Say for instance a worker produces 5 parts a day; if he produces 6 during one day, he will not receive a rewards, but if he produces 6 parts every day, throughout a whole month, he would receive a reward. This way, the objective of increasing the productivity would be reached and the staff would not feel exploited as their efforts are being rewarded.
A b) Variable-ratio schedules - "a reinforcer is delivered after an average number of responses, but varies through session" (University of Toronto); this basically means that the reward is offered at various unpredictable times, through the analysis of the performances of the subject
The manager could offer incentives every now and then, but they would not be offered at specified times. This would ensure that the employees remain alert at all times; they know they are being observed and considered for a reward and they consequently work harder. The benefit of this schedule is that it has an increased response from the staff members, unlike the fixed-ratio schedule, where the responses tend to drop immediately after receiving the reward.
A c) Fixed-interval schedules - "the first response is rewarded only after a specified amount of time has elapsed" (Van Wagner, 2008)
The manager could offer incentives to his subordinates in various forms, but they would not be presented immediately after the favorable action - this time an increase in efforts, performances and consequently productivity - but some time after it. This ensures that the employee is still alert to requirements and puts in increased efforts in the hope of getting...
In 2005, Gallione, Hawke and Hennen conducted research demonstrating the principles of Social Learning Theory. They evaluated the treatment modalities in five different residential facilities situated in New Jersey. They noted some significant flaws in their research. Their subjects constituted a referred population, and they were not randomly assigned. So they did not reflect a cross-section of society, and the programs are not completely comparable (Gallione et. al., 2005). Nevertheless
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