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When discussing methods that can be used to increase desired workplace behaviors, it is first important to understand reinforcement and punishment. Cooper, Heron, and Heward (2007) define reinforcement as having occurred when a stimulus change follows a response and leads to an increase in the future frequency of that type of behavior in similar conditions. An example of this would be: a child screams for candy and his mom gives him candy. In the future, when he wants candy, he will be more likely to use this method to try to obtain it, since his learning history indicates that it has been effective in the past. This concept can also be used to increase desired behaviors. An example of this would be: an employee cleans his work area before leaving and receives a compliment from his supervisor. Again, the principle of reinforcement indicates that he will be more likely to clean up his work area when presented with the same stimulus in the future due to this behavior having been reinforced in the past.
Punishment is defined as having occurred when a stimulus change follows a response and the response’s future frequency is decreased under similar circumstances in the future. (Cooper, et al., 2007) Examples of this are numerous in our everyday lives. One such example is an individual being yelled at by a supervisor for using a phone on the job if, in the future, the individual is less likely to use their phone than they were before. The scolding had a punishing effect on their behavior of using their phone in the workplace.
As Daniels and Bailey (2014) indicate, behavior analysts do not prefer to think of punishment as being necessary in workplaces, in large part due to its side effects. Unfortunately, because punishment is so common in our natural environments, and is reinforcing to the person doing the punishing (results are often instantaneous), it is a lot of supervisors’ preferred method of addressing poor or insufficient staff performance.
There are several side effects of punishment. Daniels and Bailey (2014) say that punishment can cause individuals to engage in escape and avoidance behaviors. This can take many forms, such as: blaming others, avoiding the supervisor, or even quitting their job. Punishment can also increase aggression, both verbal and physical due to its aversiveness to most people. Additionally, since punishment does not teach or reinforce a replacement behavior, the undesired behavior is likely to return once the punishing agent/situation is removed. (Daniels & Bailey, 2014) These are among the reasons that behavior analysts prefer to focus on reinforcing desired behaviors rather than punishing those that are not desired.
When identifying possible reinforcers, it is important to remember that each person has a different learning history that will influence their preferences and behaviors. No two people will find all of the same things reinforcing. For example, many people may find vocal praise reinforcing, but for some it