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    Behavioral Performance Management

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    nureenbano
    The document discusses behavioral performance management and outlines a 5 step process for modifying problematic employee behaviors: 1) Identifying critical behaviors, 2) Measuring behaviors, 3) Analyzing antecedents and consequences of behaviors, 4) Developing intervention strategies like reinforcement or punishment, and 5) Evaluating the effectiveness of interventions using a model that assesses reaction, learning, behavior changes, and performance improvement. Key aspects of behavioral modification covered include reinforcement schedules, the effects of different types of reinforcement, and the role of organizational reward systems.

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    Behavioral Performance Management

    Uploaded by

    nureenbano
    31 views19 pages
    The document discusses behavioral performance management and outlines a 5 step process for modifying problematic employee behaviors: 1) Identifying critical behaviors, 2) Measuring behaviors, 3) Analyzing antecedents and consequences of behaviors, 4) Developing intervention strategies like reinforcement or punishment, and 5) Evaluating the effectiveness of interventions using a model that assesses reaction, learning, behavior changes, and performance improvement. Key aspects of behavioral modification covered include reinforcement schedules, the effects of different types of reinforcement, and the role of organizational reward systems.

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    The document discusses behavioral performance management and outlines a 5 step process for modifying problematic employee behaviors: 1) Identifying critical behaviors, 2) Measuring behaviors, 3) Analyzing antecedents and consequences of behaviors, 4) Developing intervention strategies like reinforcement or punishment, and 5) Evaluating the effectiveness of interventions using a model that assesses reaction, learning, behavior changes, and performance improvement. Key aspects of behavioral modification covered include reinforcement schedules, the effects of different types of reinforcement, and the role of organizational reward systems.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    31 views19 pages

    Behavioral Performance Management

    Uploaded by

    nureenbano
    The document discusses behavioral performance management and outlines a 5 step process for modifying problematic employee behaviors: 1) Identifying critical behaviors, 2) Measuring behaviors, 3) Analyzing antecedents and consequences of behaviors, 4) Developing intervention strategies like reinforcement or punishment, and 5) Evaluating the effectiveness of interventions using a model that assesses reaction, learning, behavior changes, and performance improvement. Key aspects of behavioral modification covered include reinforcement schedules, the effects of different types of reinforcement, and the role of organizational reward systems.

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    Topic

    BEHAVIORAL PERFORMANCE MANAGEMENT

    ORGANIZATIONAL BEHAVIOR
    Group members
    Nureen Bano
    Sadaf Qayyum
    Saima Shafi
    Mariam Elahi
    Habiba Jabeen
    Step 1:Identification of performance behavior

    Critical Behavior:
    Problematic behavior
    Need to modify the behavior

    Why behavior is critical?


    Which area is critical in employee behavior?
    How much employee is important for organization?s
    Step 1:Identification of performance behavior
    cont…

    Methods for performance audit


    Systematic behavioral audit
    Professional audit
    colleagues
    Step 2: The measurement of the behavior

    Whether the behavior is measurable or not

    Things to consider:
    Base line frequency measure
    Number of occurrence of critical behavior
    Intensity measure
    Seriousness of the problem
    Strength of the behavior under existing condition
    Step 2: The measurement of the behavior
    cont…
    Method to measure the behavior
    Base line
    Standard
    benchmark
    Step3: Functional Analysis of the Behavior
    A-B-Cs of Behavior Modification
    Antecedents Behavior Consequences

    What happens What person What happens


    before behavior says or does After behavior

    Example

    Employee Employee
    Attendance
    attends receives
    bonus system
    scheduled attendance
    is announced
    work bonus
    Step 4: Development of intervention strategy

    intervention strategies

    Positive reinforcement

    Negative reinforcement

    Punishment

    Extinction
    Step 4: Development of intervention strategy
    cont..
    Positive reinforcement: A stimulus that brings about an
    increase in a preceding response.
    Receiving a bonus after successful completing an
    important project.

    Negative reinforcement: an unpleasant stimulus whose


    removal from the environment leads to the increase of
    behavior.

    Stop criticizing employees whose substandard


    Step 4: Development of intervention strategy
    cont..
    Punishment: unpleasant or painful stimuli that
    decreases the probability that a preceding behavior
    will occur again.
    An employee is threatened with a demotion or dismissal
    after treating a client badly.

    Extinction; occurs when the target behavior decreases


    because of non reinforcement.
    Discouraging others from praising the employee when
    he or she engages in pranks..
    Effects of Reinforcement
    Negative Reinforcement
    Hurts self esteem
    Anxiety
    Last temporary
    Positive Reinforcement
    Social rein forcers
    Synergetic
    Last permanent
    Schedules of Reinforcement

    Fixed-ratio
    Step 5: Evaluation
    Kirkpatrick's Evaluation Model
    Reaction
    Learning
    Behavioral changes
    Performance improvement
    Step 5: Evaluation cont..
    Level 1 – Reactions  
    Measures how participants react to a training program
    Level 2 – Learning
    Measures the extent to which employees have increased
    their skills, knowledge, or desired attitudes
    Step 5: Evaluation cont..
    Level 3 – Behavior
    Measures whether the training is being used on the job
    If training was successful, new skills should appear on
    job
    Level 4 – Performance improvement
    Not just concern to favorable reactions
    Focus on understanding of concept
    Role of Organizational Reward Systems
    Analysis of money as a reinforcer
    Short term
    Less motivated
    Nonfinancial rewards
    Social recognition and attention
    Performance feedback
    Examples
    Nonfinancial rewards - Categories
    Effects of O. B. Mod.
    Application of behavioral management
    Employee productivity
    Absenteeism and Delay
    Safety and accident prevention
    Sales performance
    Manufacturing versus service applications
    Questions
    ?

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