...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 change...
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...Reinforcement Strategies University of Phoenix Organizational Administration and Behavior AJS/512 March 19, 2013 Reinforcement strategies are utilized to motivate employees and are essential to the success of an organization. The elements they provide to the chain of command within and organization includes productivity, retention and moral. The type of business conducted at the organization determines the strategies used. In the criminal justice system, reinforcement strategies are especially crucial because it helps keep the officers and other personnel focused on achieving goals set by the department. It is important that reinforcement strategies are continuously conceptualized and implemented to sustain employee’s disposition toward work. It is important to understand how the implementation of both positive and negative reinforcement strategies and affect an organization. Examining the strengths and shortcomings of reinforcement strategies allows managers to determine what is most effective with staff. Also, determining whether a strategy is continuous, positive, or negative can allow supervisor to understand the tools available to work with and implement them more successfully. Employee Recognition Employee recognition is a vital part of any organization as it positively promotes and influences organizational behavior. Employee motivation is an essential aspect of the working environment as well as a basic need for individuals. Rewarding employees for hard work...
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...Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion. Production is divided among three plants: plastic beverage containers in Albany, Georgia; custom plastic parts in Pontiac, Michigan; and plastic fan parts in Hangzhou, China. Research and Development is conducted at corporate headquarters in San Jose, California. Riordan's major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers. This research paper will discuss the issues being faced by Riordan Manufacturing and provides solution based on various motivation, rewards and performance concepts Situation Analysis Issue and Opportunity Identification – Total reward system The current reward system is barely based on performance, instead recognizing cost-of-living increases, seniority and position. Faced with declining morale and work ethic, Riordan managers have been pressuring the CEO to "do something" about the rewards system. Riordan’s employees comprise three major demographic groups. Baby boomers make up the bulk of the managerial and about half of the manufacturing staff; GenXers make up the majority of the professional staff, as well as some of the manufacturing staff; and the GenY contingent are the newest hires, found primarily in manufacturing, engineering and IT. These three groups have radically different perspectives on rewards and motivation, valuing everything...
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...Permanent, Measurable Improvements In Performance Edit Article | Posted: May 11, 2007 The decades-long quest to transfer what is learned in the classroom to improved performance in the workplace has been a confounding one. For one thing, it isn't easy to change behavior patterns, because they've been ingrained over time. To correct performance issues, new behaviors have to be introduced and consistently reinforced over the long term. This means following up programs with enough continued learning, feedback, coaching and accountability to stimulate the growth of new neuronal connections that eventually take the place of old ones. Unaware of this reality, organizations have wasted billions of dollars annually investing in learning programs that fail to change behavior. The greater challenge of the quest for this "Holy Grail" is that the solution doesn't involve fixing just one thing. A myriad of variables within an organization influence whether learning is reinforced until new behavior patterns are established. A process I call Train-to-Ingrain was designed to achieve permanent, measurable improvements in performance by optimizing aspects of training and development that impact on learning transfer: - COMMITMENT - Support follow-up reinforcement - COACHING - Prepare direct managers for their development role - FOLLOW-UP - Integrate reinforcement programs with assessment and training programs - ACCOUNTABILITY - Measure performance improvement and calculate ROI ...
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...reached a consensus on the strategy for Ace Technology. The consensus was a critical milestone for the company and set the stage for a number of important change strategies. The task ahead was to make these plans a reality. A critical topic in the planning session was the antiquated compensation programs. The senior managers agreed that the compensation programs were too complicated and they conflicted with the key themes of the company’s new strategy. The base pay program emphasized the hierarchy of the organization and was not customer focused. The incentive plans were tied to individual accountability rather than group effort. The recognition programs were too limited in both was selected and who used them. Change needed to happen quickly if ACE Technology was going to regain its market leadership. Bill knew that changing the compensation plans was going to be very challenging, but it was too important to be delayed. As he entered his office, Bill thought, “ What do I do now?” Bill called his management team together to discuss linking human resources programs to the organizations’s new business strategy. He reviewed the changing conditions in the business environment and the rise of the new competitive forces. Although there were many opinions, few team members disagreed about the need to change. Bill reviewed the mission, vision, and values of the company. Although his staff members had heard this before, Bill outlined the company’s strategy against the critical success...
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...Human Resource Management Introduction Human resources management is defined as a scheme of activities and strategies that focus on how to manage employees successfully at all levels of an organization to achieve organization objectives (Byars & rue 2006). According to Stone (2005) HRM is important to determine the effective and efficient use of people in achieving the organization’s strategic, business objectives and the satisfaction of individual employee needs. In order to have a successful HRM it is important to have a strategic HRM, strategic HRM is the process of interconnecting the HR purpose with the strategic objectives of the organization in order to increase performance (Bratton 2013). There is several importance of strategic HRM which is to focus on performance and consistency of its business, bridge between business strategies and human resources practices, identifying and analyzing the external opportunities and threats may impact to the organization, and help companies work harder to meet the needs of their employees (Mathanas 2011). SWOT analysis is part of strategic HRM due to SWOT can determine the future of an organization that are referred to strategic factors. SWOT analysis in HRM is defined as a tool that helps organization assist issues within external which includes assessment of strength, weaknesses, external opportunities and threats, and provides an outline for strategic decision making in HRM (Colbert 2013). According to Chen & Brunenski...
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...September 2013 MOTIVATION, BEHAVIOR, AND PERFORMANCE IN THE WORKPLACE I. INTRODUCTION Motivation is a subject that has long interested researchers and practitioners seeking to understand human behavior and performance. Over the course of the 20th century and into the new millennium, scholars have developed sweeping theories and have amassed large bodies of applied research investigating motivation across a variety of settings. Motivation has been studied in schools, the workplace, government, and athletic competitions, to name but a few contexts. It has been studied at the level of the individual, the group, and the organization. Some motivation researchers have employed cognitive models, which emphasize the role of thought processes in determining motivation and behavior, while other researchers have adopted non-cognitive paradigms, which focus on factors such as personality traits, affective states, and environmental determinants. This paper focuses specifically on research about motivation and behavior in the workplace. It discusses motivation theory, which has broad applicability across contexts, as well as the empirical research conducted in workplace contexts. In reviewing this literature, particular emphasis is placed on research about motivation and behavior as they relate to individual performance. A central aim of motivation research is to explicate the complex relationships that exist among motivation, behavior, and performance—such knowledge is critical for...
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...other companies inside and outside of the steel industry pay. But Nucor also has much higher productivity than is typical in the steel industry. Wall Street financial services firms and banks used incentive plans that rewarded people for developing “innovative” new financial investment vehicles and for taking risks to earn themselves and their firms a lot of money. Troubled Asset Relief Program (TARP), which included restrictions on executive pay designed to discourage executives from taking “unnecessary and exces-sive risks.” In an opinion piece in The Wall Street Journal, entitled “How Business Schools Have Failed Business,” the former director of corporate finance policy at the United States Treasury wrote that “misaligned incentive programs are at the core of what brought our financial system to its knees.” 7 He says that we “should ask how many of the business schools attended by America’s CEOs and directors educate their students about the best way to design managerial compensation systems.” How people are paid affects their behaviors at work, which affect an organization’s success. 8 For most employers, compensation is a major part of total cost, and often it is the single largest part of operating cost. These two facts together mean that well- designed compensation systems can help an organization achieve and sustain...
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...MOTIVATION, BEHAVIOR, AND PERFORMANCE IN THE WORKPLACE I. INTRODUCTION Motivation is a subject that has long interested researchers and practitioners seeking to understand human behavior and performance. Over the course of the 20th century and into the new millennium, scholars have developed sweeping theories and have amassed large bodies of applied research investigating motivation across a variety of settings. Motivation has been studied in schools, the workplace, government, and athletic competitions, to name but a few contexts. It has been studied at the level of the individual, the group, and the organization. Some motivation researchers have employed cognitive models, which emphasize the role of thought processes in determining motivation and behavior, while other researchers have adopted non-cognitive paradigms, which focus on factors such as personality traits, affective states, and environmental determinants. This paper focuses specifically on research about motivation and behavior in the workplace. It discusses motivation theory, which has broad applicability across contexts, as well as the empirical research conducted in workplace contexts. In reviewing this literature, particular emphasis is placed on research about motivation and behavior as they relate to individual performance. A central aim of motivation research is to explicate the complex relationships that exist among motivation, behavior, and performance—such knowledge is critical for managers tasked with...
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...A CLOSE ALIGNMENT OF ORGANIZATION STRATEGY WITH HUMAN RESOURCE DEVELOPMENT (HRD), AS A WAY TO IMPROVE INDIVIDUAL AND ORGANIZATIONAL PERFORMANCE There is increased need of human resources development to meet today’s organizations’ needs, which are ever changing due to globalization that has resulted into more competition in the global markets (Garavan, Heraty, & Barnicle, 2002). According to Hyland (2005), human resource development (HRD) refers to the process of enhancing human resource capability through strategies and development, organization development and career development in order to boost their performance, which in turn boosts an organization’s performance. Therefore, HRD functions can be described as a set of organized and systematic activities, which are planned to provide opportunities to an organization’s members to acquire skills necessary for meeting their present and future job requirements (Chien-Chi & Gary, 2008). In today’s competitive markets and ever changing external environmental factors, HRD has become of great importance since it ensures productive and successful management (Du Plessis, Nel, Struthers, Robins, & Williams, 2007). Many organizations have therefore adopted the strategy of integrating their organization’s strategy into their HRD functions (Schuler, 1992), in addressing the changing external environment. Hyland defines organizational strategy as a plan of activities that an organization needs to undertake in order to meet...
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...Training and Development Paper Yvonne Rico HCS/341 May 19, 2014 Igor Shegolev The purpose of healthcare education is to persuade the health industry of individuals and committees as well as living and working conditions that influence their health. Health education is the development of an individual group, community, and systemic strategies to improve health knowledge, attitudes, skills, and behavior. Health education is a social science that draws from the biological, environmental, physical, and mental sciences to promote health and prevent disease disability and premature death through education driven voluntary behavior change activities. Health education is important because it improves the health status of individuals, families, communities, states, and the nation. By focusing on prevention, health education reduces the costs that individuals, employers, families, and communities would spend. Training is vital and should almost always improve performance. Trained and energized employees are what a company needs to stimulate growth and problem solving. One of the best ways to encourage and support individuals in an organization is through professional development and training opportunities. As employees develop new skills the business work environment becomes saturated with energy and creativity. The purpose of this paper is to explore the connections between education and training and why they are important in health care. It will also describe the process for...
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...Nature of Training and Development In simple words, training and development refers to the imparting of specific skills, abilities, knowledge to an employee. A formal definition of training and development is determined as follows: “It is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.” The need for training and development is determined by the employee’s performance deficiency, computed as follows: |Training and development needs = | |Standard performance – Actual performance | We can make a distinction among training, education and development. Such distinctions enables us to acquire a better perspective about the meaning if the term training. Which refers to the process of imparting specific skills, Education, on the other hand is confined theoretically learning in classroom To distinct more, the training is offered in case of operatives whereas development programs are conducted for employees at higher levels. Education however is common to all the employees. Inputs in Training and Development Any training and development programme must contain inputs which enable...
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...the efficiency and effectiveness of the workforce? The answer is, through the implementation of a competent performance appraisal system. In light of the results of the recent employee survey conducted, there are both real and perceived issues that exist between HR and the management team. The lack of cohesion within the organization has resulted in low employee morale which affects performance and ultimately, profitability. The purpose of this presentation is to explain the merits of a good performance appraisal system, for both individuals and teams of the organization and to show how it will help to resolve the problems uncovered by the survey. Moreover, my intention is to describe the process for assessing team performance and the differentiating factors for executing an appraisal for an individual versus a team in an organization. Lastly, the board of directors asked for a report with regard to succession planning in the last board meeting. I want to describe the benefits of succession planning and propose a solution for the implementation of succession planning in our organization. Performance Appraisals Performance appraisals, when properly used, are an essential and invaluable tool in the managers arsenal to plan and control productivity. Managers should use appraisals for the proliferation and oversight of their subordinates. For example, appraisals can be used to determine promotions, commendations, and terminations, as well, they are permissible evidence Maximizing...
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...EPG SHRM Foundation’s Effective Practice Guidelines Series Building a High-Performance Culture: A Fresh Look at Performance Management By Elaine D. Pulakos, Rose A. Mueller-Hanson, Ryan S. O’Leary, and Michael M. Meyrowitz Sponsored by Halogen Building a High-Performance Culture: A Fresh Look at Performance Management This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2012 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in any form or by any means...
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...UNIVERSITY OF EDUCATION, WINNEBA (COLLEGE OF TECHNOLGY EDUCATION, KUMASI) IMPROVING THE PERFORMANCE OF SECOND YEAR ACCOUNTING STUDENTS’ IN DOUBLE ENTRY PRINCIPLES THROUGH PARTICIPATORY METHODS OF TEACHING AND LEARNING: USING POPE JOHN SENIOR HIGH SCHOOL AND MINOR SEMINARY, KOFOFIDUA AS A CASE STUDY URIAH- ACQUAH PANFORD JUNE, 2015 IMPROVING THE PERFORMANCE OF SECOND YEAR ACCOUNTING STUDENTS’ IN DOUBLE ENTRY PRINCIPLES THROUGH PARTICIPATORY METHODS OF TEACHING AND LEARNING: USING POPE JOHN SENIOR HIGH SCHOOL AND MINOR SEMINARY KOFOFIDUA, AS A CASE STUDY BY URIAH- ACQUAH PANFORD (4121010023) A PROJECT REPORT PRESENTED TO THE DEPARTMENT OF ACCOUNTING STUDIES EDUCATION, AT THEUNIVERSITY OF EDUCATION, WINNEBA IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THEAWARD OF BACHELOR OF SCIENCE EDUCATION DEGEE IN ACCOUNTING STUDIES JUNE, 2015 ACKNOWLEDGEMENT I wish to express my heartfelt appreciation to Mr. Frank Yao Gbadago, a lecturer ine department of Accounting Studies Education of the University of Education, Winneba, Kumasi Campus for his guidance and directions in writing this action research report. To Mr. Imoro Musah Daniel, what would...
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