Punishment vs reinforcement in increasing work performance (1)

How do consequences (+ or -) influence work performance?

Punishment is the application of undesirable outcomes or the removal of positive consequences following undesirable behavior. What constitutes punishment for one worker may not for another.

Possible punishments:

•Remove privilege•Enforce extra work•Temporarily or permanently “sanction” through fine or incarceration•Scold, rebuke, criticize (verbally, nonverbally, or in written form)

According to Robert Bacal, punishing employees only works rarely. Fear can act as a motivator, but for a punishment to get results,

sanctions have to align with the employee's attitude and perceptions. What the employer

takes away must be valued or what the manager threatens must tap into a true fear.

The employee also has to respect the manager's right to mete out punishment and

believe that imposed consequences fit his offence. Without all of these conditions in place, people do not respond positively to

punishment. Rather, they resort to resentment and retaliation, which does not help with

anyone's productivity.

Read more: The Effects of Punishment on Employees | eHow.com

http://www.ehow.com/info_8516909_effects-punishment-employees.html#ixzz2RaXAwTMw

Effective use of punishment•Consequences must be linked to undesired behavior and should happen ASAP after behavior •Punishment should be consistent•Punishment should be done without emotion•Communicate to the worker exactly what he/she did and tell what you would like to see instead•Keep in mind that negative attention from supervisor may actually reinforce (increase) negative behavior

What would happen if you

rewarded on-time behavior and ignored late

arrivals instead of punishing them?

Reinforcement theory suggests that on-time arrivals would significantly increase and late arrivals would become very rare. According to this theory, environmental consequences are powerful tools that managers can use to shape behavior. [Skinner] observed that either positive or negative behaviors can be targeted, but in a business setting, focusing on rewarding desired behavior helps employees develop positive habits and is less likely to foster resentment than a more punitive approach. http://smallbusiness.chron.com/can-managers-use-reinforcement-theory-motivate-employees-18559.html

ExtinctionOne way to decrease the frequency of behaviors is to use extinction. Extinction involves the removal of reinforcing events.

When positive reinforcement of behavior is removed, the worker then loses his motivation to continue with that behavior.

Extinction can occur if we stop rewarding either desirable or undesirable behaviors.

If all you want is to have people do just enough to meet some minimum level of quality, productivity, delivery, etc. then

simply use negative reinforcement. Negative reinforcement is “escaping or

avoiding something that you don’t want”.

http://www.echlinbusinessconsulting.com/business_blog.php?blog_id=18

People will still perform but at a mininum level

Possible examples of negative reinforcement

(remember it is only reinforcing if it increases desired behavior-works by person increasing behavior to avoid unpleasant situation)

•Nagging (worker increases performance to avoid nagging)•Drug screenings (not participating in the unwanted behavior removes the negative stimulus: the fear of being fired. )•Poor work conditions (worker improves performance to avoid poor condition)

This person might do whatever the screamer wants just to stop the nagging.

Positive reinforcement is the way to get the most and the best from your people. Besides getting the behaviors that you want you will also end up with happier, healthier (employees) who actually enjoy working for you.

It’s a win-win scenario.http://www.echlinbusinessconsulting.com/business_blog.php?blog_id=18

The use of reinforcement to motivate workers should be a positive experience for both of you

Possible examples of positive reinforcement

(Remember it is only reinforcing if it increases desired behavior)

Appreciation (saying thank you)EncouragementRecognition (private or public)Positive feedback on performanceOpportunity for skill developmentPreferred work assignmentsImproved working conditionsAdvancement hierarchy

Rewarding only impossible or extremely difficult tasks may lead to anger and a sense of helplessness and result in worse performances than before you implemented a reinforcement program. http://smallbusiness.chron.com/can-managers-use-reinforcement-theory-motivate-employees-18559.html

A research article in 2004 by Timothy R. Hinkin and Chester A. Schriesheim found that in a study of 243 employees of two different hospitality organizations, those employees who received feedback from their managers, whether positive feedback or negative/corrective feedback, showed improved performance. This study also found that omission of commentary on good performance diminished worker effectiveness and reduced worker satisfaction. This supports the theory of operant conditioning that suggests a behavior that is totally ignored will eventually be extinguished. http://www.enotes.com/operant-conditioning-reference/operant-conditioning

4 to 1Gets it Done

•Each negative comment requires four positive ones.•Positive words take you where you want to go.•Simplest way is expression of gratitude. Find SOMETHING to be grateful for.•People enjoy positive people•Positive comments can be positive reinforcement.•You focus more on what you want rather than what you don’t want. http://leadershipfreak.wordpress.com/2011/07/03/the-4-to-1-rule-will-change-your-life/