Reinforcement Theory

Reinforcement theory has been proposed by B. F. Skinner (1904-1990) and his associates.
It states that individual’s behavior is a function of its consequences. It has been used by the
manager to increase and maintain individual specific impression. According to this theory,
individual’s motivation depends on credit they received and consequences they will experienced
later. This theory states that the individual’s behavior in the future will be depends on their current
actions. According to Skinner, this theory only focuses on what happens on individual’s action.
Thus, the external environment of the organization must be designed effectively and positively so
as to motivate the individuals. This theory is suitable tool for analyzing controlling mechanism for
individual’s behavior.

There are 4 type of reinforcement theory that can be used to restrain individual’s behavior,

i. Positive Reinforcement
This type of reinforcement theory implies giving a positive response when an
individual shows positive and required behavior. For example, praising an employee
for their good performance. This will increase the probability of this behavior occurring
again.
ii. Negative Reinforcement
Reinforcement that can be used to reduce or cease any negative / undesirable condition.
For instance, an individual will try to finish their work before the due date to avoid
being scolded from the superiors
iii. Extinction
It implies absence of reinforcements. In other words, extinction implies lowering the
probability of undesired behavior by removing reward for that kind of behavior. For
instance, if an employee no longer receives praise and admiration for his good work,
he may feel that his behavior is generating no fruitful consequence.
iv. Punishment
Condition where the unpleasant consequences of specific behavioral perception. For
instance, Suspending or terminating an employee or breaking the organizational rules.
Punishment can be equalized by positive reinforcement from alternative source.