|
| Preference and Productivity When Performers Are Allowed to Choose Between Positive and Negative Reinforcement |
| Sunday, May 30, 2010 |
| 4:30 PM–5:50 PM |
| Republic B (Grand Hyatt) |
| Area: OBM/EAB; Domain: Applied Behavior Analysis |
| Chair: Guy S. Bruce (Florida Institute of Technology) |
| Discussant: Ennio C. Cipani (National University) |
| Abstract: Should managers use positive or negative reinforcement to manage their employees? Do these two procedures have different effects on productivity? Do employees prefer working under one over the other? If managers implement non-preferred management procedures, how might they affect employee absenteeism and turnover? Our first paper will present an overview of previous research on preference for positive or negative reinforcement and their effects on productivity, discussing some limitations of that research which make it difficult to answer the preference and productivity questions. Our second and third papers will present some current research in which we attempt to assess preference for completing the same task under either positive or negative reinforcement conditions, where all other variables are matched, such as the accuracy and speed requirements for earning points and the monetary value of the points. Our third experiment will then study the effects of changes in the response rate requirement on preference as well as productivity. |
| |
| Positive and Negative Reinforcement: Performer Preference, Productivity, and Implications for Business Results |
| GUY S. BRUCE (Florida Institute of Technology), Megan A. Boyle (Florida Institute of Technology) |
| Abstract: Should managers use positive or negative reinforcement to manage their employees? Do these two procedures have different effects on productivity? Do employees prefer one over the other? If managers implement non-preferred management procedures, how might they affect employee absenteeism and turnover? We will present an overview of previous research on preference for positive or negative reinforcement and their effects on productivity, discussing some limitations of that research, which make it difficult to answer the preference and productivity questions. Some studies have attempted to measure preference between positive and negative reinforcement procedures that differ not only with respect to type of reinforcement contingency (positive or negative reinforcement) but also in the specific types of consequences (food or escape from demand) provided by each procedure. Other studies have measured preference between similar contingencies but used variable interval instead of ratio schedules, which allowed participants to gain more points by switching back and forth between contingencies. A recent study measured preference for positive or negative reinforcement, but measures were limited to only a few opportunities to choose between the two conditions. |
| |
| Preference and Productivity for Completing a Task Under Positive or Negative Reinforcement Conditions |
| MEGAN A. BOYLE (Florida Institute of Technology), Katie A. Nicholson (Florida Institute of Technology), Janelle Allison (Florida Institute of Technology), Garrett M. Purnell (Florida Institute of Technology), Tara Loughrey (Florida Institute of Technology), Jordan P. Boudreau (Florida Institute of Technology), Guy S. Bruce (Florida Institute of Technology) |
| Abstract: We will assess preference for completing the same task under either positive or negative reinforcement conditions, where all other variables are matched, such as the accuracy and speed requirements for earning points, the monetary value of the points, and the number of points that can be earned in each condition. College staff and students with relatively low incomes will be allowed to repeatedly choose between working under one of two conditions. In A, they will earn points for typing 10 digit sequences of numbers that match ten digit sequences displayed on a computer screen, beginning with 0 points displayed on the screen, and adding a point each time they meet the speed and accuracy criteria for earning points. The subject can earn up to 10 points in this condition. In B, they will begin with 10 points, but lose a point each time they do not meet the same accuracy and speed criteria. Points will be exchanged for money at the end of each session. We will measure number of minutes spent in each condition, number of times subjects chose each condition, and number of 10 digit sequences per minute that meet accuracy and speed criteria. |
| |
| Effect of Response Rate Requirements on Preference and Productivity Between Positive and Negative Reinforcement Conditions |
| KATIE A. NICHOLSON (Florida Institute of Technology), Megan A. Boyle (Florida Institute of Technology), Janelle Allison (Florida Institute of Technology), Garrett M. Purnell (Florida Institute of Technology), Tara Loughrey (Florida Institute of Technology), Jordan P. Boudreau (Florida Institute of Technology), Guy S. Bruce (Florida Institute of Technology) |
| Abstract: In the first phase we will assess preference and productivity when the response rate requirement is the same in both conditions, but changes across sessions from 10 digits typed in 6 seconds to 10 digits typed in 60 seconds. In the second phase, we will assess preference and productivity when the response rate requirement differs across the two conditions. College staff and students with relatively low incomes will be allowed to repeatedly choose between working under one of two conditions. In A, they will earn points for typing 10 digit sequences of numbers that match ten digit sequences displayed on a computer screen, beginning with 0 points displayed on the screen, and adding a point each time they meet the speed and accuracy criteria for earning points. The subject can earn up to 10 points in this condition. In B, they will begin with 10 points, but lose a point each time they do not meet the same accuracy and speed criteria. Points will be exchanged for money at the end of each session. |
|
| |