PRACTICAS DE CAMPO

will be given more attention, learned better and performed more often.

*****Shaping behavior:

 In any organization, managers are concerned with making the subordinates learn those behaviors that are most beneficial to the organization.

 When a manager moulds individuals by guiding their learning in graduated steps, he is shaping behavior.

 A manager can shape behavior systematically reinforcing each successive step that moves the individual closer to the desired response.

 If an employee who has been chronically a half-hour late, the manager can reinforce the behavior so that it comes more close to the desired behavior to be at work on time.

The law of effect:

The operant conditioning or learning approach to behavior is based on the law of effect propounded by Thorndike. This law states that:

“the behavior that has rewarding consequences is likely to be repeated; where as behavior that leads to a negative or punishing consequence tends not to be repeated.” In any organization, the frequency of various behaviors can be seen as depending on the immediate consequence of those behaviors.

 If, for example, employees work hard to achieve organizational objectives and are directly rewarded with bonus or privileges, they will tend to repeat their efforts when new objectives are set.

 Reinforcement plays a central role in learning process.

 Rein forcers under a behavioral perspective are external, environmental events that follow a response.

 Reinforcement is an external explanation of behavior as compared to motivation, which is an internal explanation of behavior (being concerned with inner needs).  Something is reinforcing only if it strengthens the response preceding it and induces

repetition of the response. Strategies of Reinforcement:

Reinforcement is very important for learning because behavioral response is conditioned by reinforcement.

We may define “reinforcement as anything that both increases the strength of response and tends to induce repetitions of behavior that preceded the reinforcement”.

Managers can manage four types of reinforcement strategies to influence the behavior of employees: 1. Positive reinforcement 2. Negative reinforcement 3. Extinction & 4. Punishment Positive reinforcement:

1. This strategy entails the rewards that stimulate desired behavior and strengthen the probability of repeating such behavior in the future.

2. Positive rein forcers can be primary or secondary.

3. Those considered primary have direct beneficial consequences and include food, clothing and shelter.

4. Secondary reinforcers bring pleasure but have a variety of meanings for individuals such as money, promotion and praise. Money is considered secondary because it is used to purchase primary reinforces or as a proxy for status.

5. Effective reinforcers must meet two conditions: first, the reward should be contingent upon the type of performance. Second, the reward should be matched with the needs of the worker.

6. Because positive reinforcers differ among individuals, managers must either develop a reward system that is appropriate for all the members of their work groups or tailor their rewards to suit each individual.

Negative reinforcement or Avoidance learning:

Negative reinforcement takes place when individuals learn to avoid or escape from unpleasant consequences.

Much lawful behavior in our society is based on avoidance learning. For example: People learn to drive carefully to avoid accidents.

In the workplace, avoidance learning usually occurs when peers or supervisions criticize individuals’ actions.

Negative reinforcement relies on avoidance of punishment rather than offering a reward. In work environments, training, safety warnings, orientation sessions and counseling help alert employees against negative consequences of undesirable behavior.

When coupled with positive reinforcements for appropriate behavior the effect can be extremely beneficial.

****Extinction:

 It is an effective method of controlling undesirable behavior. It refers to non- reinforcement.

 It is based on the principle that if a person is not reinforced, it will eventually disappear.

 The absence of all forms of reinforcement is used to remove or extinguish undesirable behavior.

 A disruptive employee who, for example, picks fight and who is apparently punished by the supervisor may continue the disruptions because of the attention they bring.

 By ignoring or isolating the disruptive employee attention is with held and possibly also the motivation for fighting.

Punishment:

Through punishment managers try to correct improper behavior of subordinates by providing negative consequences.

Giving harsh criticism, docking pay, denying privileges, demoting and reducing an

individual’s freedom to do his or her job are common forms of punishment in the workplace. Punishment is the historic method of reducing or eliminating undesirable behavior.

Sometimes, punishment frustrates the punished and leads to antagonism towards the punishing agent.

As a result the effectiveness of the punishing agent diminishes over time. Because of the possible dangers of punishment, it should be administered properly.

The following points may be noted in this regard:

1. The specific undesired behavior, not the person should be punished. If it is directed at the person, punishment will receive revenge.

2. The punishment should be enough to extinguish the undesired behavior under punishment may not deter the behavior while over punishment may produce undesirable results.

3. Punishment should be administered privately. By administering punishment in front of others, the worker is doubly punished in the sense that he is also put out of face.

4. Punishment should quickly follow the undesirable behavior. It is more effective when applied immediately after the undesirable behavior is produced. Further punishment should follow every occurrence of the undesirable behavior.

5. Punishment is effective in modifying behavior if it forces the person to select a desirable behavior that is reinforced. If this is not done the undesirable behavior tends to reappear causing fear and anxiety in the person being punished.

6. Punishment must be administered carefully so that it does not become a reward for undesirable behavior.

Although most ethical criticisms of behavior modification techniques focus on punishment, behavioral scientists advocate the use of positive reinforcement rather than punishment to change behavior. Punishment by definition, only tells the individual what should not be done rather than what should be done. Thus, a new one may follow one mistake as the individual seeks to find, by trial and error, behavior that will not be punished. In addition, punishment causes resentment, which is usually counter- productive in the work environment. For most organization members who are mature and willing to be productive, positive reinforcement is more effective and humane.

8. CONFLICT