This sheet is a handout material from Udemy course:
Organizational Behaviour
All rights reserved (Robert Barcik, [email protected]).
Reinforcement theory
The way we behave, the actions we choose, the habits we form – what if all these could be
understood, predicted, and even shaped to a certain extent? Well, this is not as far-fetched
as it sounds, thanks to The Reinforcement Theory. Rooted in B.F. Skinner's principles of
operant conditioning, the Reinforcement Theory serves as a foundational pillar for
interpreting and predicting behavior in an organizational context.
The theory proposes that behavior is essentially a function of its consequences, and
therefore, by regulating these outcomes, we can guide behavior in a desired direction.
This process revolves around four primary mechanisms: positive reinforcement, negative
reinforcement, punishment, and extinction. Let's explore them in more detail.
A) Positive Reinforcement
Positive reinforcement is all about encouraging desirable behavior by introducing a
rewarding stimulus immediately after such behavior occurs. The reward acts as a
catalyst, increasing the chances of that particular behavior being repeated in the future.
Imagine you are managing a sales team, and one of your employees consistently exceeds
their monthly sales targets. A bonus or an acknowledgment during a team meeting serves
as positive reinforcement. This reward not only recognizes the employee's achievement
but also motivates them and others to strive for such performances in the future.
Remember, the reward can be anything the employee values – it could be monetary, verbal
praise, a promotion, or even an opportunity to lead a project.
B) Negative Reinforcement
Negative reinforcement might sound a bit strange, but it's a crucial component of shaping
behavior. It is about increasing desired behavior by eliminating an unpleasant stimulus
right after the behavior occurs. The likelihood of this behavior recurring increases because
it results in a more desirable state of affairs.
Consider a scenario where a team member in a software development company
consistently meets project deadlines. In recognition of their commitment, the manager
might exempt them from attending the routine status update meetings – a task that many
find monotonous. In this instance, the removal of the undesirable task acts as a
reinforcement, encouraging the employee to keep meeting deadlines.
C) Punishment
Now, what happens when there's behavior we want to discourage? That's where
punishment comes into play. Punishment involves introducing an unpleasant stimulus or
taking away a pleasant one right after an undesirable behavior, with the goal of reducing
its likelihood in the future.
Let's say there's an employee who often misses deadlines and this habit is affecting team
productivity. The manager might decide to take disciplinary action, such as reducing their
privileges or even demotion. The unpleasant consequence aims to deter the continuation
of this problematic behavior.
D) Extinction
The last mechanism, extinction, is about letting previously reinforced behavior die out
naturally by no longer following it up with the reinforcing consequences.
Suppose there's an employee who has developed the habit of arriving late to meetings.
Instead of confronting or reprimanding them every time, the manager decides to stop
acknowledging this behavior altogether. Over time, the employee realizes that their
tardiness no longer attracts any attention – it is simply ignored. This lack of reaction, the
theory suggests, will eventually lead to a decrease in tardiness, as it no longer serves any
purpose or leads to any consequential outcome.
While the elements of Reinforcement Theory can be powerful tools for shaping employee
behavior, they need to be applied thoughtfully and ethically, taking into account individual
differences. For instance, what serves as positive reinforcement for one person might not
have the same impact on another. Additionally, relying too much on punishments can create
a culture of fear instead of fostering an environment that encourages learning from
mistakes.
Related Theories and Concepts
While Reinforcement Theory provides a robust framework for understanding behavior in
organizations, it's beneficial to consider how it relates to and is complemented by other
theories and concepts in behavioral science.
1. Social Learning Theory
Firstly, let's explore Social Learning Theory emphasizes the importance of observation,
imitation, and modeling in learning behaviors. This theory complements Reinforcement
Theory by explaining how individuals can learn behaviors without directly experiencing
reinforcement or punishment. This can shape behavior in ways similar to direct
reinforcement and punishment.
For instance, in a team environment, new employees often learn acceptable behaviors and
skills by observing and imitating their experienced colleagues. A new salesperson may
adopt successful sales techniques by watching and mimicking a top-performing sales
colleague.
2. Behavioral Economics
Next, Behavioral economics helps explain why certain reinforcements may be more or less
effective than expected. It examines the effects of psychological, cognitive, emotional,
cultural, and social factors on the economic decisions of individuals and institutions and
how those decisions vary from those implied by classical economic theory. Behavioral
Economics complements Reinforcement Theory by providing insights into these complex
factors, helping managers design more effective and nuanced reinforcement strategies
that align with actual human behavior.
For instance, recognizing that employees may overvalue short-term rewards can lead to the
design of incentive programs that balance immediate and long-term benefits.
Moreover, it's important to maintain a balance between extrinsic motivators (like rewards
and punishments) and intrinsic motivation which is the internal drive to do something
because it is personally rewarding. If employees start relying solely on external rewards or
fear of punishments, their intrinsic motivation could be undermined.
To conclude, the Reinforcement Theory offers us a systematic approach for understanding
and influencing behavior within organizational settings. Remember, each person is unique,
and thus, what reinforces their behavior might be unique as well.
