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Chapter 8 Improving Performance with Feedback, Rewards, and Positive Reinforcement Team S.O.B Scott, Tom, Paul, Patty, Brian Feedback Defined as “objective information about individual or collective performances shared with those in a position to improve the situation.” Two Functions of Feedback Instructional Motivational Recipient’s Perspective of Feedback Negative vs. Positive Feedback Negative feedback can help to motivate and improve a situation Positive can sometimes create less motivation for individuals to do better in the future. Non-Traditional Feedback Upward Feedback-having employees evaluate their manager’s style and performance (ex. teacher evaluation surveys). – Generally anonymous 360-degree Feedback-comparison of anonymous feedback from one’s superior subordinates, and peers w/ self-perception. – Idea to let individuals know how their behavior affects others, w/ the goal of motivating change. Feedback to Get Results Relate feedback to existing performance goals and clear expectations Give specific feedback used to observable behavior or measurable results Give feedback ASAP Give positive feedback for improvement, not just final results Focus feedback on performance, not personalities Base feedback on accurate and credible information. Organizational Rewards Systems Social Rewards – Praise and Social Recognition Psychic Rewards – Self-Esteem, Self-Satisfaction Extrinsic Rewards – Financial, Material, or Social Rewards Intrinsic Rewards – Self-Granted, Psychic Rewards Why Reward Often Fail to Motivate To much emphasis on monetary rewards Sometimes Counterproductive (i.e. pizza delivery) Extensive benefits become entitlements Too long a delay b/t performance and rewards Use of one-shot rewards with a short lived motivational impact Positive Reinforcement Thorndike’s Law of Effect Skinner’s operant conditioning model Respondent behavior Operant behavior Positive Reinforcements Contingent Consequences Positive Reinforcement Negative Reinforcement Punishment Extinction Schedules of Reinforcement Reinforcements are important determinants of future behavior Two types of reinforcements – Continuous reinforcement – Intermittent reinforcements Intermittent Reinforcement Fixed ratio – a fixed number of responses. Variable ratio – A random number of responses. Fixed interval – First response after a specific period of time. Variable interval – First response after varying periods of time. Ten Questions Chapter 8: Improving Performance with Feedback, Rewards, and Positive Reinforcement Ten Questions 1 2 3 4 5 6 7 8 9 10 Answer 1 Answer 6 Answer 2 Answer 7 Answer 3 Answer 8 Answer 4 Answer 9 Answer 5 Answer 10 1. All of the following are sources of feedback except __________. A) others B) strangers C) task D) self 2. Nontraditional feedback is growing in popularity because: A) Traditional performance appraisal systems have created widespread dissatisfaction. B) Co-workers and lower-level employees are said to know more about a manager's strengths and limitations than the boss. C) Multiple-rater systems are said to make feedback more valid than single source feedback. D) All of the above. 3. All of the following are reasons why feedback often fails except: A) Feedback is channeled only to key result areas. B) Those receiving the feedback see it as irrelevant to their work. C) Feedback information is provided too late to do any good. D) Employees complain about wasting too much time collecting feedback data. 4. Feedback can fail to motivate if: A) There is not enough emphasis on monetary rewards. B) Rewards lack an "appreciation effect.“ C) Those receiving extensive benefits do not feel entitled to them. D) None of the above. 5. Which of the following is not one of the criteria for the distribution of rewards? A) performance – results B) performance - actions and behaviors C) performance - needs and wants D) nonperformance - considerations 6. Monetary incentives tied to one's results or accomplishments is called: A) positive reinforcement. B) punishment. C) pay for performance. D) work incentive 7. Skinner's work is known as _________. A) behaviorism. B) conditioning. C) operant behavior. D) respondent behavior. 8. What type of reinforcement schedule is administered when a varying or random number of responses must be emitted before reinforcement occurs? A) fixed ratio B) fixed interval C) variable interval D) variable ratio 9. ______ is the process of reinforcing closer and closer approximations to a target behavior. A) Positive reinforcement B) Shaping C) Continuous reinforcement D) Variable reinforcement 10. Which of the following statements are effective ways to shape job behavior? A) Give individuals feedback on their job performance. B) Reinforce performance as quickly as possible. C) Make all rewards contingent on performance. D) all of the above. 1. All of the following are sources of feedback except __________. B) strangers 2. Nontraditional feedback is growing in popularity because: A) Traditional performance appraisal systems have created widespread dissatisfaction. 3. All of the following are reasons why feedback often fails except: A) Feedback is channeled only to key result areas. 4. Feedback can fail to motivate if: A) There is not enough emphasis on monetary rewards. 5. Which of the following is not one of the criteria for the distribution of rewards? A) performance - results 6. Monetary incentives tied to one's results or accomplishments is called ________. A) positive reinforcement. 7. Skinner's work is known as _________. A) behaviorism. 8. What type of reinforcement schedule is administered when a varying or random number of responses must be emitted before reinforcement occurs? A) fixed ratio 9. ______ is the process of reinforcing closer and closer approximations to a target behavior. A) Positive reinforcement 10. Which of the following statements are effective ways to shape job behavior? A) Give individuals feedback on their job performance. The End