Behavior Modification and Needs

In many companies, managers struggle to improve or motivate employee actions or behaviours to puzzle desired results. Many managers turn to organizational style limiting. Behavior modification is intentiond in organizations to shape individual behavior though the single-valued function of positive and negative consequences. Organizational behavior modification relies on some(prenominal) factors including, the impartiality of put in, option consequences, schedules of reinforcement, and understanding human needs, to successfully operate.The law of effect states that a soul tends to repeat behavior that is accompanied by a favorable consequence. For example, if an employee is recognized and encouraged for going above and beyond for a customer, the employee is more possible to repeat this action. For the law of effect to remain effective, a manager needs to recognize what the employee sees as major consequences, and must be able to respond in a manner that the employee will see the connection between their actions and the consequence.An employee doesnt always affirm to learn from personal experience. The theory of social learning suggests that employees atomic number 18 likely to learn by observing the actions of others and understanding the consequences that others are experiencing. Through the law of effect, the employee is able to connect the relation of good actions equal good consequences, and so motivating the employee to act in a positive way. Once a manager has indentified the employees behavior, the manager needs to decide on the alternative consequences he/she wants to apply.Alternative consequences include positive reinforcement, negative reinforcement, punishment, and extinction. The key to alternative consequences is to pick out the consequence contingent on the employees improve behavior. Through the use of these consequences, employees and managers will be able to accurately assess the result or planned result of an action. Once a manager monitors an employees behavior and learns how often or how well the employee is performing, the manager backside determine the character reference of consequence to be applied.Once a frequency has been established the manager can create a standard, or a baseline, against which employee improvements can be made. A manager will then decide of continuous reinforcement or partial reinforcement is called for. Continuous reinforcement is when reinforcement accompanies each fabricate behavior by an employee. Partial reinforcement occurs when only some of the correct behaviors are reinforced. Scheduling reinforcement allows a manager to stay consonant in expectations and consequences.Though the behavior modification model is popular amongst organizations, many assume criticized its functionality from a human needs perspective. Human needs are a driving force in individual decision making. The behavior modification model focuses on the nature of the items that may motivate a per son. However, a manager cannot observe or monitor a persons needs. Because of this, it is important that a manager understand employee needs when apply the behavior modification approach