The document discusses different approaches to solving performance problems, including reinforcement theory. It describes positive reinforcement as rewarding desirable behavior to encourage it, and avoidance reinforcement as allowing employees to avoid negative consequences by displaying desirable behavior. Extinction aims to reduce undesirable behavior by withholding rewards, while punishment provides negative consequences for undesirable actions. Overall the document provides an overview of reinforcement approaches for motivating employees and addressing performance issues.

1. Performance Problem Solving (Chapter 21)
R.N.Pandya (2229) Course : Performance Management
SEM-VI ,MBA (Evening) 2012-2015 Instructor: Prof Debjani Dass
B.K.School of Management, Gujarat Uni.

2. Performance Problem Solving (Chapter 21)
 The Overall approach
 Over the years, managers are more concerned
on employees’ performances in terms of
productivity and efficiency.
 One of the ways to provide motivation is
through the application of reinforcement theory.
 B. F. Skinner introduced the reinforcement
theory, also known as learning theory.
 Applauding success and forgiving failure
 Mistake should be used as an opportunity for
learning
R N Pandya (2229)Monday, April 6, 2015

3. Performance Problem Solving (Chapter 21)
Types of Reinforcement
 Positive Reinforcement:
◦ A method of encouraging continued behavior
is to offer attractive consequences (rewards)
for desirable performance.
◦ For example, an employee is on time for a
meeting and is rewarded by the supervisor’s
thanking him or her. The praise is used to
reinforce punctuality. Other reinforcers are
pay, promotions, time off, and increased
status.
◦ Positive reinforcement is the best motivator
for increasing productivity.
R N Pandya (2229)Monday, April 6, 2015

4. Performance Problem Solving (Chapter 21)
Types of Reinforcement
 Avoidance Reinforcement:
◦ Avoidance is also called negative
reinforcement. As with positive reinforcement,
avoidance reinforcement encourages
continued desirable behavior. The employee
avoids the negative consequence.
◦ For example, an employee is punctual for a
meeting to avoid negative reinforcement,
such as a reprimand. Standing plans,
especially rules, are designed to get
employees to avoid certain behavior.
R N Pandya (2229)Monday, April 6, 2015

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7. Performance Problem Solving (Chapter 21)
Types of Reinforcement
 Extinction:
◦ Rather than encourage desirable behavior,
extinction (and punishment) attempts to
reduce or eliminate undesirable behavior by
withholding reinforcement when the behavior
occurs.
◦ For example, an employee who is late for the
meeting is not rewarded with praise. Or a pay
raise is withheld until the employee performs
to set standards. Supervisors who do not
reward good performance can cause its
extinction.
R N Pandya (2229)Monday, April 6, 2015

8. Performance Problem Solving (Chapter 21)
Types of Reinforcement
 Punishment:
◦ Punishment is used to provide an undesirable
consequence for undesirable behavior
◦ For example, an employee who is late for a meeting
is reprimanded. Notice that with avoidance there is no
actual punishment; it’s the threat of the punishment
that controls behavior.
◦ Other methods of punishment include harassing,
taking away privileges, probation, fining, and
demoting.
◦ Using punishment may reduce the undesirable
behavior, but it may cause other undesirable
behavior, such as poor morale, lower productivity, and
acts of theft or sabotage. Punishment is the most
controversial method and the least effective at
motivating employees.
R N Pandya (2229)Monday, April 6, 2015

9. Performance Problem Solving (Chapter 21)
What Organizations can do to solve
performance problems
R N Pandya (2229)Monday, April 6, 2015

10. Performance Problem Solving (Chapter 21)
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11. Thank You
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