. Therefore, human behaviors within an organizational setting can view as both positive and negative influence on the environment and one’s performance. Thus, part of the role of managing employee behaviors, both positive and adverse is through the use rewards, and punishments (Pender, 2009). Thus, from a psychological perspective, Behaviorism is the theoretical construct in that focuses on facilitating or reinforcing a particular or expected a behavioral outcome. More specifically, the arena of Behaviorism Reinforcement Theory explains how behaviors
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On the other hand, punishments work in the opposite way to change behaviors. Pender states that “punishment is a consequence of behavior that reduces the probability of further occurrences of the act” (p. xx).
Behavioral Reinforcement Methods
Feedback
While primary reasons for behavioral changes are used as forms of rewards, and punishment, and how these actions are carried out varies based on such variables as the employee negative and positive behavior, the frequency of the behavior, and the results of the action. For example, one way to manage behaviors at the organization where I work is through feedback. In my roles, as a consultant, a coach giving and receiving feedback is a central method for helping one modify or reinforce a behavior. Pender (2009) describes feedback as “… telling individuals something about their behavior in either quantitative or qualitative terms” (p. 444). In other words, organizations can provide feedback to an employee in quantitative terms by facilitating a performance rating scale. On the other hand, quality feedback and be used when working with the employee
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The organization performance bonus included department goals that were based on combined scores for customer service. Meaning, that evening if you meet your individual service goal, the final performance bonus would be calculated based on the final accumulative service goals of the entire department. Knowing that my bonus could be negatively impacted by others bad service, I found myself going above and beyond to support my colleagues to provide exceptional service. One way, I would encourage my employees is by demonstrating to them how to maintain certain client groups. In the field of behaviorism by allowing other to see my favorable behaviors, I am modeling behavior (Pender, 2009). Thus, this process motivated me as an individual as well as most of our department support one another to ensure our clients were receiving excellent
Positive punishment again adds to the factor influencing the behavior, but this time it is meant to decrease the number of times the behavior occurs (King, 2016). An example of positive punishment is yelling at a puppy for peeing on the carpet. The positive punishment in this situation is the addition of yelling at the puppy, resulting in a decrease of the puppy’s peeing behavior. Negative punishment is the taking away of a certain aspect from the factor influencing the behavior to decrease how often a behavior occurs (King, 2016). An example of negative punishment would be taking away bathroom privileges from students who use the bathroom as an excuse to wander around the school. This shows a privilege is being taken away (negative punishment) to decrease the behavior of skipping
The reinforcement theory was of interest for a consideration as a tool in my current work environment and possibly be utilized as intervention of controlling the behaviors of employees. Since, I have observed the negative behavior of employees displayed due to varies unjust reasons that demotivate them to perform at an optimal level. Therefore, I believe implementing positive reinforcement to rebuild trust and to motivate employees by acknowledging a job well done, reward programs, and providing challenging task would encourage them and give them something to strive for to be higher achievers. In addition, all things mention and utilizing the reinforcement theory can reinforce the desired behavior in the workplace. Furthermore, I think that
Consequentialists argue that punishing someone for their wrongdoings will ensure that they are less likely to commit this act again, but
In Psychology there are many different learning styles. One of the more famous learning styles is operant conditioning. In operant conditioning there are two major concepts; reinforcement and punishment. By using these two concepts, behaviors can be encouraged or reduce a certain behavior. Next would be the different schedules of reinforcement that effect how often a behavior is likely to continue. Lastly the article goes on to state how behaviors can be shaped using these and other various methods.
If a behavior is desirable, consequences called reinforcers are used to encourage the behavior in the future, via the process of reinforcement. Reinforcement can be positive (presenting reinforcing stimulus) or negative (removing a negative stimulus). However, if a behavior is undesired, a negative consequence can be used to discourage the behavior, through the process of either positive or negative punishment. In positive punishment, a negative consequence is presented after the undesired behavior occurs. When negative punishment it used the idea is the same “to discourage future display of undesired behavior,” but instead of presenting a negative stimulus, a desired stimulus is removed following the behavior.
The first strategy is to provide value added feedback to employees. Critical Talent both expect and deserve feedback at other times that just at performance reviews. Feedback needs to be regular, specific, timely, and valuable to the employee.
My roommate desires to lose weight before football tryouts. The best way to inforce his month long workout routine is to use operant conditioning. Over the four week period, I would help them with setting up their plans so they will meet their goal by tryouts. The plan would use reinforcement techniques and weight moderation to ensure that they will meet the goal weight.
Like most normal people, I do not particularly enjoy working out. What I do enjoy, however, is binge watching television shows on Netflix. Unfortunately, laying in my bed watching hours of Shameless (the current TV show I am obsessed with) does not burn calories or tone my body. Therefore, my desired behavior is to workout daily for 45 minutes. To help achieve that behavior, I can utilize positive reinforcement, a form of operant conditioning. Positive reinforcement increases the chances of me working out by adding a pleasant stimulus, which is allowing myself to watch an episode of Shameless after I am done with my workout.
since the existence of the mind could not be proven from the observation of behavior,
BF Skinner and his partners proposed fortress hypothesis of motivation. It communicates that particular's behavior is a component of its results. It is considering "law of impact", i.e., particular's behavior with positive results tends to be repeated, and however solitary's behavior with negative results tends not to be reiterated.
Behaviorist theory is that any and all behaviors can be learned, emotional or otherwise. This learning is founded on an impression that all behaviors are developed by the means of conditioning. The behaviorist theory has been affected by many important scientists. The main contributors to this theory are: John B. Watson, Ivan Pavlov, and B.F. Skinner. The two major components of the behaviorist theory are from Pavlov and Skinner and they are classical conditioning and operant conditioning. Watson was “the founder of behavioral psychology the aim of which was to predict and control human behavior” (John, 2011). Behaviorism believes that a person’s behavior is the product of the environment in which the subject is involved.
...ccur more often. Punishment is the delivery of a consequence that decreases the likelihood that a response will occur. It is defined as the exact opposite of reinforcers and they are made to weaken or get rid of a response rather to increase it. Punishment can work by applying an unpleasant stimulus after a response.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Whether punishment is effective depends on the criteria applied or the objectives to be achieved. That is, before we can say it is useful we must ask whether we desire an immediate or a lasting effect, and at how high a cost. There is some evidence to suggest that when punishment is administered in the form of aversive stimulation, it acts to suppress behaviour temporarily. When it is withdrawn, the punished behaviour rapidly gains strength. If the punishment is more severe and given consistently, it may act to suppress behaviour for a longer period of time (Skinner, 1953). Historically, the efficacy of punishment has been appreciated only in the pa...
After completing a class, trainees could answer behavior checklists that would help the manager gauge Heather’s progress in each behavior. This could be instituted for all trainers and their results could be posted, ranking their performance against their peers. The manager could complete critical incident reports during monitoring to review with Heather and provide specific feedback. In addition, the manager could implement a comparative peer evaluation system among all the trainers. Brownlee and Motowidlo (2011) found that increasing accountability among group members motivated interpersonal contextual behavior and improved friendliness, cooperation, and supportive behaviors. The authors also suggested that any recognition or reward system be based on group performance, which was shown to encourage the same behaviors. In addition, it is likely that Heather’s motivation would increase if her peers were evaluating her efforts and her performance impacted the entire team. As an added benefit, Heather would gain the opportunity to shadow the best trainers and model their