Transcript CHAPTER 3
Lecture 10 CHANGING EMPLOYEE BEHAVIOR: LEARNING AND PUNISHMENT Class Overview • Lecture • learning theories – Classical conditioning – observational learning – operant conditioning • application at work – OB Mod – Discipline & Punishment • Critical Incident: “The wrong reinforcement” Learning • Definition: – A fairly permanent change in behavior that occurs as a result of experience • Learning is closely related to motivation • Change in behavior must be more than temporary Approaches to Learning • Classical conditioning • Observational learning • Instrumental, or Operant, Conditioning Classical Conditioning • Early approach to learning theory by Ivan Pavlov, a Russian Physiologist • Pavlov’s test: – Conditioning a dog to salivate when a bell is rung when presenting food – Eventually the dog responded to the bell alone without the presentation of food Classical Conditioning Stimulus Response Step 1 UCS: Food UR: Salivation Step 2 UCS + CS: Food + Bell UR: Salivation Step 3 CS: Bell CR: Salivation Observational Learning • A person observes the behavior of another and vicariously experiences the consequences of the other person’s actions • Appropriate for simple tasks • No apparent reward is administered in observation Observational Learning (cont.) • Largely self regulated • Most successful when external rewards are provided • Examples: – formal and informal on the job training, role playing, videos Instrumental, or Operant, Conditioning • B.F. Skinner developed this approach • Based on premise that human behavior in organizations is “instrumental” – People act to obtain a desired outcome – People deliberately move into and out of different situations according to the rewards they obtain • Skinner invokes the “law of effect” Law of Effect • Behavior that is followed by a positive response is more likely to recur • Behavior that is followed by an undesirable response is less likely to recur Operant, Conditioning (cont.) • Reinforcement follows a response: – Positive reinforcement: any event used to increase frequency of desired response – Negative reinforcement: any event that, when removed, increases frequency of a response Rewards & Punishments • • • • • • pay raise bonus pay promotions time off work extra vacation praise and recognition • oral & written warnings • formal reprimands • suspension from work • demotion or transfer • criticism • termination Behavior Modification (OB Mod) • The application of operant conditioning in organizational settings is known as OB Mod • Involves – Acquiring complex behaviors: shaping – Maintaining desired behaviors/avoiding extinction • Uses “schedules of reinforcement” Shaping & Maintaining • Shaping: reinforcing small approximations of the final desired behavior • Extinction: when a response ceases to occur due to the removal of reinforcement • Resistance to Extinction: ensuring the responses persist in the absence of reinforcement Maintaining Desired Behaviors (cont.) • Continuous reinforcement: when employee behaviors are followed with reinforcement after each and every occurrence • Partial reinforcement: providing reinforcements on an intermittent basis – more successful in increasing resistance to extinction Schedules of Reinforcement • Interval schedule: rewards based upon time elapsed • Ratio schedule: rewards based upon behavior/output • Fixed Schedule: Amount of time/number of behaviors is specified in advance • Variable Schedule: Amount of time/number of behaviors vary Schedules of Reinforcement Interval Ratio Fixed Variable Reward after a fixed period of time has elapsed No relationship between effort and reward E.g. salary Reward after variable period of time has elapsed Little relationship between overall effort and reward E.g. random inspections Reward after a predetermined number of 'responses' - e.g. units Constant link between quantity of output and reward E.g. piece rate pay Reward after variable number of responses Link between effort and reward is 'fuzzy' E.g. informal pat-on-theback; public recognition Rules for Applying Operant Conditioning Principles 1. Use differential rewarding: tie rewards to levels of performance 2. Identify valued rewards for individual 3. Instruct subordinates on how rewards are tied to performance 4. Provide informative feedback on performance The Role of Punishment • Defined as an undesirable event that follows a behavior it intends to eliminate • Does little to alter undesirable behavior, but instead encourages the offender to seek other ways to engage in the behavior – WHY? • May motivate the offender to engage in revenge tactics – WHY? Alternatives to Punishment • Prevent undesired behavior from occurring – how? • Extinguish undesired behaviors – how? • Ignore minor problems Attributes of Effective Punishment • Focus on behaviors, making punishment impersonal • Act immediately • Make the punishment severe enough • Use punishment reliably, in each case of specified undesired behavior • Do not discriminate across employees, i.e., make it uniform Progressive Discipline • Post a list of how various infractions will be treated • Increase penalties according to the frequency and severity of infractions • Impose increasingly severe penalties in a series of steps • Provides individuals with opportunities to alter their own behavior Class Review • Learning theories highlight the importance of reinforcement and motivation • Schedules of reinforcement are an important influence upon controlling and modifying behavior • Punishment is to be avoided if possible • When unavoidable, progressive discipline is superior