Managing Human Behavior

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Managing Human Behavior

  1. One individual-level factor that has influenced my ability to manage stress is an attitude adjustment. I take responsibility for my bad moods and choose not to stay in it by realizing that just as the negative energy move in me that energy must move out. I interpret emotions as simply energy in motion, which implies that when negative energy attempts to move through me, it does that by taking the form of negative emotion. That being the case the adjustment of my attitude comes in handy when I am exposed to lots of negative energy because my body and mind must try to release the negative energy. I also try not to be around coworkers when in a bad mood so as not to spread my miseries to them. Then I make effort to accept the negative situation, let it go, and allow myself to move forward.     

  2. One work-related factor, which has influenced my stress level at work, as well as my ability to manage it, is social support. I build and maintain essential relationships with close friends at the workplace, which helps me through the stress of tough moments. That makes me feel less isolated and less lonely. I develop a social support network when I am not under stress to provide myself with the comfort of knowing that my friends are there for me when I need them. However, I never formalize my social support network but rather build it through simple tasks like a coffee break, a quick chat, or a phone call with a coworker. Through social support, I can alleviate the effects of emotional distress and enhance my self-esteem.   

  3. Imagining that I am a middle-level manager within a healthcare facility and tasked with the supervision of 7 employees, I am redesigning how the organization currently recruits and trains new volunteers. Currently, volunteers appear to be unprepared for the tasks assigned to them and there is a high rate of turnover. Among the 7 employees I have, 3 have five years’ experience, 2 with three years’ experience, and 2 have less than six months’ experience. In total, they are four women and three men all aged between 23 and 59 and coming from varied ethnic backgrounds. Only five have a bachelor’s degree while the rest hold Associate degrees. Only one person has a degree in Human Services/Social Work

One strategy I would use to mobilize, discuss, and implement a new training plan for a volunteer is The Organizational Process Model. I would see my organization as composed of many loosely allied units, each with its own set of leaders. My rationale in using this technique is that rarely can one individual leader control the behavior of so many different units in a healthcare facility. I would coordinate the behavior of a large number of individuals. Standard operating procedures that tend to make decision outcomes somewhat predictable would constrain my decision-making. I would provide each member of my team and the new volunteers with information and assumptions goals, and attitudes that would help them make the right decisions in complex work situations. This implies that individual members develop standard ways of reacting to the situations they confront. I would look at the distribution of responsibilities among the healthcare sub-units. I would divide tasks among my members, establish standard practices, transmit objectives throughout the organization, provide channels of communication that run in all directions, and train and indoctrinate my members with the knowledge, skills, and values of my organization. 

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