3.b.) Learning through reinforcement bring about behaviour modification in employees.

The reinforcement learning theory was proposed by B F Skinner. According to it, human
behaviour is a function of its consequences.
According to Skinner man often exhibits nature-enhanced behaviour. Behaviour that leads
to a positive outcome has a higher chance of recurrence.
Reinforcement learning theory can be used to change the behaviour of employees in an
organization. This is also known as creative behaviour or behavioural modification. Creative
behaviour is about systematically strengthening each successive step that brings a person
closer to the desired behaviour.

Behaviour change is a way of changing behaviour by using various techniques that are used
instead of behaviours that should not be desirable. Behavioural changes have been used to
treat both adults and children with various ailments, such as enuresis (urination), seizures
and general anxiety, various fears, obsessive-compulsive disorder (OCD), etc. The methods
used vary, but they often include others. a kind of reinforcement for good or bad.

Four ways in which the behaviours can be shaped are

 Positive reinforcement
 Negative reinforcement
 Punishment
 Extinction
Both positive and negative reinforcements are used to reinforce desirable behaviour
whereas punishment and extinction are two methods to stop undesirable behaviour.

Positive Reinforcement:
This is the way in which desirable behaviour is reinforced with positive results. If an
employee exhibits desirable behaviours that the manager / company wants these
behaviours to be repeated, then the manager / company is reassured that the result of this
behaviour is the employee's preference.
For example if an employee achieves a sales goal, then in this case achieving a sales goal is
desirable behaviour, which needs to be strengthened.
In simple terms, the achievement of the sales target should be followed by the desired
result of the employee. In this case, if the employee is rewarded with monetary
compensation or promotion or commendation then he or she will feel happy and will be
inclined to repeat the behaviour we are experiencing with all these positive results. This
means that the employee will try to achieve the sales goal again.

Negative reinforcement:
This is also a way to strengthen desirable behaviour. In this case too, if the employee
displays desirable behaviour, the result may be disastrous results. That is why this is called
strengthening.
But it is slightly different in good reinforcement. In a positive sense, the employee was given
something he or she liked, for example, salaries, compensation, promotions, compliments
etc. But in the event of a negative reinforcement, something an employee does not like is
removed because of his or her desirable behaviour.
Following a response to something positive is called positive reinforcement while following
a response to the withdrawal of something unpleasant is known as negative reinforcement.
For example if an employee reaches a sales goal and as a result his or her transfer to a
different location is withdrawn the employee also feels happy and may repeat his or her
behaviour in order to achieve the sales goal.

Punishment and extinction are ways of stopping and unwanted behaviour.

Punishment:
When a behaviour is followed by a negative outcome it is known as a punishment. In this
case where a person is displaying unwanted behaviour and the manager would like to stop
that behaviour then the behaviour should result in something the employee does not like or
do not like such as scolding, low performance standards, negative note in his personal file. ,
well, demolition etc.
If the behaviour leads to unpleasant consequences then the chances of repeating that
behaviour are reduced. And that is why punishment is used to stop unwanted behaviour.
Extinction:
Extinction is also a way to stop behaviour. In this case when the employee shows unethical
conduct the manager withdraws the positive result. For example, if an employee achieves a
sales goal then the manager ignores or removes the attention that should have been given
to that result. An employee does not receive any compensation, praise or promotion for his
or her achievements. This approach certainly reduces the likelihood that such behaviour will
recur. If the behaviour leads to the withdrawal of the pleasures many times then that
behaviour is eliminated or not repeated.