美国论文代写-强化理论建立的基础 。强化理论被认为是建立在个体行为的基础上，并以结果的形式发挥作用。这是基于个人行为的。公司里的这些人必须对他们的每个职能都有某种形式的积极影响。动机的强化理论被发现忽视了个体的内心(Lundberg, Gudmundson和Andersson, 2009)。每个人都是不同的，公司必须有一个模式来激发个人天生的执行力。当员工被发现有积极行为时，公司必须有持续的积极回应。在这种情况下，立即表扬员工是必要的。这将增加杰出行为再次发生的可能性。奖励是基于正强化的。
The reinforcement theory is considered to be based on the individual behaviour and it functions as consequences. This is based on the individual behaviour. These individuals in the company must have some form of positive consequences for each one of their function. The reinforcement theory of motivation is found to overlook the internal mind of the individuals (Lundberg, Gudmundson and Andersson, 2009). Each individual is different and the companies must have a schema to bring out the innate enforcement of the individual. The company must have continual positive response when the individual is found to have positive behaviour. In this, immediate praising of the employees is necessary. This will be an increase in the probability of outstanding behaviour from occurring again. Rewards are based on a positive reinforcement. This is based on the actions of the company. Teaching must be fostered to the middle management of the company to increase productivity. The middle management of the company must create a nuanced teaching where a combination of tangible rewards and intangible rewards is a necessary. These reinforcements cannot only function in the individual level. Changes in the group dynamics is needed as well. The group dynamics of the company has been detailed in the following.
The nominal group technique is a viable alternative to the development of a newer group dynamics. The current trends are obviously not working (Rajaram and Pereira-Pasarin, 2010). The companies need to bring in changes. The technique was originally developed by the company. These steps to bring in the changes for the company are that division of the people into smaller groups of 5 members. The people need to be asked about an open-ended question (Steel and König, 2006). The company wants to collate the ideas and share them. The evaluation of the ideas is done based on conditions of anonymity. This is to develop a group dynamics. The advantage of this system is that open discussion and honest communication are made possible in this system (Hogg and van Knippenberg, 2003). The disadvantage of this system is that the opinions of the people can be constrained. The companies simply do not have the time to create lengthy changes. The companies must find ways to create cohesive platforms and ways to create solutions. These can be used initially by the company to develop a positive reinforcement of the groups. The company requirements are to be develop a schema with the available resources to create newer innovative solutions. This can showcase a fundamental shift in the ideology of the people.