behavior change

Examples of behavior change in the following topics:

• Punishment as a Management Tool

  • Punishment is the imposition of a negative consequence with the goal of reducing or stopping someone's undesirable behavior.
  • Punishment is a term used in the context of behavioral analysis and in a specific kind of intentional behavior change known as operant conditioning.
  • It is a process of decreasing the incidence of a (measurable) behavior.
  • According to deterrence theory, the awareness of a punishment will prevent people from performing the behavior.
  • This can be accomplished either through punishing someone immediately after the undesirable behavior so that they are reluctant to perform the behavior again or through educating people about the punishment preemptively so they are reluctant to perform the behavior at all.

• Operant Conditioning

  • Operant conditioning is a form of learning in which a person changes his behavior because of the results of his behavior.
  • According to this theory, a person changes his behavior because of the results of his behavior.
  • Extinction: no event follows; the behavior has no consequences.
  • This will increase the frequency at which the behavior occurs.
  • This will increase the frequency at which the behavior occurs.

• How Attitude Influences Behavior

  • Attitudes can positively or negatively affect a person's behavior.
  • Attitude and behavior interact differently based upon the attitude in question.
  • Attitudes can be infectious and can influence the behavior of those around them.
  • One key to altering an individual's behavior is consistency.
  • Management may want to outline a few different behavior-change strategies to have the biggest effect across the organization and take into consideration the diversity inherent in any group.

• Reinforcement as a Management Tool

  • Reinforcement is a process of strengthening desirable behaviors, often through the use of rewards.
  • Reinforcement is a term used in the context of behavioral analysis and in a specific kind of intentional behavior change known as operant conditioning.
  • It is a process of increasing the incidence of a (measurable) behavior.
  • In reinforcement, the rate of the target behavior is increased by giving a reward (i.e., "positive reinforcement") or by removing an unpleasant stimulus (i.e., "negative reinforcement") immediately or shortly after each occurrence of the behavior.
  • This soldier reinforces her dog's desirable behavior by giving it a treat.

• Knowledge Management and Behavior Modification

  • Behavior modification was first introduced in psychology as a collection of behavioral change techniques to increase or decrease the frequency of behaviors.
  • Behavioral modification includes altering an individual's behavior through positive and negative reinforcement.
  • The process of behavioral modification in the workplace focuses on identifying the frequency of certain performance-related behavior, as well as determining what started or triggered that specific behavior.
  • Once the trigger is identified, management can determine if it wants to develop a different trigger to change the employee's performance or if it should sustain the current performance through rewards and appraisal.
  • His theories are still used in behavior modification today.

• The Behavioral-Science Approach

  • Behavioral science uses research and the scientific method to determine and understand behavior in the workplace.
  • Organizational development is an ongoing, systematic process of implementing effective organizational change.
  • Organizational development is considered both a field of applied behavioral science that focuses on understanding and managing organizational change as well as a field of scientific study and inquiry.
  • It uses components of behavioral sciences and studies in the fields of sociology, psychology, and theories of motivation, learning, and personality to implement effective organizational change and aid in the development of employees.
  • The study of human behavior in the context of organizational change is an integral part of empowering organizations to grow, adapt, and learn to capture competitive advantage.

• Building Support for Intrapreneurship

  • Building support is important when you are bringing change to the organization.
  • Organizations have great momentum and are, in most cases, inherently resilient to change.
  • Change agents know how to get people in an organization involved in solving their own problems.
  • A change agent's main strength is a comprehensive knowledge of human behavior supported by a number of intervention techniques.
  • Building support is largely a social and behavioral challenge, and change agents understand how to communicate why a proposed change is important and how it is attainable.

• Four Theories of Leadership

  • Theories of effective leadership include the trait, contingency, behavioral, and full-range theories.
  • Experts have proposed several theories, including the trait, behavioral, contingency, and full-range models of leadership.
  • Behavioral theory also incorporates B.F.
  • Skinner's theory of behavior modification, which takes into account the effect of reward and punishment on changing behavior.
  • The father of behavioral theory showed the connection between behaviors and reward and punishment.

• How Values Influence Behavior

  • Values influence behavior because people emulate the conduct they hold valuable.
  • While a company cannot do anything about the influences that shape a person's values and behavior before hiring, the organization can try to influence employee behavior in the workplace.
  • While these efforts will not necessarily not change an individual's values, they can help them decide not to participate in unethical behavior while at work.
  • If people see that certain behaviors are rewarded, then they may decide to alter their behavior and in turn alter their values.
  • In addition, a gap sometimes exists between a person's values and behavior.

• Common Targets of Organizational Change

  • Change management can be implemented to change an organization's mission, strategy, structure, technology, or culture.
  • Cultural change is usually necessary to reduce employee turnover, influence employee behavior, make improvements to the company, refocus the company objectives, rescale the organization, provide better customer service, or achieve specific company goals and results.
  • Cultural change can be impacted by a number of elements, including the external environment and industry competitors, changes in industry standards, technology changes, the size and nature of the workforce, and the organization's history and management.
  • Organizational change management should begin with a systematic diagnosis of the existing situation in order to determine the organization's need for and ability to change.
  • The objectives, content, and process of change should be specified as part of the change management plan.