Behaviour modification strategies. Behavior modification strategies are based on the principals of operant conditioning and reinforcement theory, which take the view that learning is influenced by the environment. The renowned psychologist B. F. Skinner expressed that through operant conditioning, people’s behavior could be shaped by reinforcement or lack thereof. According to Wood, et al, a reinforcer is a stimulus that follows a particular behavior and increases the probability that the behavior will occur (2010).
According to Shane & Travaglione, there are four types of reinforcement consequences such as: positive reinforcement, punishment, negative reinforcement and extinction (2007).
The most widely used reinforcement technique is positive reinforcement, which increases the frequency of certain behaviors through a system of rewards (McShane & Travaglione, 2007).
Individuals are more likely to repeat behaviours which create pleasant consequences, or no consequences at all (Wood, et al, 2010).
Punishment is the application of an aversive or unpleasant stimulus used as a reinforcement strategy, and could include demotions or loss of staff benefits. According to Wood et al, there is little evidence that punishment changes long term behaviour and therefore should be used prudently (Wood, et al, 2010).
The Term Paper on Differential Reinforcement Behavior Crime Theory
Differential Reinforcement is defined to occur when behavior is reinforced by being either rewarded or punished while interacting with others (Siegel, 2003). With this said, the theory was developed as a way of labeling both positive, as well as negative aspects of individual action. This idea of reinforcement is a branch of the infamous Differential Association theory presented by Edwin H. ...
Negative reinforcement is a method of training that uses a negative reinforcer. A negative reinforcer is an event or behavior whose reinforcing properties are associated with its removal, aversive stimuli tends to associate some level of discomfort.
By eliminating adverse outcomes, preventative behaviours become more likely to occur again in the future. For example, getting up early to avoid being caught in traffic in the morning to remove the likelihood of being late to work. The complete removal of reinforcement is called extinction (Wood, et al, 2010).
Extinction eliminates the enticement for unwanted behavior by withholding the anticipated response (Wood, et al, 2010).
For example, if management at HCL Technologies withraw attention towards an employee, negative attention-seeking behavior no longer occurs.
However, HCL Technologies also need to understand that if a manager withdraws praise and attention, performance can decline (McShane & Travaglione, 2007).
Successful implementation of change is reliant on many factors, and an important part of the strategy is to collaboratively collate and process staff members’ ideas about the activity (Vanttinen & Pyhalto, 2009).
Such a perspective has support from renowned psychologist, B. F Skinner who reiterates the relevance of creating pleasing consequences in order to shape employee behaviour.
Nayar has learned that negative staff attitudes such that new processes are unreliable and lengthy to implement can seriously encumber the change process and deliver negative outcomes (Montalvo, 2006).
Nayar recognises that implementing new ideas successfully into an organisation is strongly influenced by its employees’ motivation and skills to adopt and implement the ideas in their everyday work (Vanttinen & Pyhalto, 2009).
The Term Paper on Self Injurious Behaviour Client John Strategies
Introduction The incident which I have chosen for my Nursing Project happened on the last day of my learning difficulties placement. It involved a young Autistic man, who I will refer to as 'John' throughout my assignment. This is to protect the client's identity, this is in accordance with the UKC C Code of professional conduct (1992) clause 10:' Protect all confidential information concerning ...
An employee’s conceptions about the new process needs to be clearly understood, otherwise this may hinder the successful implementation of the new strategy (cited Vanttinen & Pyhalto).
To create and maintain effective behaviours, Nayar needs to clearly define the use of 360 degree assessments for staff, so that they are fully aware of the targets and achieve desired results (Wood, et al, 2010).
Nayar needs to be able to lead the organisation into the new modification strategies. To do this, he needs to be clear about the positive rewards and consequences that will come about from change. By practicing behavior modification strategies, Nayar can influence the adaption of future behaviour to produce the required results.
