1. Types of Learning Classical Conditioning Vicarious Learning
Operant Conditioning (Reinforcement Theory)
Law of Effect: Behavior that tends to lead toward rewards
tends to be repeated, while behavior that
tends to lead to no reward or to punishment
tends to be avoided.

2. Types of Reinforcers
Positive
Negative
Extinction
Punishment

3. Schedules of Reinforcement
Timing of the Reinforcement
Fixed Variable
Ratio
Interval
Basis for the
reinforcement

4. Behavior Modification
Revise the Job
Job Analysis
Define measures of performance
or desired behavior
Redefine desired behavior
Set goals & consequences of behavior
Revise Reinforcers
Measure actual behavior
Revise measures
Desired Behavior
Reinforcement
Undesired Behavior
Negative
Reinforcement
Positive
Reinforcement
Punishment
Extinction
Reinforcement
Schedule
Review & Evaluate Program

5. Rules for Using Operant Conditioning
Rule 1: Don’t give the same level of reward to all.
Rule 2: Failure to respond has reinforcing consequences
Rule 3: Tell a person what behavior gets reinforced
Rule 4: Tell a person what he/she is doing wrong
Rule 5: Don’t punish in front of others
Rule 6: Make consequences equal to the behavior

6. Problems with Using Operant Conditioning
Often dealing with competing reward systems
Any behavior may involve multiple consequences
Reinforcers are different from rewards
Works only on observable, measurable behaviors
Need to be systematic, consistent
“On the Folly of Rewarding A while Hoping for B”

7. Bases for Distributing Rewards in Organizations
Equality-Based
Need-Based
Time-Based
Equity-Based
Skill-Based

8. Conditions Needed to Pay to Motivate
Create a belief that good performance will lead
to high pay
Contribute to the importance of pay
Minimize perceived negative consequences of
performing well
Create conditions such that other positive outcomes
are also related to good performance

9. Don’t Tie Pay to Performance IF…
Trust is low
Individual performance is difficult to measure
Performance must be measured subjectively
Large pay rewards cannot be given to the best
performers.

10. Purposes of Reward Systems
To motivate performance
To attract and retain employees
Skill Development
Establish and maintain the organization’s culture
To define and reinforce the organization’s structure

11. Advice for Using Pay Decouple your thinking that labor rates (pay)
are equivalent to labor costs.
Think about pay in terms of how it relates to
the company’s value system.
Think about how these values could be
reinforced by things other than pay.