The basis of this theory is how individuals learn and influences trainees' motivation to learn. Behavior change cannot simply result from consequences, but must take into account the effect that personal characteristics, their inputs and outputs, and feedback will have on motivation (Noe, 2010). Reinforcing particular behaviors during the early stages of learning can become an incentive tool to act under certain conditions and, if consistently applied, can even become a control tool. The effects of this mean that reactions are not oriented around the desire to learn and progress but are due to past results, as well as future expectations, internal principles and self-efficacy (Kleinbeck, Quast, Thierry & Hacker, 1990). Therefore, this method of strengthening work motivation must consider when this method is appropriate and when it is not. Using behavior modification methods can help increase productivity and safety behaviors, as well as reduce absenteeism and the time it takes to do something (Redmond, 2010, in wiki). Additionally, reinforcement theory can motivate both individual and group dynamics because it cultivates a sense of commitment and an ethic of performance within employees and teams. The benefit of working as a team requires everyone to work as a unit to gain positive reinforcement, as opposed to the individual focusing on self-care (http://www.teambuildingportal.com/articles/team- performance/reinforcement-method). However, there are several problems with reinforcement theory. Employees must change their behavior to match what the organization considers correct to be rewarded for their efforts, and managers must let their employees know what they are doing wrong so they can learn from the middle of paper ... ...a school of thought, that of content theories. These motivational "needs" theories focus on internal factors as an explanation for motivation and include expectancy theory, Maslow's hierarchy of needs, Alderfer's EFG theory (existence, relationship and growth needs ) and Herzberg’s two-factor theory of motivation (Advameg, 2011). To succeed in the workplace, employees must have inner motivation and passion. Without this, no external motivator will change their effectiveness (http://www.ineedmotivation.com/blog/2008/07/6-ways-to-motivate-yourself-at-work/). It is beneficial to consider the importance of learning and motivational perspectives, as this will ultimately promote greater success in the organization. Works cited (Landy & Conte, 2010) (Noe, 2010). http://www.referenceforbusiness.com/management/Pr-Sa/Reinforcement Theory.html