Lecture 4

Schedules of Reinforcements
Continuous Reinforcement
A desired behavior is reinforced each time it is demonstrated.

Intermittent Reinforcement
A desired behavior is reinforced often enough to make the behavior worth repeating but not
every time it is demonstrated

Fixed-Interval Schedule
Rewards are spaced at uniform time intervals.

Variable-Interval Schedule
Rewards are initiated after a fixed or constant number of responses.

Attitudes

Attitudes reflect how one feels about something

A settled way of thinking or feeling, typically reflected in a person's behavior

A positive or negative evaluation of people, objects, event, activities, ideas, or just about anything in
your environment

A person's perspective towards a specified target and way of saying and doing things

Components of Attitudes
Cognitive component (evaluation)
The opinion or belief segment of an attitude. E.g. My boss promoted a coworker who deserves
less than me. My boss is unfair.

Affective Component (feeling)

The emotional or feeling segment of an attitude. E.g. I dislike my boss.

Behavioral Component (action)

An intention to behave in a certain way toward someone or something. E.g. I am looking for
some other work. I have complained about my boss to anyone who would listen.

All of the three points to a negative or a positive attitude towards someone.

Major Job Attitudes

• Job Satisfaction
• Job Involvement
 o Job Involvement refers to the psychological and emotional extent to which someone
participates in his/her work, profession, and company. Showing up to work on time is
half the battle. Top performers are engaged in their work and have high job
involvement.
• Psychological Empowerment
o From a psychological empowerment perspective, Spreitzer (1995) refers to four
personal psychological determinants that might affect organisational behaviour –
namely, meaning, competence, self-determination and impact.
• Organization Commitment
o An individual's psychological attachment to the organization.
• Perceived Organizational Support
• Employee Engagement
o Employee engagement is the extent to which employees feel passionate about their
jobs, are committed to the organization, and put discretionary effort into their work.

Causes of Job Satisfaction

How Satisfied Are People in Their Jobs?
– Work it-self
– Pay
– Advancement opportunities
– Supervision
– Co-workers
– Subordinates
– Trainings
– Etc

How employees can express dissatisfaction

Voice (Active Constructive)
Active and constructive attempts to improve conditions.

Exit (Active Distructive)

Behavior directed toward leaving the organization.

Loyalty (Passive Constructive)

Passively waiting for conditions to improve.

Neglect (Passive Distructive)

Allowing conditions to worsen.

Response to Job Dissatisfaction