This paper tries to critically evaluate the ideas of the relations between motivation as an explanation for human behavior and rewards as something that is given in return for showing a specific, desired behavior, based on the model of behavior first outlined by Skinner’s work.
Starting with a definition of the terms motivation and reward, this paper explains the basic ideas of Behaviorism as one of the major psychological schools of thought and as one source of explanation for human behavior. As this particular approach focuses only on external drivers of human behavior a short excursus to the differences between intrinsic and extrinsic motivation follows before motivation and the effectiveness of rewards is enquired in the specific context of the workplace.
Before going into detail it is important to clearly define the terms motivation and rewards, as especially the first can be understood in various meanings.
Table of Contents
1. Introduction
2. Definitions
2.1 Motivation
2.1.1 Maslow’s Hierarchy of Needs
2.1.2 McClelland’s Need of Achievement
2.1.3 McGregor’s Theory X and Y
2.1.4 Herzberg’s Two-Factor-Theory
2.2 Reward
3. Foundations in Different Psychological Schools of Thought
3.1 Behavioural Psychology
3.1.1 Classical Conditioning
3.1.2 Operant Conditioning and the Law of Effect
3.1.3 Operant Conditioning According to Skinner
3.2 Intrinsic and Extrinsic Motivation
4. Application to the Workplace
4.1 A Critical Evaluation of Effectiveness
4.2 Does It Work Or Not? - Empirical Evidence
5. Summary and Conclusion
6. Bibliography
Objectives and Topics
This paper aims to critically evaluate the interplay between motivation and workplace rewards by utilizing B.F. Skinner’s model of behaviour. It investigates whether extrinsic reinforcement effectively drives human behaviour or if it undermines intrinsic motivation in professional environments.
- Theoretical foundations of Behaviourism and Operant Conditioning.
- Comparison of intrinsic versus extrinsic motivational drivers.
- Application of reinforcement theories to modern management practices.
- Critical assessment of empirical evidence regarding performance-contingent rewards.
- Synthesis of motivational strategies for sustainable workplace engagement.
Excerpt from the Book
Operant Conditioning According to Skinner
B. F. Skinner continued studies on operant conditioning but his methods were simpler than Thorndike’s and changed the way, how researchers conceptualise studies on learning.
In his experiments Skinner placed an animal into a box with a food dish and a protruding bar beneath it (the so called “Skinner box”). Within the box the animal usually inspects the bar and presses it. The rate at which the animal initially hits this bar is defined as the baseline level of bar pressing. After this baseline is established a food magazine is activated and each time the animal presses the bar, some food is released into the dish. Naturally the animal eats the food and soon presses the bar again. The food reinforces bar pressing and the rate of bar pressing increases dramatically compared to the baseline. If pressing the bar no longer delivers food because the setting was changed again, the bar pressing rate diminishes. Thus an operant conditioned response gets unlearned with non-reinforcement just as a classically conditioned response does. (Atkinson, Atkinson, Smith, & Bem, 1990)
Thus operant conditioning increases the likelihood of a response by following the behaviour with reinforcement. In his experiments Skinner measured the strength of an operant conditioned response in different ways. As the animal is all the time within the box it can respond as frequently or infrequently as it chooses. Hence this rate of response is a useful measure of response strength: the higher the response frequency during a given time interval, the greater the strength is. An alternative measure is the total number of responses during extinction: the more often the animal presses the bar, even though the food is withhold, the greater the strength of response. (Skinner, The Behavior of Organisms, 1938)
Summary of Chapters
Introduction: Outlines the scope of the paper regarding the relationship between motivation and rewards based on Skinner’s behavioural model.
Definitions: Defines key concepts including motivation and reward while introducing major motivational models like Maslow’s and Herzberg’s theories.
Foundations in Different Psychological Schools of Thought: Explores the roots of behaviourism, focusing on classical and operant conditioning and the distinction between intrinsic and extrinsic motivations.
Application to the Workplace: Examines how Skinnerian theories are implemented in management incentive systems and provides a critical evaluation of their long-term effectiveness.
Summary and Conclusion: Synthesizes findings, concluding that effective workplace motivation requires a balanced approach between intrinsic and extrinsic factors.
Bibliography: Lists the academic sources used to support the analysis throughout the paper.
Keywords
Motivation, Reward, Behaviourism, B.F. Skinner, Operant Conditioning, Intrinsic Motivation, Extrinsic Motivation, Management, Incentive Schemes, Performance, Workplace Psychology, Reinforcement, Job Satisfaction, Employee Behaviour, Empirical Evidence.
Frequently Asked Questions
What is the core focus of this paper?
The paper evaluates the relationship between motivation and rewards in a workplace context, specifically through the lens of B.F. Skinner’s model of behaviour.
What are the primary thematic areas covered?
It covers psychological schools of thought, specifically behaviourism, the definition of various motivational theories, and the practical application of reinforcement systems in corporate management.
What is the main objective of the research?
The objective is to critically assess whether applying external rewards to influence behaviour is effective or if it negatively impacts employees by diminishing intrinsic motivation.
Which scientific methodology is primarily employed?
The work utilizes a literature-based theoretical analysis, drawing upon foundational behavioural psychology studies and empirical research on motivation and reward systems.
What topics are discussed in the main body?
The main body discusses the transition from theoretical models like Maslow and Herzberg to the specific principles of operant conditioning, and finally, how these principles are applied—and sometimes misused—in modern incentive systems.
Which keywords best characterize this work?
Key terms include motivation, reward, operant conditioning, behaviourism, and performance-contingent rewards.
How does Skinner’s approach to control differ from traditional management views?
Skinner posits that controlling the environment is the key to influencing behaviour, suggesting that management should focus on reinforcement rather than punishment to sustain desired employee actions.
What does the empirical evidence suggest regarding reward-based motivation?
Evidence is mixed; while rewards can increase performance in the short term, studies cited, such as those by Kohn and Deci, suggest that excessive focus on extrinsic rewards can damage long-term intrinsic motivation and organizational cooperation.
- Citar trabajo
- Alexander Göttling (Autor), 2009, Critical Evaluation of the Concepts "Motivation" and "Reward" in the Workplace, Múnich, GRIN Verlag, https://www.grin.com/document/377544
