Behavior Modification and Needs

In many companies, motorcoachs struggle to improve or run employee actions or styles to get desired results. many a(prenominal) managing directors turn to organizational behavior adaptation. style modification is purposed in organizations to systema skeletale individual behavior though the use of positive and negative consequences. Organizational behavior modification relies on several factors including, the lawfulness of effect, alternative consequences, schedules of support, and deriveing human need, to successfully operate.The law of effect states that a person tends to repeat behavior that is accompanied by a favor equal to(p) consequence. For example, if an employee is recognized and back up for going above and beyond for a customer, the employee is more likely 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 way that the employee will see t he alliance between their actions and the consequence.An employee doesnt always bewilder to contain from personal experience. The theory of cordial learning suggests that employees are likely to learn by observing the actions of others and understanding the consequences that others are experiencing. by the law of effect, the employee is able to impute the relation of full(a) actions equal good consequences, therefore motivating the employee to act in a positive way. Once a manager has indentified the employees behavior, the manager needs to settle on the alternative consequences he/she wants to apply.Alternative consequences include positive living, negative reinforcement, punishment, and extinction. The cay to alternative consequences is to make the consequence dependent on(p) on the employees correct 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 monitor s an employees behavior and learns how often or how well the employee is performing, the manager endure determine the type 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 fond(p) reinforcement is called for. Continuous reinforcement is when reinforcement accompanies each correct behavior by an employee. Partial reinforcement occurs when only about of the correct behaviors are reinforced. Scheduling reinforcement allows a manager to stay agreeable in expectations and consequences.Though the behavior modification pretense is popular amongst organizations, many have criticized its functionality from a human needs perspective. benevolent needs are a capricious force in individual close making. The behavior modification model focuses on the nature of the items that may motivate a person. However, a manager cannot observe or monitor a persons needs. Because of this, it is important that a manager understand employee needs when using the behavior modification approach