mainly with how "behavior is shaped by its consequences (Katzell and Thompson, 1995)." It is based on the simple premise that effective behavior is to be positively reinforced in order to continue, and that poor performance should not be rewarded but in fact punished. Motivation by reinforcement allows a manager to focus on the present conditions, things that he can control. The theory adapts to the current behaviors and the current environment and does not dwell on the internal factors which can cloud decision making. Realistically, a manager can only control some of the conditions of the work environment (i.e. goal statements and incentive promises) and has no control over past conditions that could influence employee behavior. Also, an employer cannot anticipate how a subordinate will behave in the future. A manager’s main responsibility is to be aware of an employee’s previous experience which dictates performance in the present. Two characteristics of an employee which determine his response to conditions are his ability to learn and his "current repertoire or behavior, learned from prior experience (Miller, 1981)." To understand why motivation through reinforcement is a realistic and valid motivational technique, one must analyze these two factors. A manager must assess a person’s ability to learn before placing him on a job. He must analyze the amount and speed of learning a job, and relate that to his employees learning ability to see if that employee can handle the task. Also, a manager must assess the subordinates prior experiences and relate them to his ability to learn. Much of these assessments are best done within the hiring practices of a company to facilitate the manager’s assignment of tasks. After analysis of employee skills and experience, motivation becomes a function of this experience and the characteristics of the present conditions. Since it is the primary function of the manager to achie...
