Theories Of The Reinforcement Theory Of Employees

And, as a leader, manager or supervisor, it can give peace of mind knowing he or she can depend on his or her employees to do what they are supposed to do. However, to expect employees to maintain accountability for their performances, they need to be told what is expected of them and they need to have a solid understanding of those expectations. “You cannot hold someone accountable if they do not know what is expected of them or do not have the ability to meet expectations” (Pearson & Sutherland, 2017, p.429). An organization can provide this through written policies of specific job requirements, organizational rules for promotion and advancement, opportunities for job education and career development, and clear expectations for employee behavior and performance. “Eliminating ambiguity is essential and ensures that individuals cannot claim they did not know and so cannot be held accountable” (Pearson & Sutherland, 2017, p. 436). Also, employers need to identify the relationship between performance and the reward or penalties that may happen. “Communication, feedback and conversations are seen as vital to support accountability” (Pearson & Sutherland, 2017, p.

punishment. The role of punishments in a classroom setting intends to reduce the frequency of an undesired behavior through time out, detention, suspension, etc.

In my business, I have learned that one thing that turns things around is to use discipline to encourage ethical behavior and performance. I do not have the ability to watch over my employees every move to ensure that everything is being done properly; they have a lot of freedom and with that freedom comes a lot of trials and errors that need to be addressed to prevent problems from growing out of control. When I first started by business, the idea of punishment was something I didn’t want to consider, I wanted to be everyone’s friend. Just as Managing Business Ethics: Straight Talk About how to do it Right stated “managers are often told to avoid punishment and to rely on reqards as much as possible because of a belief that employees will automatically react badly to punishment” (Trevio &

What I love the most about working or being around people is studying their behavior. In this week’s readings we learned about positive reinforcement, negative reinforcement, punishment and extinction. All of these affect different behaviors differently whether they are in a personal or work environment. I will be explaining each term and describing how I have witnessed each one in my own personal life.

For the purpose of this assignment, I will be analysing and critically evaluating a theory of motivation. Reinforcement Theory. I will discuss the different methods of Reinforcement Theory and also discuss how Reinforcement Theory applies in a workplace or organisation and provide some example to illustrate the theory.

Although it is not possible to list all types of behavior or actions that may be considered unacceptable, the details steps below are considered the normal procedure of discipline. Appropriate discipline may also be distributed without the progression of each disciplinary step listed, if the behavior is found to be severe enough. However, this progressive discipline policy may not be applicable in all discipline actions. Any employees’ actions that violate state, or federal laws may not be eligible for discipline under this policy, but may be subject to more serious discipline

In doing so you will find that, the employees will enjoy where they work respect their co-worker and upper management, and produce a better quality of work, without the complaint. This will inadvertently make the workplace an enjoyable experience and revenue for the company.

A second way to affect employee behavior is through the usage of negative reinforcement. Negative reinforcement involves the removal of consequences after exhibiting desired behavior. “The likelihood of the particular behavior occurring again in the future is increased because of removing/avoiding the negative consequence.” (Prince, 2013, para 5)

Enforcement of the above practices will make employees feel they are being taken care of which will give them a feeling of job

In order to be successful in today’s business economy, an employer must understand how incentives can benefit or hurt their career of their employees. An incentive is something that encourages someone to take action or to choose a specific option (Incentives 2014). In business there are both positive and negative incentives, both if used properly can create a more efficient work environment. A positive incentive is idea of gaining something for doing a specific action or task, while a negative incentive is the result of a punishment or fine for certain action or task. Incentives can also be used economically to gain an advantage in the competitive business market, incentives usually include money but are not limited to only money (“Economic Lesson Plans, Personal 2014). Businesses incentivize the behavior they want, by doing this they will create an incentive in order to encourage their employees to perform a

DISCIPLINE: A successful organization requires the common effort of workers. Penalties should be applied judiciously to encourage this common effort.

Learning occurs from a consequence of the behavior leading to operant conditioning. The major consideration is in influence of workers behavior through reinforcing important principles. Motivation is an internal cause of behavior that leads to satisfaction as an external cause (Walle, 2009). This is after a positive consequence following an organizational performance or production. Positive reinforcement covers anything that increases strength and response and includes thing such as bonuses, raises and promotion and more importantly encouragement or praise. The essence of having reinforcement helps in measuring modifications of behavioral that takes place.

Similarly so it is important in the workplace to determine a set of policies to regulate the relationship between the employees and the employer in the form of a disciplinary procedure.

Discipline: Every significant corporation assumes disciplinary measures for unethical behavior or insubordination. Without rules and consequence, chaos would ensue. It positively illuminates conduct management expects from their subordinates by clearly defining the repercussions for non-compliance. However, if the fear of discipline creates a culture of fear, it has the capacity to severely hinder an employee’s willingness to take appropriate risks. Discipline needs be in meticulous alignment with the behavior it serves to reinforce without stifling creativity.

An employee’s attitude toward work is a crucial factor of productivity or performance and discipline plays an important role. Most people equate discipline with punishment but the true meaning connotes that discipline is a corrective action for