The process by which a stimulus increases the probability that a preceding behavior will be repeated is reinforcement. Reinforcement theory maintains that an individual’s behavior is a direct result of consequences. For example, if a person does something that results in a positive consequence, they will repeat the behavior, but if the outcome is negative, they will not.
B.F. Skinner is responsible for this theory, but it is quite limiting because it takes no account of the internal state of the individual and focuses completely on cause and effect. It is a theory, however, that many managers adhere to when they want to control the actions of their employees.
Positive reinforcement in business can include verbal praise, prize-givings, promotions and pay rises, and are all designed to get employees to work harder and more productively for the benefit of the company. In most instances, being praised or having some visible token of appreciation also makes people feel good about themselves and this self-satisfaction is also a positive reinforcement in controlling a desired behavior.
Negative reinforcement is the direct opposite of the above but the theory claims the results will be the same: A person will want to avoid the negative, and so will behave accordingly. There is a fine line, though. Very few people react well to negative criticism and if the manager uses it inappropriately it is likely that the behavior he or she is trying to control and make better, will actually deteriorate.
The ultimate negative reinforcement is punishment, a situation that the majority will want to avoid so the theory of reinforcement will be realized, for example, an employee will not want to be suspended or sacked, so will not behave in a way that will make this likely.
B.F. Skinner is responsible for this theory, but it is quite limiting because it takes no account of the internal state of the individual and focuses completely on cause and effect. It is a theory, however, that many managers adhere to when they want to control the actions of their employees.
Positive reinforcement in business can include verbal praise, prize-givings, promotions and pay rises, and are all designed to get employees to work harder and more productively for the benefit of the company. In most instances, being praised or having some visible token of appreciation also makes people feel good about themselves and this self-satisfaction is also a positive reinforcement in controlling a desired behavior.
Negative reinforcement is the direct opposite of the above but the theory claims the results will be the same: A person will want to avoid the negative, and so will behave accordingly. There is a fine line, though. Very few people react well to negative criticism and if the manager uses it inappropriately it is likely that the behavior he or she is trying to control and make better, will actually deteriorate.
The ultimate negative reinforcement is punishment, a situation that the majority will want to avoid so the theory of reinforcement will be realized, for example, an employee will not want to be suspended or sacked, so will not behave in a way that will make this likely.
