NON-COGNITIVE EMPLOYEE PATTERNS OF BEHAVIOR

Non-Cognitive Employee Patterns of Behavior

Non-Cognitive Employee Patterns of Behavior

Introduction

Employees are the backbone of the industry, also the important source of the organization. So, employee's behavior and culture has to be managed well in the organization. Culture carries the specific integrated values of norms, behavior, discipline, code of conduct and empathy. And, interpersonal relationship between each other, the good approach towards customers and their colleagues, help employees to handle the problem, and ensuring company norms, values. If an employee's behavior and culture are good it helps them to manage turnaround time and adjust with the new task. Good employee's behavior and culture in essence that helps company to achieve its organizational objectives and goals (Chandrasekar, 2011).

A variety of factors has been empirically associated with the culture and behavior of the employees that are not attitudinal but organizational. Inducements to stay can derive from working with groups or on certain projects that create types of commitment other than the attraction. Employee's positive thinking towards company will motivates employees to develop confidence, self motivation towards achieving the tasks and company objectives. It develops the trust and belief between supervisors, workmen, and manager (Chandrasekar, 2011).

Discussion

Non-cognitive theories argue that appraisals and judgments are not a part of emotion process. The non-cognitive position is that the emotion response directly follows the perception of a relevant stimulus. Thus, instead of any sort of evaluation or judgment about the stimulus, the early part of the emotion process is thought to be reflex-like.

Motivation involves a constellation of beliefs, perceptions, values, interests, and actions that are all closely related. As a result, various approaches to motivation can focus on cognitive behaviors (such as monitoring and strategy use), non-cognitive aspects (such as perceptions, beliefs, and attitudes), or both.

Theoretical Approaches

According to Stipek (1996), early approaches to the study of motivation were rooted in the literature on extrinsic reinforcement. Within this literature, all behavior, including achievement, was believed to be governed by reinforcement contingencies. Proponents of this approach included B.F. Skinner, who identified different types of reinforcers. Positive reinforcers, or rewards, are consequences that increase the probability of a given behavior they were made contingent on, whereas negative reinforcers are consequences that increase the probability of a given behavior by removing or reducing some negative external stimulus. Punishment, on the other hand, refers to unpleasant consequences that decrease the probability of a given behavior. Under this framework, the teacher's ...