ORGANIZATIONAL BEHAVIOUR MODIFICATION

“The Usage of Reward and Punishment is the Best Way of Ensuring That an Individual Learns”

“The Usage of Reward and Punishment is the Best Way of Ensuring That an Individual Learns”

Behavioural science is a very complex area itself. Therefore is not surprising that there are numerous specialists within it. Each specialist is concerned with some aspect of interpersonal relationships. Consequently with some aspect of interpersonal relationships. Consequently at training they usually to not teach the same body of knowledge, rather than approach the matter quite differently.

Several Behaviourists proposed different training techniques for human recourses development. Disturbed by the assumptions of behaviourists concerning motivation. And yet retaining some of their insights Luthans has proposed that the designates as organization behaviour modification. The differences are described thus, a motivational approach to organizational approach to organizational behaviour infers that the practicing manager should attempt to define and manipulate such vague internal sates as desire. Satisfaction and attitude. Under the Organization modification approach, the manager determines the organizational goals he wants participant behaviour to accomplish the organization stimuli available to control the behaviour and the types and schedules of reinforcement that can be applied to the consequent behaviour.

Behaviour modification is also called as operate conditioning and positive reinforcement. It is based on learning theory and directed towards changing individual behaviour rather then that of group of total organization. The desired behaviour of individual can be reinforced by incentives such as money, social approval and responsibility. Thus the behaviour of organizational participants can be turned towards the results desired including efficient productive efforts. It has been increasingly efficient productive efforts. It has been increasingly applied to a variety of organizations including business firms.

Behaviour modification applies thorn dikes law of effect, which asserts that behaviour perceived to lead to a positive result will be repeated, behaviour that has a neutral or negative result will tend not to be repeated , Reinforcement of a persons behaviour can positive or negative-positive if a desired behaviour is regarded negative if an undesired behaviour is punished. Most trainers push to avoid negative reinforcement and to reply on positive reinforcement skinner has advocated the maximum use of positive reinforcement he opposes negative reinforcement because of it's conceive implication.

Reinforcement proceeds in three stages. First, the superior gives frequent positive reinforcement based on feedback from subordinate's performance, shaping their performance by constructive suggestion is infrequent and the use of praise. In the second stage reinforcement is infrequent and given at unpredictable times. Finally supervisory reinforcement is reduced greatly, allowing task accomplishment to become the subordinates primary souses of reward. All this call for training supervisors in reinforcement methods getting them to accept the psychology involved. Stages that is ideal, that has proved difficult to reach in May eases.

Those methods have been extensively used in the Amery air freight corporation. Its programs begin with a performance audit to measure the individual's current result. Work standards are then adjusted established by the supervisors, Subordinates keep performance records which are then scrutinized by their supervisors ...