As the environment is dynamic, so is the behaviour. Behaviour of every people keeps changing. Different situations leads to different kind of behaviour. Same people shows different kind of behaviour in individual, different in group and different in organization.
As per Kurt Levin, Behaviour is the function of person and environment around him.
Mathematically, B = f (P, E)
Here,
P (Person) consists of two factors:
- Biographical Factors (like : age, sex, education, abilities, marital status )
- Psychological Factors (like: personality, perception, attitudes, values and learning)
Similarly,
E (environment) consists of Political, economic, Social, Cultural, Technological and Legal factors.
Since, both variables (person as well as environment) are dynamic so, any behavior is not permanent.
The theory of organizational behavior modification was basically derived from B.F. Skinner (American psychologist) Operant Conditioning Model. As per this theory, human behavior is the function of its consequences. In simple words, people learns to behave on the basis of the reinforcements (rewards) and punishments.
According to Moorhead and Griffin :
“Organizational behavior modification or OB Mod. Is the application of reinforcement theory to people in organizational settings. ”
According to S.P.Robbins :
“OB Mod. Is the application of reinforcement concepts to individuals in the work setting.”
Here, reinforcement means anything that the learner finds rewarding, increasing the intensity of response - that helps the behavior to repeat.
As per Moorhead and Griffin, the organizational Behavior modification consists of following steps:
1. Identify performance related behavioural events:
Under this step, managers needs to identify three kinds of activity. They are:
2. Measure : baseline the frequency of response :
Under this step, the baseline of frequency of response is found . It can be found by finding the frequency of identified behaviour under present conditions
3. Identify existing behavioural contingencies through functional analysis :
Under this step, behavioural contingencies are identified through A-B-C model of behaviour modification.
Here,
4. Develop intervention strategy:
Under this step, intervention strategy is used to make the desirable behaviour either strong or weak through proper reinforcement and punishment strategy. Here, environment variables are considered like:
5. Apply appropriate strategy:
Under this step, high level performances are made more rewarding through appropriate reinforcement principles:
6. Measure chart frequency of response after intervention:
Under this step, Modeling and Shaping are made. If the problem is solved then next step is initiated otherwise the steps are repeated again from step number 4.
As per Moorhead and Griffin, the organizational Behavior modification consists of following steps:
1. Identify performance related behavioural events:
Under this step, managers needs to identify three kinds of activity. They are:
- Behavioural events
- Performance and
- Organizational consequences.
2. Measure : baseline the frequency of response :
Under this step, the baseline of frequency of response is found . It can be found by finding the frequency of identified behaviour under present conditions
3. Identify existing behavioural contingencies through functional analysis :
Under this step, behavioural contingencies are identified through A-B-C model of behaviour modification.
Here,
- A stands for Antecedent (what happens before the behaviour?)
- B, stands for Behaviour (what the person says or does?)
- C, stands for Consequences (what happens after the behaviour?)
4. Develop intervention strategy:
Under this step, intervention strategy is used to make the desirable behaviour either strong or weak through proper reinforcement and punishment strategy. Here, environment variables are considered like:
- Structure,
- Technology
- Task,
- Process and
- Groups
5. Apply appropriate strategy:
Under this step, high level performances are made more rewarding through appropriate reinforcement principles:
- Positive reinforcement
- Negative reinforcement
- Extinction
- Punishment or
- Combination
6. Measure chart frequency of response after intervention:
Under this step, Modeling and Shaping are made. If the problem is solved then next step is initiated otherwise the steps are repeated again from step number 4.
7. Maintain desirable behaviour :
c. Improving the discipline of employee:
d. Minimizing the faults:
Behaviour of an individual is a continuous change process. Once the behaviour is understood, behaviour modification could be easily done. Behaviour modification helps us to understand the behaviour of human and helps to improvise the organizational performances.
Under this step, schedules of reinforcements are developed. They may be :
8. Evaluate for performance improvements :
This is the final step. Under this step, evaluation is done to make sure that- whether the intervention strategy that was applied earlier has actually made the performance improvement or not.
Therefore, behaviour modification is the application of behaviorist’s operant conditioning principle to individuals in the organization setting.
The application of it in respect to organization are :
a. Improving the productivity of employee:
- Continuous,
- Intermittent,
- Self-reinforcement etc.
8. Evaluate for performance improvements :
This is the final step. Under this step, evaluation is done to make sure that- whether the intervention strategy that was applied earlier has actually made the performance improvement or not.
Therefore, behaviour modification is the application of behaviorist’s operant conditioning principle to individuals in the organization setting.
The application of it in respect to organization are :
a. Improving the productivity of employee:
High level performances are made more rewarding through appropriate reinforcement principles that ultimately improves the productivity of the employees.
b. Reducing absenteeism:
b. Reducing absenteeism:
The appropriate reinforcement and punishment strategy makes employee motivated toward the job.
c. Improving the discipline of employee:
The intervention strategy is used to improve desirable behaviour and weaken undesirable behaviour. This helps to improve the discipline of the employees.
d. Minimizing the faults:
As the employees’ performance is improvised, faults are automatically minimized
e. Developing training programs:
Training programs could be given to the required employees for improvement of performance of the employees after knowing the evaluated performance improvement.
It is to be understood that, change of behaviour is influenced by stimulus and response.
It takes:
It is to be understood that, change of behaviour is influenced by stimulus and response.
It takes:
- Internal stimuli (like : personal characteristics, personality, emotions, values, beliefs, attitudes, ability ) and external stimuli (like: hearing, seeing, smelling, touching and tasting) as an inputs,
- Processes -physiological (biological factors), cognitive (perception and thinking ) and psychological processes (learning and motivation) and
- produces Output as - productivity, absenteeism, turnover, job satisfaction
- . Finally, Feedback is received. The type of feedback determines the nature of stimulus and response.
Behaviour of an individual is a continuous change process. Once the behaviour is understood, behaviour modification could be easily done. Behaviour modification helps us to understand the behaviour of human and helps to improvise the organizational performances.
