How managers in the UAE apply reinforcement theory to positively influence employee behaviour
What are the best ways to motivate employees and increase productivity? This is a crucial question for just about anyone in a workplace leadership role.
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And, while leadership experts may agree with Aubrey Daniels that “positive reinforcement is the most powerful leadership tool” (Daniels, 1982), managers often find themselves overwhelmed by the multitude of factors involved in just how, when, and where to administer it. By sharing this wealth of information, readers are provided with the essential ingredients for creating a reward rich environment in which employees do not merely survive but actually flourish (Lewis, 2011). Before you continue, we thought you might like to download our three Positive Psychology Exercises for free. These science-based exercises will explore fundamental aspects of positive psychology including strengths, values, and self-compassion, and will give you the tools to enhance the wellbeing of your clients, students, or employees. This Article Contains:
In this article, we will disentangle these relationships by delving deeper into the concept of positive reinforcement in the workplace. In doing so, relevant definitions are provided; and optimal strategies and leadership styles for administering positive reinforcement are described. And of course, numerous examples of positive reinforcement techniques for the workplace are offered. What is Positive Reinforcement in the Workplace?The concept of positive reinforcement is actually pretty simple: If you reward a behavior, it is more likely to be repeated. And whether you’re talking about potty training, dog training or learning a new job skill; the same principles introduced by Skinner in the early 20th century still apply. Skinner was clearly a strong advocate of positive reinforcement strategies, rhetorically asking
(B.F. Skinner, 1974), According to Skinner’s operant learning theory (1938), by adding a rewarding stimulus (e.g., an operant) after a desired behavior, that behavior becomes reinforced and is thus more likely to occur again. There is a lot more to Skinner’s theory (i.e., negative reinforcement, response types, schedules of reinforcement, etc.), but the basic concept of positive reinforcement is this:
Why It Matters At WorkSo, let’s now consider the importance of positive reinforcement in the workplace. First of all, we spend a significant portion of our lives at our jobs. For example, if you imagine working full-time (e.g., 40 hours per week) for 30 years, this actually adds-up to one-third of your life spent at work – a number that has only increased over time due to higher life expectancies and a later average age of retirement. Given this lifetime investment of time and talent, it makes sense that one’s work environment should be pleasant with many positive opportunities for growth and advancement. Moreover, from an employer standpoint; employee turnover, or churn, is really expensive to an organization. For example, economic turnover costs have been estimated as high as 213% of a year’s salary for a highly skilled job (Boushey & Glynn, 2012). Consequently, it is in an employer’s best interest to provide a rewarding atmosphere that encourages productivity and motivation; and that discourages turnover – especially undesirable turnover (i.e., the loss of valued employees; Mayhew, 2019). After all, going as far back as 1946, there is ample evidence supporting the motivating impact of simply feeling appreciated for a job well done (Wiley, 1997). Effective LeadershipThe two underlying purposes of workplace positive reinforcement are:
Of course, such acts of intentional acknowledgement and encouragement require effective leadership that is both motivating and inspiring. Researchers have described a particular management style termed transformational leadership that promotes motivation by inspiring employees to do their best (Cleavenger & Munyon, 2013). Pulitzer Prize winner James MacGregor Burns describes the underlying agenda of transformational leadership as:
(Burns, 2003, p. 3). Transformational leadership is highly pertinent to positive reinforcement because it is concerned with enhancing the perceived meaningfulness of work. This objective is achieved by reinforcing various types of positive behaviors, such as autonomy (which is supported by providing employees credit for contributions and celebrating team successes); and task significance (which is supported by acknowledging individual contributions). In other words, effective
(Rohn, 2014). Whatever the type of feedback might be, it is generally of higher quality when delivered in a warm and safe environment (Cleavenger & Munyon, 2013). It is these and other qualities of transformational leadership that promote effective employee-manager relationships; which, in turn, enhance an employee’s ability to make rewarding and meaningful career contributions. Effective leaders possess a meaningful repertoire of reinforcement techniques, and they know how to use them. Whether the type of reinforcement is monetary compensation, verbal feedback, advancement opportunities, or something else; it is important to recognize that the potency of a reward is contingent upon the particular employee and what he/she finds rewarding. The following list provides a comprehensive collection of workplace reinforcement examples which are categorized based on the nature of the reward and the qualities it supports. 33 Examples of Positive Reinforcement at WorkThere are many areas in which positive reinforcement can be applied, and below we break it down into categories to provide appropriate examples. Category: Approval, Empowerment/Voice, Growth & Self-efficacyNever assume that an employee knows he/she is doing a good job. Support self-efficacy by ‘catching them doing well’ and praising their efforts. Here are 6 examples:
Category: Monetary/Benefits, Time-Off, Educational Support, AdvancementWhether in the form of salary, benefits, or paid time-off; the most powerful form of positive reinforcement in the workplace is money. This being said, monetary compensation is only reinforcing if delivered in proportion with performance.Here are 10 examples:
Category: Work/life Balance, Emotional Wellbeing, Health, Socialization, Family Needs, Office EnvironmentAs employees spend a substantial number of hours at the workplace, creating a comfortable and motivating space is more important than ever. This category is perhaps the most individualized, requiring employers to really understand what motivates their staff. Here are 17 examples:
How to Give Positive Reinforcement to EmployeesWhile there is an inexhaustible list of potential workplace reinforcers; however, the effectiveness of such reinforcers is contingent upon exactly how they are administered. Interested in achieving performance-enhancing outcomes, clinical psychologist Aubrey C. Daniels, applied Skinner’s behavioral theory toward the development of tools aimed at improving workplace motivation and performance. With his focus on employee behavior, Daniels created a company that applies positive reinforcement techniques toward the development of tools aimed at improving work performance. These tools that have achieved worldwide success in meeting Daniels’ objective. Daniels’ philosophy and techniques are described in his comprehensive and oft cited book: Bringing Out the Best in People—How to Apply the Astonishing Power of Positive Reinforcement (Daniels, 1992). Drawing from Daniels’ work, Weatherly (2015) describes the following approaches as important reinforcement tips for the workplace: 8 Tips for Effective Administration of Positive Reinforce Techniques
Its Effectiveness Compared to Negative ReinforcementPeople often confuse the terms ‘positive reinforcement’ and ‘negative reinforcement’ by assuming that the latter term is aimed at reducing a behavior. This confusion has even prompted some researchers to propose a new terminology other than ‘positive’ versus ‘negative’ reinforcement (Sidman, 2006). DefinitionsThe most widely understood definitions are as follows:
Importantly, reinforcement – whether positive or negative – always results in an increased behavioral outcome. Positive reinforcement may feel more intuitive or natural because it only involves positive, or desirable, conditions and behaviors. Negative reinforcement, on the other hand, requires that a condition be perceived as undesirable and amenable to change based on the employee’s behavior. For example, in order to increase sales for a particular worker, positive or negative reinforcement (depending upon the particular employee and the job) can be applied by doing the following: Source: AuthorBecause different people are reinforced by different things, rewards must be valuable to employees in order to be effective. For example, a company with a number of employees who experience a lengthy daily commute and expensive parking would likely find free parking and the ability to work at home as highly reinforcing. Employers clearly have many opportunities for reinforcement at their disposal; although the question of whether to employ positive or negative reinforcement represents another question. In other words: which one is better? Positive and Negative PunishmentBefore addressing that question, it is important to note an additional behavioral approach that is also sometimes confused with positive and negative reinforcement: positive and negative punishment.Punishment occurs when an aversive, or undesirable, stimulus (e.g., extra work hours, loss of benefits) is used with the goal of reducing an undesirable outcome (e.g., chronic lateness). An aversive stimulus that is added represents a positive form of punishment; whereas, a desirable stimulus that is removed represents a negative form of punishment. Psychologists generally agree that punishment is not an optimal approach both because it is often perceived as punitive and disparaging; and because punishing someone for an undesirable behavior does not involve adding a desirable behavior to take its place. And while punishment sometimes has an immediate impact on behavior, such results are generally short-lived (Naik, 2017). There is definite face validity for the notion that encouraging an employee to do what he/she does best (rather than simply discouraging his/her challenge areas) is the best way to create a motivating environment. While punishment is clearly not the best bet, the effectiveness of positive versus negative reinforcement is not as straightforward. Indeed, it depends on the individual, the situation and the actual reinforcers applied. It is up to leadership to determine that which most motivates specific employees; a process that will likely involve some trial and error. This being said, more opportunities exist for enhancing a positive stimulus in the workplace, than for reducing a negative one. And, of course, negative reinforcement is dependent upon a negatively perceived stimulus existing in the first place. Thus, a work experience in which employees enjoy satisfying compensation, opportunities for growth, and a pleasant work environment is the best place to start. Research and StudiesPositive psychology has become increasingly linked to the study organizational behavior, with researchers particularly interested in the significance of positive organizational behavior for enhancing desired work-related outcomes. The Role of StrengthsThis approach involves elucidating and promoting strengths, as opposed to deficits, among individuals in the workplace. In his review of the pertinent literature, Luthans (2002, p. 695) defines positive organizational behavior as:
Along these lines, Luthans describes the psychological concepts of employee hope, confidence and resiliency as key aspects of positive organizational behavior that merit continued research (Luthans, 2002). Incentivizing PerformanceIn addition to these psychological concepts, researchers have investigated the correlation between specific workplace incentives and workplace performance. For example, Condy, Clark and Stolovitch (2008) published a comprehensive meta-analytic review of workplace incentive studies. Some of the main findings discovered by Condy et al. (2008) are as follows:
Along with this research, there a number of studies that report a significant relationship between various types of positive reinforcement practices and positive work outcomes, with ten such examples listed below. 11 Interesting Statistics
Techniques and Strategies for Using Positive Reinforcement with AdultsPositive psychology has played an important role when it comes to increasing satisfaction, motivation, and productivity in the workplace (Martin, 2005). There are a number of evidence-based strategies for enhancing each of these outcomes across three domains: the organization, management, and the individual worker (see Table 1 in Martin, 2005). For example, by providing employee recognition and supportive appraisal at the organizational level, employers are promoting morale and self-efficacy among staff. Similarly, by supporting the value of work at the individual level, employers are promoting employee motivation. Leadership experts have provided many additional strategies for administering positive reinforcement in a way that is effective, motivating and inspiring (i.e., Lipman, 2017; Luthans, Luthans, & Hodgetts et al., 2001; Sarros, & Santora, 2001). Here are 16 examples:
9 Ideas for Implementing Positive ReinforcementAn excellent source for positive ways to motivate employees is published by Leadership Management Australasia (2019). Their list of motivators is lengthy and contains a number of excellent tips for employees or managers interested in implementing positive reinforcement at work. For example, they suggest the following approaches:
25 Reward Ideas for AdultsThis article presents numerous rewards for adults in a work setting. Before describing additional ideas, it is important to reiterate that the nature of a reward must fit with the interests and needs of the particular employee. In recent years, companies have become increasingly creative in terms of ways to create reward rich environments; and, while they aren’t for everyone, some of these unique ideas might just hit the spot for your workplace:
A Take-Home MessageIn this article, positive reinforcement and related terms are defined; statistics supporting the benefits of positive reinforcement in the workplace are presented; and numerous examples of effective workplace rewards are provided. Of course, Skinner’s operant conditioning theory is also described, as well as the most effective methods for delivering positive reinforcement techniques in the workplace. The most important take-aways from this article are as follows:
By applying the powerful strategies outlined here, employers are well on their way toward creating rewarding, inspiring and productive work climates. Wishing you many happy rewards! We hope you enjoyed reading this article. Don’t forget to download our three Positive Psychology Exercises for free.
How can managers use reinforcement theory to motivate their employees?A key idea in the reinforcement theory of motivation is that positive reinforcement with rewards reinforces desired behaviors. For example, providing an employee with extra days off for good performance in their job.
How do you apply reinforcement theory in the workplace?The reinforcement theory states that an employer can influence and change the behaviour of employees through reinforcement, punishment, or extinction.. Specify desired behaviour. Tell the employee what is expected of them. ... . Measure current desired behaviour. ... . Reinforce desired behaviour. ... . Evaluate change.. What are some ways managers can implement positive reinforcement?Use individualized reinforcers: As people are unique and thus reinforced by different things, make sure the reward you are using is meaningful to the specific employee (e.g., some people find gestures such as taking an employee to lunch to be highly reinforcing; whereas, others are more reinforced by monetary rewards ...
How do you give positive reinforcement to employees?Acknowledging an employee's or a colleague's work, and fostering a recognition-rich environment, is a simple way you can practice positive reinforcement. Routinely celebrating work milestones and team goals encourage positive interactions - cultivating a culture where employees feel supported and valued.
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