The expectations regarding the relationship between leader reward and punishment behaviors and group cohesiveness, drive, and productivity are based on what two basic assumptions?
The relationship between the leader reward and punishment behaviors and group cohesiveness, drive, and productivity are studied and understood in different setting and outcomes. The employee’s productivity and their satisfaction with the organization and the leaders are based on two factors- the reward management system and the punishment system. The punishment system is understood in terms of the employee’s ability to understand and their knowledge regarding the possibility of failures if the employees are unable to achieve the set targets or their actions lead them to the breach of policies, rules and standards. The reward management behavior includes the ability of the leader to assess what are the required rewards that will perfectly influence and motivate the employees to do better and achieve their targets on time. There are various assumptions leading the relationship between reward and punishment behaviors and group cohesiveness, drive, and productivity. The first assumption discussed hers attest that the leaders understanding to the reward and punishment behaviors attached with the employees determines the success of the employees and the use of either rewards or punishments. The second assumptions states that the leader’s ability to successfully determine the reward and punishment behaviors determines the group understanding of the rewards and punishment and the standards that will help them create positive outcomes. When the punishment and rewards are directed at the group ability to show high productivity and have cohesiveness, the outcomes of the groups determine how they perceive the rewards structure and the punishment rules and how it affects their ability and urge to perform better.