MGR and Emp set goal

q Do not reward all employees the same q Consider consequences of both actions and non-actions q Make employees aware of the behaviors to be reinforced q Let employees know what they are doing wrong q Do not punish in front of others q Make the managerial response equal to workers behavior

Antecedent

precedes and is stimulus for behavior

Does Emp reach goal

Employee Behavior

Framework
Consequence

result of behavior, can be positive of negative in terms of goal or task accomplishment.

NO: MGR silent or reprimands / YES: compliments
Types of Contingencies of Reinforcement
Event is Added Event is Removed

Reinforcement contingent on behavior Event is APPLIED of REMOVED based on behavior

Pleasant Event

Positive reinforcement

Omission

Types of C of R

Event may by PLEASANT or UNPLEASANT based on behavior

Unpleasant Event

Punishment

Negative reinforcement

reward: an event a person finds desirable or pleasing; varies by culture. Reward v. Reinforcement Reward must increase frequency of behavior to qualify as a reinforcer. Primary: an event for which the indiv already knows the value e.g. food, shelter. Primary and Secondary Reinforcers Secondary: an event that once had neutral value but now has some value (+ or -) because of past experience e.g. money.

Positive Reinforcement
Contingency of Reinforcement
(Skinner)

Principle of Contingent Reinforcement: reinforcer given only if behavior is performed Principle of Immediate Reinforcement: reinforcer will be most effective if applied immediately after desired behavior. Principle of Reinforcement Size: larger the amount of reinforcer applied the greater the effect on frequency of the behavior. Principle of Reinforcement Deprivation: the more the reinforcer is withheld the greater the effect on future occurrences of behavior.

(def) an unpleasant event that precedes the employee behavior is removed when the desired behavior occurs.

Negative Reinforcement

used to increase the frequency of desired behavior.

(def) the removal of all reinforcing events.

Omission

Procedure: 1) identify behavior to be reduced or eliminated 2) identify the reinforcer that maintains the behavior 3) stop the reinforcer may be viewed in some cases as a failure to reinforce a behavior positively (def) an unpleasant event follows a behavior and reduces its frequency The FOUR principles of positive reinforcement have equivalent for punishment.

Punishment

Negatives: generally short-term efficacy; contingent on MGR presence; emotional reaction; suppresses initiative; fear; turnover and absenteeism Fixed Interval: reinforces behavior at a specific time..average performance Variable Interval: reinforces behavior at various time intervals randomly..performance is generally higher and steadier

The ratio of pleasant to unpleasant events is critical

Positive management procedures should dominate

Schedules of Reinforcement

Fixed Ratio: reinforcer given after a number of behaviors..leads quickly to high and stable performance. Variable Ratio: reinforcer given after a random number of behaviors..leads to very high performance.

Contingency of Reinforcement (Skinner).mmap - 10/5/2006 -