Reinforcement Theory in the Workplace

Abstract

This research aimed at analyzing how reinforcement theory works in the workplace environment. The study critically analyzes journal articles and other relevant credible to get an in- depth information of reinforcement theory in workplace setting.

Positive reinforcement resulted in increasing self- esteem of employees and creates a better workplace environment. On the contrary, negative reinforcement in comparison to the positive reinforcement precedes the unpleasant response and as a result of disappearance increases the frequency of the desired behavior. The extent of reinforcement is based on the desired behavior from employees. The effective strategies of positive and negative reinforcement can facilitate in achieving the desired behavior in the workplace. Hence, the extent and frequency must be appropriately chosen. Reinforcement theory has also some limitations, for example, it provides little understanding or explanation of how reinforcers work because it does not integrate the cognitions and thought processes that cause contingent consequences to shape behavior.

Introduction4

Research Questions5

Body: Discussion and Analysis5

Background and Development of Reinforcement Theory6

Types of Reinforcers7

Natural and Direct Reinforcement7

Positive Reinforcement7

Negative Reinforcement8

Punishment, and Extinction9

Critical Analysis of Reinforcement Theory in Workplace10

Limitations of Reinforcement Theory12

Conclusion12

References13

Reinforcement Theory in the Workplace

Introduction

Pioneered by Skinner (1969), reinforcement theory is somewhat a process theory; however it is fundamentally dissimilar from the other process theories. While other process theories, like expectancy theory and equity theory, seek to look inside the human mind to see how expectations, beliefs, values and desires of an individual lead to motivate behavior, the focus of Skinner is almost completely external (Staats, 1988). It is maintained by Skinner that behavior is influenced by its outcomes, what takes place as a result of actions of a person (Skinner, 1969). Putting it in simple words, behavior which has positive consequences or which is rewarded will be repeated while behavior which has negative consequences or which receives either no reward will cease. Managers can have deep consequences of this simple idea. For instance, a management trainee who is admired for his efforts on a project will keep on working hard on the project. Conversely, if he is paid no attention or even remonstrated for his efforts then he will stop to produce in that area. There is a very important implication of reinforcement theory for management: management must carefully manage consequences, if it wants maximization of goal obtainment, so that the right behaviors are rewarded (Villere & Hartman, 1991). Thus, the behavior principles of Skinner can be applied by supervisors to shape the performance of their employees in the workplace (Telegraph, 2005). The focus of this paper is to critically analyze the reinforcement theory in workplace. This paper will outline, compare, and critically evaluate the attributes and significance of each perspective to reinforcement theory in the workplace. The distinctive contribution of this literature review lies in its meta-theoretical debate regarding the association between theory and context in the implementation of reinforcement theory in workplace.

Research Questions

This study seeks to find out the following research questions:

What positive reinforcement strategies and intervention managers prefer to reinforce employees?

To what extent reinforcement ...