Behavioral Performance Management Case Study

This section focuses on real-life application of the behavioristic, social learning and social cognitive theories in the context of managing behavior. Behavioral performance management draws heavily on the Reinforcement Theory which holds that a desirable behavior can be increased by linking that behavior with positive outcomes, while undesirable behaviors can be decreased by linking them with negative consequences or by eliminating reinforcers.

Behavior modification is not just limited to any one particular context (Kazdin, 2012). One can visualize any number and variety of scenarios and situations where one has applied behavioral modification techniques. A small real-life example can be the hot kettle. One does not intentionally touch a hot

Mod. (Organizational Behavior Modification) Approach is found to be the most relevant, consistent and recognized based on meta-analysis conducted by Stajkovic and Luthans. The O.B. Mod approach can be summarized as a series of five steps viz. Identify, Measure, Analyze, Intervene and Evaluate. The following discussion summarizes the steps of applying the said approach to behavioral performance management.

Identify: The first step of the approach looks to identify the undesirable behaviors in the present scenario, which may impact the performance of individuals and associated groups or teams within the organization. Such behaviors are observable, measurable and critical to the task, working on the 20:80 thumb rule that these behaviors are part of the approximately 20% of the exhaustive set of behaviors, that have an impact on approximately 80% of the performance level required.

Such behaviors can be identified either through primary discussions with the individual’s immediate contact points in the organization such as immediate supervisor, direct reports and co-workers or via a systematic job behavior

This analysis tool, called ABC, helps identify the Antecedent cues (A) that led to a particular Behavior (B) and the Consequences (C) of the said behavior. This tool helps in identification of contingent consequences, which have a major impact on further behavior of the individual.

Intervene: The fourth step in the approach, Intervention, is the first action step towards modification of an individual’s behavior. This is achieved by encouraging functional performance behaviors and discouraging dysfunctional performance behaviors. The most commonly used strategies employed in this regard by organizations are the Positive Reinforcement and Punishment-Positive Reinforcement Strategies.

Positive Reinforcement Strategy: Our natural tendency is to employ the negative reinforcement strategy when other’s behaviors are to be modified to suit our framework. However, in the context of organizations, while the overriding aim is to perform optimally, a side objective is to ensure it’s a sustainable model for the organization. Therefore, in place of a negative reinforcement strategy, a positive reinforcement strategy is preferred which creates a healthier, congenial and more productive