The term “consequence” is often used around young children with a negative connotation. A parent might tell their child that if they do a particular act, they will experience a particularly negative action or consequence. In adulthood, consequences can be used to reinforce or discourage particular behaviors in both every day and workplace situations. In fact, it is through encouraging (E) and discouraging (D), immediate (I), highly important (H), and likely (L) consequences, that behaviors can be changed throughout a lifetime; in other words, a combination of EIHL and DIHL consequences work best to change individual behavior. This theory will be demonstrated using a situation involving the Portersville Christian School Women’s Varsity Basketball
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According to Leslie Braksick, Ph.D., “if there are more Encouragers than Discouragers, the person is probably going to do the same behavior again. On the other hand, more Discouragers than Encouragers means the person will probably stop doing the behavior” (loc 1267). An equal balance must exist. Good behaviors should be encouraged while bad behaviors are discouraged. When enacting change in an organization, leaders should make the undesired behavior harder to do, while the desired behavior comes more attainable. A combination of EIHL and DIHL consequences ensures that behaviors are most effectively altered. After all, these consequences promote the desired behavior and demote the undesirable behavior with immediate, highly important, and likely …show more content…
In addition, whenever the last person was finally on the court, how ever many minutes late they were, the entire team had to stay that many more minutes after the originally scheduled end time. This made it so that the team was together for two hours every practice, regardless of what time the last member arrived on court. The consequence happened every single time a member was late so that the team understood the consequence was likely to happen and very seriously enforced. On the contrary, when all members arrived to practice on time, they were immediately rewarded with free Gatorade drinks, snacks, and two very happy coaches. After all, the coaches discouraged the undesired behavior and enabled the desirable one by using discouraging and encouraging
According to Leslie Braksick, Ph.D., “if there are more Encouragers than Discouragers, the person is probably going to do the same behavior again. On the other hand, more Discouragers than Encouragers means the person will probably stop doing the behavior” (loc 1267). An equal balance must exist. Good behaviors should be encouraged while bad behaviors are discouraged. When enacting change in an organization, leaders should make the undesired behavior harder to do, while the desired behavior comes more attainable. A combination of EIHL and DIHL consequences ensures that behaviors are most effectively altered. After all, these consequences promote the desired behavior and demote the undesirable behavior with immediate, highly important, and likely …show more content…
In addition, whenever the last person was finally on the court, how ever many minutes late they were, the entire team had to stay that many more minutes after the originally scheduled end time. This made it so that the team was together for two hours every practice, regardless of what time the last member arrived on court. The consequence happened every single time a member was late so that the team understood the consequence was likely to happen and very seriously enforced. On the contrary, when all members arrived to practice on time, they were immediately rewarded with free Gatorade drinks, snacks, and two very happy coaches. After all, the coaches discouraged the undesired behavior and enabled the desirable one by using discouraging and encouraging