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The employees will alter their behavior accordingly, depending on which behavior they feel will have the most positive outcome.
Clearly the correct course of action for the company is to amend the reinforcement mechanisms. This can be done either through positive reinforcement or negative. Passing the course is mandatory, but passing the first time could receive a reward. The company could also reduce the benefit of taking the course. It probably will need to be paid time, but the company could avoid running the course at a nice hotel, instead using normal meeting rooms that do not convey any sense of reward. Make the course as horrible as possible so that employees will want to pass it as quickly as possible.
As well, the company could use negative reinforcement mechanisms. Employees could be punished for failing to pass the course the first time. There are legal limits as to what this punishment could look like, but promotions and raises could be withheld pending passing the course. Alternately, the employee could have a negative...
Currently the employees are not motivated to pass the course, which means that the employer is not getting what it wants out of the course. Thus, the employer needs to make changes to the reinforcement system in order to change employee behavior.
Works Cited:
Glass, M. (2010). How can managers use reinforcement theory to motivate employees? Houston Chronicle. Retrieved September 26, 2011 from http://smallbusiness.chron.com/can-managers-use-reinforcement-theory-motivate-employees-18559.html
Mathibe, I. (2010). Expectancy theory and its implications for employee motivation. Academic Leadership: The Online Journal. Vol. 6 (3) Retrieved September 26, 2011 from http://www.academicleadership.org/article/expectancy-theory-and-its-implications-for-employee-motivation
Works Cited:
Glass, M. (2010). How can managers use reinforcement theory to motivate employees? Houston Chronicle. Retrieved September 26, 2011 from http://smallbusiness.chron.com/can-managers-use-reinforcement-theory-motivate-employees-18559.html
Mathibe, I. (2010). Expectancy theory and its implications for employee motivation. Academic Leadership: The Online Journal. Vol. 6 (3) Retrieved September 26, 2011 from http://www.academicleadership.org/article/expectancy-theory-and-its-implications-for-employee-motivation
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