Behaviour Management Strategies in Business

 Attitudes and Behaviours in Organisations, Blog  Comments Off on Behaviour Management Strategies in Business
Mar 042015
 

In order to have a healthy business that evolves exponentially and which provides a constant stream of revenue, you need to make sure that not only you create good products/services that cater to the needs of your clients, but you also need to maintain your employees happiness at the same times. In order to do that you will need to implement and use some behavior management practices in your company, as this will allow you to please your employees and customers in the best possible way!

What is Behavior Management?

Behavior management is a technique that uses experimental behavior analysis as well as organizational behavior principles in order to improve the productivity of your company and take it to the next level. Through behavior management, any company will be able to optimize the production process, while also taking into account the beliefs, aspirations and ideas that the employees have.

It allows you to form a more cohesive, professional method of analyzing the performance of all employees and their motivation, while also helping them provide better results and bringing your company to the next level. It also focuses on performance management and the organizational culture as a whole.

How Behavior Management is Conducted in Businesses?

Business behavior management is slightly different because here you don’t have to deal with the single emotions/aspirations of a single person, instead you deal with groups and teams that need to understand each other and work together in order to achieve the best results for your company.

In the world of business, you can find multiple areas of application for behavior management. First, you have management, training, system analysis and performance improvement. Business behavior management is similar to human resource management, although unlike the latter, this one is more focused on the system level and the applied behavior rather on the person on its own.

Behaviour Management Strategies

Before performing behavior management, you need to ensure that you acquire information based on the way people act at work. In addition to that, you need to appreciate how the work a person provides affects other employees. Moreover, behavior management also focuses on the way groups act, in order to identify the persons whose performance needs to be improved. The main focus of behavior management is to make your business more productive and with better results!

Strategies

A good strategy towards getting better results with behavior management is to use positive reinforcement. This allows you to provide an extra push for the employees, allowing them to work more and better towards achieving an end goal. Sure, sometimes this might become the only goal and the end might justify the means for them, so you need to keep an eye on the way they fulfill their goals.

Another behavior management strategy that has proven to be very effective is extinction. This requires you to remove the barriers and policies that inhibit communication at the workplace, because most of the time this won’t allow the employees to work more efficiently, especially if they are a part of a group.

Conclusion

In conclusion, behavior management is very important in the business world, because only by knowing your employees, their needs and aspirations, will you be able to understand then help them and obtain the most performance. Behavior management is a positive approach for any business, and thanks to it, your business will be able to obtain some very impressive results!

Culture in Organisations

 Culture in Organisations, Organisational Behaviour  Comments Off on Culture in Organisations
Feb 142011
 

Culture Definition: The human-generated part of the environment that is transmitted across time and generations and leads to people within that culture developing shared meanings; culture gives people ‘standard operating procedures’ or ways of doing things. Often said to be ‘the ways things are done around here’ culture is a major point within an organisation as it can lead to success or failure. It is important to manage culture and try and install one which works well for the type of organisation, the objectives and goals the business has set and the recruitment practices in place.

Organisational Culture Definition: The distinctive norms, beliefs, principles and ways of behaving that combine to give each organisation its distinctive character.

  • Norms: How things are done, people are treated and the normal goings on in a business day to day. This is influenced highly by the employees in the company, as these are the ones which spend the most time interacting with each other.
  • Beliefs: These are the thoughts employees have, they can either be installed by the employer, for example the belief that all work should be done to the highest standard despite the amount of time it may take. However, employees have beliefs which they learn themselves, such as the fact that everything may have to be done to the highest standard despite the time taken, yet as they have targets to meet in terms of when tasks should be achieved, this isn’t true and the belief isn’t there.
  • Principles: Principles are what the company sets out to do, for example Google’s ‘Don’t Be Evil’.

Arnold (2010)

Taken from our sister site which delves more into Culture is the following;

Cultures in organisation is defined by how the organisation is run, how the personalities within the organisation interact with each other and also how the structure of the company is set out. We can see this when we look at how different counties operate, for example the French are very self-righteous and therefore stick up for what they believe in, hence why they have blocked motorways when fuel prices have risen and chopped of their leaders head when they didn’t agree.

Learn more about culture by visiting My Human Resource Management Book now.

Key Learning Points

  1. What is the Definition of Culture?
  2. What is the Definition of Organisational Culture?
  3. How can a Culture be Created Within a Company?

Image from Flickr by Jean-Pierre Dalbéra


Feb 142011
 

Group Definition: In the setting of an organisation, a group is the collection of people who are located, grouped or gathered together, either by classification or in a more general sense. People are often put in groups, such as a department, or groups are created by the same culture or objectives within an organisation.

Team Definition: A team in an organisation is defined to be more competitive than a group, with the intention of this grouping of people to be able to achieve a common goal, reach the same objectives.

Below are the slightly expanded definitions which have been created by scholars in the field of Organisational Behaviour.

What is a Group?

A group is a number of people who;

  • interact with each other;
  • are psychologically aware of each other;
  • perceive themselves aware of each other;
  • or perceive themselves to be a group.

Schein’s (1980)

Groups and Teams In an Organisation

What is a Team?

A team is a group of people, each of whom possesses particular expertise; each of whom is responsible for making individual decisions; who together hold a common purpose; who meet together to communicate, collaborate and consolidate knowledge, from which plans are made, actions determined and future decisions influenced.

Brill’s (1976)

Key Learning Points?

  1. What is the Definition of a Group?
  2. What is the Definition of a Team?
  3. Why should groups and teams be used within organisations?

Image from Flickr by woodleywonderworks

Single and Double Loop Learning: Attitudes and Behaviour

 Attitudes and Behaviours in Organisations  Comments Off on Single and Double Loop Learning: Attitudes and Behaviour
Dec 112010
 

Attitudes Definition: An attitude is a way of thinking or feeling about something, a certain state of mind at the time.

Behaviours Definition: Behaviour is defined as the way one acts towards themselves and others around them. To link the two we could say that due to the attitude a person has towards spiders, he/she may behave differently.

Single and Double Loop Learning Definition: This theory was made to try and understand how people learn within organisations.

  • Single-loop learning is the ability to use feedback to make continuous adjustments and adaptations, to maintain performance at the standard which the organisation is looking for.
  • Double-loop learning is the ability to challenge and redefine the assumptions underlying performance standards and to improve performance.

Single Loop learning is a much shorter process than Double Loop, as the continuous improvement only takes a bit out of the day for an employee. It is the idea that by continuously improving, costs will come down, profits will go up and the ability to compete will be easier. Double Loop learning tries to take everything and change it, it is the type of company which wants to innovate instead of steadily change to meet demands.

We can use the example of Nokia and Apple here, Nokia were in the Single Loop learning where they were trying to keep the same phone whilst reducing costs so they could sell to different markets, who didn’t have as much money, such as Africa, and although it worked somewhat, because they didn’t innovate they were left behind in their main markets of Europe and America.

Apple on the other hand set out to innovate, make the market come to them, instead of catering for the market. They challenged their beliefs and it worked, being one of the biggest companies in the world, whilst their old competitor Nokia has fallen rapidly.

Take a look at the diagram below to get a better understanding;

Single and Double Loop Learning

If you can’t see the diagram, or need some written information to copy to your notes the process is this;

(Goals) -> Actions -> Outcomes -> Evaluate Outcomes (Rethink Thoughts Behind Goals) -> Rethink Actions -> Actions

Argyris and Schon (1978)

Key Learning Points?

  1. What is the Definition of Attitudes?
  2. What is the Definition of Behaviours?
  3. What are the main points to the Single Loop Learning Theory?
  4. What are the main points to the Double Loop Learning Theory?