2. Partial Re-inforcement Schedule

In partial re-enforcement every positive act of individual is not re-enforced (rewarded). In this schedule individual’s behaviour is re-enforced after a long gap and his accumulated

behaviour is rewarded. It has been observed that partial re-enforcement has a fair chance of individual behaving in a positive and desired manner because he feels that sooner or later his work would be recognised. Partial re-inforcement has a wide application in the organizations. 

A. Fixed Interval Schedule

The re-inforcement is related to the hygiene factors or administrative factors of the organization like salary, organizational policy, interpersonal relationship, status and the like. In the interval schedule the critical factor is time. As a manager, one has to apply reinforcement schedule on a fix interval of time. Daily wagers will look forward to get their salary at the end of the day and those on piece rate of payment would work hard to earn maximum. Fixed interval re-inforcement is not very effective. The re-inforcement is of temporary nature and does not motivate individuals on a long-term basis.

B. Variable Interval Re-enforcement

Variable interval reinforcement schedules are employed when desired behaviors are reinforced after varying periods of time. Examples of variable interval schedules would be special recognition for successful performance and promotions to higher-level positions. This reinforcement schedule appears to elicit desired behavioral change that is resistant to extinction. Variable interval re-enforcement schedule generates higher rate of responses and is more consistent.

C. Fixed Ratio Schedule

Fixed ratio schedule is related to administration of reward system after the individual accomplishes a particular volume of work. A worker is paid or a re-inforcement is administered after manufacturing of particular pieces of product under piece rate of payment. The individual works hard and displays a sense of devotion to his work because of the proposed reward for which a particular quantity has to be manufactured. The response level under fixed ratio schedule is higher than under an Interval ratio schedule.

D. Variable Ratio Schedule

Variable ratio is similar to fix ratio schedule except that in variable ratio, quantity is not fixed. Re-inforcement is awarded to an individual based on the situation to situation. For example a sales person may be awarded a higher commission on the sales he made irrespective of volume of sales. The incentive may also be given based on number of successful sales calls made by the sales person. Variable ratio schedule has been most effective to modify individual behaviour or ensure sustenance of a particular behaviour.

The method draws a very rapid and positive response at a desirable level. This type of reinforcement is considered to be very effective tool to obtain willing obedience of subordinates in a particular situation. The impact largely would depend upon the timings and volume of work performed by the individuals in the organization and the skill of the moderator.