Reinforcement Theory of Motivation

Reinforcement theory of motivation was proposed by BF Skinner and his associates. It states that
individual’s behavior is a function of its consequences. It is based on “law of effect” by which individual’s
behavior with positive consequences tends to be repeated, but individual’s behavior with negative
consequences tends not to be repeated. This theory focuses totally on what happens to an individual
when he takes some action. Thus, according to Skinner, the external environment of the organization
must be designed effectively and positively so as to motivate the employee. This theory is a strong tool
for analyzing controlling mechanism for individual’s behavior.

The reinforcement theory holds that as an employer you can influence and change the behavior of
employees by reinforcement, punishment or extinction. To encourage the behavior you would like to
see in your organization rewards are awarded and for prevention of undesirable behaviors punishment
is meted out.

The managers use the following methods for controlling the behavior of the employees:

Positive Reinforcement- It happens when you as an employer gives a positive response to an employee’s
behavior that is likely to impact the organization well. For example, if an employee comes to work early
to get ahead of an important project praising them for putting in more time towards the project is
positive reinforcement.

Negative Reinforcement- It can be used to motivate employees to behave how you desire so that they
don’t have to suffer the negative consequences of not doing so. Here a negative consequence is
withheld should the employees behave as you wish. Let’s say an employee has not been meeting
deadlines.

As a manager you can instruct them to give you daily reports on their progress towards meeting the
deadline. They may not like this and will most likely change their behavior to ensure they always meet
required deadlines. Once they demonstrate they can consistently deliver on time you stop requesting
for the daily progress reports this acts as negative reinforcement

Punishment- It implies removing positive consequences so as to lower the probability of repeating

undesirable behavior in future. In other words, punishment means applying undesirable consequence
for showing undesirable behavior.

Extinction– This is done to bring to an end a behavior employees have learnt over a given period of time.
During a busy period a manager may decide to give some positive reinforcement in the form of overtime
pay to encourage employees to work extra hours and come in during the weekends.
When business slows down the manager stops approving overtime a move aimed at dissuading
employees from working extra hours and weekends. So, that behavior will be forgotten after some time
because the positive reinforcement that encouraged it has been withdrawn. You should be careful how
you do this because when an employee is no longer receiving positive reinforcement they might feel
unappreciated and they morale and productivity could go down which will definitely impact your
business negatively.

Negatibong Reinforcement - Maaari itong magamit upang ganyakin ang mga empleyado na kumilos
kung paano mo naisin upang hindi nila kailangang magdusa ang negatibong mga bunga ng hindi
paggawa nito. Narito ang isang negatibong kinahinatnan ay pinigilan kung ang mga empleyado ay
kumilos ayon sa gusto mo. Sabihin natin na ang isang empleyado ay hindi pa natatapos ang mga
deadline.

Bilang isang tagapamahala maaari mong turuan ang mga ito na bigyan ka ng mga pang-araw-araw na
ulat sa kanilang pag-unlad patungo sa pagtatapos ng deadline. Maaaring hindi nila gusto ito at
malamang na baguhin ang kanilang pag-uugali upang matiyak na laging nakakatugon sa kinakailangang
deadline. Sa sandaling ipakita nila maaari silang patuloy na maghatid ng oras na huminto ka sa paghiling
para sa mga pang-araw-araw na ulat sa pag-unlad na ito ay gumaganap bilang negatibong dagdag na
pagpapalakas.

Extinction– This is done to bring to an end a behavior employees have learnt over a given period of time.
During a busy period a manager may decide to give some positive reinforcement in the form of overtime
pay to encourage employees to work extra hours and come in during the weekends.

When business slows down the manager stops approving overtime a move aimed at dissuading
employees from working extra hours and weekends. So, that behavior will be forgotten after some time
because the positive reinforcement that encouraged it has been withdrawn. You should be careful how
you do this because when an employee is no longer receiving positive reinforcement they might feel
unappreciated and they morale and productivity could go down which will definitely impact your
business negatively.

Pagkalipol- Ito ay tapos na upang tapusin ang isang pag-uugali ng mga empleyado na natutunan sa loob
ng isang naibigay na tagal ng panahon. Sa panahon ng abalang panahon, ang isang tagapamahala ay
maaaring magpasiya na magbigay ng ilang positibong dagdag na dagdag sa anyo ng overtime pay upang
hikayatin ang mga empleyado na magtrabaho ng dagdag na oras at pumasok sa panahon ng Sabado at
Linggo.

Kapag pinabagal ng negosyo ang tagapamahala ay huminto sa pag-apruba ng overtime ng isang paglipat
na naglalayong dissuading mga empleyado mula sa pagtratrabaho ng mga dagdag na oras at katapusan
ng linggo. Kaya, ang pag-uugali na iyon ay nakalimutan pagkatapos ng ilang oras dahil ang positibong
pampalakas na hinihikayat na ito ay na-withdraw. Dapat kang mag-ingat kung paano mo ito ginagawa
dahil kapag ang isang empleyado ay hindi na tumatanggap ng positibong pagpapalakas maaari silang
madama na hindi pinahalagahan at ang moral at pagiging produktibo ay maaaring bumaba na kung saan
ay tiyak na makakaapekto sa negatibong negatibo sa iyong negosyo.