Behavior Modification by B.F.
Skinner
Brief Introduction of the Proponent
Burrhus Frederic (B.F.) Skinner (1904–1990)
o An American psychologist, behaviorist, and social philosopher.
o He is best known for developing operant conditioning, a theory
explaining how behavior is shaped by consequences.
o His work led to the development of behavior modification, which
applies reinforcement and punishment to influence behavior.
o He believed that human behavior is shaped by environmental factors
rather than free will, emphasizing the role of reinforcement and
punishment in learning.
o He wrote several influential books, including Walden Two and Beyond
Freedom and Dignity, where he discussed the application of
behaviorism in society.
o His most notable contribution is operant conditioning, a theory
explaining how behaviors are strengthened or weakened based on
consequences.
Brief History of the Theory
Skinner built on earlier behaviorist theories, including Pavlov’s classical
conditioning and Watson’s behaviorism.
In the 1930s, he introduced operant conditioning, focusing on how
consequences (rewards or punishments) influence behavior.
He conducted experiments using the Skinner Box, training animals (rats,
pigeons) to perform tasks through reinforcement.
The theory was later applied in various fields, including education, business,
and therapy.
Explanation of the Components of the Theory and Workplace
Applications
B.F. Skinner’s Behavior Modification is based on Operant Conditioning, which
involves using consequences to shape behavior. The four main components of the
theory are Positive Reinforcement, Negative Reinforcement, Punishment,
and Extinction. These principles are widely used in workplaces to improve
productivity, motivation, and employee discipline.
POSITIVE REINFORCEMENT (Adding Rewards to Encourage Behavior)
o A method of strengthening desired behavior by presenting a positive
stimulus immediately after the behavior occurs.
o The reward acts as a motivating factor, increasing the likelihood of the
behavior being repeated.
o To increase the occurrence of a desired behavior by associating it with
positive outcomes.
Example: An employee who consistently meets deadlines
receives a monthly performance bonus. This motivates them to
continue working efficiently.
NEGATIVE REINFORCEMENT (Encouraging Behavior by Removing an
Unpleasant Stimulus)
o A method of strengthening desired behavior by removing an
unpleasant stimulus after the behavior occurs.
o Unlike punishment, which aims to decrease behavior, negative
reinforcement aims to increase behavior by taking away an
undesirable condition.
o To increase desirable behavior by eliminating an undesirable condition.
Example: A company reduces mandatory meetings for
employees who show efficiency in completing tasks, reinforcing
time management skills.
PUNISHMENT (Discouraging Behavior by Adding or Removing a Stimulus)
o A technique used to reduce or eliminate unwanted behavior by
introducing negative consequences or removing a positive stimulus.
o Unlike reinforcement, which aims to encourage behavior, punishment
aims to decrease behavior.
o To reduce the likelihood of a behavior occurring in the future.
Example 1 (Positive Punishment): An employee who frequently
violates dress code receives a formal written warning,
discouraging future violations.
Example 2 (Negative Punishment): An employee who fails to
meet monthly sales targets loses eligibility for performance
incentives, reducing unproductive behavior.
EXTINCTION (Eliminating Reinforcement to Reduce Behavior)
o A method of gradually reducing or eliminating an unwanted behavior
by removing reinforcement that previously encouraged it.
o This technique relies on the principle that behaviors that are no longer
rewarded or acknowledged will eventually disappear.
o To eliminate unwanted behavior by removing its reinforcement.
Example: Employees who frequently chat off-topic during
meetings are ignored by the manager instead of being engaged.
Over time, they stop because they no longer receive attention.
