Leader Rewards and Punishment Behavior
Brandon G. Jennings
April 12, 2014
Understanding leader reward and punishment behavior is something that needs to be understood at both the leader and follower levels. Leaders need to understand the significant impact that punishments and rewards given can have on an organization and its followers. The three most interesting aspects of chapter 7 involving punishment and reward behaviors were contingent, ineffective, and skills needed for rewards and punishment behaviors. (Howell, 2006)
Contingent leader reward and punishment behavior is an quality of the leadership system that needs to be followed consistently. Instilling in followers to understand that the reward or punishment they’re receiving is a direct reflection of their behavior is important in order to continuously increase performance or fix behavior deficiencies in the workplace. (Howell, 2006) Focusing followers on this system majority of the time will allow them to remain alert on the goals aligned in the organization, and what specific behaviors are acceptable. Leaders aligning themselves and followers with the code of conduct in the organization can enhance their abilities to lead because followers are pre-disciplined and leaders can focus on other tasks like goals needed to accomplish and direct the organization. (Howell, 2006) Staying consistent in rewarding followers who deserve merit and disciplining those who break rules are paramount for quality assurance, and can be the backbone to steady performance. This contingent system is perfect if used correctly in maintaining organizational structure and order.
Ineffective rewards and punishment is an area where leaders should strive to stay away from at all costs. The only way rewards and punishments are effective are when they cause a reaction from followers to enhance the great performance they’re displaying or correct conduct that’s frowned...
References: Howell, J.P. (2006). Understanding Behaviors for Effective Leadership.
New Jersey: Pearson Education.
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