influences of employee behavior
TRANSCRIPT
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Influences on Employee Behavior
Chapter 5
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Session Objectives Identify the major factors
influencing behavior. Define motivation. Describe main approaches to
understanding motivation.
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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A Major Purpose of Human Resource Development To change employee behavior
through training and other incentives.
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Model of Employee Behavior Forces that influence behavior: External to the employee:
External environment (economic conditions, laws and regulations, etc.)
Work environment (supervision, organization, coworkers, outcomes of performance)
Within the employee: Motivation, attitudes,
knowledge/skills/abilities (KSAs)
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Factors in the External Environment Economic conditions Technological changes Labor market conditions Laws and regulations Labor unions
Source: Heneman, Schwab, Fossum & Dyer (1989)
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Factors in the Work Environment Outcomes Supervision and leadership Organization Coworkers
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Outcomes Can Influence Employee Behavior Personal outcomes Organizational outcomes
Both expectancy theory and equity theory predict that employee perceptions of the outcomes they receive (or hope to receive) influences their performance of that behavior.
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Supervisor Characteristics Leadership Performance expectations
(Pygmalion effect) Evaluation of efforts
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Organizational Influences Reward structure Organizational culture Job design
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Coworker Influence Norms Group dynamics Teamwork Control over outcomes
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Motivation Psychological processes that
cause the arousal, direction, and persistence of voluntary actions that are goal-directed.
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Motivation Characteristics Pertains to voluntary behavior. Focuses on processes affecting
behavior such as: Arousal or energizing of effort Direction of effort Persistence of effort
An individual phenomenon.
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Arousal or Energizing Effort
The generation or mobilization of effort.
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Direction of Effort Applying effort to one behavior
over another.
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Persistence Continuing (or ceasing) to perform
a behavior.
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Explanations of Work Motivation Need-based Cognitive-based Noncognitive-based
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Need-Based Theories Underlying needs,
such as needs for survival, safety, power, etc., are what drives motivation.
Theories: Maslow’s hierarchy
of needs theory Alderfer’s existence,
relatedness and growth (ERG) theory
Herzberg’s two-factor theory
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Cognitive Theories Expectancy theory Goal-setting theory Social learning theory Equity theory
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Expectancy Theory Motivation is viewed as a conscious choice. People put their efforts into actions they
can perform to achieve desired outcomes. Three key elements:
Expectancy – Expect effort to result in success
Instrumentality – Performance results in reward
Valence – Value individual puts on outcome
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In Other Words…
You believe you can do it. You believe your performance is linked
to the results. You believe that the results are worth
the effort. You won’t do it if you don’t believe it’s
worth the effort.
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04/10/23 HRDe3 CH-2 Contributed by Wells Doty, Ed.D., Clemson Univ.
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Goal Setting Theory Specific, difficult and understood goals
generally lead to higher performance. Keys to success are the level of
difficulty and the clearness of goals.
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Social Learning Theory Self-efficacy – Judgment of what you
think you can do with the skills you have.
Major prediction of the theory is that expectations determine: Whether a behavior will be performed How much effort will be expended How long you will perform the behavior
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Equity Theory
Major assumptions: If you are treated fairly, you will keep
working well. If you think you are being treated
unfairly, you will change your behavior in order to be treated fairly.
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A Noncognitive Theory Reinforcement theory
e.g., Behavior Modification
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Behavior Modification
Principles for controlling employee behavior:
Positive Reinforcement Negative Reinforcement Extinction – decrease occurrences by
eliminating reinforcement that causes the behavior.
Punishment – Introduce an adverse consequence immediately after behavior.
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A Specific Example Sleeping in Class: 1. Warning 2. Leave class and explain to the
Assistant Dean why you were asked to leave
Too often – you are dropped from the class
Question: Is this positive or negative reinforcement, and why?
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Other Internal Factors That Influence Employee Behavior Motivation Attitudes Knowledge, Skills and Abilities (KSAs)
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Attitudes A person’s general feelings of favor or
disfavor towards something. Feelings towards a person, place, thing,
event, or idea. Tend to be VERY stable and hard to
change. Attitudes are important in training –
e.g., does the trainee intend to use the training or ignore it?
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Knowledge, Skills and Abilities (KSAs) Abilities: general capacity related to the
performance of specific tasks. Skills: combines abilities and capacities,
generally the result of training. Knowledge: Understanding of the
factors or principles related to a specific subject.
HRD programs mostly focus on changing skills and knowledge.
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Bloom’s Taxonomy
Bloom Cognitive Psychomotor Affective
HRD Knowledge Skills Attitudes
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Maslow’s Hierarchy of Needs
Self-Actualization Needs
Esteem Needs
Belonging & Love Needs
Safety Needs
Survival Needs
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Summary HRD generally seeks to change human
behavior (some efforts to change attitudes).
Behavior is influenced by both external and internal factors.
Worker motivation is the key. We can work on knowledge, skills and
abilities. Attitudes are often where the problem lies.