628 Week 5 Discussion

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628

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Management

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Feb 20, 2024

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Uploaded by MadMax4

628 Week 5 Discussion A pay for performance system utilizes one of the most common behavior change procedures known as positive reinforcement. This can be a very valuable and successful tool across all work settings and individuals. It allows for people to quickly “see the value that occurs as a result of their actions ( DiNovi & Gavoni, 2021, p. 193)” and provides them the motivation to take action. When using pay for performance, it does not have to be actual money on the line. Anything from basic token systems or other generalized function-based forms of reinforcement such as points or social praise can create an establishing operation for the desired workplace behavior to take place ( DiNovi & Gavoni, 2021)”. When people are properly motivated and treated well, they are better set up for success and are more willing to work hard to succeed. There are many negative effects when fear of punishment is used to drive performance in a work environment. This is a form of negative reinforcement which can be “characterized by escape and avoidant contingencies (Cooper et. al, 2020)” and it can take a heavy toll on workers. When workers are struggling, it can in turn have detrimental effects on their workplace. Negative reinforcement “works to the disadvantage of the person receiving the punishment ( DiNovi & Gavoni, 2021, p. 199).” This can contribute to a hostile work environment and create characteristics of retaliation, anxiety, escape, and disengagement in desired activities among workers. Workers are also more likely to become less-productive and more fatigued, making this an overall unsuccessful means for meaningful change in the workplace. References: Cooper, J. O., Heron, T. E., & Heward, W. L. (2020). Applied Behavior Analysis (3rd ed.). Pearson Education Limited. DiNovi, B. & Gavoni, P. (2021). The 5 Scientific Laws of Life & Leadership . Lanham: Cranberry Press.

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