Evaluating the use of Reinforcement Theory to overcome the restraining Essay

Reinforcement theory is a cognitive attack, suggesting that single ‘s intents direct their actions. It is besides a behavioural attack where it says reinforcement conditions behavior. Reinforcement theory ignores the interior province of the person and concentrates entirely on what happens to a individual when they take some action. It can besides be used as a type of motivational tool to better their public presentation. BF Skinner proposed it while working with lab rats in devices, which he used to name as the Skinner boxes. Where he used to seek and pull out a similar sort of behaviour out of them by maintaining them under some serious conditions and was successful in accomplishing it. Reinforcement theory suggests that persons can take from several responses to a given stimulation, and that persons will by and large choose the response that has been associated with positive results in the yesteryear.

E.L. Thorndike articulated this thought in 1911, in what has come to be known as the jurisprudence of consequence.

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The jurisprudence of consequence fundamentally states that, all other things being equal, responses to stimuli that are followed by satisfaction will be strengthened, but responses that are followed by uncomfortableness will be weakened.The chief aim of the undertaking is to utilize reinforcement theory to get the better of the restraining forces of alteration.Peoples refuse to new alterations brought in the work environment due to many grounds of insecurity, uncertainness, etc. therefore they do non accept the alteration and base against it. Here we are seeking to utilize reinforcement theory to accomplish our nonsubjective.

Restraining forces as the forces that make alteration more hard. Restraining forces are those factors that resist alteration to happen ; few illustrations are deficiency of accomplishment and cognition, hostility between the employees and the director, hapless occupation description. This paper will lucubrate on these factors that do non allow alteration to happen, how to cover with the restraining forces, examine the relationship between the restraining forces and the drive forces for alteration to keep the alteration equilibrium.

Restraining forces of alteration:There are many forces that restrain to a alteration in the work environment such as:Uncertainty sing alterationFear of the unknownPerturbations in the modus operandiLoss of bing benefitsMenace to the current placeRedistribution of powerDisturb in the bing societal websConformity to norms and civilization.The general rule here is that whenever a alteration is perceived as making some menace to the employee holding his/her demands met the more likely opposition will be overcome. These above-named forces restrain to any alterations in the work environment because they do n’t cognize what may go on with a little alteration brought in their work life and are against it. To get the better of such forces we can use the theory of support and assist the employees adopt to the new alterations.SupportDefinition:Support is the procedure of pull offing 1s behavior by holding a contingent effect that follow a behaviour with the purpose of advancing a consistent form of behavior responses.It is fundamentally a behavioural attack, which says that support induces behavior. Management application of support theory remainder on the premises that people in places of authorization can be thought to utilize environmental effects to excite and determine behaviour of other employees.The chief aim of the undertaking is to use support theory to over come the restraining forces of alteration.

Aims:To promote the employees for their good public presentation.To extinguish unsought behaviour from the employee.To do them experience that the employees are noticed for their good work increases the positive attitude in him.To better the work force for more effectivity.To accomplish the organisational ends.

To bring on reinforces following a behaviour that will determine up a patterned response to a given status.Advantages of support:Trough reinforcement the coveted behaviour of an person can be improved and do it reoccurring.It besides helps in extinguishing the unsought behaviour or any sort of negativeness in an organisation.It helps in finishing the undertaking more efficaciously and more expeditiously.It acts as a motivational tool.Disadvantages of support:It is a short-run alteration in public presentation.The committedness towards work in a long tally tends to cut down.It removes the employee ‘s trueness and tends to go more pecuniary.

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Probably the best-known application of the rules of support theory to organisational scenes is called behavioural alteration. Typically, a behavioural alteration plan consists of four stairss:Stipulating the coveted behaviour every bit objectively as possible.Measuring the current incidence of coveted behaviour.Supplying behavioural effects that reinforce desired behaviour.Determining the effectivity of the plan by consistently measuring behavioural alteration.Reinforcement theory is an of import account of how people learn to alter 1s behavior.

It is frequently applied to organisational scenes in the context of a behavioural alteration plan. Although the premises of support theory are frequently criticized, its rules continue to offer of import penetrations into single acquisition and motive.There are four ways trough, which you can determine up 1s behavior.They are:Positive supportNegative supportPunishmentExtinction.Positive support:The positive support occurs when a consecutive employee is chosen to be rewarded by the directors ; the employer is positively reinforced for the coveted behaviour in organisation.It provides a favourable effect that encourages repeat of a behaviour. For illustration an employee may happen that when a high quality work is done the supervisor gives a wages of acknowledgment hence the behaviour is reinforced and the employee tends to make a high quality work once more to derive the wages. It fundamentally occurs after showing any desirable behaviour in the signifier of wagess or inducements.

Examples:The experience of emery airfreight with its containerized transportation operations. The company ‘s aim is to consolidate little bundles into big containers in order to transportation and handling costs. The criterion is for 90 % of little bundles to be shipped in big containers but an audit at assorted locations showed that the existent usage was approximately 45 % . Further survey showed that the workers were decently trained and moderately co operative but they were non motivated to run into the criterion.To better the employees public presentation the direction applied the plan of positive support.

It trained the supervisors to give day-to-day public presentation feedback, acknowledgment and wagess. In the first trial, the office public presentation went up to 95 % . Then the plan was applied in the existent working office and it showed great consequences of the first twenty-four hours.

The consequences tend to go on for four hebdomads covered in the survey. The regular feedback and acknowledgment gave the workers effects that strongly influence the behaviour. The support used in here i.e. positive support was utilised decently to actuate the employees and which in bend led to the addition in their public presentation. Therefore in this instance positive support scored a noteworthy success.

Negative support:Negative support is defined as the remotion of the unpleasant or the employee ‘s unwanted behaviour. He /her is negatively reinforced by the director in order to halt that behaviour non happened once more. This support is besides a type of encouragement but it differs from positive support.It occurs when behaviour is accompanied by remotion of unfavourable effects, there fore it are non the same as the penalty. Consistent with the jurisprudence of consequence, behaviour responsible for the remotion of something unfavourable is repeated when that unfavourable is once more encountered. It is when a peculiar stimulation is removed after a behaviour, and this causes the behaviour to increase as a consequence.

Negative in this sense does non intend “ bad ” , but that something is subtracted or taken away.Examples:There was a alteration that was introduced in aircraft field employees where they were supposed to have on noise suppresser equipment so that they can avoid the noise from the aircrafts.A HR of an aircraft that learned that an employee would have on a noise suppresser over their ears, as they could forestall the uncomfortableness from the jet engine sound this support made them have on proper noise suppresser equipment. Here the negative affect in the work environment i.

e. the noise from the aircraft, which leads to a behavior alteration in the employee and makes them have on the noise suppressers.Punishment:The penalty is the physiological intervention for the employees by the directors to wholly cut down the unsought behaviour of the employee in organisation.It is the disposal of the unfavourable effect that discourages a certain behaviour. It needs to be used with cautiousness because it has certain restrictions.

A major one is that penalty majorly discourages unwanted behaviour but it does non straight promote any sort of desirable behaviour excessively until and unless the individual having it is clearly cognizant of the alternate way to follow. Another job is that the punishers may besides go disliked for the disciplinary actions, which may put strain in the work relationship and cut down the punisher ‘s effectivity when offering future support. Besides people who are punished may be ill-defined about what portion of the work or behaviour that they are really being punished for and it is possible that some desirable behaviours may besides acquire discouraged.Examples:An employee with an unwanted behaviour of being late to the office can be put under the penalty support to diminish the unwanted behaviour. Thus the deficiency of promptness is the unwanted behaviour and penalty can be suspension cut in wage etc. can be used to stamp down such behaviour and acquire good consequences from the employee.Extinction:Extinction is the province or a fact of being non rewarded or positively reinforced by director for the individual desired behaviour in the organisation were he /her may non go on their unsought behaviour.It is the keeping of important positive effects that are antecedently provided for the desirable behaviour.

Such desirable that is learnt behavior needs to be reinforced to promote the individual to reiterate the action in the hereafter. If there is no support by the director so the behaviour tends to decrease through deficiency of support. It is fundamentally used to take any unwanted or unwanted behaviour with out aching them.Examples:An employee who had been praised for his creativeness made three suggestions to his supervisor over a period of several hebdomads. The supervisor did non reject the suggestions nor did he accept them. He merely left the suggestions making nil. Then easy the employee ‘s behaviour of giving suggestions went off due to miss of acknowledgment.

In this instance the supervisor likely did non mean to do the extinction, but in other instances extinction is used as a witting scheme. Then alternate responses that are desired can be reinforced to alter the behaviour.

Other schemes:

The other schemes that can be used to get the better of the opposition is by proper instruction and communicating about the new alteration which is tend to originate. By proper dialogue and wages systems would besides assist one to get the better of the opposition. Motivation before your employees are truly motivated to work at alteration, they must be convinced of the personal and professional benefits to themselves, every bit good as to their organisation. In add-on, direction must recognize that work will decelerate during the transitional procedure. Often impermanent aid must be brought in or overtime authorized to assist acquire the more everyday undertakings accomplished.

Give opportunity to employees to show sentiments Persuasion needs a user-friendly attack. User-friendly in this context means giving employees an chance to vent, to show their ain thoughts and to do errors. It means that directors involved in the procedure must stay positive and accessible, and have an encouraging demeanour. Part of the alteration procedure involves carry oning teambuilding and direction development workshops to advance alteration, acquire input on demands and work with different direction manners.


The timing of the behavioural effects that follow a given behaviour is called the support agenda. Basically, there are two wide types of support agendas: uninterrupted and intermittent. If a behaviour is reinforced each clip it occurs, it is called uninterrupted support.

Research suggests that uninterrupted support is the fastest manner to set up new behaviours or to extinguish unsought behaviours. However, this type of support is by and large non practical in an organisational scene. Therefore, intermittent agendas are normally employed. Intermittent support means that each case of a coveted behaviour is non reinforced. There are at least four types of intermittent support agendas: fixed interval, fixed ratio, variable interval, and variable ratio.Fixed interval agendas of support occur when desired behaviours are reinforced after set periods of clip. The simplest illustration of a fixed interval agenda is a hebdomadal payroll check.

A fixed interval agenda of support does non look to be a peculiarly strong manner to arouse coveted behaviour, and behaviour learned in this manner may be capable to rapid extinction. The fixed ratio agenda of support applies the reinforce after a set figure of happenings of the coveted behaviours. One organisational illustration of this agenda is a gross revenues committee based on figure of units sold. Like the fixed interval agenda, the fixed ratio agenda may non bring forth consistent, durable, behavioural alteration.

Variable interval support agendas are employed when desired behaviours are reinforced after changing periods of clip. Examples of variable interval agendas would be particular acknowledgment for successful public presentation and publicities to higher-level places. This support agenda appears to arouse coveted behavioural alteration that is immune to extinction.

Finally, the variable ratio support agenda applies the reinforce after a figure of coveted behaviours have occurred, with the figure altering from state of affairs to state of affairs. The most common illustration of this support agenda is the slot machine in a casino, in which a different and unknown figure of coveted behaviours ( i.e. , feeding a one-fourth into the machine ) is required before the wages ( i.

e. , a kitty ) is realized. Organizational illustrations of variable ratio agendas are fillips or particular awards that are applied after changing Numberss of coveted behaviours occur. Variable ratio agendas appear to bring forth coveted behavioural alteration that is consistent and really immune to extinction.

Decision and recommendations:This undertaking tells us about the restraining forces of alteration and the schemes utilized to over come such forces. The senior direction of the organisation can present any sort of alteration that helps the organisation development but the employees who are the existent victims of the alteration resist to it due to some frights such as insecurity or uncertainness etc. The support theory is chiefly used to get the better of such forces, which includes four types such as positive, negative, penalty and extinction. Using such methods by the organisation can assist them determine and reshape their employee ‘s behaviour harmonizing to their demands and assist them accomplish their ends, which eventually leads to the accomplishment of the organisational ends. The positive support chiefly concentrates on the methods such as wagess systems or any inducements, which help the employees to determine their behaviours harmonizing to the organisation needs.

The negative support discuss about the methods of determining the behaviour by making fright in the employees. The penalty, which is the 3rd type of the support, is a type of negative support but it includes assorted methods that can even demotivate the employees and which is non preferable method to be utilized for conveying a alteration in the employee. Extinction is the last type where the employers use it in a cagey manner by promoting the desirable behaviour and detering the unwanted behaviour. Other than support I strongly believe that proper communicating about the new alteration and the vision of the organisation can besides assist the employers to achieve their coveted behaviour.


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