ESSAY Chapter 6
1. Briefly distinguish between positive and negative reinforcement and provide a job-related example of each.
ANS:
Behavior that is desirable can be elicited through issuing preferred consequences. If a pay increase (reward and positive consequence) follows exceptional job performance, the employee is likely to continue high-level performance in the future. A negative consequence is usually undesirable and can be used to change behavior from negative to positive. An employee who is frequently tardy can be disciplined by docking his/her pay, a negative consequence. The employee may come to work promptly in order to not lose pay.
2. How can schedules of reinforcement be used in the work situation?
ANS:
A weekly paycheck is a continuous schedule of reinforcement. Every time an employee meets or exceeds a production standard (on a daily, weekly, or monthly basis), a cash bonus can be given. This is a fixed ratio schedule. Periodically, an employee could be given a day off for outstanding performance. This is a variable interval schedule. After five to twenty or more successful sales, a sales representative could be given a small bonus, a variable ratio schedule. Once a month an attendance bonus can be given to those employees with perfect job attendance. This is a fixed internal schedule.
3. What are characteristics of effective goals?
ANS:
Goal characteristics that are likely to lead to increased performance include: difficult, specific, measurable and quantifiable, challenging, prioritized, and time-bound.
4. Why have many organizations found management by objectives to be an effective approach to improving and sustaining high levels of performance?
ANS:
Goal setting is an essential element of MBO programs. The goal setting takes place between supervisor and employee through a highly interactive and participative format. Following the development of a clear understanding of the employee's job, the two individuals...