Types of Learning Classical Conditioning Vicarious Learning Operant Conditioning (Reinforcement Theory) Law of Effect: Behavior that tends to lead toward rewards tends to be repeated, while behavior that tends to lead to no reward or to punishment tends to be avoided.

Types of Reinforcers Positive Negative Extinction Punishment

Schedules of Reinforcement Timing of the Reinforcement Fixed Variable Ratio Interval Basis for the reinforcement

Behavior Modification Revise the Job Job Analysis Define measures of performance or desired behavior Redefine desired behavior Set goals & consequences of behavior Revise Reinforcers Measure actual behavior Revise measures Desired Behavior Reinforcement Undesired Behavior Negative Reinforcement Positive Reinforcement Punishment Extinction Reinforcement Schedule Review & Evaluate Program

Rules for Using Operant Conditioning Rule 1: Don’t give the same level of reward to all. Rule 2: Failure to respond has reinforcing consequences Rule 3: Tell a person what behavior gets reinforced Rule 4: Tell a person what he/she is doing wrong Rule 5: Don’t punish in front of others Rule 6: Make consequences equal to the behavior

Problems with Using Operant Conditioning Often dealing with competing reward systems Any behavior may involve multiple consequences Reinforcers are different from rewards Works only on observable, measurable behaviors Need to be systematic, consistent “On the Folly of Rewarding A while Hoping for B”

Bases for Distributing Rewards in Organizations Equality-Based Need-Based Time-Based Equity-Based Skill-Based

Conditions Needed to Pay to Motivate Create a belief that good performance will lead to high pay Contribute to the importance of pay Minimize perceived negative consequences of performing well Create conditions such that other positive outcomes are also related to good performance

Don’t Tie Pay to Performance IF… Trust is low Individual performance is difficult to measure Performance must be measured subjectively Large pay rewards cannot be given to the best performers.

Purposes of Reward Systems To motivate performance To attract and retain employees Skill Development Establish and maintain the organization’s culture To define and reinforce the organization’s structure

Advice for Using Pay Decouple your thinking that labor rates (pay) are equivalent to labor costs. Think about pay in terms of how it relates to the company’s value system. Think about how these values could be reinforced by things other than pay.