Reinforcement Theory

Reinforcement theory emphasizes that people are motivated to perform or avoid certain
behaviors because of past outcomes that have resulted from those behaviors. There are several
processes in reinforcement theory. Positive reinforcement is a pleasurable outcome resulting
from a behavior. Negative reinforcement is the removal of an unpleasant outcome. For example,
consider a machine that makes screeching and grinding noises unless the operator holds levers in
a certain position. The operator will learn to hold the levers in that position to avoid the noises.
The process of withdrawing positive or negative reinforcers to eliminate a behavior is known as
extinction. Punishment is presenting an unpleasant outcome after a behavior, leading to a
decrease in that behavior. For example, if a manager yells at employees when they are late, they
may avoid the yelling by being on time (but they may also call in sick, quit, or fool the boss into
not noticing when they arrive late).
From a training perspective, reinforcement theory suggests that for learners to acquire
knowledge, change behavior, or modify skills, the trainer needs to identify what outcomes the
learner finds most positive (and negative). Trainers then need to link these outcomes to learners’
acquiring knowledge or skills or changing behaviors. As was mentioned in Chapter Three,
learners can obtain several types of benefits from participating in training programs. The benefits
may include learning an easier or more interesting way to perform their job ( job-related),
meeting other employees who can serve as resources when problems occur (personal), or
increasing opportunities to consider new positions in the company (career-related). According to
reinforcement theory, trainers can withhold or provide these benefits to learners who master
program content. The effectiveness of learning depends on the pattern or schedule for providing
these reinforcers or benefits. Similarly, managers can provide these benefits to help ensure
transfer of training.
Behavior modification is a training method that is primarily based on reinforcement theory. For
example, a training program in a bakery focused on eliminating unsafe behaviors such as
climbing over conveyor belts (rather than walking around them) and sticking hands into
equipment to dislodge jammed materials without turning off the equipment. Employees were
shown slides depicting safe and unsafe work behaviors. After viewing the slides, employees
were shown a graph of the number of times that safe behaviors were observed during past weeks.
Employees were encouraged to increase the number of safe behaviors they demonstrated on the
job. They were given several reasons for doing so: for their own protection, to decrease costs for
the company, and to help their plant get out of last place in the safety rankings of the company’s
plants. Immediately after the training, safety reminders were posted in employees’ work areas.
Data about the number of safe behaviors performed by employees continued to be collected and
displayed on the graph in the work area following the training. Employees’ supervisors were also
instructed torecognize workers whenever they saw them performing a safe work behavior. In this
example, the data of safe behavior posted in the work areas and supervisors’ recognition of safe
work behavior represent positive reinforcers.