Transcript BA352Presentation

Chapter 8
Improving Performance with Feedback, Rewards,
and Positive Reinforcement
Team S.O.B
Scott, Tom, Paul, Patty, Brian
Feedback
 Defined as “objective information about
individual or collective performances
shared with those in a position to improve
the situation.”
 Two Functions of Feedback
 Instructional
 Motivational
Recipient’s Perspective of Feedback
 Negative vs. Positive Feedback
 Negative feedback can help to motivate
and improve a situation
 Positive can sometimes create less
motivation for individuals to do better in
the future.
Non-Traditional Feedback

Upward Feedback-having employees evaluate
their manager’s style and performance (ex.
teacher evaluation surveys).
– Generally anonymous

360-degree Feedback-comparison of anonymous
feedback from one’s superior subordinates, and
peers w/ self-perception.
– Idea to let individuals know how their behavior affects
others, w/ the goal of motivating change.
Feedback to Get Results
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Relate feedback to existing performance goals and
clear expectations
Give specific feedback used to observable behavior
or measurable results
Give feedback ASAP
Give positive feedback for improvement, not just
final results
Focus feedback on performance, not personalities
Base feedback on accurate and credible
information.
Organizational Rewards Systems

Social Rewards
– Praise and Social Recognition

Psychic Rewards
– Self-Esteem, Self-Satisfaction
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Extrinsic Rewards
– Financial, Material, or Social Rewards

Intrinsic Rewards
– Self-Granted, Psychic Rewards
Why Reward Often Fail to Motivate
To much emphasis on monetary rewards
 Sometimes Counterproductive (i.e. pizza
delivery)
 Extensive benefits become entitlements
 Too long a delay b/t performance and
rewards
 Use of one-shot rewards with a short lived
motivational impact
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Positive Reinforcement

Thorndike’s Law of Effect

Skinner’s operant conditioning model
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Respondent behavior
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Operant behavior
Positive Reinforcements
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Contingent Consequences

Positive Reinforcement
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Negative Reinforcement
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Punishment
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Extinction
Schedules of Reinforcement
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Reinforcements are important
determinants of future behavior
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Two types of reinforcements
– Continuous reinforcement
– Intermittent reinforcements
Intermittent Reinforcement
Fixed ratio – a fixed number of responses.
 Variable ratio – A random number of
responses.
 Fixed interval – First response after a
specific period of time.
 Variable interval – First response after
varying periods of time.

Ten Questions
Chapter 8: Improving Performance
with Feedback, Rewards, and Positive
Reinforcement
Ten Questions
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10
Answer 1
Answer 6
Answer 2
Answer 7
Answer 3
Answer 8
Answer 4
Answer 9
Answer 5
Answer 10
1. All of the following are sources
of feedback except __________.
A) others
 B) strangers
 C) task
 D) self
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2. Nontraditional feedback is
growing in popularity because:
A) Traditional performance appraisal systems
have created widespread dissatisfaction.
 B) Co-workers and lower-level employees are
said to know more about a manager's strengths
and limitations than the boss.
 C) Multiple-rater systems are said to make
feedback more valid than single source
feedback.
 D) All of the above.

3. All of the following are reasons
why feedback often fails except:
A) Feedback is channeled only to key
result areas.
 B) Those receiving the feedback see it as
irrelevant to their work.
 C) Feedback information is provided too
late to do any good.
 D) Employees complain about wasting too
much time collecting feedback data.
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4. Feedback can fail to motivate
if:
A) There is not enough emphasis on
monetary rewards.
 B) Rewards lack an "appreciation effect.“
 C) Those receiving extensive benefits do
not feel entitled to them.
 D) None of the above.
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5. Which of the following is not
one of the criteria for the
distribution of rewards?
A) performance – results
 B) performance - actions and behaviors
 C) performance - needs and wants
 D) nonperformance - considerations

6. Monetary incentives tied to one's
results or accomplishments is
called:
A) positive reinforcement.
 B) punishment.
 C) pay for performance.
 D) work incentive

7. Skinner's work is known as
_________.
A) behaviorism.
 B) conditioning.
 C) operant behavior.
 D) respondent behavior.
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8.
What type of reinforcement schedule is
administered when a varying or random
number of responses must be emitted before
reinforcement occurs?
A) fixed ratio
 B) fixed interval
 C) variable interval
 D) variable ratio

9. ______ is the process of
reinforcing closer and closer
approximations to a target
behavior.
A) Positive reinforcement
 B) Shaping
 C) Continuous reinforcement
 D) Variable reinforcement

10. Which of the following statements
are effective ways to shape job
behavior?
A) Give individuals feedback on their job
performance.
 B) Reinforce performance as quickly as
possible.
 C) Make all rewards contingent on
performance.
 D) all of the above.

1. All of the following are sources
of feedback except __________.

B) strangers
2. Nontraditional feedback is
growing in popularity because:

A) Traditional performance appraisal
systems have created widespread
dissatisfaction.
3. All of the following are reasons
why feedback often fails except:

A) Feedback is channeled only to key
result areas.
4. Feedback can fail to motivate
if:

A) There is not enough emphasis on
monetary rewards.
5. Which of the following is not one
of the criteria for the distribution of
rewards?

A) performance - results
6. Monetary incentives tied to one's
results or accomplishments is called
________.

A) positive reinforcement.
7. Skinner's work is known as
_________.

A) behaviorism.
8.
What type of reinforcement schedule is
administered when a varying or random number of
responses must be emitted before reinforcement
occurs?

A) fixed ratio
9. ______ is the process of
reinforcing closer and closer
approximations to a target
behavior.

A) Positive reinforcement
10. Which of the following
statements are effective ways to
shape job behavior?

A) Give individuals feedback on their job
performance.
The End