HUMAN BEHAVIOR IN ORGANIZATION

S.Y. 2021-2022 (1ST SEMESTER)

EMPLOYEES’ BEHAVIOR AND PERFORMANCE

IN

BUREAU OF INTERNAL REVENUE

By:

Mariejean B. Madrideo

Dr. Rolando A. Entila, MD, MBA

Professor
 There is a certain way individual behave in a particular situation. No two
individuals behave in similar ways. There are individuals who find it difficult to handle
stress whereas there are certain individuals who have the ability to face unforeseen
circumstances with a smile.
Employee behavior is defined as an employee’s reaction to a particular situation
at workplace. Employees need to behave sensibly at workplace not only to gain
appreciation and respect from others but also to maintain a healthy work culture. One
needs to adhere to the rules and regulations of workplace. Remember, Office is not a
place where you can shout on fellow workers, spread rumors, criticize your Boss and so
on. You just can’t afford to be rude with your team members. Be polite and speak softly.
Do not forget that you are not the only one working; there are other people around as
well. Some people have a tendency to have their lunch at their workstations only. Such
a behavior is completely unprofessional.
Every workplace contains a wide variety of people who behave in different ways.
By understanding the different types of workplace behaviors employees may have,
managers can help their teams increase performance and complete work tasks more
effectively.

Employees’ Behavior and Performance in Bureau of Internal Revenue

1. Leadership behavior
A workplace leader is a team member who assumes responsibility and
volunteers to help. These individuals typically focus on accomplishments and project
directions. It is essential to assess how your workplace's natural leaders interact with
the rest of the team. Managers can mentor team members who show leadership skills
and teach them to network.
Related study: https://www.indeed.com/career-advice/career-development/how-
to-be-a-leader
2. Creative thinking behavior
Some team members who are excellent at creative thinking can develop
solutions to seemingly impossible problems. These individuals like to be innovative. To
manage a creative thinker, provide them with a structured workplace and explain your
expectations of their tasks. You can balance their workload with both routine and
innovative tasks to maximize their output and keep them stimulated.

3. Isolating behavior
Some team members may be isolationists who prefer working alone and can
excel at independent project management. As a manager, you can encourage an
isolating team member to try new things and complete deliverables with the involvement
of other team members. Make sure you also give them work tasks they can perform
independently.

4. People-pleasing behavior
People pleasers avoid conflict in the workplace and focus on building
relationships with others. They want everyone to like them and be positive at all times.
They often volunteer to take on additional work tasks. As a manager, you can
acknowledge their accomplishments. Help them by making sure they learn to focus on
their high-priority tasks before taking on additional responsibilities.

5. Playful behavior
Some team members may be playful at work and focus on having fun. The
playfulness of these individuals can motivate their team members to enjoy work more
and perform better. One way to manage playful team members is by ensuring that the
team takes part in team-building and other playful activities to build team cohesion.
Related study:
https://www.indeed.com/career-advice/career-development/improving-accountability-in-
workplace

6. Introvert behavior
An introverted team member is quiet and enjoys working alone. They perform
well when provided with a detailed list of tasks to complete. To manage introverted
individuals, you can encourage them to work with team members and provide detailed
instructions for work they have to complete. Also, it's a good idea to give them tasks
they can perform independently as they typically need time to work on their own.
7. Analytical behavior
The analytical team member loves analyzing situations and challenges.
Analytical individuals prefer working on predictable projects. They enjoy finding the
obstacles and possible complications more than figuring out how to overcome them. To
manage an analytical team member, you can encourage them to be more open to
creative thinking and finding solutions for the problems they identify.
Related study:
https://www.indeed.com/career-advice/resumes-cover-letters/analytical-skills

8. Referent leadership behavior

A referent leader is a natural leader in the workplace, a team member who
people admire for their capabilities, confidence and charisma. Other team members
often follow them with no resistance, which can help them improve a team's
effectiveness in the workplace. They work well within a team and organization but need
new challenges to use their excellent leadership skills.

9. Aggressive behavior
An aggressive team member discharges acts of unplanned anger or intimidation
to meet their own needs. Under specific circumstances, aggressive behavior may work
well, such as during emergencies or in situations that require quick decision-making. To
manage aggressive team members, be understanding and patient. It is best to
communicate with these individuals often to make sure they feel safe in their team.
Encourage them to share their views on workplace matters openly with you.
Related study:
https://www.indeed.com/career-advice/career-development/aggressive-manager

10. Assertive behavior

Assertive team members express their workplace feelings and desires
appropriately. Their communication is direct, respecting the communicator's and
receiver's opinions and rights. Assertive communication assists with the maintenance of
relationships and usually results in a compromise between parties. The best way to
manage an assertive individual is to be transparent and direct when communicating with
them.
11. Passive communication behavior
Passive communicators choose not to express their workplace thoughts or
feelings to others to keep everyone happy. Sometimes passive communication is
valuable, such as when emotions are high. When managing a passive team member,
schedule due dates ahead of time to ensure they have sufficient time to complete their
tasks. Engage with them regularly to discuss opportunities in the workplace they may be
interested in, and make sure they contribute during meetings by asking them for their
view on a particular issue.

12. Passive-aggressive behavior

Passive-aggressive team members incorporate components of both the passive
and aggressive communication styles. Individuals may appear passive but act out their
anger indirectly by, for example, delaying the completion of tasks. As a manager, you
can encourage open communication and feedback. Try to be firm and calm in your
communication, clearly setting expectations of their behavior at work.

Effective Techniques to Motivate BIR Employees and Increase their Performance

1. Communicating clear expectations.

Making sure employees are clear about their work assignments means
communicating those expectations well. Continue to manage what is expected through
frequent communications. If employees can explain objectives in their own words, it is a
good chance that they know what to do and how to get it done.
2. Making sure performance appraisals are consistent.
 Regular and timely appraisals ensure employees know where they stand at all
times. Conducting performance appraisals regularly also keeps goals in the forefront of
daily tasks.
3. Make employee development a priority.
“Where do you see yourself in five years?” This is a common interview question.
Now that five years have passed, has your employee’s career goals been achieved? Or,
are they still striving to reach their full potential within the organization?
If they are, maybe this is a good time to readdress those goals and plan
accordingly. Work to close any skills gaps that will not only help them achieve long-term
goals but will also benefit your company when their skills help you fulfill business
objectives.
4. Taking steps toward improving morale.
Employees perform better when they are satisfied with their job. Review things such as:
 Work environment
 Benefits
 Salary level
 Employee understanding of the mission and vision

Employees who understand how their role helps the company succeed are often more
willing to do their very best.

5. Empower employees to do their jobs well.

Empowering employees can take on many forms as they gain the authority to
make decisions that have a huge impact on their success.
Whether it is giving them input on goals and objectives, or allowing them to
access their data without going to HR, minor roadblocks will not impede their progress.
They have the resources they need, yet know they are held accountable without being
micromanaged.
6. Utilize the right technologies.
Implement technology platforms that drive performance and engagement daily.
Technology is crucial in today’s workforce, especially if you have a decentralized staff.
Mobile employees remain part of the team through powerful communication
channels to keep everyone on the same page.
 Organizational success thrives when the right rules and systems are in place.
Simply wanting to know how to improve employee performance without including
employee considerations may not help you achieve set goals.
Create times to have regular meetings and discussions – perhaps not waiting
until performance appraisal day – to talk about areas of concern.
Waiting until your company experiences massive losses is the worst time to
swing into action. Begin early, at the first sign of trouble, to determine the most effective
ways to change an underperforming workforce into a solid team.
7. Improving corporate and team culture
These are essential for a motivated workplace. Productivity improves when
employees feel part of a team and a valued member of the company.
Company culture starts at the top and filters down. It’s reflected in a philosophy
where everyone is equal and of value, and contributes their skills to the objectives of the
company. It includes working as part of a team and sharing knowledge and ideas.
8. Developing a modern work environment
The work environment is one of the critical motivation strategies. A smart modern
office fosters more success than an old building with peeling paint and bad decor.
The office should be a pleasure to work in, full of natural light, and a comfortable
temperature. Employees will appreciate extras such as an area to chill, eat lunch, play
games, and chat.
9. Provide an Employee motivation platform
Another key motivation strategy is to supply a platform where everyone can work
together. A cloud-based intranet is the perfect tool to do this. People can stay up-to-date
with projects, collaborate with team members and colleagues, and have access to
company information.
This is a sure-fire way to promote employee motivation, develop team building
and engage people in their work.
10. Encouraging teamwork
Teamwork is the key to improved employee motivation. Working as a team
ensures everyone feels valuable and plays a part in achieving a goal.
It also means you can share ideas, solve problems and plan together with
colleagues. This can take place as an intranet messenger chat, a virtual meeting or
face-to-face.
11. Encouraging innovation and creativity
 Boredom destroys motivation. Allow employees to express their creative side and
bring their ideas to projects. Just because someone works in accounts or the technical
department doesn’t mean they don’t have innovative ideas.
Encourage employee engagement motivation by inviting them to contribute ideas
for new products, branding or a logo. Offer a prize for the winner. Being recognized for
skills other than those we’re employed for can encourage a high level of motivation.
12. Expressing gratitude
It’s easy to say thank you or well done. These simple words go a long way
toward motivating someone and showing appreciation.
Another way to recognize good work is through extrinsic rewards, for example,
extra vacation days, vouchers, or travel. This gives employees something to work
towards.
13. Expressing clear company goals
Another motivating factor for employees is clearly defining the goals of the
company. This means employees understand the bigger picture and where they fit into
the company.
The impact of employee motivation on employee performance is important. If an
employee knows why they’re doing their job and how it contributes to the company
objectives they feel confident in their role and will work more efficiently.
14. Giving individual and team rewards
This is an opportunity to achieve increased employee motivation by giving people
something to work towards. If a team knows that if senior management accepts their
project, they get a free trip out of town, it’s an incentive to work hard. The same applies
to individuals. Offering rewards can motivate and create healthy competition.
Related study: https://www.indeed.com/career-advice/career-development/rewarding-
employees-for-performance
15. Including employees in decision making
How can you use employee engagement to increase motivation? Giving
employees accountability and listening to their opinions can increase intrinsic motivation
and engagement. From setting up a survey on the intranet to asking what color the new
product labels should be to finding out what people think of remote working. When you
need to make major decisions that will affect the lives of your employees include them
in the decisions.
16. Asking employees for feedback
This is another way to enhance motivation is by using intranet surveys. Your
employees can be your most important focus group when you launch a new product,
plan to expand or introduce new systems. And don’t only ask for the feedback, show
you’ve listened, and considered people’s opinions. This will make employees feel
they’re an important part of the company.
17. Developing employee career paths
People feel motivated when they have a clear career advancement path. If a
promotion is in sight it can promote better employee productivity. We feel motivated
when we know we have a career goal. Every employee should be allowed to grow and
develop with the company, to encourage them to give their best.
18. Providing regular training
Training can be inspiring and shows an understanding of the importance of
employee motivation. It shows an employer is dedicated to helping their employees to
learn as much as they can about their job and how to do it better. Training outside of
roles can also be a great motivator. For example, offering first-aid, budget management
or computer training can motivate employees to expand their skills. Mentoring is also a
way to motivate as it offers guidance when someone is new to a role and can build their
confidence.
If an employee doesn't trust their manager, the company suffers. Sure, ruling
through fear works, but the employee will do the bare minimum amount of work needed
to keep their job. Smart leaders know that engaged workers bring creativity and passion
to their work, which means more minds seeking more solutions to problems or
streamlining processes.
All of this is deeply important to beating out the competition, not to mention
employee retention: Good employees won't stay at a dissatisfactory job unless they feel
like they lack options.
These advices can help managers to establish a relationship of trust with their
employees.

How BIR establish a strong trusting relationship with employees:

1. Employee Trust Must Be Earned
There are many things that managers can do to establish trust with their
employees, which include being open and honest about changes that will impact them;
effectively communicating by talking to them, not at them; having an open-door policy,
and then following up; and being willing to pitch in to help. Sometimes the smallest
gesture of kindness goes a long way, such as taking them to lunch.
2. Telling Them Your Name, Not Your Title
Depending on the industry, and probably company, you may be compared or
labeled as a "manager." Let your people know that you are a person first and a
manager second. Act accordingly. Focus on the human being that is in front of you, get
to know them and look for opportunities to say "yes" to them more often.

3. Asking Employees What's Most Important to Them

Inquire what is most important to your employees for building trust, ask how they
prefer to be recognized, find out how they like to receive feedback and prefer to
communicate. Acknowledging and acting upon their preferences will build trust.

4. Listening Effectively
Managers establish trust by asking effective questions, then by actually listening
to employees' answers. The technique of "drilling" down with questions can take a
surface-level conversation to a meaningful dialogue. Following up with action in a
manner that supports employees' ideas and concerns reinforces that the manager
listened.

5. Offering Your Own Trust First

As Ernest Hemingway said, "The best way to find out if you can trust somebody
is to trust them." If you want your employees to trust you, try trusting them first. Give
them a task, even an easy one, and let them complete it on their own. This simple
gesture will go a very long way. If your employees believe you will have their back, they
will run through walls for you.

6. Being Respectful To Each Other

 The simplest path to increased trust is respect. It’s respectful recognition of
accomplishments and transparency around failure. It’s connection between leaders and
teams. It doesn’t cost anything to buy — but each side needs to make time for it.
Practicing daily respect habits like "listen and care, make eye contact, and acknowledge
your flaws" will drive engagement, and ultimately performance.

7. Showing Them You Aren't Afraid of Failure

Every employee is a threat to an insecure leader. Any mistake or struggle in
performance will make the leader look bad, so every employee is seen as a threat. This
drives selfish, bad behavior and creates an unsafe place for the team. Trust only
happens in a fear-free environment. Every leader needs to work on their own fear
issues, so they can focus on building the team instead of their ego.

8. Leading with Integrity

You can demonstrate you are trustworthy as a leader by keeping your word with
your employees. Let them see your integrity. Say what you'll do, and then do what you
say. Show them you are leading in alignment with the values of the organization.
Reward others who act with integrity. Give trust and ask for their trust in return. Be
trustworthy and honorable, and communicate that you expect the same.

9. Letting Them Manage Some Tasks

Offer freedom by no longer micromanaging them. Provide the opportunity to
manage their own activities. Allow them to lead the end of month performance review
sessions, and ask them to evaluate themselves. This behavior creates leaders within
your organization organically and develops a sense of personal accountability, which
results in a relationship of trust.

10. Building People Up in Any Situation

Your team members' personal lives matter, and bad times at home can often
affect performance at work. Effective managers prioritize taking a genuine interest in
their employees and providing support during rough patches. In the same way, when
times are good, managers should celebrate victories with the whole team. Build people
up in any situation and you’ll foster a deep level of trust.

Related Studies:
https://www.managementstudyguide.com/types-of-employee-behaviour.htm
https://work.chron.com/can-employer-speak-other-employees-other-coworkers-
11266.html
https://www.yourthoughtpartner.com/blog/bid/59619/Leaders-Follow-These-6-Steps-to-
Build-Trust-with-Employees-Improve-How-You-re-Perceived