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Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Date of Award

Spring 2012

Document Type

Thesis

Degree Name

Master of Science (MS)

Department

Department of Learning, Technology and Leadership Education

Abstract

Maintaining employee motivation and engagement on the job is important to organizational productivity (Groen, Wouters, & Wilderom, 2011; Leoni, 2011; Vroom, 1964; Wolf & Zwick, 2008). This study investigated the impact of positive reinforcement strategies on increased job performance. The data was obtained from mid-career, non-supervisory individual contributor employees at a Virginia university Facilities Management department, using a quantitative survey. The employees were asked to reflect on their perception of their own job performance, as well as the type, amount, and frequency of feedback they received from their supervisors while on the job. The research found that positive reinforcement has minimal impact on job performance for this sample population. The study concluded that positive reinforcement is a minimally useful performance feedback tool for both supervisors and employees.

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