HND – 2. Individual Behavior
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Transcript of HND – 2. Individual Behavior
HND – 2. Individual BehaviorLim Sei Kee @ cK
Introduction
How biographical characteristics (such as age and gender) and ability (which includes intelligence) affect employee performance and satisfaction.
Biographical CharacteristicsObjective and easily obtained personal characteristics.
Age Older workers bring experience, judgment, a strong work ethic, and
commitment to quality.
Gender Few differences between men and women that affect job
performance.
Tenure People with job tenure (seniority at a job) are more productive,
absent less frequently, have lower turnover, and are more satisfied.
AbilityAn individual’s capacity to perform the various tasks in a job.
Made up of two sets of factors: Intellectual Abilities
Physical Abilities
Intellectual AbilitiesThe abilities needed to perform mental
activities- for thinking, reasoning, and problem solving.
General Mental Ability (GMA) is a measure of
overall intelligence.
Examples: IQ (Intelligence quotient) tests, GCE ‘O’ level.
Dimensions of Intellectual Ability Number AptitudeAccountant: Computing the sales tax
Verbal ComprehensionPlant manager: Following corporate policies on hiring
Perceptual SpeedFire investigator: Identifying clues to support a
charge of arson
Inductive Reasoning Market researcher: Forecasting demand for a product
in the next time period
Dimensions of Intellectual Ability Deductive ReasoningSupervisor: Choosing between two
different suggestions offered by employees
Spatial VisualizationInterior decorator: Redecorating an office
Memory Salesperson: Remembering the names of
customers
Physical Abilities
The capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics.
Nine Basic Physical Abilities
Strength Factors Dynamic strength Trunk strength Static strength Explosive strength
Flexibility Factors Extent flexibility Dynamic flexibility
Other Factors Body coordination Balance Stamina
Ability-Job Fit
Jobs make differing demands on people and that people differ in their abilities.
Employee performance is enhanced when there is a high ability-job fit.
Poor ability-job fit?
Employees are likely to fail.
Organizational efficiencies and possible declines in employee satisfaction.
LearningAny relatively permanent change in behavior that occurs as a result of experience
Learning components: Involves Change Is Relatively Permanent Is Acquired Through Experience
Theories of Learning Classical Conditioning
A type of conditioning in which an individual responds to some stimulus that would not ordinarily produce such a response.
Operant Conditioning A type of conditioning in which desired voluntary
behavior leads to a reward or prevents a punishment.
Social-Learning Theory People can learn through observation and direct
experience.
Classical Conditioning
Experiments to teach dogs to salivate in response to the ringing of bell, conducted in the early-1900s by Russian physiologist Ivan Pavlov.
Meat: Unconditioned stimulusReaction that took place: Unconditioned
responseBell: Conditioned stimulusBehavior of the dog: Conditioned response
Classical Conditioning Pavlov’s Dog Drool Key Concepts:
Unconditioned stimulus▪ A naturally occurring phenomenon.
Unconditioned response▪ The naturally occurring response to a natural stimulus.
Conditioned stimulus▪ An artificial stimulus introduced into the situation.
Conditioned response▪ The response to the artificial stimulus.
This is a passive form of learning. It is reflexive and not voluntary – not the best theory for OB learning.
Examples of Classical Conditioning# Your romantic partner always uses the same
shampoo. Soon, the smell of that shampoo makes you feel happy.
# You have a meal at a fast food restaurant that causes food poisoning. The next time you see a sign for that restaurant, you feel nauseous.
# The nurse says “Now this won’t hurt a bit” just before stabbing you with a needle. The next time you hear “This won’t hurt” you cringe in fear.
Operant Conditioning B. F. Skinner’s concept of Behaviorism: behavior
follows stimuli in a relatively unthinking manner.
Key Concepts: Conditioned behavior: voluntary behavior that is learned,
not reflexive. Reinforcement: the consequences of behavior which can
increase or decrease the likelihood of behavior repetition. Pleasing consequences increase likelihood of repetition. Rewards are most effective immediately after
performance. Unrewarded/punished behavior is unlikely to be repeated.
Operant conditioning
Behavior is a function of its consequences. People learn to behave to get something they want or to avoid something they don’t want.
Examples of Operant Conditioning A child learns to clean his/her room
after being rewarded with TV time, every time he cleans it.
A person stops teasing his fiance about an issue after she gives him the silent treatment.
Social-Learning Theory
Based on the idea that people can also learn indirectly: by observation, reading, or just hearing about someone else’s – a model’s – experiences.
Examples of Social learning
Advertisements are prime examples of Social Learning Theory. We watch them, then copy them.
If your a new person to IGS and it's lunch time, and you finish with your lunch but you don't know where to put the tray you would follow someone who knows what their doing. So you learn off of other peoples examples.
Shaping Behavior
Systematically reinforcing each successive step that moves an individual closer to the desired response
Four ways- Positive reinforcement- Negative reinforcement- Punishment- Extinction
Methods of Shaping Behavior:Positive ReinforcementFollowing a response with something pleasant.
Negative ReinforcementFollowing a response by the termination or withdrawal of
something unpleasant.
Punishment Attempts to decrease the probability of specific behaviours
being exhibited (eliminate undesirable behavior.)
Extinction Eliminating any reinforcement that is maintaining a
behavior. its purpose is to reduce unwanted behavior.
Schedules of Reinforcement
Two Major Types: Continuous Reinforcement
▪ A desired behavior is reinforced each time it is demonstrated
Intermittent Reinforcement▪ A desired behavior is reinforced often enough
to make the behavior worth repeating but not every time it is demonstrated
▪ Multiple frequencies.
Types of Intermittent Reinforcement
Ratio Depends on the number of responses made.
Interval Depends on the time between reinforcements.
Fixed Rewards are spaced at uniform time intervals
or after a set number of responses. Variable
Rewards that are unpredictable or that vary relative to the behavior.
Schedules Of Reinforcement : The timing of the behavioural consequences that follow a given behavior.
Reinforcement Schedule
Nature Of Reinforcement
Effects On Behavior Example
Continuous Reward given after each desired behavior
Fast learning of new behavior but rapid extinction
Compliments
Fixed Interval Reward given at fixed time intervals
Average and irregular performances with rapid extinction
Weekly Paychecks
Variable Interval
Reward given at variable time intervals
Moderately high and stable performance with slow extinction
Pop Quizzes
Fixed Ratio Reward given at fixed amounts of output
High and stable performance attained quickly but also with rapid extinction.
Piece-rate Pay
Variable Ratio Reward given at variable amounts of output
Very high performance with slow extinction
Commissioned Sales
Behavior Modification (OB Mod)
The application of reinforcement concepts to individuals in the work setting. Follows the Five-Step Problem-Solving Model: Identify critical behaviors Develop baseline data Identify behavioral consequences Develop and apply intervention Evaluate performance improvement
Problems with OB Mod
OB Mod ignores thoughts and feelings.
OB Mod may not explain complex behaviors that involve thinking and feeling.
Stimuli may not be consciously given as a means of shaping behavior.
Modern managers and OB theorists are using cognitive approaches to shaping behavior.