Topic

BEHAVIORAL PERFORMANCE MANAGEMENT

ORGANIZATIONAL BEHAVIOR
Group members
Nureen Bano
Sadaf Qayyum
Saima Shafi
Mariam Elahi
Habiba Jabeen
Step 1:Identification of performance behavior

Critical Behavior:
Problematic behavior
Need to modify the behavior

Why behavior is critical?

Which area is critical in employee behavior?
How much employee is important for organization?s
Step 1:Identification of performance behavior
cont…

Methods for performance audit

Systematic behavioral audit
Professional audit
colleagues
Step 2: The measurement of the behavior

Whether the behavior is measurable or not

Things to consider:
Base line frequency measure
Number of occurrence of critical behavior
Intensity measure
Seriousness of the problem
Strength of the behavior under existing condition
Step 2: The measurement of the behavior
cont…
Method to measure the behavior
Base line
Standard
benchmark
Step3: Functional Analysis of the Behavior
A-B-Cs of Behavior Modification
Antecedents Behavior Consequences

What happens What person What happens

before behavior says or does After behavior

Example

Employee Employee
Attendance
attends receives
bonus system
scheduled attendance
is announced
work bonus
Step 4: Development of intervention strategy

intervention strategies

Positive reinforcement

Negative reinforcement

Punishment

Extinction
Step 4: Development of intervention strategy
cont..
Positive reinforcement: A stimulus that brings about an
increase in a preceding response.
Receiving a bonus after successful completing an
important project.

Negative reinforcement: an unpleasant stimulus whose

removal from the environment leads to the increase of
behavior.

Stop criticizing employees whose substandard

Step 4: Development of intervention strategy
cont..
Punishment: unpleasant or painful stimuli that
decreases the probability that a preceding behavior
will occur again.
An employee is threatened with a demotion or dismissal
after treating a client badly.

Extinction; occurs when the target behavior decreases

because of non reinforcement.
Discouraging others from praising the employee when
he or she engages in pranks..
Effects of Reinforcement
Negative Reinforcement
Hurts self esteem
Anxiety
Last temporary
Positive Reinforcement
Social rein forcers
Synergetic
Last permanent
Schedules of Reinforcement

Fixed-ratio
Step 5: Evaluation
Kirkpatrick's Evaluation Model
Reaction
Learning
Behavioral changes
Performance improvement
Step 5: Evaluation cont..
Level 1 – Reactions  
Measures how participants react to a training program
Level 2 – Learning
Measures the extent to which employees have increased
their skills, knowledge, or desired attitudes
Step 5: Evaluation cont..
Level 3 – Behavior
Measures whether the training is being used on the job
If training was successful, new skills should appear on
job
Level 4 – Performance improvement
Not just concern to favorable reactions
Focus on understanding of concept
Role of Organizational Reward Systems
Analysis of money as a reinforcer
Short term
Less motivated
Nonfinancial rewards
Social recognition and attention
Performance feedback
Examples
Nonfinancial rewards - Categories
Effects of O. B. Mod.
Application of behavioral management
Employee productivity
Absenteeism and Delay
Safety and accident prevention
Sales performance
Manufacturing versus service applications
Questions
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