Two field experiments were conducted in the Business Information Technology Department of a major retail industry to analyze the impact of positive task performancer einforcers. The employees were divided into two broad groups - those performing complex tasks and those performing relatively simpler tasks. The first group was further divided into two subgroups, one being reinforced with money and paid leave and the other with feedback. Both the subgroups showed a significant improvement in performance behavior. However, feedback had a stronger effect on task performance even after the reinforcement was withdrawn. The second group of employees was allowed to choose reinforcers of their liking. Two simple techniques, a casual dress code and flexible working hours chosen by them, had a positive effect on their performance, which continued even after 6 months into the intervention. Besides, the procedure for the second group required no monetary or work-time loss to the employer. © 2006 Sage Publications.
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