BEHAVIOR MODIFICATION

Comparing Intrinsic Motivation and Extrinsic Motivation - Intrinsic Motivation : refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure - Extrinsic Motivation: comes from outside of the individual. Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment. Organizational behavior modification (OB Mod) - It is the application in organizations of the principles of behavior modification.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(1) Law of Effect - OB Mod is based on the idea that behavior depends on its consequences, therefore, OB Mod relies heavily on the Law of Effect. - states that a person tends to repeat behavior that is accompanied by favorable consequences (reinforcement) and tends not to repeat behavior that is accompanied by unfavorable consequences.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(2) Alternative Consequences A. Positive reinforcement - It provides a favorable consequence that encourage repetition of a behavior. - Shaping is systematic and progressive application of positive reinforcement. B. Negative reinforcement - It occurs when behavior is accompanied by removal of an unfavorable consequence.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(2) Alternative Consequences C. Punishment - It is the administration of an unfavorable consequence that discourages a certain behavior. D. Extinction - It is the withholding of significant positive consequences that were previously provided for a desirable behavior.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(2) Alternative Consequences .
Application Managers use Withdrawal Negative reinforcement Negative Extinction Punishment Positive reinforcement

Positive

Nature of consequences

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(3) Schedule of reinforcement A. Continuous reinforcement - It occurs when a reinforcer accompanies each correct behavior by an employee. B. Partial reinforcement - It occurs when only some of the correct behaviors are reinforced.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(3) Schedule of reinforcement B. Partial reinforcement a. Fixed interval schedule - It provides a reinforcement after a certain period of time. b. Variable interval schedule - It gives reinforcement after a variety of time periods.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(3) Schedule of reinforcement B. Partial reinforcement c. Fixed ratio schedule - It occur when there is reinforcement after a certain number of correct responses. d. Variable ratio schedule - It is a reinforcement after a variable, but undisclosed, number of correct responses.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(4) Interpreting Behavior Modification A. Advantage - It makes managers become conscious motivators. - It encourages managers to analyze employee behavior. - It can lead to substantial improvements in specific areas, such as absences, tardiness, and error rates.

ORGANIZATIONAL BEHAVIOR MODIFICATION (OB Mod)

(4) Interpreting Behavior Modification B. Disadvantage - It manipulates people and is inconsistent with humanistic assumptions that people want to be autonomous and self-actualizing. - It will give too much power to the managers. - It insults peoples intelligence. - It has limited applicability to complex jobs.

GOAL SETTING
(1) Definition of Goal Setting A. Goal Setting - It works as a motivational process because it creates a discrepancy between current and expected performance. - Self-efficacy is an important major factor in the success of goal setting. It is internal belief regarding ones jobrelated capabilities and competencies.

GOAL SETTING
(2) Elements of Goal Setting A. Goal Acceptance - Effective goals need to be not only understood but also accepted.

B. Specificity - Goals need to be specific, clear, and measurable as \ possible.

GOAL SETTING
(1) Elements of Goal Setting C. Challenge - Hard goals present a challenge that appeals to the achievement drive within many employees. D. Performance Monitoring and Feedback - Performance monitoring is observing behavior, inspecting output, or studying documents of performance behaviors. - Performance feedback is the timely provision of data or judgment regarding task-related results.