Conceptual framework for Behavior & performance

CONCEPTUAL FRAMEWORKS

FOR

BEHAVIOR AND PERFORMANCE

MANAGING PEOPLE

INVOLVES TWO THINGS:1. UNDERSTANDING, PREDICTING AND

CONTROLLING BEHAVIOUR

2. DEVELOPING AND IMPLEMENTING SYSTEMS AND CONDITIONS FOR PEOPLE TO PERFORM.

PERFORMANCE & BEHAVIOR

CASUAL RELATIONSHIP BETWEEN PERFORMANCE & BEHAVIOR

CAUSE: BEHAVIOR INDEPENDENT

EFFECT: PERFORMANCE DEPENDENT

PERFORMANCE IS A FUNCTION OF BEHAVIOR

WORK BEHAVIOR

• WHAT A PERSON DOES IN RELATION TO A GIVEN SITUATION OR TASK.• AN ACTION THAT CAN BE OBSERVED AND MEASURED IN SOME WAY. • AN OBSERVABLE RESPONSE TO A

WORK-RELATED SITUATION• MEASURABLE IN SOME WAY (E.G.

FREQUENCY OR COMPLETENESS).

MEASUREMENT OF WORK BEHAVIOR

• CRITICAL FOR EVALUATING • DESIRABILITY OR ACCEPTABILITY

• BASIS FOR INFLUENCING BEHAVIORS • REINFORCEMENT OF THE DESIRABLE OR

ACCEPTABLE BEHAVIORS AT THE WORK PLACE FOR CONTINUATION. • MINIMIZATION OR TERMINATION OF THE

UNDESIRABLE OR UNACCEPTABLE BEHAVIORS

LEVELS OF BEHAVIOR IN ORGANIZATION

THE THREE LEVELS OF ANALYSIS IN OB:a. INDIVIDUAL LEVEL (MICRO LEVEL)b. GROUP LEVEL (MEZZO LEVEL)c. ORGANIZATION SYSTEM LEVEL

(MACRO LEVEL)

THE THREE BASIC LEVELS ARE ANALOGOUS TO BUILDING BLOCKS; EACH LEVEL IS CONSTRUCTED UPON THE PREVIOUS

IMPORTANCE OF MANAGING BEHAVIOUR

• CAUSAL RELATIONSHIP BETWEEN BEHAVIOURS AND ORGANISATIONAL PERFORMANCE AND EFFECTIVENESS. • UNDERSTANDING AND MANAGING BEHAVIOUR

ESSENTIAL FOR EFFECTIVE MANAGEMENT OF THE ORGANISATION.• JOB SATISFACTION, ORGANISATIONAL COMMITMENT

AND LOYALTY, ORGANISATIONAL CITIZENSHIP, TURNOVER.• PERFORMANCE, PRODUCTIVITY, EFFICIENCY, CHANGE

THEORETICAL FRAMEWORKS

1. TRAIT APPROACH: A PERSON’S TRAITS OR ATTRIBUTES DETERMINE BEHAVIOUR

2. PSYCHOANALYTICAL APPROACH: UNCONSCIOUS PROCESSES CONTROL BEHAVIOUR

3. COGNITIVE FRAMEWORK: A PERSON’S INTERNAL PROCESSES DETERMINE BEHAVIOUR

4. BEHAVIOURISTIC FRAMEWORK: ENVIRONMENTAL FORCES DETERMINE A PERSON’S BEHAVIOUR

5. SOCIAL COGNITIVE FRAMEWORK: A PERSON’S BEHAVIOUR IS DETERMINED BY INTERACTIONS BETWEEN INTERNAL AND ENVIRONMENTAL FACTORS

MODEL FOR BEHAVIOUR MANAGEMENT

INTEGRATIVE SOCIAL COGNITIVE APPROACH• THE COGNITIVE APPROACH IS HELPFUL TO

UNDERSTAND HUMAN BEHAVIOUR• THE BEHAVIOURISTIC IS HELPFUL TO PREDICT

AND CONTROL HUMAN BEHAVIOUR • THE SOCIAL COGNITIVE APPROACH IS HELPFUL

TO UNDERSTAND, PREDICT AND CONTROL HUMAN BEHAVIOUR

THE MODEL THUS FULFILS THE OBJECTIVES OF OB

DETERMINANTS OF WORK BEHAVIOR

BEHAVIOR (B) AND ITS INTENSITY IS DETERMINED BY A NUMBER OF PERSONAL (P) AND ENVIRONMENTAL (E) FACTORS

B = F (P, E)

DETERMINANTS OF WORK BEHAVIOR

Person’s beliefs about the consequences of the performing behavior

Subjective norms: Beliefs about whether other people would wish the person to perform behavior

Person’s attitude towards behavior

Behavioral Intentions related to work performance

Motivation of the person

Environmental factors

Ability of the person

Behavior related to work performance

DETERMINANTS OF WORK BEHAVIOR

SUBJECTIVE FORCES THAT CREATE BEHAVIORAL INTENTION • BELIEFS • SUBJECTIVE NORMS (BELIEFS OF OTHERS)• ATTITUDES

ENABLING FORCES THAT TRANSLATE THE BEHAVIORAL INTENTION INTO AN ACTUAL BEHAVIOR• ABILITY• MOTIVATION• WORK ENVIRONMENT