Exam II Ch. 8 Flashcards
(14 cards)
Performance Improvement Cycle (GFR)
Goal setting–>Feedback and coaching–>Rewards and positive reinforcement–>
Two basic functions of feedback
Instructional and Motivational
Instructional Feedback
Clarifies roles or teaches new behaviors
Motivational Feedback
Serves as reward or promise of a reward
What enhances the effect of specific, difficult goals?
Feedback
Sources of feedback
Others, Task, Oneself
DO NOTs of feedback
Use to punish, embarrass or put down; be irrelevant to the work; is too late to change; be beyond individual’s control
DOs of feedback
Be relevant; be timely; be specific and descriptive; be honest, developmental and constructive
Extrinsic rewards
Financial, material, or social rewards from the environment
EX: getting a paycheck
Intrinsic rewards
Self-granted, psychic rewards
EX: Getting pleasure out of the task
Distribution Criteria (PPN)
Performance: Results- Tangible outcomes
Performance: Actions & behaviors- Teamwork, cooperation, risk-taking
Non-Performance: Contractual
Why Distribution Criteria fail to motivate
One-size fits all, too much emphasis on monetary rewards, extensive benefits become entitlements, delay between performance and rewards
Thorndike’s Law of Effect
Behavior with FAVORABLE consequences tends to be REPEATED
Behavior with UNFAVORABLE consequences tends to DISAPPEAR
Steps in Behavior Shaping
Reduce the complex target behavior (outcome) to easily learned steps
Faithfully (and patiently!) reinforcing any improvement
