CHAPTER 16 – REINFORCEMENT THEORY môn Principle of Management | Trường Đại học Quốc tế, Đại học Quốc gia Thành phố Hồ Chí Minh

VIETNAM NATIONAL UNIVERSITY – HO CHI MINH CITY
INTERNATIONAL UNIVERSITY
PRINCIPLES OF MANAGEMENT Instructor:
CHAPTER 16 – REINFORCEMENT THEORY
Academic year: 2024 – 2025/Group 03+04+09 Student information: NAME STUDENT ID GROUP 1 03 2 03 3 03 4 03 5 03 6 04 7 04 8 04 9 04 10 04 11 09 12 09 13 09 14 09 15 09 REINFORCEMENT THEORY
1. Reinforcement Theory:
a) What is Reinforcement Theory?
Reinforcement Theory is a motivation theory that views human behavior based
on its environmental consequences rather than internal needs or thoughts.
Its foundation is based on E. L. Thorndike’s law of effect, which states that
behaviors followed by pleasant consequences are more likely to be repeated, while
behaviors followed by unpleasant consequences are less likely to be repeated.
b) What are four reinforcement strategies?
Operant conditioning is the process of applying the law of effect to control
behavior by manipulating its consequences.
In management, the goal is to systematically reinforce desirable work behavior
and discourage undesirable work behavior.
1. Positive Reinforcement
Definition: Strengthens desirable behavior by making a pleasant consequence contingent on its occurrence.
Purpose: To strengthen or encourage good/desired behavior.
2. Negative Reinforcement
Definition: Strengthens desirable behavior, by making the avoidance of an
unpleasant consequence contingent on its occurrence.
Purpose: Still strengthens behavior, but by eliminating something unpleasant. 3. Punishment
Definition: Discourages undesirable behavior by making an unpleasant
consequence contingent on its occurrence.
Purpose: To discourage or stop negative behavior. 4. Extinction
Definition: Discourages undesirable behavior by making the removal of a pleasant
consequence contingent on its occurrence.
Purpose: Also to discourage bad behavior but does so by making the removal of a
pleasant consequence contingent on its occurrence.
c) What are the applications in life? 1. In Education 2. In Family 3. In Shopping (Retail) 2. The motivation:
a) What is extrinsic/intrinsic reward?
An intrinsic reward refers to the internal sense of satisfaction or fulfillment that
an individual experiences as a direct result of engaging in an activity. This type of
reward is inherent in the task itself and arises from personal interest, enjoyment, or alignment with one’s values.
For example: Intrinsic Reward: A student studies a subject because they genuinely
enjoy learning and feel satisfied gaining new knowledge. The motivation comes from within.
An extrinsic reward is a tangible or externally provided benefit given to an
individual as a consequence of performing a specific task or achieving a particular
outcome. These rewards are not inherent to the task and include incentives such as
money, grades, recognition, or promotions.
For example: Extrinsic Reward: A student studies hard to get a good grade or win
a scholarship. The reward (grade or scholarship) comes from an external source.
Key Difference: Extrinsic is driven by outside rewards, meanwhile intrinsic is driven by inner fulfillment.
b) Does the motivation come from extrinsic reward or intrinsic reward?
Motivation describes forces within the individual that account for the level,
direction, and persistence of effort expended at work. Simply put, a highly
motivated person works hard at a job while an unmotivated person does not.
Motivation can come from both extrinsic and intrinsic rewards, depending on the situation and the person.
Sometimes, we do things because we want a reward or want to avoid getting in
trouble. That’s extrinsic motivation. For example, studying to get a good grade or
working to earn money. Other times, we do things just because we enjoy them or
find them interesting. That’s intrinsic motivation. Like drawing because it makes
you feel relaxed, or learning something new just for fun. Usually, extrinsic rewards
help us get started, but intrinsic motivation is what keeps us going in the long run.
In summary, short-term motivation often comes from extrinsic rewards, while
long-term motivation and passion usually come from intrinsic rewards. The best
kind of motivation often comes from a mix of both.
Risk if not applied intrinsic and extrinsic correctly: If not applied correctly, both
extrinsic rewards and intrinsic rewards can create problems. For extrinsic rewards,
over-relying on material incentives like money may lead employees to focus only
on rewards, losing their motivation for their work. Too focus on rewards may
foster unhealthy competition, damaging teamwork.
On the other hand, intrinsic rewards may also have risks if employees don't have
clear goals or direction leading to confusion and lower productivity. If the work
doesn't meet their expectations for personal fulfillment, employees may feel
frustrated, even in a positive environment.
c) What role does reinforcement theory play in motivation?
Reinforcement is a process used to strengthen behavior by providing
consequences that increase the likelihood of it happening again. It operates on a
simple principle: behaviors followed by favorable outcomes are more likely to be repeated.
There are two main types:
Positive reinforcement rewards desirable behavior—like praise, bonuses, or promotions.
Negative reinforcement removes stressors or obstacles when desired behavior
occurs—such as reducing micromanagement after consistent performance.
In management, reinforcement is used strategically to align individual
performance with organizational goals. When applied effectively, it boosts
motivation, accountability, and engagement. However, over-relying on external
rewards can weaken intrinsic motivation, so balance is essential. 3. Example:
A study group with five members is preparing for an exam. The leader, Sam,
noticed some patterns in behavior and decided to try different strategies to motivate each member:
1. Positive Reinforcement: Taylor – usually postpone her work Target: Make her submit early.
Action: Sam praises and gives extra bonuses when Taylor submits early.
2. Negative Reinforcement: Jordan – fear of speaking up
Target: Make him actively express his ideas.
Action: Sam stops criticize when Jordan makes mistake.
3. Punishment: Morgan – distract other with off-topic jokes
Target: Make him stop his off-topic jokes.
Action: Sam gives warning when he jokes off-topic.
4. Extinction: Riley – rarely participate
Target: Make her stop not participating in the work.
Action: Sam cuts Riley ‘bonus if she is not active. Final result:
The group becomes more balanced—Taylor works ahead, Jordan speaks up,
Morgan stays focused, and Riley participates.
They perform better on the exam due to efficient study sessions.
Sam learns that different motivations require different approaches.