The basis of this theory hinges on how individuals learn and the influence of trainees' motivation to learn. Behavior change cannot result from consequences alone, but must consider the effect that personal characteristics, their inputs and outputs, as well as feedback will have on motivation (Noe, 2010). Reinforcing particular behaviors in the initial stages of learning can become an incentive tool to act in certain conditions and, if applied regularly, can even become controlling. The effects of this mean that reactions are not oriented towards the desire to learn and progress but are due to past achievements, as well as future expectations, internal principles and self-efficacy (Kleinbeck, Quast, Thierry & Hacker, 1990). Therefore, this method of strengthening motivation in the workplace must consider when this method is suitable and when not. The use of behavior modification methods can help increase productivity and safety behaviors, as well as reduce absenteeism and time spent doing something (Redmond, 2010, in wiki). Additionally, reinforcement theory can motivate both individuals and group dynamics as it cultivates a sense of commitment and performance ethics within employees and teams. The benefit of working as a team requires everyone to work as a unit to obtain positive reinforcement, unlike the individual who focuses 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 based on what the organization believes is right to be rewarded for their efforts, and managers must let their employees know what they are doing wrong so they can learn from... amidst the paper... ...another school of thought, that of content theories. These “need” theories of motivation focus on internal factors as an explanation of motivation and include expectancy theory, Maslow's hierarchy of needs, Alderfer's EFG theory (existence, relatedness, and growth needs), and Herzberg's two-factor motivation (Advameg, 2011). To succeed in the workplace, employees must have the inner drive and passion for it. Because without this, no amount of external motivators will change their effectiveness (http://www.ineedmotivation.com/blog/2008/07/6-ways-to-motivate-yourself-at-work/). Understanding the importance of both learning and motivation perspectives is beneficial as it will ultimately promote greater success in the organization. Works Cited (Landy & Conte, 2010) (Noe, 2010). http://www.referenceforbusiness.com/management/Pr-Sa/Teoria-del-rinforzo.html