B.F. Skinner developed the theory of operant conditioning based on Thorndike's law of effect. Operant conditioning uses reinforcement and punishment to modify behavior. Reinforcement strengthens behaviors by providing rewards, while punishment weakens behaviors by introducing unpleasant consequences to reduce their likelihood in the future. Behavioral counselors apply techniques like reinforcement schedules, shaping, chaining, and generalization to help clients achieve therapeutic goals by changing their behaviors.
Behavioral psychology, also known as behaviorism, is a theory of learning based upon the idea that all behaviors are acquired through conditioning. Advocated by famous psychologists such as John B. Watson and B.F. Skinner, behavioral theories dominated psychology during the early half of the twentieth century. Today, behavioral techniques are still widely used in therapeutic settings to help clients learn new skills and behaviors
Behavioral psychology, also known as behaviorism, is a theory of learning based upon the idea that all behaviors are acquired through conditioning. Advocated by famous psychologists such as John B. Watson and B.F. Skinner, behavioral theories dominated psychology during the early half of the twentieth century. Today, behavioral techniques are still widely used in therapeutic settings to help clients learn new skills and behaviors
B. F. Skinner
(1904-1990)
Skinner’s life and his understanding of life Predetermined, lawful, and orderly
A product of past reinforcements
1925: Hamilton College (NY): degree in English, no courses in psychology
Read about Pavlov’s and Watson’s experimental work
1931: Ph.D. from Harvard
B. F. Skinner
Dissertation: a reflex is a correlation between
S and R
1938: The Behavior of Organisms
1953: Science and Human Behavior
1990: Vigorously attacked the growth of cognitive
psychology
1990 (final article): "Can Psychology Be a Science
of Mind?"
B. F. Skinner
(1904-1990)
Skinner’s life and his understanding of life Predetermined, lawful, and orderly
A product of past reinforcements
1925: Hamilton College (NY): degree in English, no courses in psychology
Read about Pavlov’s and Watson’s experimental work
1931: Ph.D. from Harvard
B. F. Skinner
Dissertation: a reflex is a correlation between
S and R
1938: The Behavior of Organisms
1953: Science and Human Behavior
1990: Vigorously attacked the growth of cognitive
psychology
1990 (final article): "Can Psychology Be a Science
of Mind?"
238 PART 1 Individual Behavior6.6 REINFORCEMENT AND CONSEQ.docxdomenicacullison
238 PART 1 Individual Behavior
6.6 REINFORCEMENT AND CONSEQUENCES
M A J O R Q U E S T I O N
How can I use reinforcement and consequences to improve
performance?
T H E B I G G E R P I C T U R E
In this section, you’ll learn about three especially effective and practical means for influenc-
ing your behavior and that of others: (1) the law of effect and the way it relates to respondent
and operant conditioning; (2) common types of reinforcement; and (3) the way managers can
increase the effectiveness of reinforcement using a variety of reinforcement schedules.
Providing consequences is the last stage of the performance management process. Do
managers always get it right? Consider these scenarios:
• You stop making suggestions on how to improve your department because your
boss never acts on your ideas.
• Your colleague, the ultimate political animal in your office, gets a great promotion,
while her more skilled coworkers (like you) scratch their heads and gossip about
the injustice.
In the first instance, a productive behavior faded away for lack of encouragement. In
the second. unproductive behavior was unwittingly rewarded. The way rewards, and con-
sequences more generally, are administered can make or break performance management
efforts. Effective use of these OB tools is particularly important given that pay raises and
promotions are often powerful career outcomes in the Organizing Framework. They often
influence subsequent perceptions of fairness, intentions of quitting, emotions, and a range
of behaviors at work.
The pioneering work of Edward L. Thorndike, B. F. Skinner, and many others since
have outlined behavior modification and reinforcement techniques. These techniques help
managers achieve the desired effect when providing feedback and granting rewards.
The Law of Effect—Linking Consequences
and Behaviors
During the early 1900s, psychologist Edward L. Thorndike observed in his lab that a cat
would behave randomly when placed in a small box with a secret trip lever that opened a
door. However, once the cat had accidentally tripped the lever and escaped, it would go
straight to the lever when placed back in the box. Hence, Thorndike formulated his famous
law of effect, which says behavior with favorable consequences tends to be re-
peated, while behavior with unfavorable consequences tends to disappear.91 This
was a dramatic departure from previous notions that behavior was the product of instincts.
Using Reinforcement to Condition Behavior
B. F. Skinner refined Thorndike’s conclusion that behavior is controlled by its conse-
quences. Skinner’s field of work became known as behaviorism because he dealt strictly
with observable behavior. He believed it was pointless to explain behavior in terms of
unobservable inner states, such as needs, drives, attitudes, or thought processes.92 He
239Performance Management CHAPTER 6
instead drew an important distinction between two types of behavior.
238 PART 1 Individual Behavior6.6 REINFORCEMENT AND CONSEQ.docxnovabroom
238 PART 1 Individual Behavior
6.6 REINFORCEMENT AND CONSEQUENCES
MAJOR QUESTION
How can I use reinforcement and consequences to improve
performance?
THE BIGGER PICTURE
In this section, you’ll learn about three especially effective and practical means for influenc-
ing your behavior and that of others: (1) the law of effect and the way it relates to respondent
and operant conditioning; (2) common types of reinforcement; and (3) the way managers can
increase the effectiveness of reinforcement using a variety of reinforcement schedules.
Providing consequences is the last stage of the performance management process. Do
managers always get it right? Consider these scenarios:
• You stop making suggestions on how to improve your department because your
boss never acts on your ideas.
• Your colleague, the ultimate political animal in your office, gets a great promotion,
while her more skilled coworkers (like you) scratch their heads and gossip about
the injustice.
In the first instance, a productive behavior faded away for lack of encouragement. In
the second. unproductive behavior was unwittingly rewarded. The way rewards, and con-
sequences more generally, are administered can make or break performance management
efforts. Effective use of these OB tools is particularly important given that pay raises and
promotions are often powerful career outcomes in the Organizing Framework. They often
influence subsequent perceptions of fairness, intentions of quitting, emotions, and a range
of behaviors at work.
The pioneering work of Edward L. Thorndike, B. F. Skinner, and many others since
have outlined behavior modification and reinforcement techniques. These techniques help
managers achieve the desired effect when providing feedback and granting rewards.
The Law of Effect—Linking Consequences
and Behaviors
During the early 1900s, psychologist Edward L. Thorndike observed in his lab that a cat
would behave randomly when placed in a small box with a secret trip lever that opened a
door. However, once the cat had accidentally tripped the lever and escaped, it would go
straight to the lever when placed back in the box. Hence, Thorndike formulated his famous
law of effect, which says behavior with favorable consequences tends to be re-
peated, while behavior with unfavorable consequences tends to disappear.91 This
was a dramatic departure from previous notions that behavior was the product of instincts.
Using Reinforcement to Condition Behavior
B. F. Skinner refined Thorndike’s conclusion that behavior is controlled by its conse-
quences. Skinner’s field of work became known as behaviorism because he dealt strictly
with observable behavior. He believed it was pointless to explain behavior in terms of
unobservable inner states, such as needs, drives, attitudes, or thought processes.92 He
239Performance Management CHAPTER 6
instead drew an important distinction between two types of behavior: respondent and
operant be.
Training is a highly useful tool that can bring an employee into a position where they can do their job correctly, effectively, and conscientiously. Training is the act of increasing the knowledge and skill of an employee for doing a particular job.
According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing a particular job’.
What is Hidden Disruption? What is the greatest challenge to companies worldwide? It is not about technology or competitors. It is about behavioral change, even on the smallest of scales.
SAILS Group's Behavioral In-Home Philosophy SAILS Group
The SAILS Group's behavioral philosophy is that the best system is a positive rewards-based system designed specifically for each consumer, incorporating time-tested strategies that follow the motto of being FAIR, FIRM, and CONSISTENT.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Home assignment II on Spectroscopy 2024 Answers.pdf
behavioral approach
1. B F SKINNERS BEHAVIORAL APPROACH
SUBMITTED BY
ARCHANA.J
ARCHANA P C
SWATHY.M.A
2. PROCESS OF OPERANT CONDITIONING
SKINNER IS REGARDED AS THE FATHER OF OPERANT
CONDITIONING, BUT HIS WORK WAS BASED ON THORNDIKE’S
(1905) LAW OF EFFECT. SKINNER INTRODUCED A NEW TERM
INTO THE LAW OF EFFECT - REINFORCEMENT.
3.
4.
5. REINFORCEMENT
• STIMULUS WHICH STRENGTHENS OR INCREASES THE PROBABILITY OF A SPECIFIC
RESPONSE.
• FOR EXAMPLE, IF YOU WANT YOUR DOG TO SIT ON COMMAND, YOU MAY GIVE HIM
A TREAT EVERY TIME HE SITS FOR YOU.
6. PUNISHMENT
• PUNISHMENT IS DEFINED AS THE OPPOSITE OF REINFORCEMENT
SINCE IT IS DESIGNED TO WEAKEN OR ELIMINATE A RESPONSE
RATHER THAN INCREASE IT.
• IT IS AN AVERSIVE EVENT THAT DECREASES THE BEHAVIOR THAT IT
FOLLOWS
7. GOALS OF COUNSELLOR
THE GOAL OF BEHAVIORISTS COUNSELORS LIKE OTHER THEORIES IS TO IMPROVE THE LIFE OF
THE CLIENT THROUGH BETTER ADJUSTMENTS TO LIFE AND TO ACHIEVE PERSONAL GOALS
PROFESSIONALLY AND PERSONALLY .
FOUR STEPS IN DEVELOPING THERAPEUTIC GOALS ARE :
1. DEFINE THE PROBLEM CONCRETELY SPECIFYING WHEN, WHERE, HOW AND WITH WHOM THE
PROBLEM EXISTS.
2. TAKE A DEVELOPMENTAL HISTORY OF THE PROBLEM ELICITING CONDITIONS
SURROUNDING THE BEGINNING OF THE PROBLEM AND WHAT SOLUTIONS THE CLIENT HAS
TRIED IN THE PAST.
3. ESTABLISH SPECIFIC SUB GOALS IN SMALL INCREMENTAL STEPS TOWARD THE FINAL
GOAL.
4. DETERMINE THE BEST BEHAVIORAL METHOD TO BE USED HELP THE CLIENT CHANGE.
8. ROLE OF THE COUNSELOR
A. ROLES OF THE BEHAVIORAL COUNSELOR ARE VARIES AND INCLUDE BEING A CONSULTANT, A
REINFORCER, AND A FACILITATOR
B. THE COUNSELLOR IS ACTIVE AND MAY SUPERVISE OTHER PEOPLE IN THE CLIENT’S
ENVIRONMENT TO ACHIEVE THE GOALS OF THERAPY
C. COUNSELORS USING SOCIAL LEARNING MAY MODEL THE DESIRED BEHAVIOR, WHILE
RESPONDENT AND OPERANT CONDITIONING COUNSELORS ARE MORE DIRECTIVE AND
PRESCRIPTIVE IN THEIR APPROACH TO THE THERAPY GOALS
D. USE OF TESTS AND DIAGNOSIS VARIED GREATLY AMONG BEHAVIORAL COUNSELORS
9. TECHNIQUES
REINFORCEMENT
IT INCREASE THE DESIRED BEHAVIORS, WHEN THEY FOLLOW THE BEHAVIOR.
IT CAN BE NEGATIVE OR POSITIVE.
POSITIVE REINFORCEMENT ARE THOSE THAT ARE DESIRED BY THE CLIENTT,WHILE NEGATIVE
REINFORCEMENT ARE CONTINGENCIES TO BE AVOIDED.
PRIMARY REINFORCEMENT ARE THOSE THAT ARE INTRINSICALLY;; WHILE SECONDARY
REINFORCEMENT ARE TOKENS THAT ACQUIRE THEIR VALUE BY BEING ASSOCIATED WITH A
PRIMARY REINFORCER .
10. SCHEDULES OF REINFORCEMENT
I. FIXED-RATIO MEANS THAT THE REINFORCER IS DELIVERED AFTER
A SET NUMBER OF RESPONSES .
II. FIXED-INTERVAL MEANS THAT THE REINFORCER IS DELIVERED
AFTER A SET TIME LAPSES .
III. VARIABLE-RATION MEANS THAT THE REINFORCER IS DELIVERED
AFTER VARYING NUMBERS OF RESPONSES
IV. A VARIABLE-INTERVAL MEANS THAT THE REINFORCER IS
DELIVERED AT VARYING TIME INTERVALS
11. SHAPING
IT IS LEARNING BEHAVIOR IN SMALL STEPS THAT ARE SUCCESSIVE
APPROXIMATIONS TOWARD THE FINAL DESIRED BEHAVIOR.
CHAINING IS THE ORDER OF THE DESIRED SEQUENCE OF SKILLS
LEADING TO THE DESIRED BEHAVIOR .
GENERALIZATION
IT IS THE TRANSFER OF THE LEARNING'S FROM THE BEHAVIORAL
THERAPY ROOM TO THE OUTSIDE WORLD .
12. PUNISHMENT
• IT IS A PROCEDURE BY WHICH THE APPLICATION OR REMOVAL OF A STIMULUS
WHICH DECREASES THE STRENGTH OF THE BEHAVIOR
• IT IS NOT SAME AS THE NEGATIVE REINFORCEMENT
• IT IS COMMONLY REFERRED AS “TIME-OUT”
• THERE ARE TWO TYPE OF PUNISHMENT
NEGATIVE PUNISHMENT: APPLICATION OF AN UNDESIRABLE STIMULUS
POSITIVE PUNISHMENT: LOSS OF DESIRABLE STIMULUS
13. APPLICATIONS
FOR SELF IMPROVEMENT
That include gaining self control, identifying target behavior, monitor current habits…
AT SCHOOL
For improving grades, performance
IN SPORTS
For winning, skill development
AT WORK
Many organizations used reinforces to influence productivity
AT HOME
Reinforcement is used and abused in many parenting situations. It can be used effectively to help children
to change and manage their behavior
14. CONCLUSION
• BEHAVIOR WHICH IS REINFORCED TENDS TO BE REPEATED (I.E.,
STRENGTHENED); BEHAVIOR WHICH IS NOT REINFORCED TENDS TO DIE
OUT-OR BE EXTINGUISHED (I.E., WEAKENED).
• SKINNER FOUND THAT THE TYPE OF REINFORCEMENT WHICH
PRODUCES THE SLOWEST RATE OF EXTINCTION (I.E., PEOPLE WILL GO ON
REPEATING THE BEHAVIOR FOR THE LONGEST TIME WITHOUT
REINFORCEMENT) IS VARIABLE-RATIO REINFORCEMENT. THE TYPE OF
REINFORCEMENT WHICH HAS THE QUICKEST RATE OF EXTINCTION IS
CONTINUOUS REINFORCEMENT.
