The debate on whether punishments work better than rewards has been ongoing for centuries. Many people believe that offering a reward, such as praise or extra privileges, is the most effective way to encourage good behavior.

On the other hand, some people believe that punishment, such as taking away privileges, is more effective. This article takes the position that punishments work better than rewards, and argues why this is the case.

What Is Punishment?

Punishment is any consequence that decreases the likelihood of a behavior occurring again. In other words, if someone does something wrong, punishment is any consequence that will make them less likely to repeat their mistake.

What Is A Reward?

Rewards are any consequence that increases the likelihood of a behavior occurring again.

For example, if someone does something good, rewarding them with praise or an extra privilege will make them more likely to repeat their positive behavior in the future.

The Psychology Behind Punishments

When it comes to human behavior, punishments may be more effective than rewards. In psychology, this is known as the “loss aversion” principle. Essentially, people are more motivated to avoid something bad than they are to gain something good.

In other words, the fear of getting punished is a stronger incentive than the promise of a reward.

For example, if you tell a child that they can earn a dollar for every page they read, they may or may not be motivated to read more.

However, if you tell them that if they don’t read at least five pages a day, they won’t be allowed to watch TV, they will be much more motivated to read. The punishment of not being able to watch TV is a much stronger motivator than the promise of earning a reward.

When Rewards Fail

Rewards can sometimes backfire when used in an attempt to change behavior. For example, if an employee is promised a bonus if they meet certain performance metrics, they may only focus on the specific behaviors that will lead to getting the bonus.

If the employee is asked to do a task that is outside of their normal responsibilities, they may refuse because it does not directly contribute to getting the bonus.

Additionally, some rewards can undermine intrinsic motivation. Intrinsic motivation is the internal desire to do something because it is enjoyable or fulfilling. When people are rewarded for doing something, it can decrease their intrinsic motivation.

They may begin to see the task as something they only do for the reward, rather than something they enjoy doing for its own sake.

When Punishments Fail

While punishments may be more effective than rewards in some cases, they can also fail in their attempt to change behavior. This can happen when punishments are seen as unfair, overly harsh, or ineffective.

Unfair punishments can actually increase negative behavior.

For example, if a student is punished for being late to class due to the school bus being late, they may feel that the punishment is unfair and become more motivated to break the rules in the future.

Overly harsh punishments can also backfire. If a punishment is too severe for the behavior, it may make the person feel resentful or angry. This can result in negative emotions towards the punisher, rather than motivation to change their behavior.

Ineffective punishments may not actually decrease the likelihood of the behavior occurring again.

For example, if a child is punished for hitting their sibling, but the punishment is inconsistent or not severe enough to make an impact, the child may continue to hit their sibling in the future.

When Punishments Should Be Used

Punishments should be used when someone has engaged in behavior that is harmful, dangerous, or against the rules.

For example, if an employee violates workplace policies, punishment can be an effective way to deter them and others from engaging in such behavior in the future.

Punishments can also be used when someone has disobeyed an authority figure. Punishment can make it clear that certain behaviors will not be tolerated and can increase compliance in the future.

When Rewards Should Be Used

Rewards should be used when someone has engaged in behavior that is positive, helpful, or goes above and beyond what is expected.

For example, if an employee exceeds their performance metrics, offering them a bonus or special recognition can increase their motivation to continue to do well in the future.

Rewards can also be used to encourage behavior in situations where no rules are being broken.

For example, if a child is encouraged to study for a test, offering them a small reward like an extra hour of screen time after the test can motivate them to do their best.

The Bottom Line

While rewards and punishments can both be effective in changing behavior, punishments may be more effective in certain situations.

Punishments can be a stronger motivator than rewards because people are more motivated to avoid something bad than they are to gain something good. However, punishments can also backfire if they are seen as unfair, overly harsh, or ineffective.

Overall, punishments should be used when someone has engaged in harmful or dangerous behavior, while rewards should be used to encourage positive or helpful behavior.

By using both rewards and punishments when appropriate, individuals can effectively change behavior and achieve their goals.