In your reflection paper for this module, put together a potential reinforcer array that you could use in an organizational setting. Include at least 10 items/experiences that you would include, and keep the budget below ~$20 for each. Why did you select these items/experiences? What variables discussed in this week’s lecture did you take into consideration when making these selections?

• Read the Daniels and Bailey textbook, chapter 14.
• Read “A systematic review of research evaluating the use of preference assessment methodology in the workplace”, by Simonian et al. (2020)
• Read “Changing less preferred duties to more preferred: A potential strategy for improving supervisor work enjoyment”, by Green et al. (2008)
• Read “Job satisfaction: The management tool and leadership responsibility”, by Hantula (2015)

250 words, References in APA 7th edition, at least one reference outside the assignment readings.

SOLUTION 

Reflection Paper: Reinforcer Array in the Workplace

Creating a reinforcer array tailored to an organizational setting requires aligning low-cost items or experiences with employee preferences while considering principles of behavioral reinforcement. Based on Daniels and Bailey (2014), reinforcement is only effective if it increases the future likelihood of the desired behavior. Therefore, employee input is essential in building a meaningful array. Additionally, Simonian et al. (2020) emphasized the use of preference assessments in workplaces to ensure selected reinforcers are effective and ethically applied.

Below is a reinforcer array (under $20 each) for a professional office setting:

1. $10 coffee shop gift card

2. Extra 30-minute break

3. Work-from-home pass (1 day)

4. Movie ticket voucher

5. Company-branded merchandise (e.g., T-shirt, mug)

6. Desk plant

7. Access to a preferred task for one day

8. Catered team lunch

9. Priority parking for a day

10. “Leave an hour early” pass

These reinforcers were selected to include both tangible items and experiential rewards, taking into account individualization, immediacy, and value to the employee—key variables discussed in this module. Green et al. (2008) also suggest that changing tasks to more preferred duties can be reinforcing in itself, which is why “access to a preferred task” is included.

According to Hantula (2015), job satisfaction significantly contributes to performance and retention, and reinforcing enjoyable work experiences is a vital managerial strategy. Additionally, cultural and personal values, accessibility, and visibility of reinforcers were considered, aligning with the literature’s emphasis on ethical, effective reinforcement strategies.

References

Daniels, A. C., & Bailey, J. S. (2014). Performance management: Changing behavior that drives organizational effectiveness (5th ed.). Atlanta, GA: Aubrey Daniels International.

Green, C. W., Reid, D. H., Perkins, C. J., Gardner, S. M., & Zane, T. (2008). Changing less preferred duties to more preferred: A potential strategy for improving supervisor work enjoyment. Journal of Organizational Behavior Management, 28(3), 220–230. Reflection Paper: Reinforcer Array in the Workplace appeared first on Skilled Papers.