Behavioral Performance Management Technique in a Company
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Behavioral Performance Management Technique
Organizations are struggling to find ways in which they can control behaviors within to align them with better performance. In managing behavior and aligning, it to the performance of an organization there have to be ways of influencing the actions (Campbell, 2015) for conformity with the standards of the organization. There are indirect and direct ways in which a corporation can control their employee behavior some that may be common while some vary across institutions. The approach focuses on how people behave in agencies and influences decision making and other formulations and adoptions within organizations to improve people’s behavior and achieve best out of it (McNall, & Thurston, 2010).
Different theories explain people’s behavior and various proposals and ideas are in place to managing behavior and performance (Jønsson, & Jeppesen, 2013). Employing punishment and reinforcement modifies behavior even as opinions vary on their use in institutions (Doughty & Shields, 2009). The techniques leads to evidence-based performance management as majority argue that reinforcement is more valuable than punishment as a principle of concept and application. Different theories support the embracing of support as a critical technique for behavioral performance management as some offer critique.
The techniques are impactful depending on a person’s cognition and the ability for their actions to affect them. Reinforcement tends to attract a person towards a positive behavior either by increasing the desired behavior or by decreasing the undesired behavior (McNall, & Thurston, 2010). Support focuses on encouraging and strengthening desirable behavior and can be active to improve the behavior or negative to suppress a response. Therefore, positive reinforcement helps a repeat of action by a reward while negative at the same time strengthens the same behavior by a threat of undesirable consequences.
Even as reinforcement may be desirable in organizations, punishment has remained the common technique in groups for behavior management and modification (Hester & Martins, 2012). Scholars argue that the method receives the least understanding and poorly administered in behavioral management. Common thinking is that punishment is a reverse of reinforcement yet the method requires active knowledge about its need and area of application (Liang, Wu & Xue, 2011). Punishment is a common effort to weaken behavior and discourage its re-occurrence and through the withdrawal of desired consequences or application of undesired effects.
Administering punishment can be from extremities in the ways seen to be effective depending on the organization. The use of punishment can cause side effects and tend only to suppress a behavior temporarily and not to result in a permanent change (Liang, Wu & Xue, 2011). Institutions have no alternatives for managing behavior and administer the technique to harm other than to correct (Campbell, 2015). Punishment comes in different forms, and in an organization where a head of the department gets transfer to another institute, it is expected that that immediate person below the head should take up the position in a structured elevation.
If the deputy of the department has ability to be the head of the department and given much contribution, promoting a junior employee in the unit is a form of punishment. Being that the deputy had a disagreement with the head over an issue does not warrant a punishment (McNall, & Thurston, 2010). The action evidently suppressed the efforts of the individual than focusing on behavior modification and tends to cost the institution than the individual (Hester & Martins, 2012). The initiative to employ reinforcement technique would prevent bad blood and possible transfer of the technocrat from the institution with all the expertise (Doughty & Shields, 2009). In actual sense, institution systems fail, the resultant behavior of the people maybe undesirable, and such behaviors should have reinforcement and not punishment.