Contingency of

Reinforcement
(Skinner)
Framework
Antecedent
precedes and is stimulus for behavior
MGR and Emp set goal
Employee Behavior
Does Emp reach goal
Consequence
result of behavior, can be positive of negative
in terms of goal or task accomplishment.
Reinforcement contingent on behavior
NO: MGR silent or reprimands
/ YES: compliments
Types of C of R
Event is APPLIED of
REMOVED based on
behavior
Event may by PLEASANT or
UNPLEASANT based on behavior
Positive Reinforcement
Reward v. Reinforcement
reward: an event a person finds
desirable or pleasing; varies by culture.
Reward must increase frequency of
behavior to qualify as a reinforcer.
Primary and Secondary Reinforcers
Primary: an event for which the indiv
already knows the value e.g. food, shelter.
Secondary: an event that once had neutral value but now
has some value (+ or -) because of past experience e.g.
money.
Negative Reinforcement
(def) an unpleasant event that precedes the employee
behavior is removed when the desired behavior occurs.
used to increase the frequency of desired behavior.
Omission
(def) the removal of all reinforcing events.
Procedure: 1) identify behavior to be reduced or eliminated 2) identify
the reinforcer that maintains the behavior 3) stop the reinforcer
may be viewed in some cases as a failure to reinforce a behavior positively
Punishment
(def) an unpleasant event follows a behavior and reduces its frequency
The FOUR principles of positive reinforcement have equivalent for punishment.
Negatives: generally short-term efficacy; contingent on MGR
presence; emotional reaction; suppresses initiative; fear; turnover and
absenteeism
Schedules of
Reinforcement
Fixed Interval: reinforces behavior at a
specific time..average performance
Variable Interval: reinforces behavior at various time intervals
randomly..performance is generally higher and steadier
Fixed Ratio: reinforcer given after a number of
behaviors..leads quickly to high and stable performance.
Variable Ratio: reinforcer given after a random
number of behaviors..leads to very high performance.
Principle of Reinforcement Deprivation: the
more the reinforcer is withheld the greater the
effect on future occurrences of behavior.
Principle of Reinforcement Size: larger the
amount of reinforcer applied the greater
the effect on frequency of the behavior.
Principle of Immediate Reinforcement:
reinforcer will be most effective if applied
immediately after desired behavior.
Principle of Contingent
Reinforcement: reinforcer given only
if behavior is performed
The ratio of pleasant to unpleasant
events is critical
Positive management procedures
should dominate
Types of Contingencies
of Reinforcement
Positive
reinforcement
Omission
Punishment
Negative
reinforcement
Pleasant
Event
Unpleasant
Event
Event is Added Event is Removed
q Make employees aware of the behaviors to be reinforced
q Consider consequences of both actions and non-actions
q Do not punish in front of others
q Do not reward all employees the same
q Let employees know what they are doing wrong
q Make the managerial response equal to workers
behavior
Contingency of Reinforcement (Skinner).mmap - 10/5/2006 -