Transcript lecture 9 - cda college

Organizational Behavior
Modification
OBM
Organizational
Behavior Modification Theory: A
motivational theory suggesting that
an individual will behave in a
manner that helps him or her avoid
potential negative outcomes and
achieve agreeable outcomes.
Steps of OBM
 Identify the behavior to be learned (Should be
observable, objective, and countable. Identify
behaviors that make an impact on employees’
performance)
 Measure the frequency of the behavior (Provides a
baseline of current performance, how many times
the behavior occurs)
Steps of OBM
 Perform a functional analysis (Current antecedents to and
consequences for behavior)
 Develop and apply a strategy (Taken directly from operant
conditioning principles, strengthen desirable behaviors
and weaken undesirable ones)
 Assesses revised performance (check final result and
identify differences occurred.)
OBM
 The principles of behavior modification use the
conditioning process to develop new habits and
eliminate old ones. Positive and negative
reinforcements are the tools used throughout this
process.
 The reinforcements can be rewards such as money,
social approval and responsibility. Managers
determine organizational goals and the types and
timing of reinforcement that can be applied to
employees’ behaviors.
Behavioral Self Management
 Self-management is a
strategy in which someone
keeps track of his/her own
behavior, either for the
purpose of increasing a
positive behavior or skill or
for the purpose of
decreasing a problem
behavior. Self-management
is a valuable intervention
because it empowers the
person to monitor and
change his/her own
behavior.
OBM in Perspective
 The emphasis in a behavior modification perspective
(BMP) of learning is on a set of intervention
techniques designed to influence the behavior of
individuals. That is, focus is placed on how
environmental events (stimuli, reinforcements, and
the like) can be modified to bring about changes in the
way people act.
Techniques
Managers have many ways of reinforcing good
employee performance through incentive plans, wages,
bonuses, disciplinary procedures, and at last resort the
threat of termination as behavior change techniques.
Feedback is key in changing employee behavior,
particularly if it is explicit and non-threatening.
However, the consequences of behavior also affect
behavior change. Incentive rewards and recognition
have been shown to promote positive behavior change,
while disciplinary actions and threats of termination
tend to cause their own problems.
Positive Reinforcement
 The best way to improve performance is to reward the
employee. You must discover how the employee reacts
to different types of rewards, for example often, during
periods of corporate change, employees feel
vulnerable. They worry about losing their jobs as
needs in the company shift to different goals. Career
counseling and training are helpful in maintaining
good morale by showing employees they are valued.
Change Behavior
 Modifying the behavior of the entire organization
involves gathering information from the front-line
managers and employees. Recognition in the form of
promotion, awards and specialized training can keep
the front-line people enthusiastic about their key role
in helping the company maintain competitive edge.