Punishment (by definition) trains an employee in what not to do, not in what to do. Therefore, a leader must specify an alternative behavior to the employee. When the employee performs the desired alternative behavior, the leader must then reinforce that behavior positively.
A criticism for using punishment is the chance that it will have negative effects, especially over long or sustained periods of time. Punishment stops an undesirable employee behavior. However, the potential negative consequences may be greater than the original undesirable behavior.
Continuous reinforcement means that the behavior is reinforced each and every time it occurs. This is the simplest reinforcement schedule. Intermittent reinforcement refers to a reinforcer being delivered after some, but not every, occurrence of the desired behavior.
A criticism for using punishment is the chance that it will have negative effects, especially over long or sustained periods of time. Punishment stops an undesirable employee behavior. However, the potential negative consequences may be greater than the original undesirable behavior.
Continuous reinforcement means that the behavior is reinforced each and every time it occurs. This is the simplest reinforcement schedule. Intermittent reinforcement refers to a reinforcer being delivered after some, but not every, occurrence of the desired behavior.
Intermittent reinforcement can be subdivided into (1) interval (reinforcement delivered after a period of time) or ratio (reinforcement delivered after a number of responses) schedules, and (2) fixed (not changing) or variable (constantly changing) schedules. Thus, there are four primary types of intermittent schedules: fixed interval, variable interval, fixed ratio, and variable ratio.
.png)