In Unlock Behavior, Unleash Profits, the author describes the four fundamental characteristics of consequences using the E-TIP analysis; Effect, Timing, Importance, and Probability. This analysis is set up to help managers determine which consequences should be used in order to encourage or discourage behaviors through the four characteristics. Correctly responding to each behavior with the proper consequence will allow for the best effect and desired behaviors to be repeated. When considering the E-TIP analysis the manager must consider whether the effect of the consequence is encouraging or discouraging. If the timing will be immediately or delayed. Is the importance of the consequence to the employee high or low? And if the consequence is likely to unlikely to occur. For every consequence a manager needs to determine if it will encourage the desired behavior or discourage. The more encouraging the response an employee receives about a specific behavior the more likely they are to repeat it. However, not all behaviors demonstrated by employees are ones …show more content…
When there is a delay in receiving the feedback or consequence for the behavior the employee will either not relate the consequence with the behavior or feel that it was not worth it. Along those same lines is the importance of the consequence. Managers need to determine if the consequence they choose is going to have a high or low importance to the employee. If the consequence is low it may not have the desired effect for the employee which will not encourage the behavior you are looking for to be repeated. Lastly, the probability that the employee will repeat the behavior is determined by the consequence being likely or unlikely to happen. Being constant with the consequences is an important factor in helping the employee change their behavior or continue displaying the behavior that is preferred by the
2. Debra L. Nelson & James Campbell Quick. (2003). Organizational Behavior, Fourth Edition. Thomson. Pages 539 - 559
Incentive programs for employees can reduce or eliminate unsafe behaviors by providing employees incentives to avoid workplace accidents (Bernardin & Russell, 2013). This motivates them to practice safe behavior. Organizations can give employees rewards when goals are met. For example: every 30 days when no accidents occur the employees get an extra $20.00 on their paycheck, and the organization provides lunch for all employees.
"Keep Sweet: Pray and Obey" directed by Rachel Dretzin is a documentary series spanning four episodes. It delves into the world of the Fundamentalist Church of Jesus Christ of Latter-Day Saints (FLDS), shedding light on the lives of its members. This paper argues how religious teachings continue to affect people's actions even after they leave the religion, showing how deeply ingrained those beliefs are. Through personal stories and different themes, the film reveals how religious ideas affect ex-members' mental health, relationships, and freedom. Within the first episode of the documentary series, the film explores the current leader of the Fundamentalist Church of Jesus Christ of Latter-Day Saints (FLDS) and the unique upbringing experienced by its members within
While managers must discipline employees for organizational behaviors from time to time, what are some of the challenges one faces; and what type of plan of action can one implement to put an end to the issues being presented. So, what is discipline, it’s a way for manager to instill learning, by helping one to improve their behavior; through that of corrective actions. Although, discipline has been classified as being harsh and unjustifiable towards employees not meeting company standards, and can be avoidable, others feel its beneficial in helping to improve one’s behavior through that of using corrective actions; instead of punishing them for their mistakes. However, for this concept to be the best alternative, managers need to approach the situation head on and quickly for it to be
There are certain guidelines and standards that each employee should be aware of, and expected to follow. This is what is normally used to measure a person’s job performance. When not living up to these qualifications, an employee may a gentle reminder of his failure to comply. If held accountable for unacceptable behaviors, it will often turn this performance around. If not, after a certain amount of warnings, it becomes obvious that this person does not take his job very seriously, and therefore may be dismissed.
Kolb, D. A., Osland, J. S., Rubin, I. M., & Turner, M. E. (2007). The Organizational Behavior
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
The article being reviewed is “the Giving of orders” by Mary Parker Follett. The thesis of the article is that people can obey an order if previous habit patterns are triggered or if new ones are created. When an employer considers giving an order, they should attempt to form habits that will ensure the orders are being carried out. The author notes that business success is largely dependent on whether the business is organised and administered in such a way that habits or mental attitudes are formed. Employers often become angry because an employee would not do as ordered.
Stephen P. Robbins and Timothy A. Judge in "Organizational Behavior", 12th ed. Upper Saddle River, New Jersey, 2005, p. 407
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
John R. Schermerhorn, James G. Hunt, Richard N. Osborn (2008). Organizational Behavior 10th ED. Retrieved November 12, 2010 from Academic Search
There are various challenges faced and even more opportunities for organizational behavior to assist workers in improving the workplace as a whole, people skills, productivity, and customer service. Understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior is a key component to organizational Behavior. The bottom line is that the more tuned into the needs of its employees, the more successful a company is likely to become. A company will absolutely benefit a great deal so long as employees and management alike are able to control and monitor their attitudes for the appropriate
One of the main courses of this semester was to learn various organizational behaviors that are conducted in real business environment. By learning this course, we could understand our future colleagues and ourselves better. Throughout the semester, every week Ashley Hughes gave us an interesting lecture about different topics of oranisational behaviors. Along with the weekly lectures we also had a group presentation that gave us the opportunity to apply the lessons and techniques learnt in our professional and personal lives.During the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on investigating the impact that individuals, groups and structures have on behavior within an organization and how their behaviour affect the performance of the organizations for the purpose of applying such technique towards improving an individual’s or an organization's working effectiveness (Jontymagicman, 2012). In this reflection paper, I will discuss the essential areas of organizational behavior: the influence of motivation, managing change and individual learning at an organization.