行为理论的核心：行为强化理论

行为理论的核心：行为强化理论( 1）依据强化的目的，强化可分为四种类型:正强化、负强化、惩罚和自然消退。前两种可以增强或保持行为，后两种则会削弱或减少行为。正强化是指通过出现积极的、令人愉快的结果而使某种行为得到加强。负强化是指预先告知某种不符合要求的行为或不良绩效可能引起的后果，引导职工按要求行事，以此来回避令人不愉快的处境。惩罚是指对令人不快或不希望的行为给予处罚，以减少或削弱该行为。自然消退是指通过不提供个人所期望的结果来减少某行为的发生。(二)强化的分类强化，在本质上讲是对某一行为的肯定或否定的结果，其在一定程度上会决定该行为在今后是否重复发生。（1） Meaning of reinforcementReinforcement in essence is the result of the affirmation or negation of a certain behavior which to so

美国心理学家斯金纳在其《有机体的行为》《科学和人的行为》②等书中，提出了操作性条件反射学说。行为强化激励理论是操作性条件反射学说的核心。该理论认为，人们出于某种动机 会采取一定的行为作用于环境;当这种行为的结果对人们有利时，这种行为就会在以后重复出现;反之，当这种行为的结果对人们不利时，这种行为就会减少或消失。因此，行为的结果会对人的动机产生很大影响，从而使行为在后续得以增加、减少或消失。

Skinner an American psychologist put forward the theory of operational conditioned reflex in his books such as the behavior of organisms and science and human behavior. The theory of behavior reinforcement motivation is the core of the theory of operational conditioned reflex. The theory holds that people will take certain actions to act on the environment for a certain motive; When the result of this behavior is beneficial to people this behavior will repeat in the future; On the contrary when the result of this behavior is unfavorable to people this behavior will decrease or disappear. Therefore the results of behavior will have a great impact on people's motivation so that the behavior can be increased reduced or disappeared in the follow-up.

(一）强化的含义

强化，在本质上讲是对某一行为的肯定或否定的结果，其在一定程度上会决定该行为在今后是否重复发生。

（1） Meaning of reinforcement

Reinforcement in essence is the result of the affirmation or negation of a certain behavior which to some extent will determine whether the behavior will be repeated in the future.

(二)强化的分类

( 1）依据强化的目的，强化可分为四种类型:正强化、负强化、惩罚和自然消退。前两种可以增强或保持行为，后两种则会削弱或减少行为。正强化是指通过出现积极的、令人愉快的结果而使某种行为得到加强。负强化是指预先告知某种不符合要求的行为或不良绩效可能引起的后果，引导职工按要求行事，以此来回避令人不愉快的处境。惩罚是指对令人不快或不希望的行为给予处罚，以减少或削弱该行为。自然消退是指通过不提供个人所期望的结果来减少某行为的发生。

(2）依据强化的方式，强化可分为连续强化和间断强化。连续强化是指对每个行为都给予强化。间断强化是指并非对所有行为都进行强化，具体又有几种不同的间断强化类型，如固定比率的强化、可变比率的强化、固定时间间隔的强化、可变时间间隔的强化等。

2） Enhanced classification

(1) according to the purpose of reinforcement reinforcement can be divided into four types: positive reinforcement negative reinforcement punishment and natural regression. The first two can enhance or maintain behavior while the latter two can weaken or reduce behavior. Positive reinforcement refers to the reinforcement of a certain behavior through the occurrence of positive and pleasant results. Negative reinforcement refers to informing in advance of the possible consequences of a non-conforming behavior or poor performance and guiding employees to act according to the requirements so as to avoid an unpleasant situation. Punishment refers to punishing an unpleasant or undesirable behavior to reduce or weaken the behavior. Natural regression refers to reducing the occurrence of a behavior by not providing the desired results.

(2) According to the way of strengthening strengthening can be divided into continuous strengthening and intermittent strengthening. Continuous reinforcement refers to the reinforcement of each behavior. Intermittent reinforcement means that not all behaviors are reinforced. There are several different types of intermittent reinforcement such as fixed ratio reinforcement variable ratio reinforcement fixed time interval reinforcement variable time interval reinforcement etc.

(三）应用强化的原则

第一，要按照强化对象的不同需要采取不同的强化措施。由于人们的需要不同，对一些人有效的强化，对另一些人则不一定有效。第二，对所期望取得的工作业绩应予以明确的规定和表述。只有行为的业绩明确而具体，组织才能衡量和给付报酬。第三，对工作业绩予以及时的反馈，即通过某种形式和途径，及时将工作结果告诉行动者。

（3） Apply the principle of reinforcement

First different strengthening measures should be taken according to the different needs of the strengthened objects. Because people have different needs effective reinforcement for some people may not be effective for others. Second the expected performance should be clearly defined and stated. Only when the performance of the behavior is clear and specific can the organization measure and pay compensation. Third give timely feedback on work performance that is timely inform the actors of work results through some form and way.

强化理论揭示了行为塑造与修正的客观规律，当前被广泛应用于组织对员工工作行为的修正和改造。但该理论过于强调对人的行为的限制和控制，而忽视了人的内在心理过程和状态。并且该理论只讨论外部因素或环境刺激对行为的影响，忽略人的因素和主观能动性对环境的反作用。

上述关于激励的各种理论突出了激励各环节的侧重。在管理实践中，孤立地看待和应用它们都是错误的做法。因此，组织管理者在依据激励理论处理激励实务时，应该结合组织的特点和员工的需求，灵活地运用上述各种激励理论。

Reinforcement theory reveals the objective law of behavior shaping and modification which is currently widely used in organizations to modify and transform employees' work behavior. However this theory overemphasizes the restriction and control of people's behavior and ignores people's internal psychological process and state. And the theory only discusses the influence of external factors or environmental stimuli on behavior ignoring the reaction of human factors and subjective initiative on the environment.

The above-mentioned theories on motivation highlight the emphasis on each link of motivation. In management practice it is wrong to treat and apply them in isolation. Therefore when the organizational managers deal with the incentive practice according to the incentive theory they should flexibly use the above incentive theories in combination with the characteristics of the organization and the needs of employees.

本文由learningyard新学苑原创，如有侵权请联系沟通~

素材来源于《管理学》 高等教育出版社

图片来源于百度

翻译来源于谷歌翻译‍