The Foundations of Individual Behaviorok 1233836438751814 2

8/2/2019 The Foundations of Individual Behaviorok 1233836438751814 2

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The Foundationsof Individual

Behavior

Prepared by:GREGAR DONAVEN E. VALDEHUEZA, MBA

Lourdes College Instructor


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Objectives:

Identify two types of ability

Define the key biographical characteristics

Understand how to shape the behavior of others

Distinguish between the four schedules ofreinforcement

Clarify the role of punishment in learning


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ABILITY

- Refers to an individuals capacity to

perform the various tasks in a job.


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Types of ability

1. Intellectual abilitiesthe capacity to do mentalactivities - thinking, reasoning, and problemsolving.

2. Physical abilitiesthe capacity to do tasksdemanding stamina, dexterity, strength, andsimilar characteristics.


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Dimensions of Intellectual AbilityDimension Description Job Example

Number aptitude Ability to do speedy and accuratearithmetic

Accountant: computing the sales

tax on a set of itemsVerbal comprehension Ability to understand what is read or

heard and the relationship of

words to each otherPlant manager: following

corporate policies on hiringPerceptual speed Ability to identify visual similarities

and differences quickly andaccuratelyFire investigator: identifying

clues to support a charge ofarsonInductive reasoning Ability to identify a logical

sequence in a problem and then

solve the problemMarket researcher: forecasting

demand for a product in the

next time periodDeductive reasoning Ability to use logic and assess the

implications of an argumentSupervisor: choosing between

two different suggestionsoffered by employees

Spatial visualization Ability to imagine how an objectwould look if its position is

space were changedInterior decorator: redecorating

an office

Memory Ability to retain and recall pastexperiences Salesperson: remembering thenames of customers


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Nine Basic Physical AbilitiesStrength Factors

1. Dynamic strength Ability to exert muscular force repeatedly or continuously overtime

2. Trunk strength Ability to exert muscle strength using the trunk (particularlyabdominal) muscles

3. Static strength Ability to exert force against external objects4. Explosive strength Ability to expend a maximum of energy in one or a series of

explosive acts

Flexibility Factors5. Extent flexibility Ability to move the trunk and back muscles as far as possible6. Dynamic flexibility Ability to make rapid, repeated flexing movements

Other Factors7. Body coordination Ability to coordinate the simultaneous actions of different parts of

the body8. Balance Ability to maintain equilibrium despite forces pulling off balance9. Stamina Ability to continue maximum effort requiring prolonged effort

over time


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The ability-job fit

- jobs make differing demands on people and thatpeople differ in their abilities

- employee performance in enhanced when thereis high ability-job fit

- poor ability-job fit, employees will likely to fail


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BIOGRAPHICALCHARACTERISTICS

- Personal characteristics that are

objective and easily obtained

from personnel records.


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Ageeffect of age on turnover:

- older you get, less likely to quit

reasons:- fewer job opportunities- higher benefits

effect of age on absenteeism:- older employees, lower rates on unavoidable absence

effect of age on productivity:- unrelated

reason:- some decay due to age, offset by gains

due to experienceeffect of age on satisfaction:- tends to increase among professionals- tends to decrease among nonprofessionals duringmiddle age and rises in later years


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Gender

- no consistent male-female differences in problem-

solving ability, analytical skills, competitivedrive, motivation, sociability, or learningability

- women are more willing to conform with

authority- men are more aggressive and more likely to have

expectations of success

- women with pre-school children prefer part-timework, flexible work schedules, andtelecommuting to accommodate familyresponsibilities

- issue on absenteeism, no significant difference


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Race

- some scholars argue that it is not productive to discussrace for:

1. policy reason (divisive issue or can causedisagreement)

2. biological reason (large percentage are amixture of races)

3. genetic & anthropological reason(anthropologists & evolutionaryscientists reject concept of distinct racialcategories)

- Department of Education classifies individuals according

to five racial categories:African American, NativeAmerican (American Indian/Alaskan Native),Asian/Pacific Islander, Hispanic, andWhite

- racial differences in cognitive ability tests continues to behotly debated.


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Tenure- most recent evidence demonstrates a positive

relationship between seniority and job

productivity.- tenure (work experience) appears to be a good

predictor of employee productivity- in terms of both frequency of absence and total

days lost at work, tenure is the single mostimportant explanatory variable.- potent (strong) variable in explaining turnover- longer a person in a job, less likely to quit

- past behavior is the best predictor of futurebehavior- tenure and job satisfaction are positively related- stable predictor of job satisfaction than

chronological age


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LEARNING

Any relatively permanent change in

behavior that occurs as a result of

experienceAlmost all complex behavior is learned.

Learning is a continuous, life-long process.The principles of learning can be used to shape

behavior


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Theories of learning

Classical conditioning (Ivan Pavlov)

a type of conditioning in which an individualresponds to some stimulus that would not ordinarily

produce such a response.4 key concepts:

- unconditioned stimulus

- unconditioned response- conditioned stimulus

- conditioned response


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Operant Conditioning (B.F. Skinner)

- The theory that behavior is a function of itsconsequences and is learned through experience.

- Operant behavior: voluntary or learned behaviors

Behaviors are learned by making rewards contingent to

behaviors.

Behavior that is rewarded (positively reinforced) is likelyto be repeated.

Behavior that is punished or ignored is less likely to be

repeated.


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Social learning

-the view people can learn through observation and

direct experience.

- Attributes of models that influence learning:

Attentional: the attractiveness or similarity of the model

Retention: how well the model can be recalled

Motor reproduction:the reproducibility of the modelsactions

Reinforcement: the rewards associated with learning themodel behavior


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Shaping: A Managerial ToolShaping behaviorsystematically reinforcing each

successive step that moves an individual closerto the desired response.

Methods of shaping behavior Positive reinforcement: rewarding desired behaviors.

Negative reinforcement: removing an unpleasantconsequence once the desired behavior is exhibited.

Punishment: penalizing an undesired behavior.

Extinction: eliminating a reinforcement for anundesired behavior.


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Schedules of reinforcementSchedules of Reinforcement

Reinforcement

Schedule Nature ofReinforcement Effect on Behavior Example

Continuous Reward given aftereach desired behavior Fast learning of new behavior butrapid extinction Compliments

Fixed-interval Reward given at fixedtime intervals Average and irregularperformance with rapid extinction Weekly paychecks

Variable-interval Reward given atvariable time intervals Moderately high and stableperformance with slow extinction Pop quizzes

Fixed ratio Reward given at fixedamounts of output High and stable performanceattained quickly but also with

rapid extinctionPiece-rate pay

Variable ratio Reward given atvariable amounts of

outputsVery high performance with slow

extinction Commissionedsales


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Organizational behavior

modification (OB Mod)

- application of reinforcement conceptsto individuals in the work setting.


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Five steps in OB Mod:

1. identifying critical behaviors

2. developing baseline data

3. identifying behavioral consequences

4. developing & implementing an interventionstrategy

5. evaluating performance improvement

The Foundations of Individual Behaviorok 1233836438751814 2

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