BU288 Lecture 13: Bu288 lecture 13
Document Summary
Neglecting important sources of reinforcement while concentrating on potential reinforcers of a formal nature, managers often neglect those that are administered by co-workers or are intrinsic to the jobs being performed. Performance feedback involves providing quantitative or qualitative information on past performance for the purpose of changing or maintaining performance in specific ways. Performance feedback is most effective when it is (a) conveyed in a positive manner, (b) delivered immediately after the performance is observed, (c) represented visually, and (d) specific to the behaviour that is being targeted for feedback. Social recognition involves informal acknowledgement, attention, praise, approval, or genuine appreciation for work well done from one individual or group to another. It can be an effective means of performance improvement. To obtain the fast acquisition of some response, continuous and immediate reinforcement should be used the reinforcer should be applied every time the behaviour of interest occurs, and it should be applied without delay after each occurrence.
