Application Reinforcement Theory By Managers To Shape Employees Behaviours Business Essay

activity musical accompaniment Theory By Managers To Shape Employees Behaviours Business EssayINTRODUCTIONThe maneuver of this paper is to condone the applications programme of funding guess by the managers to charm employees conducts in order to quash res fosterage forces of modify in an organization.Goal is to explain the managerial horizon of applying sustenance surmisal.For better explanation, around basic fundamentals of organisational Behavior and Organizational Development result be engage with circumscribed reference to strengthenment surmisal and how managers should apply strategies in accrue subway to intensify amongst employees.Purpose is to help us better perceive organisational port and organizational development proficiencys and speculation and how to implement them in an organization.I will be including all the essential components of backing theory,its linguistic rule,its application as how it should be enforced by managers,what are the re straining forces that comes in the expression during adjustment overs and how management should try to overcome it. reinforcing stimulus is an extremely important formula of teach procedured by managers to run their employees in an organization. It is the carry out of constitution port by controlling its instants. reinforcer theory is some convictions cognize as operant conditioning as it focuses on th consanguinity between operant appearance and associated consequences.Continuous reinforcement strategies are implemented to sustain employees appetency to work as they loose their interest in work over long period of date. whence management should use the reinforcement strategies and theories to motivate their employees and benefit their organization to achieve coveted results.ORGANISATIONAL BEHAIOUR THEORIESOrganizational theories helps to motivate workers and employees so that they tail end perform their jobs in the best attainable manner contri aloneing to overa ll development of the organization. These set aside courage and motivation to the employees in order to better their working skills.There are both best known names for the development of theories -Parlov who developed theory of unadulterated conditioning andSkinner who developed theory of instrumental conditioning.CLASSICAL conditionClassical Conditioning is the type of learning made famous by Pavlovs experiments with dogs. It is utilise by trainers to condition (train) autonomic responses, such as the drooling, producing adrenaline, or reducing adrenaline (calming) without using the stimuli that would inseparablely create such a response and, to create an association between a stimulation that ordinarily would not throw off any effect on the animal and a stimulus that would. Classical conditioning reflects how an organism learns to transfer a natural response from one stimulus to an different. It is association between two stimuli.This theory is difficult to explain wide v ariety of observable human look, especially issues involving complexity. It does not allow for choice in the response options available to earthly concern and utilize in daily disembodied spirit. It deals with cognitive thought process.OPERANT learnOperant conditioning forms an association between a behavior and consequences. This process has a wider application than the classical conditioning approach as it provides shaping of behavior in particular patterns. The basic as pumpption of operant conditioning is that behavior is influenced by its consequencesOne of the distinctive aspects of Skinners theory is that it attempted to provide behavioral explanations for a broad range of cognitive phenomena. For example, Skinner explained impel (motivation) in terms of deprivation and reinforcement schedules.PRINCIPLES OF OPERANT CONDITIONING some(prenominal) of the important principles of operant conditioning that apprize aid the manager to influence behavior-POSITIVE REINFORCEMENT Managers often use compulsive strengthener to influence behavior. A positive reinforcing stimulus is a stimulus which,when added to the situation,strengthens the hazard of a behavioral response. It fanny be used to emend employees death penalty. corroborative reinforcement is high-pitchedly effectual and used for two reasons. sourcely, it is used for the wariness or motivation of the actions of other people and secondly it uses versatile apprehension of reinforcement as an explanation of behavior. Many organizations uses positive reinforcements to increase productivity, decrease absenteeism and workplace accidents.For Eg. An insurance company offered incentives at end of each calendar month if the agent succeed to reach their level. Another example,chemical bank has set up programs to positively reinforce employee actions that lead to better customer service.Positive reinforcement muckle be fiscal pay offs as well as non pecuniary repays such as recognition,merchand ise incentives etc.When positive reinforcements are used, the desired payoff is that the behavior is reinforced.NEGATIVE REINFORCEMENTNegative reinforcement increases the frequency of a response following removal of a negative reinforcer immediately after(prenominal) the response. It strengthens the response as response removes some painful stimulus and enables the organization to avoid it.For example, exerting high degrees of efforts to complete a job whitethorn be negatively reinforced by not listening to boss. visitmentIt relates to unpleasant take for particular behaviors. It is defined as presenting an uncomfortable consequence for a particular behavioral response. It is increasingly used managerial strategy. This forms of reinforcements decreases the happening of the behavior in question.Organizations typically use several types of unpleasant events to punish respective(prenominal)s.Interpersonal punisher are used extensively including frowns,grunts,personal grudges and aggressive body terminology of an employee.Punishments can also be materialistic i.e, cut in pay, demotion, final punishment can be firing of an employee,transfer to another job,etcFor example, punishing a worker who slows down the work whitethorn be an economically incumbent footfall to alter behavior, another example can be hurt of pay.There can be negative affects of punishment,it can cause unenviable emotional reaction,another problem is control of undesirable behavior becomes restricted to managers armorial bearing only.EXTINCTIONExtinction can be defined as resist in response rate because of non reinforcement.It refers to stopping of the reinforcement,firstly it leads to reduction n in the end omission of reinforcement.An example would be if an employee is not acknowledged despite of his or her tremendous work,he will finally stop doing so. This form of reinforcement decreases the circumstance of the behavior in question.An important base for all these important prin ciple is Thorndikes classic law of effect.Managers essential strategically balance between the use of pleasant and unpleasant events snuff itring in an organization in order to equate their desired outcomes. However positive management procedures dominates in any well-run organization. onwards applying reinforcements in an organization,managers also need to know as to when reinforcements should be used in order to influence level and rate of continued repetition of desired behavior.For this it is important to know the enrolments of Reinforcement.SCHEDULES OF REINFORCEMENTIn an organization it is actually essential to time the rewards and punishment and timing of these outcomes is known as reinforcement scheduling. There are antithetic results of timing and frequency of reinforcement. Reinforcement schedules is astray used to explain different process of workplace such as absenteeism,motivation,different payment systems.Continuous and Intermittent ReinforcementContinuous rein forcements means that the behavior is reinforced each time it amounts and is the simplest schedule of reinforcement. If the reinforcement does not occur after each response ,an intermittent reinforcement schedule is macrocosm used.Ferster and Skinner argued that there are two basic types of intermittent schedules. First there are those schedules in which reinforcement occurs at rigid human action of desired responses,secondly, there are schedules where reinforcements occurs regularly or irregularly. By combination these two ideas four intermittent schedules are made which they believe has different effects on behaviors.Four types of intermittent schedules are -1. Fixed musical interval ScheduleIn fixed interval schedule,a constant amount of time should pass before a reinforcer is provided. In other quarrel behavior pattern almost stops after a reward until the next interval .An example may be kudos employees performance once a week and not at other measure or payment of empl oyees must be done weekly,biweekly or monthly. This is an monetary reinforcement that comes at the circumstantial period of time.2. Variable Interval ScheduleIt represents win overs in th amount of time between reinforcer. Variable reinforcer varies in time and predictability.Examples of variable interval schedules would be managers giving special recognition to employees for achieverfully completing projects and promoting them to higher-level positions . If the manager does not changes its schedule,employee would anticipate his tours and go down their behavior accordingly to be rewarded.3. Fixed Ratio ScheduleIn fixed ratio schedule ,the behavior which you desire must occur number of times specifically before reinforcement takes place. It produces high reinforce rate at closing of reinforcements.For example,paying employees weekly checks that is determined to be give in expected time.4. Variable Ratio ScheduleUnlike fixed ratio,variable ratio schedule varies in the number of r epetitions of desired behavior. There is a high rate of responding in this schedule. Managers often uses variable ratio with praise and recognition.For example ,In an organization bonuses or special awards are given after varying numbers of desired behaviors .Variable ratio schedules produces desired behavioral change which is consistent and very resistant to extinction.ORGANISATION APPLICATION OF behavioural MODIFICATIONOrganizational behavioral accommodation is a more prevalent term coined to designate the systematic reinforcement of desirable organizational behavior and the non reinforcement or punishment of unwanted organizational behavior.It is based on an assumption that behavior is more important than psychological causes (needs, values,motives held by someones)(7)Application of behavior modification in organization follows step by step process-1. Managers must define and identify the behavior specifically. When a behavior is observable and can be recorded then it is being pinpointed. To be pinpointed as an important behavior,there must be positive answers to these questions can it be seen ?Can it be measured?2. Pinpointed behaviors must be counted by the managers as it provides a clear perspective of the strength of the behavior at the present or before change situation. By graphing these data ,managers can determine whether behavior is increasing or decreasing or remaining at the same.3. alphabet analysis should be conducted any managers of an organization. ABC refers to antecedents (analyzing antecedents of actual behavior), behavior (pinpointing diminutive behavior) and consequences (indicates contingent consequences).This helps managers to analyze performance analysis questions significant in programs. Questions may be-Antecedents Does the employer know what is expected? Have they been communicated? Are they clear more or less the standards?Behavior Can the behavior be performed? Could the employee do it if his or her life is dependent on it? Does something prevent its occurrenceConsequences Are the consequences pitched in favor of performance? Do we note improvement even though the improvements may still leavethe employee below company standards? Is the reinforcement specific?4. Manager describes action plan and strategies after setting the first trio locomote. The strategies for strengthening desirable performance and weaken undesirable behaviors are positive reinforcers, negative reinforcers, punishment and extinction.Generally managers unravels to use positive reinforcement in applying behavior modification programs but identifying it is not so easy. It can be identified by asking subordinates whats rewarding and another method can be by doing surveys asking about job preferences.5. The last steps involves evaluation. This step is essential as it tells manager to review changes in behavior before the implementation of the program. Evaluation permits managers to measure performance on an current basis. It also p rovide feedback to managers which help them to take corrective measures if any.Behavior modification helps to understand workplace behavior by making connections between stimulus,response and contingencies. Reinforcement theory is an important explanation of how people learn behavior. It is often use to organizational settings in the form of a behavioral modification program. Although the assumptions of reinforcement theory are often criticized, its principles continue to offer important insights into individual learning and motivation.Assessing behavioral modification programmes in an organization has evolved a technique known as meta analysis. This collect studies using different sample sizes and weight them accordingly. One meta analysis of a larger number of studies found a 93 percent success rate which appeared in different target behavior and organizational settings.Organizational behavior modification is used widely among several organizations which allows united air lines, General electric, Proctor and Gamble, Michigan bell call up etc. Organizational behavior modification is making and can practise a positive contribution to organizational behavior. Absenteeism rates, type of productions and employee safety behaviors appear to improve more often than not when using Organizational behavior modification.Hence a manager should understand that the employees are the most important aspect of an organization success, and towards the realization of its goals and so every employee must be motivated in doing his function. Motivation is significant factor in persuading a authorized employee to work at his best . Therefore, it is essential that reinforcement strategies should be unendingly conceptualized and implemented in order to sustain employees positive attitude towards his work.Employees tend to loose their interest in their work over long periods of time so continuous reinforcement strategies are implemented to sustain employees desire to finish thei r job.The strategies are based on Douglas McGregors two different assumptions (Theories X and Y). There must be continuous coercion and control of employees. They must be directed alship canal on what to do.Continuous monthly reward must be given to employees to boost their self confidence and improve organizations desired outcome.By using authentic theories and strategies ,managers can help in reinforcing their employees by fulfilling their needs, giving them bonuses,treating them equitably,making them satisfied ,more goal oriented and focused, resulting in high outputs to an organization.RESTRAINING FORCES BLOCKING IMPLEMENTATION OF CHANGE IN EMPLOYEESKurt Lewin ,developed a management technique known as Force field analysis and is used to overcome resistance to change in an organization.According to Lewin, there are private road and restraining forces which influence any change that may occur in a situation.Driving forcesDriving forces are forces that tends to initiate a change and keeps it going. twitch from a supervisor, competition may be some examples of tearaway(a) forces in an organization.Restraining forces are forces acting to restrain or decrease the driving forces. For example, despicable maintenance of equipment may restraining forces against increased production in an organization.In a group process, there are always some forces that favor the change and some forces that are against it. Therefore an equilibrium should be open up and it is reached when the sum of the driving forces equals the sum of the restraining forces.To make the employees accept the changes, manager should push driving forces and convert or immobilize the restraining forces.HINDRANCES TO OD CHANGE PROGRAMSUncertainty regarding changeEmployees resist change due to the uncertainty and ambiguity associated with the old ways of doing things. Generally,people tend to become more independent and active as they develop older and wiser in a firm. They become anxious accepting changes,they have fear of unknown.they are filled with insecurity due to lack of entropy in new techniques. brats To Position PowerThis type of threat is often seen in top management,which venture them to lower their status or prestigiousness in a group during the process of change.Social FactorsEvery individual have social needs. While working in an organization employee becomes members of certain informal group and so,any change or new adjustment will bring a fear among them. The stronger the group ties,the greater the resistance of change.Threat to specialization.Any change in organization may also threaten the expertise of specialized groups. For example, giving specialized training to all the employees was comprehend as a threat by the experts in an organization.Threat to insecuritySafety and security are high priority for every individual. and this is the major(ip) factor for resistance to change especially on the job front. When employees notice that the security of th e job is at the stake due to the change, they resist it. ways TO LESSEN RESISTANCEIt is very important for the managers to overcome the resistance of change in employees by using some of the following strategies-Effective colloquyOne of the foremost reason for resistance to change is inaccurate randomness or in other words lack of communication.Thus effective communication program can help in overcoming this resistance. Managers should give requisite information about any change, its process and its working through training class and conferences. Reasons for change must also be communicated very distinctly among employees. This will help in making employees understand about the fate of change in an organization.Participation and InvolvementParticipation and involvement can help employee to accept changes in an organization. It helps in removing their doubts and to win their cooperation in the change process. This involvement of the workers can obtain personal commitment and inc rease the quality of the changed decisions.Negotiation and AgreementNegotiation and Agreement technique is very expedient and can make change go much smoothly. For example, union agreement, transferring employee to other divisions etc.LeadershipLeadership plays an important role in overcoming resistance to change. A capable leader can reinforce a humor of psychological support for change. A strong and effective leader can exert emotional pressure on his subordinates to bring about the desired change. (8) coercionManagers may choose to coercion if all other methods fail. Coercion may be in form of explicit or unquestioning threats involving loss of jobs, lack of promotion, etc.Managers sometimes dismiss employees who resist change. It can seriously affect employees attitudes and may also have adverse consequences in the long run.Managers consider change to be an important ingredient to the success of any organization and therefore it is extremely essential for them to overcome rest raining forces of change amongst their employees ,using such strategies and techniques. Gaining acceptance of proposed changes is the foremost job of the management as it instantaneously focuses on Organizational Development.It is not the strongest of the species that survive nor the mostintelligent but the one most responsive to change Charles DarwinCONCLUSIONReinforcement theory deals with motivating and influencing behavior of employee. It is sometimes also referred as operant conditioning. In order to understand manager and employees perspective it is important to know the organizational behavior techniques and theory.Reinforcement theory shapes individual behaviors and so organization uses this theory to influence their employees. There are several principle of this theory which include positive reinforcement which is in terms of some monetary reward or non financial rewards,negative reinforcement which include dismissal or some kind of negative activity taken by managers, pun ishment and extinction. and so it is also important to understand as to when this theory should be applied by the management and so its scheduling is also significant aspect. Reinforcement scheduling can be continuous schedule or intermittent schedule.Further this paper focuses on application of this organizational behavior theory by the managers ,explaining managers actions and controls.It also focuses on restraining forces blocking implementation of changed program established by manager and later it also describes how to overcome resistance to these changes.