'Organization behavior Essay\r'

'1.) Critically follow tuition hypothesis.\r\nLearning hypothesis is a hunt down that is carried out on a daily radical in order to sop up an experience in various fields of urinate. T here(predicate) be several(prenominal) theories that explain pecking possibility. One of the theories is Maslow’ Hierarchy of take which explains that, when the need level is satisfied, it ceased to be scratch a incentive and fulfillment of higher level is the next goal. (Francesco and Gold, 2005).The trice theory is Hertzberg’s pauperism hygiene theory which states that, employees’ growth and esteem demand be dictated by the motivation factors, responsibility and achievement. This allow fors results into a credit line satisfaction at add pip. (Francesco and Gold, 2005).\r\nThe third theory is McClelland’s learned needs theory which explains that needs is learned through Childhood environment, social norms and assists in the understanding of individ ual motivation (Francesco and Gold, 2005). The last theory is ERG theory which contributes on Maslow theory. It has three categories of needs. Existence which is the somatogenetic and psychological need, relatedness which is the need to share ideas with others and feel untroubled and growth is the need to achieve to fulfill of self esteemed needs. The schooling theories have assisted truly many another(prenominal) hoi polloi at school place especially the people who are performanceing in the transcriptions. (Francesco and Gold, 2005).\r\nThere have been several philosophers who have tried to explain what is learning. Various theories of learning have been and so have been discussed. Learning theories are the ideas near wherefore or how metamorphoses occur. There has been a theory on the wayist orientation to learning .This theory is from theorist such as Thorndike, Pavlov and skinner. (Smith, 1999).This theory argues that people variegate their behaviour from the kind of learning they get. People fit in to the theory are stimulated by the environment they live in.\r\nWhen people live in a true environment they learn to be replete(p) and vise versa. Behaviorists argue that people asshole be taught to produce fashion change in the sought after direction. An educator trying to teach people to change should arrange environment of the person to get the desired response. People can learn through aptitude wear outment and training as easily as style according to behaviorists. (Smith, 1999).\r\nThere is another theory on cognitive orientation to learning. Cognitivist such as Piaget, Bruner and Gagne believe that learning process is an internal amiable process. Internal mental process includes receiving insight about information, processing the information, memorizing it and finally making a perception. (Smith, 1999).That is how the learning process is according to Cognitivist. People according to the cognitivist learn through the intern al cognitive structuring. This body structure helps people develop skills and capacity to learn snap off. Cognitive structure if followed can help a person develop intelligence learning and memory as function of age as well as learning how to learn. Whichever the theory that is followed learning is an important aspect of compassionate universe and people should strive to learn frequently to improve themselves. (Saljo,1979)\r\n2. controlling and nix reenforcements, penalisation and quenching in shaping behavior\r\nThere are many types of convinced(p) advantages that Godot can use. First Godot can reward excellent behavior. This is normally a very effective method of reinforcing skinny behavior. (Verddelho, 1999)The implication here is that when an employee is rewarded for good commitance, the employee feels affectd to do even better the next time. In the end this leave hunt down to an change performance which is good not dear for the individual but also for the c heek.\r\nThe second constructive reinforcement is identification. Recognition here implies acknowledging excellent behavior of good move at. In this showcase the meaning for this is that supervisory programs resembling Godot can but acknowledge and commend a well performing employee like Diane. Recognition of good work has the implication of having absolute congratulatory haggling for a job that has been well accomplished. This can simply be achieved by a simple news program of mouth like ‘well done.’ Unknown to many supervisors, this simple act of recognition normally has a very positive effects on the motivation of an employee of an individual and can result in positive work behavior. (Francesca & Gold, 2008)\r\nThe use of incentives is another positive reinforcement that can result in improved positive behavior. In this case incentives can be in form of extra or support pay for exemplary performance. Incentives can go along way in improving an individ ual’s performance on the job. (Francesca & Gold, 2008)This is much so if an individual is capable of making more capital by displaying good performance method. In this case the issue of a tip was a good gesture to the employees since those with exemplary performance would feel back up to do more.\r\nOne negative way of reinforcing behavior is through harshness. In this case, the employees pull up stakes only perform well because of fear of reprimand by Godot and not because they feel a compelling need to work bad. This is a negative reinforcement because positive system of rules behavior should be forced but should come spontaneously. The implication here is that employees should not be coerced into behaving well but rather positive behavior should right come naturally. This therefore fashion that these employees should not work hard because of fear of being reprimanded by the supervisor but kinda should do so because of a need to do so. (Dwyer, 2005)\r\n3. Discu ss the impact of these reinforcements and punishment has on behavior and on Diane’s behavior specifically\r\nReinforcement theory suggests that a reinforcement/reward and punishment of certain behavior go away most seeming result in a repeat of that cancelicular behavior. That is to say that if behavior is not recognized or appreciated chances of it being ite put will be low. . (Francesco & Gold, 2005) However, the consequence of reinforcement is determined by whether it is negative or positive. Positive reinforcement will motivate employees and result in behavior that will increase an organization’s output and the opposite is true. . (Francesco & Gold, 2005)\r\nDiane works hard and her output is great. However, when she breaks a plate one day, Godot yells at her and even makes her pay for the broken plate and the court of cleaning up the messed caused. Diane has been waiting all along for recognition but she only gets a negative reinforcement for her goo d output. As it is, it is better to motivate people for the right reasons rather than to punish them for the awry(p) reasons. (Skinner, 1957).\r\nDiane is punished for the wrong reason and fails to get reinforced for the right reasons. Negative reinforcement is not likely to motivate individuals and therefore this will in binge lead to them slacking in their work and thence the overall out put will be low. (Skinner, 1957). It is because of this that she relaxes when carrying out her duties.\r\nReinforcement suggests that behavior determines outcome and a person will be motivated to undertake reinforcement and avoid punishment. When she got a chance to work at a fancy French eating place at Sydney known La Maison, Diana a University assimilator could not spend her vacation at her parents shell Queabeyan, since she needed money to change on her viands during her next semester . (Skinner, 1957).\r\nReady to prove how good she was, she would parallelism several plates on her a rm and the customers would compliment her on her efficient service, but one day she dropped a bowl of bouillabaisse appetizer on the carpet and in haste went for sponge while apologizing but Godot shouted at her that he would deduct $24.95, $20 from her pay to breed for appetizer and cost of cleaning rugs respectively, out of wrath and confusion, next day Diana slowed down to avoid proceeds of same incident therefore she carried no more than two dishes at a time thus slugging her tips down (Skinner, 1957).\r\nQ4 .Effectiveness of periodic pay evaluate and tips as a method for reinforcing desired behaviors.\r\nTips and periodical judge have been used as a climate of payment against other methods of payment like contribution rate and monthly payments. There is a massive variation in the effectiveness of the methods. When hourly rate is used as the mode of payment, it has been found to have an effect on part and speed. These two factors are the one that determine the out put of any action mechanism (Encina, 2000). Payment in work acts as an incentive to the role player. Whenever the histrion is stipendiary well he will work well and poor pay means poor jobs. It is noted that the doer will unendingly optimize what he has at hand. When he is paid hourly he will do he/her work according to the hour he is being paid. This will spoil the consistency (Encina , 2000).\r\nWhen tips are added to the hourly rate, the worker will optimize on the tips and he/she will improve on his hourly work to get more tips. Things are different when hourly pay is made without the tips as there will be no motivation. Paying on an hourly rate together with the tips may improve on speed but destroy the quality. The use of tips and hourly rate need a balance as what motivate the worker are the conditions of work. Diane on his part was being motivated tips (Encina , 2000).\r\nApart from the pay, there are other factors that motivate worker during their work. Recognition du ring work is another factor that lender the effectiveness of work. A worker may improve his effectiveness collectible to tips. This will improve his/her capability. When a worker feels that his efficiency has improved, he will look for recognition. Payment on hourly rates can improve the behaviors of the worker but additional inputs like recognition should be added. Diane opted to work in the right he will perfect the work and in return he will be recognized to get a better pay. For the behavior of an hourly paid worker to improve, incentives have to be added. This will help in improving the efficiency of work and altitude towards work will improve (Schildkraut 2003).\r\nThe behavior of workers depends very much on the pay and recognition. As much as workers are paid hourly tends to improve the output, their behavior depends much on the direction. Workers will always increase on their man hours instead of employers manpower (Schildkraut 2003). indeed to ensure that the behavio r of the worker is good requires supervision. The supervision should not oppress the worker but instead it will help improve his behavior. The role of the supervisor for hourly paid worker is to help the worker to improve in his productivity. Though the supervisor will optimize on production, it should not destroy the quality of the work (Schildkraut 2003).\r\nIn conclusion hourly rates can improve on the worker behavior but proper measures should be put in place to ensure that the objectives of the company or organization are met. The measure can include recognition after improvement, controlled supervision, and improvement after achievement. There should be no mistake of paying hourly for organization benefit but it should be to the worker (Schildkraut 2003).\r\n'