Element 4: Application of Effective Consequences
Positive Punishment
Positive punishment is responding with an unpleasant consequence after an unsafe behavior to reduce the likelihood of that behavior happening again. Characteristics of positive punishment include the following:
- Someone responds with an unpleasant consequence after an undesirable behavior.
- The goals is to decrease the likelihood of the behavior repeating.
- It can be immediate or delayed, but is most effective when immediate.
- It should be proportional to the behavior to avoid excessive punishment.
- It often involves reprimands, fines, or additional tasks.
- An employee doesn't wear the required safety equipment, so the supervisor issues a formal warning or assigns extra duties as a consequence.
- A supervisor might yell at a worker for violating safety rules. The response is considered positive because the supervisor does something. It's considered punishment because the worker sees the response as negative.
- An employee who repeatedly fails to wear appropriate PPE is required to attend additional safety training sessions.
- An employee who disregards safety warnings is given a less desirable work schedule as a consequence.
Negative Punishment
Negative punishment happens when an employee behavior results in taking something away that is thought to be positive. Supervisors hope that by withholding positive recognition, the likelihood of unsafe behaviors continuing will decrease. Characteristics of negative punishment include the following:
- It removes a desirable element or privilege following undesirable behavior.
- The intent is to reduce the frequency of the behavior.
- It should be directly related to the behavior for clearer understanding.
- Examples include a loss of rewards, privileges, or positive reinforcements.
- An employee is caught not following safety procedures. As a result, they are excluded from a desirable project or lose access to certain workplace privileges.
- An employee who violates safety procedures loses their eligibility for the monthly performance bonus.
- An employee who is frequently careless with safety practices is taken off a prestigious project and assigned routine tasks instead.
These examples illustrate how different reinforcement and punishment strategies can be used to promote safe behaviors and deter unsafe practices in the workplace. The goal is to create a safer work environment where safety rules are followed and accidents are minimized.
Why Recognition Programs Fail
A safety recognition program that rewards a single employee for being the first, best, or most improved, can simultaneously deliver positive reinforcement and negative punishment. The employee who receives recognition or a reward experiences positive reinforcement and is seen as "the winner." Meanwhile, the rest of the workforce may likely view themselves as "the losers," even if their performance meets or surpasses expectations. Since they aren't acknowledged, these employees may feel a sense of negative punishment, not for inadequate performance, but simply because they weren't the top performer.
The Solution
Recognition programs should be based on specific criteria so that anyone who meets or surpasses these criteria can be acknowledged and rewarded. This approach aims to foster a culture where numerous individuals are recognized and rewarded, rather than just one. The ultimate objective is to have multiple winners who consistently meet or exceed expectations.
Knowledge Check Choose the best answer for the question.
2-9. Recognition programs that reward an employee for being first, best, or most improved are less effective because _____.
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