Do you agree or disagree with the below thoughts? Is there anything you would be able to express more elaboration on? Cite your professional references.

Adult learning theories are important to understand and recognize to apply principles of adult learning to training. As SHRM pointed out, there are various characteristics of adult learners such as high motivation to learn, resistant to change, self-initiated, and learners that draw on a past experience in learning therefore trainers must adapt to learning styles, so the training is effective. Reinforcement Learning Theory is a theory that suggests people are motivated to perform or avoid certain behaviors because of experience based on that behavior which includes positive reinforcement, negative reinforcement, and extinction. Positive reinforcement such as praise, and rewards can contribute to employees feeling appreciated and encouraged which then can lead to happiness and productivity. Negative enforcement is the idea that negative consequences can be avoided as long as you take some type of action to avoid it such getting a vaccine to avoid getting sick. In addition, reinforcement through punishment can also influence employee behavior and performance such as an employee who receives discipline for coming in late too many times. Lastly, extinction is the removal of positive reinforcement when you no longer wish or need to encourage the behavior such as when a business rewards new customers with a discount code and then suddenly discontinue this incentive because the strategy of the discounts was not helping with getting new customers. Reinforcement theory can help employees correct and make changes in their behavior. I would recommend using the Reinforcement Learning Theory to improve employee comprehension and performance because it is a crucial employee motivator. In an academic setting this theory to guide the development of Strategic Training and Development seems to be most fitting as research has shown that teachers need to feel valued and appreciated. Motivated teachers are more productive and more effective. Leaders must recognize when to reward, punish, or ignore behaviors in an effort to boost motivation to have the desired learning outcomes. Public recognition/praise and highlighting achievements are great incentives to increase motivation. On the other hand, fear of failure or public embarrassment is another driving motivator.

Learning Objectives

Learning objectives are important to assess the performance improvement outcomes from using positive reinforcement theory strategy. You want to make sure a culture is created that is more goal-oriented and more on task. You also want to boost morale and increase staff engagement with this strategy.Lastly, it this theory can help build employee confidence. According to McQuerry, L. (2019), it is important to consider these steps when using reinforcement theory as motivational tool for my employees.

1. Ask employees what motivates them which can help tailor my management style and help successfully implement reinforcement strategies.

2. Pay attention to how employees respond to criticism or critique such as when they are reprimanded, do they step up their performance or withdraw.

3. Conduct exit interviews when employees leave the organization and ask about motivation to receive more honest feedback.

References

McQuerry, L. (2019). Reinforcement Theory in the Workplace. Workplace Etiquette. CHRON Newsletter.

Rei, J. (2021) How managers are using reinforcement theory to motivate employees. The People Development Magazine.

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