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!


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.


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!

Intelligence within Organisational Behaviour: Lecture Notes

 Intelligence in Organisations, Organisational Behaviour  Comments Off on Intelligence within Organisational Behaviour: Lecture Notes
Jan 072011

The following covers the objectives which we need to learn for the topic of ‘Intelligence’. The notes below are guidelines to what we should know, they do not go into detail, to find more detail please use the search at the top and find the corresponding theory on the website.

Objective: To critique definitions of intelligence

  • Intelligence is the capacity of an individual to process information and use the information to behave effectively. (Arnold)
  • We don’t know where intelligence comes from, is it genes? Social environment? How much is inherited?

Objective: To compare and contrast two opposing schools of thought: “One general intelligence” versus “multiple intelligences”

  • Binet and Simon and Spearman – One general intelligence says that all intelligences are from one place, Spearman noting this as factor ‘g’. researchers such as Binet and Simon, Spearman and
  • Eysenck follow this because they found strong correlation between cognitive abilities.
  • Multiple intelligences still follows the cognitive abilities but believes there are more. Gardner said there were 7, whilst Sternberg expanded on Spearman’s ‘g’ factor and added three different theories;
  • Analytical, Creative and Practical. He named these the Triarchic Theory of Intelligence.
    Systems models of intelligence
  • Gardner (1983) – Linguistic, Spatial, Musical, Logical-mathematical, Bodily Kinaesthic, Interpersonal and Intrapersonal.
  • Sternberg (1985) – Builds on Spearman; Analytical, Creative and Practical

Objective: To explain Goleman’s model of ‘emotional intelligence’ and its application.

  • Emotions Intelligence is the ability to identify, integrate understand and reflectively manage out own and other peoples feelings. (Buchanan)
  • Emotion can be a key source of motivation
  • Started by Salovey and Mayer (1990), popularised by Goleman (1995, 1998) who says it is very important.
  • 5 dimensions; Self-awareness, regulating feelings, motivation, empathy and social skills.
  • Woodruffe (2001) questions the usefulness of the theory, as only emotional intelligent people will recognise the tests. He was a Interpretivits, saying its an idea not objective truth.
  • Others were positivists, who believed it was a thing.

Emotional Intelligence Theory: Intelligence

 Intelligence in Organisations  Comments Off on Emotional Intelligence Theory: Intelligence
Dec 042010

Intelligence Definition: This is a persons ability to take on board and develop knowledge to be applied to certain tasks and skills. Many people confuse knowledge with intelligence, seeing knowledgeable people as the most intelligent ones, however we must remember that intelligence is the ability to acquire information and skills, not just remember information when it suits them.

Emotional Intelligence Definition: The ability to identify, integrate, understand and reflectively manage our own and other people’s feelings.

There are two views on emotional intelligence, one being from the point of view of ‘Positivists’ and the other from the point of view of ‘Constructivist / Interpretivits’. Below are what both parties think;


Emotional intelligence is a thing existing independently from the minds of those who talk about it.

Constructivist / Interpretivist

Emotional intelligence is an idea, created by those who talk about it. Different people’s definitions of it reflect their personal preferences, rather than objective truth.

Goleman made this ‘emotional intelligence’ idea popular in the 90’s because he said that it is more important in business than technical skills or rational intelligence, something which, understandably, caused a lot of people to totally agree with him, or totally disagree. The main people who need emotional intelligence or people working higher up in the hierarchy, as they need to be able to understand people below them and know how to motivate them.

(Goleman, 1995)

Key Learning Points?

  1. Define Intelligence?
  2. Define Knowledge?
  3. What is Emotional Intelligence?