Final answer:
Reward processes are based on effort and compensation. Tangible and intangible rewards affect intrinsic motivation differently, and primary and secondary reinforcers are key to understanding reward systems.
Step-by-step explanation:
Reward appears to be composed of two distinguishable processes, which are effort and compensation. Effort implies that people should be rewarded according to the effort they expend in their work activity. Compensation, on the other hand, suggests that individuals should be rewarded in accordance to the costs they incur in their work activity. These processes are part of the complex dynamics of reward systems which can be understood better through the lens of both intrinsic and extrinsic motivation.
When we consider the impact of tangible rewards like money, they can have different effects on a person's intrinsic motivation compared to intangible rewards such as praise. Moreover, the expectation of rewards plays a crucial role; when rewards are expected, they tend to reduce intrinsic motivation, whereas unexpected rewards might not have this effect. These nuances are essential in fields like education, where rewards are used to reinforce learning.
Additionally, reward systems can be analyzed through the concept of primary and secondary reinforcers. Primary reinforcers, like food, have a direct relation to satisfying a need, while secondary reinforcers, such as money or verbal praise, are conditioned to be rewarding through their association with the primary reinforcers. Both types of reinforcement are used to influence behaviors, as demonstrated in classic operant conditioning experiments by B.F. Skinner and later research by psychologists such as H.C. Blodgett.