...Creating Behavior Change in a Staff Member Human service managers and staff members must develop methods to increase the efficiency and effectiveness of the individual staff members' professional behavior. Many of the same methods used by clinicians to change clients’ behaviors can also improve clinicians’ professional conduct. Human services managers, supervisors, and staff members who build a high level of trust, respect, and positivity with the rest of their staff is provided the necessary tools to improve staff behaviors (Murphy & Dillon, 2011). Because of the wide variety of responsibilities, work habits, and necessary behavioral changes in the human services field, however; no single technique can be successful in all cases. Rather, managers should work with employers to establish strategies to improve staff behavior on a case-by-case basis. These strategies are most effective when they combine several techniques to form a comprehensive plan of action. This plan can include goal setting, staff development, and training with incentives-based motivation. This type of approach successfully creates behavior changes in staff by creating a positive work environment, highlighting, and increasing efficiency, and building meaningful relationships between staff members and clients. Therefore, applying techniques to a hypothetical situation can better show how a manager would use the facts of a particular case to combine several techniques, creating a cohesive strategy to...
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...Employee Behavior I am writing this note to set straight some issues I have observed concerning employees behavior at work. I understand the nature of being bored and trying to spice up the day but some of the events I have encountered are just not deemed appropriate behavior in the workplace. My goal here is not to point out these instances or to place the blame on any individual but to make it clear as to what kind of behavior is tolerated. Employees should be kind and respectful to one another. We all have to spend a lot of time together and there is no place for disrespect of any kind. We must learn to work well as a team and if anyone is being rude or vigilant then this simply cannot be achieved. If anyone observes an employee acting out towards another employee in a manner deemed disrespectful or unkind upper management should be notified immediately. All persons who supply information will be doing so anonymously and without question. We must always remember to be tidy not only in our workstations but in our break areas and other various parts of the building. I understand that many believe that because we have a faculty’s department that is ok to leave our trash lying around because someone will eventually come along and pick it up. I will clear this up for any who have doubts. Clean up after yourself! The people hired to clean up are not here to clean after you they are here to keep up on the general maintenance of the building. page 2 of 2 Smoking...
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...The impact of employee personal health behaviors can affect health care costs, job performance, and productivity. There are several ways organizations can attempt to tackle poor health habits of employees. The challenge for employers, however, resides in staying within legal and ethical boundaries when addressing such issues as obesity and smoking. Regulation of employee lifestyles by employers is becoming a more prevalent issue, but laws regarding this practice vary by jurisdiction. Organizations can protect themselves from legal trouble and ethical issues by implementing constructive programs aimed at improving the health of their workforces rather than engaging in discriminatory practices against overweight employees and smokers. Weight discrimination can be an issue in any industry so it is important that managers are aware of the laws regulating such practices. Obesity is a health problem and some employers assume that overweight employees will incur more illness-related absences and contribute to higher health care costs. Research shows that overweight employees are more likely to be subjected to discrimination in terms of hiring, treatment, and retention (Roehling, 2002, p. 177). While most states do not have laws protecting workers from discrimination based on weight per se, some protection is afforded under the Americans with Disabilities Act, where a certain level of obesity is considered an actual disability (p. 181). In addition to employment protection...
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...Employee behavior inside a certain organization may affect the productivity of a single job. Each individual has its own differences and these differences may affect the production of a certain organization. Behavior is defined as the actions of a system or organism, usually in relation to its environment, which includes the other systems or organisms around as well as the physical environment. It is the response of the system or organism to various stimuli or inputs, whether internal or external, conscious or subconscious, overt or covert, and voluntary or involuntary. Many elements determine an individual’s behavior in the workplace. Managers as well as employees have been shaped by their culture, and by the organization’s culture. These influences affect the way employees communicate and interact with one another, and with management. In the same way, a manager’s communication is greatly influenced by outside factors. Each employee beliefs effect their ethics, and sense of ethical responsibility. Communication helps to shape employee perceptions, and helps employers to understand employee’s perceptions. Different forms of communication, both verbal and non-verbal, must be used to ensure that each demographic within a corporation’s diverse team is reached both effectively and efficiently. Employee tardiness is a phenomenon that is common in many organizations. This problem has a big impact on the employees’ productivity and performance as well as to the organization as...
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...Understanding employee behavior and commitment Table of Contents Table of Contents…………………………………………………………………………2 Chapter 1: Organizational Behavior...…………………………………………………….4 Organizational Commitment...…………………………………………………………....6 Three Component Model of Organizational Commitment.……………………………….9 Affective Commitment.………………………………………….………………10 Continuance Commitment …………………………………….………………...10 Normative Commitment………………………..………………….…………….10 Chapter 2: Emotional Intelligence……..……………………………………………..….11 Daniel Goleman’s Five Components of EI……………….…………………………......12 Self-awareness…….…….……………………………………………………….13 Self-regulation……..………………………….………...…….……...………..…13 Motivation……………………………….………………….......………………..14 Empathy………………..….……………………………...………...……………14 Social Skill……………………………………………………………………….14 Peter Salovey & John Mayer’s Four Branch Model……………………………………..15 E.I., Transformational & Transactional Leadership……………………………………..16 Summary…………………………………………………………………………………17 References……………………………………….……………………………...…….….19Certification Statement……………………………..……………………...………….…23 Abstract This paper briefly explains how organizational behavior and employee commitment are directly related to an individual’s performance within an organizational setting. It will also summarize the three component model of organizational commitment developed by Meyer and Allen. Peter Salovey and John Mayer’s concept of emotional intelligence is...
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...INTRODUCTION The article provides a synthesis of employee retention in Zintepee Technologies and offers an explanation of how employee motivation affects employee retention and other behaviors within organizations. In addition to explaining why it is important to retain critical employees, the author will describe the relevant motivation theories and explain the implications of employee motivation theories on developing and implementing employee retention practices. At the end of the paper, an illustration will be provided with explanation on how effective employee retention practices can be explained through motivation theories and how these efforts serve as a strategy to increase organizational performance. In today’s highly competitive labor market, there is extensive evidence that organizations regardless of size, technological advances, market focus and other factors are facing retention challenges. Given the large investments in employee retention efforts within organizations, it is rational to identify, analyze and critique the motivation theories underlying employee retention in organizations. Low unemployment levels can force many organizations to re-examine employee retention strategies as part of their efforts to maintain and increase their competitiveness but rarely develop these strategies from existing theories. The author therefore describes the importance of retaining critical employee and explains how employee retention practices can be more effective by identifying...
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...on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals. Affirmative action Also : Positive discrimination. Carried out on behalf of women and disadvantaged groups and members of such groups are placed in dominant positions. Appraisal See Performance planning. Attrition A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce. Autocratic leadership Leader determines policy of the organization, instructs members what to do/make, subjective in approach, aloof and impersonal. Balanced Scorecard A popular strategic management concept developed in the early 1990's by Drs. Robert Kaplan and David Norton, the balanced scorecard is a management and measurement system which enables organizations to clarify their vision and strategy and translate them into action. The goal of the balanced scorecard is to tie business performance to organizational strategy by measuring results in four areas: financial performance, customer knowledge, internal business processes, and learning and growth. Behaviorally anchored rating scale (BARS) An appraisal that requires raters list important dimensions of a particular job and collect information regarding the critical behaviors that distinguish between successful and unsuccessful performance. These critical behaviors are then categorized and...
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...Productive and Counterproductive Behaviors PSY/428 November 21, 2011 Productive and Counterproductive Behaviors Define productive behavior and counterproductive behavior. The difference between productive behavior and counterproductive behavior is largely because of the important impact that they will have on an organization. Productive and counterproductive behaviors play a key role in an organization’s success, and this will determine if the organization will be productive or not. Productive behaviors and counterproductive behaviors are opposite of each other, working and or living in a positive behavior, and the other a negative one. Productive behavior results in increased productivity, and this type of behavior helps to define an employee as contributing to the goals of the organization in a positive productive manner. Productive behaviors encourage positive outcomes and promote success and motivation, whereas counterproductive behavior does not. Counterproductive behaviors are negative; they take away from an organization leading to no productivity within an organization. Counterproductive behavior is any behavior that does not produce any positive outcomes within an organization so that the goals of the organization are not met. Counterproductive behavior comes in many forms, examples of which are absenteeism, alcohol, drug abuse, sexual harassment, etc. just to name a few. Counterproductive behavior results in ineffective performance and has strong...
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...employer has strong commitments to maintain a totally or partially nonunion workforce. 2. What is the most frequent method of communicating benefits to employees? How can this method be most effective The employee benefit handbook is the most frequent form of communicating benefits to employees. To be most effective the benefit manual should be accompanied by group meetings and videotape. 3. Which is the most popular empirical method of identifying individual preferences in benefits packages? Explain how this method works The flexible benefit plan is the most popular also known as cafeteria style plan or the super market plan. Employees are allotted a fixed amount of money and permitted to spend that amount in the purchase of benefit options. Employees directly identify the benefits of greatest value to them, and by constraining the dollars employees have to spend, benefits managers are able to control benefits costs. 4. Discuss what psychological contracts mean in employee benefit practices Psychological contracts are an articulation of the exchange relationship between the employer and the employee. A psychological contract has been defined as an employee’s subjective perceptions of the relationship of mutual obligations with the employer and the company. Employee benefits can be a part of the psychological contract employees hold about the employer’s obligations to them in exchange for their work efforts. 5. Briefly discuss how workforce demographic changes can...
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...APOLLO .W. MBOGO ( MOI UNIVERSITY)------- Organizational behavior Organizational behavior refers to the study of people and their behavior in the organization and their work place. Organizational behavior is an aspect that deals with great range of disciplines which includes management sociology, psychology, and communication. Organizational behavior brings about achievement of highest performance and good results due to the application of knowledge about how people, individuals, and groups act in organizations and workplaces. Through the study of organizational behavior, managers are able to know the problems affecting the employees in the organization and come up with solutions to solve these problems. As a result it brings they work harmoniously together as a family thereby bringing high achievement If a manager is assigned to manage an organization, it is necessary for him or her to understand how the organization operates. Organization may refer to the combination of science and people. While science and technology can be predicted, human behavior in an organization cannot be predicted. This is because human behaviors arise from needs and value systems of people. Organizations refer to people this means that without people organizations would not exist. This means that if managers want to understand the organizations in which they work, they must first understand the people who are the constituents of the organizations. People are the most valuable assets of the...
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...Designing Compensation Systems and Employee Benefits 1. Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis is the fundamental process that creates the support of all human resource activities. It is also explained in a clearer way as the process of gathering, documentation and analyzing information about the work needs for a job. The information collected in a job analysis, and reflected through a job description; contain a description of the framework and the principal requirements of the job, and information about the skills, responsibilities, mental models and methods for job analysis. They include, the Position Analysis, Questionnaires, which converge on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method. A job analysis gives a goal picture of the job, not the person implementing the job, and as such, provides fundamental information to aid all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning. Job analysis is the method for acknowledging responsibilities or behaviors that describe a job. Separately from attesting the integrity of selection methods, job analysis is the support of virtually scales every other section of industrial psychology, involving performance appraisal training and human elements. Furthermore, job analysis is...
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...Branch Operations Supervisor Job Description Kathy Probst Introduction to Personal Administration Instructor Guevara June 16, 2014 The ability for a company to make a job seem to be an exciting and future position for a potential employee means they have to make the package be a good one. When a person applies for a position they are looking for the total package that fits right with their needs and wants as well as giving them a place to grow with a strong company. Employees look at the total package from health care to vacation time and everything in between. I have also had some friends looking for the benefit of childcare right at their company where they will be working as a bonus to being able to visit your child during your lunch time. These are all benefits that go into making a good draw for an employee to look at when deciding where they want to be employed. So what makes a job seem attractive? Is it the salary, or is it the benefits? Well, I would say it is both. They both play a major role in the factors that draw a person into a company for an interview. Remember that employees want to have as much benefit from the company as they do liking what they do. Health benefits, health club benefits, daycare benefits, vacation or paid time off (PTO) days, room for advancement, pay grades that help them to increase their pay rate, good work ethic, and strong company with a good future. These are some of the things that employee’s look for...
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...Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. Business leaders charged to remain competitive within their industries are discovering a corresponding need to develop and implement programs to develop the competitiveness of their employees within their fields. They are discovering that in order to attract and keep the best employees, they will have to offer these employees opportunities for educational and vocational development that address the need to remain relevant and aggressive in pursuing their career goals. The main objective of compensation strategy is to provide or create an optimal and significant rewards package in anticipation of enticing and rewarding certain employee behaviors. When developing or making improvements to employee benefit programs, companies should compare the benefit packages to competitors. The best benefits are the ones desired by the workforce and are competitive in the marketplace. Compensation strategy can reinforce the organizational culture that the company desires to promote. In the public sector, many aspects of employee compensation is governed by legislation. In most cases, there is not much room for innovative ideas in formulating compensation strategy. When making improvements to your employee benefits it gives you the upper hand in attracting talented employees. Whereas many companies develop a plan and sticks to it, it causes employees to begin to feel...
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...The Effects of a Well-Designed Compensation and Benefits Plan on Employee Behavior The Effects of a Well-Designed Compensation and Benefits Plan on Employee Behavior Compensation can be defined as “all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship” whether directly (compensation) or indirectly (benefits) (Katz, 2012). A strong and competitive compensation and benefits package is a powerful instrument for attracting and retaining the best talent. The development of a flexible compensation and benefits plan has an impact on employee retention and recruiting activities. The goal is to design the compensation and benefits package to attract qualified and talented applicants, as well as retain the current employees that are important and bring value to the organization. Reducing Turnover with a Compensation Strategy HR Function. HR serves in a consultative capacity to the managers and leaders of the organization and is responsible for the implementation of activities or policies in staffing, recruitment, data analysis, reward and recognition, and advising with regard to federal law compliance (Pophal, 2010). The human resource function “serves to align the wants and needs of the employee with the wants and needs of the employer” (Rothwell, Prescott, and Taylor, 2008). Recruitment and retention should be the main focus of HR and if not effectively managed can prove to be a huge risk to the organization...
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...illustrates what the employers has done or failed to do. The critical incidents for performance appraisal are a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period. Each employee will be evaluated as such and one’s performance appraisal will be based on the logs that are put in the evaluation form. The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior. At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance. The critical incidents file of performance appraisal is a form of documentation that reflects all data about employee performances. Most frequently, the critical incidents technique of evaluation is applied to evaluate the performance of superiors rather than of peers of subordinates. Disadvantages of Critical Incident This method suffers however from the following limitations: • Critical incidents technique of evaluation is applied to evaluate the performance of superiors rather than of peers of subordinates. • Negative incidents may be more noticeable than positive incidents. • It results in very close supervision which may not be liked by the employee. • The recording of incidents may be a chore for the manager concerned, who may be too busy or...
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