MGMT 3611 CH-9

what is the Contingent Consequences of Negative reinforcement?

strengthens a desired behavior by contingently withdrawing something displeasing

Contingent Consequences in Operant Conditioning

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Step 2: Promote goal commitment

-Explain why the organization is committed to a comprehensive goal-setting program. -Create clear lines of sight by clarifying the corporate goals and linking the individual's goals to them. -Let employees participate in setting their own goals -Have employees build goal ladders: chains of progressively more difficult and challenging goals.

Step 3: Provide support and feedback

-Make sure each employee has the necessary skills and information to reach his goals -Pay attention to employees' effort→performance expectations, perceived self-efficacy, and reward preferences and adjust accordingly -Be supportive and helpful

Step 1: Set goals

-Whether goals are imposed or, preferably, set participatively via a free exchange with one's manager, they should be "SMART." -specific, measurable, attainable, results oriented, and time bound

what is the Six Common Trouble Signs for Organizational Feedback Systems?

1. Feedback is used to punish, embarrass, or put down employees. 2. Those receiving the feedback see it as irrelevant to their work. 3. Feedback information is provided too late to do any good. 4. People receiving feedback believe it relates to matters beyond their control 5. Employees complain about wasting too much time collecting and recording feedback data. 6. Feedback recipients complain about feedback being too complex or difficult to understand

what is the Contingent Consequences of Positive reinforcement ?

process of strengthening a behavior by contingently presenting something pleasing

What is the Two Functions of Feedback?

Instructional - clarifies roles or teaches new behaviors Motivational - serves as a reward or promise of a reward Feedback enhances the effect of specific, difficult goals

3 Managing the Goal-Setting Process

Set goals Promote goal commitment Provide support and feedback

what is the Contingent Consequences of Extinction ?

Weakening a behavior by ignoring it or making sure it is not reinforced

What is Feedback?

information about individual or collective performance

what is the three components of reward?

1. Types of reward -Financial/material (Extrinsic) -Social (extrinsic) -Psychic 2.Distribution Criteria -Results -behavior -Other factors 3. Desired Outcomes -Attract, Motivate, Develop, Satisfy, Retain

Ten Practical Tips for Shaping Job Behavior?

1.Accommodate the process of behavioral change 2. Define new behavior patterns specifically 3. Give individuals feedback on their performance 4. Reinforce behavior as quickly as possible 5. Use powerful reinforcement schedule - to be effective, reward must be important to employee-not to the manager 6. Use continuous reinforcement schedule 7. Use a variable reinforcement schedule for maintenance 8. Reward teamwork 9. Make all rewards contingent on performance 10. Never take good performance for granted

Reward Distribution Criteria

1.Performance: results -tangible outcomes such as individual, group, or organizational performance; quantity; and quality 2.Performance: actions and behaviors -teamwork, cooperation, risk-taking, and creativity 3.Non-performance considerations -Customary or contractual, where the type of job, nature of the work, equity, tenure, level in hierarchy, etc., are rewarded

Why Do Extrinsic Rewards Too Often Fail to Motivate?

1.Too much emphasis on monetary rewards. 2.Rewards lack an "appreciation effect." 3.Extensive benefits become entitlements. 4.Counterproductive behavior is rewarded. 5.Too long a delay between performance and rewards. 6.Too many one-size-fits-all rewards.

what is Thorndike's Law of Effect?

Behavior with favorable consequences tends to be repeated; behavior with unfavorable consequences tends to disappear

Thomas's Building Blocks for Intrinsic Rewards and Motivation

Choice -Delegated authority -Trust in workers -Security (no Punishment) for honest mistakes -A clear purpose -Information Competence -Knowledge -Positive feedback -Skill recognition -Challenge -High, noncooperative standards Meaningfulness -A non-cynical climate -Clearly identified passions -An exciting vision -Relevant task purpose -Whole tasks Progress -A collaborative -Milestones -Celebrations -Access to customers -Measurement of improvement

What is the two Schedules of Reinforcement?

Continuous reinforcement -reinforcing every instance of a target behavior Intermittent reinforcement -reinforcing some but not all instances of a target behavior

Goal Setting

Employees with a clear line of sight understand the organization's strategic goals and know what actions they need to take, both individually and a team members.

A General Model of Organizational Reward Systems

Extrinsic rewards -financial, material, or social rewards from the environment Intrinsic rewards -self-granted, psychic rewards

How to Give Feedback for Coaching Purposes and Organizational Effectiveness

Focus on performance, not personalities. Give specific feedback linked to learning goals and performance outcome goals. Channel feedback toward key result areas for the organization. Give feedback as soon as possible. Give feedback to coach improvement, not just for final results.

Two additional recommendations for setting goals:

For complex tasks, managers should train employees in problem-solving techniques and encourage them to develop a performance action plan Because of individual differences, it may be necessary to establish different goals for employees performing the same job.

What is 360-Degree Feedback?

Letting individuals compare their own perceived performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers Typically involve multiple sources of feedback

Practical Lessons from Feedback Research

Managers can enhance their credibility as sources of feedback by developing their expertise and creating a climate of trust. Negative feedback is typically misperceived or rejected Recipients of feedback perceive it to be more accurate when they actively participate in the feedback session versus passively receiving feedback

Two Types of Goals

Performance outcome goal -targets a specific end result. Learning goal -strives to improve creativity and develop skills

wha is the 2 Positive Reinforcement?

Respondent behavior -Skinner's term for unlearned reflexes or stimulus-response connections Operant behavior -behavior that is learned when one "operates on" the environment to produce desired consequences.

what is SMART?

Specific -Goal should be stated in precise rather than vague terms. Measurable -A measurement device is needed to assess the extent to which a goal is accomplish. Goal need to be measurable Attainable -Goal should be realistic, challenging and attainable. Impossible goals reduce motivation Beacsue people do not like to fail. Result Oriented -Corporated goals should focus on desired end-results that support the organization vision. An individual goals should directly support the accomplishment of corporate goals. Time Bound -Goals specify target dates for completion

Getting the Most out of Extrinsic Rewards and Pay for Performance

Tie praise, recognition, and noncash awards to specific results. Make pay for performance an integral part of the organization's basic strategy Base incentive determinations on objective performance data. Have all employees actively participate in the development of the performance-pay formulas Reward teamwork and cooperation whenever possible

Performance management

an organization-wide system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis

Management by objectives

management system incorporating participation in decision making, goal setting, and feedback

Pay for Performance

monetary incentives linking at least some portion of the paycheck directly to results or accomplishments

what is the Contingent Consequences of Punishment ?

process of weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive

what is Behavior Shaping?

reinforcing closer and closer approximations to a target behavior