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Peter Honey

Peter Honey

20 Jan 2009 | 12:17

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Isn’t it sad that in this topsy-turvy life our behaviour is punished more often than it is rewarded? Here is a terrible admission: I often park for a short time on double yellow lines (never in disabled spaces, promise), risking a fine rather than parking where I should, in the multi-storey car park my council have carefully provided. I have an excuse, of course. The “proper” parking place is not near where I want to be and costs money each time I go there. By contrast, the double yellow lines are close to where I want to be and I get a parking fine only about once every three years. Frankly, it would be more expensive and less convenient to do the right thing.

All is not lost. I have thought of a way to cure my anti-social behaviour. I need to be rewarded for parking in the “proper” place more often than I am punished for parking in the “wrong” place.

Research shows (always be wary of these two words) that there are only four ways to modify people’s behaviour: positive reinforcement, negative reinforcement, punishment and extinction. That’s it. There is nothing else, unless you start using combinations. The first two increase a type of behaviour and the last two decrease it. This is why I think my parking in the “proper” place should be reinforced and my parking in the “wrong” place should be punished.

Now, I realise this is absurd. Either the council would have to pay me to park in the “proper” place (imagine parking wardens shelling out money) or fine me more often (much more often) for parking in the “wrong” place.

The simple fact is that it is administratively far more convenient to catch people doing things wrong and punish them than to catch people doing things right and reward them. Yet rewarded behaviour is far more robust than punished behaviour. Punishment tends to suppress the behaviour in question, but it eagerly resurfaces as soon as the punishment ceases or the punisher’s back is turned.

Actually, intermittent reinforcement (ie, not every time, but often enough to be encouraging) is even better than constant reinforcement. Gambling thrives on intermittent reinforcement. There would be no gamblers if a) they won every time or b) they never won.

So, the answer is intermittently to reward people far more often than you punish them. The late Quentin Crisp asked: “Who would you be if there was neither praise nor blame?” I have always thought this a profound question – so profound that I have no answer, except that I am sure I wouldn’t be the same person.

Comments

1. At 15:28 on 20 Jan 2009, Andy wrote:

Peter, I’m surprised at you! Your most apt advice about being wary of the words “research shows” seems to have eluded even you in this very article. You make some prognoses about rewards, punishment and behaviour change and yet fail to provide any references to the research you claim show this to be true. If this is to be a serious article, as no doubt you wish this to be, the readers are at least entitled to know where to locate the research quoted, so that should they so wish, they can pursue it further and check what the research was; what formed the theoretical basis for this; when, where and how the research was undertaken; what other theories were considered; who the researchers were; where was the research and findings reported; did the research actually show this; how the findings were validated and what critical analysis was undertaken by other researchers, etc.
If, as it seems from the article, you believe all this stuff, you appear to be or are a keen supporter of popular behaviourism in the direct intellectual lineage of Watson and Skinner! Being similarly indoctrinated for so many of my 52 years from childhood through adulthood into the world of work and the realms of HR and organisational and employee behaviour, I have recently begun to question this received wisdom and ask fundamental questions such as ‘show me the evidence’. You may or may not be surprised to learn that rarely can any evidence be provided, so I am now most definitely wary of the statement 'research shows'! I have begun to read extensively on the topics of behaviourism, rewards and punishment and I have yet to encounter any evidence whatsoever (except a couple that are so weak as to be statistically insignificant) as to the efficacy of either carrots, sticks, reinforcements or punishments - I guess with the exception of extinction, which would indeed alter behaviour as the subject would be dead! If you have not already done so, please read or reread ‘Punished by Rewards’ by Alfie Kohn, where I think he does a very effective debunking of popular behaviourism with regards to rewards and punishment as espoused in many other ‘research shows’ texts.
From my own and the experience of many others working in the area of systems thinking and organisational change, I have gradually come to the conclusion and am also no longer convinced by the arguments for contingent or performance related pay, which is a classic application of popular behaviourism to the area of motivation, pay and rewards.
The recent exclusive news article in PM (15 Jan) about Carphone Warehouse should be sounding all sorts of alarm bells within the HR community, and yet I suspect it will pass everyone by. Unless all the relevant and possibly contradictory research into performance and behaviour change are re-considered in much detail and new research undertaken, the key CIPD research project ‘Shaping the Future’ will simply regurgitate and reinforce popular behaviourism as evident fact and convince HR practitioners that rewards and punishments work. If this be the case, why are so many organisations tending to veer away from this approach – they undertook their own research, learnt from it and changed. Like all systems thinking, it's counter-intuitive and it simply works!
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2. At 22:07 on 20 Jan 2009, Mark Walsh wrote:

Hi Peter,

"Research shows (always be wary of these two words) that there are only four ways to modify people’s behaviour: positive reinforcement, negative reinforcement, punishment and extinction."

This research was done on rats on the 50's.
Humans are more than a little different. Alfie Cohen's book Punished By Rewards for example shows how people react to both praise and blame in the workplace.

Non Violent Communication is a system without praise and blame that my colleagues and myself use. I love it - it's a different world.

All the best,
Mark Walsh

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