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
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
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.
In addition to feedback, goals have been found to be more effective when they are tied to employee evaluations. The results of employee evaluations typically carry great weight when it comes to raises, bonuses, and potential advancement. Tying these types of rewards to successful goal completion also improves performance and increases goal commitment among employees (House, 1971). Incorporating deadlines to specific goals is also attributed to elevated performance levels. The motivation levels of the employee increase to meet goals within set deadlines and receive positive feedback (Lunenburg, 2011). As organizations focus on employee satisfaction and motivation, goal setting will remain an important aspect of management practices. In today’s economy, organizations are competing for top talent and ensuring employee satisfaction among job tasks is an important piece of talent retention.
First type is positive feedback. This type of feedback we all love but too much positive feedback can cause us to become complacent with our work. Receiving this type of feedback is definitely encouraging to a worker and it stands out the most due to the fact of how well it made us feel. The next type is negative feedback, which to us means failure. We do not like how receiving negative feedback feels so we usually do not accept unfavorable information. There is also a tendency for the recipient to try to place blame on another individual, constant explanations as well as only fixing the behavior to avoid it in the future. Doing so may change the individual’s actions but if they have no guidance with it he or she may still not perform at a desired behavior. The last type of feedback is no feedback at all. The article states, that no response feedback at all is detrimental to the employee’s performance in the workplace (Sadri and Seto, 2011). There has to be some type of encouragement or motivation for them. The authors have a good rule to follow with feedback, “Since the purpose of feedback is to motivate and inform, we suggest that the ratio of positive to negative information that an individual receives is very important. Three positives followed by one negative is a good ratio” (Sadri and Seto, 2011, p.
Performance appraisal is one of the most important key for the human resources department. It helps organization to determine career objectives, and making strategies to reach the objective and use all the potential. These strategies are based on career counseling, succession planning, training needs, and individual abilities. Also, by the feedback, employees became more encouraged to increase their performances, and supervisors have more pressure to be successful because of ratings. Employees can follow increase or decrease in their performances, and realize their strengths and weakness with the historical feedback.
Performance Appraisals are integrative assessment tools which are advantageous to organizational effectiveness. The administrators of the performance appraisals usually are managers or human resource professionals. Making sure the appraisal tool is valid, reliable, standardized, and appropriate for the position is only part of the process. Unfortunately it’s not uncommon for employees to be in the dark regarding their performance, or areas of weakness, if a lack of communication exists. The ability to be proactive with one’s employees is where I feel the success lies. “Research shows that managers with poor communication or interpersonal skills are often the downfall of a company's otherwise sound performance management program (“Setting up a performance management system”, 1999). Communication skills are of high importance when communicating scoring results and giving constructive feedback. When constructive feedback is handled professionally and with empathy, employees build trust and are more eager to improve on areas of weakness. Training, workshops, and shadowing others can help with both weaknesses and strengths. The performance appraisal tool can provide insight into strengths that can be of importance to the organization. Strengths can be honed in on, and often an employee can be an asset within another position or department within the organization.
The 360-degree feedback system can be very delicate in nature. A person not well ready for it could be thrown out of balance. It can also generate some new problem in an organisation. It not designed and conducted well, it posses the potential danger of a candidate developing wrong perceptions or notions about one or more of his auditor and creating new perspective towards them. It is therefore, unavoidable and significant to handle the process well and make it foolproof. The first important step is to examine whether the organisation is ready for it or not. The second important step is to examine if the candidate is ready for it. For the purpose of systematic analysis and examination of the problem at hand, the studies by the several researchers have been reviewed. Baron, (2009) examines that managers who received upward feedback about their supervisory behaviour significantly improved their behaviour and improves the subordinate ratings of managerial performance. Similarly, Baron, (2009) found that employees were favourably disposed toward associate rating. The feedback is positively related with fulfilment with prior peer ratings and negatively associated with perceived friendship bias and years of company experience. Subordinates’ ratings of leadership were significantly higher following feedback from subordinates under which a highly structured session is there where leaders discussed the feedback results with subordinates (Baron, 2009).
since the existence of the mind could not be proven from the observation of behavior,
Performance feedback is considered very important tool in the performance management system, as it aims to not only improve performance but to also provide motivation for those receiving it. As a result, it will eventually help the receiver’s of such feedback acquire job satisf...
Coaching involves leaders developing and encouraging their employees(Manning & Curtis, 2015, p. 468). This is a crucial part of leadership. This component helps leaders help their employees grow and develop their personal potentials, at the same time this is helping employees excel within the organization which leads to ultimate success(Manning & Curtis, 2015, p. 468). Performance coaching involves the use of feedback, which can be very beneficial to both the employee and the organization. Leaders should provide feedback regarding their progress with assignments and their development within the organization(Manning & Curtis, 2015, p. 469). This act shows appreciation and support towards employees. It is important to give encouraging feedback so that employees know that they are producing the right results for the
...e “ The reward system of the organisation guides the actions that generally have the greatest impact on the motivation and performance of individual employees”. Similarly, Wah (2000) argues that companies which treat their high-performing employees significantly better than those that don't are the best-performing companies around and they reside in the upper quartile of shareholder returns. In addition Lawler (as cited in, Readings In Contemporary Employment Relations, 1998) states that if all the psychological rewards are removed employees will grudgingly remain at work, however if all the financial rewards are removed they would most likely leave.
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
My measurable, specific and realistic goal for this quarter is to exercise at least 10 hours a week by weightlifting, running, and swimming for the next 10 weeks. To be able to do that, I would need to have positive reinforcement to keep me going, help give me that little push that I need every day. One positive reinforcement that I absolutely love to use is food. After a hard day of working out, I buy myself something nice to eat, like good pizza or burritos. This way I become more likely to work out knowing that I will get something doo to eat after. I like to believe that food is my number 1 enforcer. It will always be there when I need it, it satisfies me tremendously, and overall it is just ridiculously reinforcing. As a result I try to
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,
Behaviorism used learning concentrates entirely on observing, measuring, and modifying behavior. Since Watson, Pavlov, and Skinner began this theory teacher can better discipline their students. Using operant conditioning teachers can use positive reinforcement to get all the students to behave during class. There are few drawbacks to this theory, but there are drawbacks to everything in life.