Behavioral Performance Management |  |
Chapter SummaryLearning is a major psychological process, but it has not been as popular in the study of organizational behavior as constructs such as personality, attitudes, or motivation. Also, it has not been generally recognized that there are different types of learning and
different theoretical explanations of learning (behavioristic, cognitive, and social). Despite the controversy surrounding learning theory, there are many accepted principles of
learning that are derived largely from experimentation and the analysis of operant conditioning. Reinforcement is generally recognized as the single most important principle
in the learning process and is most relevant to behavioral performance management. On the basis of the classic law of effect, or “Laws of Behavior,” reinforcement can be operationally
defined as anything that increases the strength of a behavior and that tends to induce repetitions of the behavior that preceded the reinforcement. Reinforcers may be positive (the application of a desirable consequence) or negative (termination or with-drawal
of an undesirable consequence), but both have the impact of strengthening the behavior and increasing its frequency. Punishment, on the other hand, decreases the strength and frequency of the behavior. There is also the special case of extinction (no consequence) that also will decrease the behavior over time.
The major direct application of learning theories and the reinforcement principle in particular is behavioral performance management. Both financial and nonfinancial
(social attention/recognition and performance feedback) are important, but somewhat complex, reinforcers that must be carefully applied in behavioral performance management.
Behavioral management can be effectively applied through the O.B. Mod. steps: identify the performance-related behavior; measure it to determine the baseline frequency; functionally analyze both the antecedents and the consequences of the behavior
(A-B-C); intervene through a positive reinforcement strategy to accelerate the critical performance behaviors; and evaluate to make sure the intervention is, in fact, increasing performance. The behavioral management approach in general and O.B. Mod. in particular have been demonstrated to have a significant positive impact on employee performance in both manufacturing and nonmanufacturing, service-oriented organizations. |
|
|
2002 McGraw-Hill Higher Education