Organisation Behaviour Modification Lec 3

8/10/2019 Organisation Behaviour Modification Lec 3

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DEFINITION

Organizational behavior modification, or ob mod is the

application of reinforcement theory to people in

organizational settings.


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HISTORY OF OB MODIFICATION

IVAN PETROVICH

PAVLOV


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THE LEARNING THEORY OF

MOTIVATION

LEARNING THEORY

THEORY OF SOCIALLEARNING

OPERANTCONDITIONING ORREINFORCEMENT

THEORY


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THE REINFORCEMENT THEORY

The theory suggests that that behavior is a function of its

consequences.

The behavior that results into pleasant consequences is

more likely to be repeated and a behavior that results into

unpleasant consequences is less likely to be repeated


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CASUALBEHAVIOR

THE ANGRY BOSS EXAMPLE


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FORMALBEHAVIOR


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TYPES OF REINFORCEMENTS

REINFORCEMENT

POSITIVE

REINFORCEMENT

NEGATIVE

REINFORCEMENT

PUNISHMENT EXTINCTION


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Positive reinforcement is a reward or other desirable

consequence that follows a particular behaviour or activity.

Its used to increase the frequency of action or behaviour.


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Negative reinforcement is a means of increasing a desired

behavior by eliminating a undesired or an unpleasant

consequence


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PUNISHMENTPunishment is a means of reducing a

desired behavior by introducing apotentially undesirable consequence. For

e.g. salary cuts, termination, loss of

privileges and layoffs.


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EXTINCTION

Extinction decreases the frequency of

behavior, specially the ones which

might be previously rewarded. Ifrewards are withdrawn, the frequency

of occurrence of behavior is most likely

to reduce.


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SCHEDULES OFREINFORCEMENT

INTERMITTENTREINFORCEMENT

FIXED INTERVALVARIABLEINTERVAL

FIXED RATIO VARIABLE RATIO

CONTINIOUSREINFORCEMENT


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Behavior Modification Techniques

There are five categories of activities that can be

addressed with behavior modification techniques:

Develop a new behaviorStrengthen a behavior

Maintain an established behavior

Stop inappropriate behavior

Modify emotional behavior


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STEPS INVOLVED IN OB

MODIFICATION


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STEP 1. IDENTIFYING TARGET BEHAVIOR

In this, you

basically choosethe performance

related behavior

that would hold

the potential tobring about

change in the

results.


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STEP 2. ESTABLISH BASELINE FOR TARGET BEHAVIOR


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STEP 3. ANALYZE ANTECEDENTS AND CONSEQUENCESOF BEHAVIOR


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ConsequencesConsequences

What happensWhat happens

After behaviorAfter behavior

EmployeeEmployee

receivesreceives

attendanceattendance

bonusbonus

ExampleExample

A-B-Cs of Behavior Modification

BehaviorBehavior

What personWhat person

says or doessays or does

EmployeeEmployee

attendsattends

scheduledscheduled

workwork

AntecedentsAntecedents

What happensWhat happens

before behaviorbefore behavior

AttendanceAttendancebonus systembonus system

is announcedis announced


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The A-B-Cs of OB Mod

The A-B-C model shown in fig. represents OB Mods coreelements. Essentially, OB Mod attempts to change behavior(B) by managing its antecedents (A) and consequences (C).

Consequences

are events following a particular behavior that influence itsfuture occurrence, such as the compliments or teasing receivedfrom coworkers when the employee wears safety goggles.Consequences also include no outcome at all, such as when no

one says anything about how well you have been servingcustomers.


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Antecedentsare events preceding the

behavior, informing employees that a

particular action will produce specific

consequences.


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POSITIVEREINFORCEMENT

Getting rs.100 on

the day I surf for anhour.

NEGATIVEREINFORCEMENT

Exemption from

cleaning my roomevery time I surf forone hour and nottwo.

PUNISHMENT

Cleaning all therooms of my house

every time I surf for2 hours. (god, I'd behorrified of that)

STEP 5 EVALUATE THE INTERVENTION TOO SEE IF IT


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STEP 5. EVALUATE THE INTERVENTION TOO SEE IF ITCHANGED THE BEHAVIOR OR NOT.

At the end of

intervention , evaluate

your progress using the

data collected and

answer the question did

the intervention lead toperformance

improvement in

observable and

quantifiable terms?


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Which contingency of reinforcement

works best? In most situations, positive reinforcement should follow

desired behaviors,

extinction (do nothing) should follow undesirablebehaviors.

This approach is preferred because punishment andnegative reinforcement generate negative emotions andattitudes toward the punisher (e.g., supervisor) andorganization. However, some form of punishment(dismissal, suspension, demotion, etc.) may be necessaryfor extreme behaviors, such as deliberately hurting acoworker or stealing inventory. Indeed, research suggeststhat under certain conditions, punishment maintains asense of fairness.52


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Which schedules of reinforcement

works best? The most effective reinforcement schedule for learning

new tasks is continuous reinforcementprovidingpositive reinforcement after every occurrence of thedesired behavior.

The best schedule for motivating employees is avariable ratio schedulein which employee behavior isreinforced after a variable number of times.Salespeople experience variable ratio reinforcementbecause they make a successful sale (the reinforcer)

after a varying number of client calls. The variable ratioschedule makes behavior highly resistant to extinction,because the reinforcer is never expected at a particulartime or after a fixed number of accomplishments.


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THE EFFECTIVENESS OF OB

MODIFICATION

Everyone usesorganizational behavior

modification principles in

one form or another to

motivate others. We thank

people for a job well done,are silent when displeased,

and sometimes try to

punish those who go

against our wishes. OB

Mod also occurs in various

formal programs to reduce

absenteeism, improve task

performance, encourage

safe work behaviors, and

have a healthier lifestyle.


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THE SUCCESS STORIES.


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FAILURES.


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SOCIAL COGNITIVE THEORY

Social cognitive theorystates that much learning and

motivation occurs by observing and modeling others,as well as by anticipating the consequences of ourbehavior. Although observation and modeling(imitation) have been studied for many years assources of motivation and learning, social scientistAlbert Bandura reframed these ideas within a cognitive(internal thoughts) perspective as an alternative to thebehaviorist approach. There are several pieces to socialcognitive theory, but the three most relevant to

employee motivation are learning behaviorconsequences, behavioral modeling, and self-regulation.


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Learning Behavioral Outcomes

People learn the consequences of behavior by

observing or hearing about what happened to

other people, not just by directly experiencing

the consequences. Hearing that a coworkerwas fired for being rude to a client increases

your perception that rude behavior will result

in being fired. Furthermore, people logicallyanticipate consequences in related situations.


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Behavior Modeling

People learn not only by observing others but also byimitating and practicing those behaviors. Directsensory experience helps a person acquire tacitknowledge and skills, such as the subtle person-machine interaction that is required while driving avehicle. Behavioral modeling also increases self-efficacy , because people gain more self-confidenceafter observing others and performing the tasksuccessfully themselves. Self-efficacy particularly

improves when observers identify with the model, suchas someone who is similar in age, experience, gender,or related features.


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Self-Regulation

An important feature of social cognitive theory is that human

beings set goals and engage in other forms of intentional,purposive action. They establish their own short- and long-

term objectives, choose their own standards of achievement,

work out a plan of action, consider back-up alternatives, and

have the forethought to anticipate the consequences of theirgoal-directed behavior. Furthermore, people self-regulate by

engaging in self-reinforcement; that is, they reward and

punish themselves for exceeding or falling short of their self-

set standards of excellence. For example, you might have a

goal of completing the rest of this chapter, after which you

reward yourself by having a snack. Raiding the refrigerator is a

form of self-induced positive reinforcement for completing

this reading assignment.

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Organisation Behaviour Modification Lec 3