PART A A. Reinforcement Strategy are action to make a target behaviour more likely to occur in the future.The Reinforcement Strategy adopted by Jumbo’s boss initially was negative reinforcement which was not working and later changed to that of extinction. Negative Reinforcement occurs when something already present is removed or taken away as result of a behaviour. Thus, negative reinforcement encourages or increase behaviour. Extinction Strategy which was adopted later on by Jumbo’s Boss is said to be intentional or unintentional and it happens when you ignore an undesired behaviour. It is manifested by the fading of non-reinforced condition over time. Jumbo’s boss whiles adopting this strategy intentionally ignored him by laughing, nodding and even talked about how he enjoyed those pranks in his youthful days. PART B B. The initial strategy adopted by the boss which was Negative Reinforcement was not appropriate because this strategy increases behaviour but did not workout for the boss. This strategy gave the boss an experience on how to operate on the environment so as to receive desired consequence from that environment hence switching to Extinction Strategy .The Extinction Strategy which was also adopted was not appropriate. Both strategies adopted were not appropriate due to the following reasons; I. It did not increase Jumbo’s behaviour towards doing the right thing by adhering to the federal safety codes in driving. II. It did not have any negative impact on his position and his salary which was seen as the highest paid non supervisory job in the firm. III. It did not deter Jumbo’s colleagues from seeing something wrong with his unsafe driving habits by following his bad habits with laughter and even given special attention. PART C C.The Reinforcement Strategy I would have adopted to the situation would have been that of punishment. Punishment as a Reinforcement Strategy is referred to as any change that occurs after a behaviour that reduces the likelihood that that behaviour will occur again in future. Punishment always decreases the chance that a behaviour will occur. Punishment would have been effective in curbing Jumbo’s situation by implementing it immediately after Jumbo had exhibited unsafe driving habit which violates federal safety codes. The first form of punishment would have been the reduction in his salary as been the highest paid non supervisory job in the firm. Since employees are interested in earning a lot as salaries it will put him on his toes to do the right thing or to practice safe driving habit so as to enable him enjoy high salaries. The second punitive measure would be to provide him with a supervisor who would see to his daily operation. Jumbo’s work been non supervisory made him belief he had no one to be accountable to hence behaving in such a bad manner. Another punitive measure would be to demote him of his position as seeing himself to be in a high status. For him to be demoted of his position which he had earned over five and half year would put him on his toes to practice safe driving habit so as to retain his position. The last punitive measure would be to lay him off after all the above measures prove futile. In laying him off his other colleagues should be made in the known for reason for his laying off to deter anyone who gets to be in his position from following suite. In Conclusion, the above strategy which is Punishment will be very effective when it is consistently applied and also when it is applied immediately after a behaviour had occur. PART D D.The combined strategy of Positive Reinforcement and punishment will be useful to Wilidat organization in so many ways. The Positive Reinforcement will induce the staff especially Jumbo to adhere to right behaviour expected of them. It will also induce or serve as a form of motivation for the staff knowing that there is something for them if they adhere to good ethical behaviour or practices. Punishment on the other hand will prevent the staff from going contrary to the ethics and standards of Wilidat organization knowing that there are some sanctions to be meted out to them when they go contrary to the organizations standards and policies. The combination of Positive Reinforcement and punishment will be useful to Wilidat because staff will be motivated or induce to do the right thing because of the reward associated with Positive Reinforcement whiles the sanctions associated with punishment will serve as a deterrent to doing what is wrong. This in the long run will lead to high performance, high productivity and finally the attainment of organizational goals PART E Two differences between Punishment and Negative Reinforcement are: I. Negative Reinforcement increase behaviour whiles on the other hand decreases behaviour. II. Negative Reinforcement is more effective in the long term as a form of control whereas Punishment as a form of of control is effective when its immediately applied. PART F Law of Contingent Reinforcement states that a reward is delivered only when a desired behaviour occurs. Law of Immediate Reinforcement states that a reward is delivered as soon as possible after a desired behaviour has occurred. The relationship between both laws is that for both a reward is given only after a desired behaviour has occurred . With that of immediate reinforcement, time factor is considered, thus, the reward is given only when an agreed time frame is achieved which is as soon as possible whereas with that of Contingent Reinforcement, the reward is given for as long as the desired behaviour has been achieved without it been time bound. PART G Organizational Citizenship behaviour is when a person voluntarily commit himself or herself to the organization to the extent of going the extra mile by performing tasks which is not part of his or her contractual task. That is to say, employees dealing with actions and behaviour that are not required by workers and not critical to their task but of benefit to the team. For employees to exhibit organizational citizenship behaviour , a number of conditions must be met. Some of these conditions are: I. When employees see that they are all being treated fairly by their employers and the organization at large II. When there is job satisfaction on the part of employees and organisational commitment on the part of their employers. III. Supportive behaviour on the part of leaders enhances one’s willingness to help others at work. IV. The degree to which employees hold strong ethical values is another condition for organisational citizenship behaviour. V. One’s personality even though has little to do can still be a condition for an employee to practice organisational citizenship behaviour. Sometimes, an employee is naturally inclined based on his or her personality to practice organizational citizenship behaviour. Thus, one’s attitude and personality are all legitimate reasons why an employee would willingly help other colleagues at work. To begin , when employees recognize that they are being treated fairly by their employers and the organization within which which they work, it serve as a form of motivation for them to exhibit organizational citizenship behaviour. Employees are willing to go the extra mile in performing their duties and even offering a helping hand when they realized that they are all being treated fairly within the organization in which they operate. When employees are given what is fairly due each and every one, there is peace and harmony amongst them which makes them very loyal to the organization hence, exhibiting organizational citizenship behaviour. In addition, job satisfaction and organizational commitment are two biggest drivers for organizational citizenship behaviours. This can be made possible when an employee seek the work that he or she enjoys doing, working with people he or she enjoys working with hence giving him or her a high level of job satisfaction. When an employee is able to willingly say ‘’ I want to be here doing this important work with you’’. his or her organizational citizenship behaviour flourishes. When the organization is committed to its employees by offering supportive behaviours on the part of the leaders, it enhances employees willingness to help others at work. When leaders help their employees by encouraging a good working environment, employees are able to give their all in all, improving a healthy organization encouraging them to exhibit organization citizenship behaviour.
