three i presentation

8/8/2019 Three I Presentation

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Influences on Employee BehaviorUmm e Kalsoom

Sadia AlamFarwa Sakhawat


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Session Objectives

Identify the major factors influencingbehavior.Define motivation.Describe main approaches tounderstanding motivation.


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A Major Purpose of Human

Resource Development

To change employee behavior throughtraining and other incentives


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Model of Employee Behavior

Forces that influence behavior: External to the employee:

External environment (economic conditions, lawsand regulations, etc.)Work environment (supervision, organization,coworkers, outcomes of performance)

Within the employee:Motivation, attitudes, knowledge/skills/abilities(KSAs)


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Factors in the Work Environment

Outcomes

Supervision and leadershipOrganizationCoworkers


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Factors in the External

EnvironmentEconomic conditionsTechnological changesLabor market conditionsLaws and regulationsLabor unions


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The External Environment


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Outcomes Types

Effect on MotivationSupervision Leadership

Performance ExpectationsOrganization Reward Structure

Organizational Culture

Job DesignCoworkers Norms

Group DynamicsTeamwork

Influences on Employee Behavior


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Outcomes Can Influence

Employee BehaviorPersonal outcomes

Organizational outcomes

Both expectancy theory and equity theory

predict that employee perceptions of theoutcomes they receive (or hope to receive)influences their performance of that behavior.


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Supervisor Characteristics

Leadership

Performance expectations (Pygmalioneffect)Evaluation of efforts


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Organizational Influences

Reward structureOrganizational cultureJob design


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Coworker Influence

NormsGroup dynamicsTeamworkControl over outcomes


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Motivation

Psychological processes that cause thearousal, direction, and persistence of voluntary actions that are goal-directed


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Motivation Characteristics

Pertains to voluntary behaviorFocuses on processes affecting behaviorsuch as:

Energizing of effort Direction of effort

Persistence of effortAn individual phenomenon


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Energizing Effort

The generation or mobilization of effort


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Direction of Effort

Applying effort to one behavior overanother


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Persistence

Continuing (or ceasing) to perform abehavior


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Explanations of Work Motivation

Need-based

Cognitive-basedNoncognitive-based


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Need-Based Theories

Underlying needs,such as needs for

survival, safety,power, etc., arewhat drives

motivation

Theories:Maslow s hierarchyof needs theoryAlderfer sexistence,

relatedness, andgrowth (ERG)theory

Herzberg s two-


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Need Activation-Need Satisfaction Process


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Maslow s Hierarchy of Needs

Self-Actualization

Needs

Esteem Needs

Belonging & Love Needs

Safety NeedsSurvival Needs


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Cognitive Theories

Expectancy theoryGoal-setting theory

Social learning theoryEquity theory


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Expectancy Theory

Motivation is viewed as a conscious choicePeople put their efforts into actions they can

perform to achieve desired outcomesThree key elements:

Expectancy expect effort to result in success

Instrumentality performance results in reward

Valence value individual puts on outcome


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Expectancy Theory


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In Other Words

You believe you can do itYou believe your performance is linked to

the resultsYou believe that the results are worth theeffortYou won t do it if you don t believe it s worththe effort


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Goal Setting Theory

Specific, difficult, and understood goalsgenerally lead to higher performance

Keys to success are the level of difficulty andthe clearness of goals


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Social Learning Theory

Self-efficacy judgment of what you thinkyou can do with the skills you have

Major prediction of the theory is thatexpectations determine:

Whether a behavior will be performed How much effort will be expended How long you will perform the behavior


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Self-Efficacy and Effort


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Equity Theory


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A Noncognitive Theory

Reinforcement theory e.g., behavior modification


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Complexity of Behavior


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Behavior Modification

Principles for controlling employee behavior:Positive Reinforcement

Negative ReinforcementExtinction decrease occurrences by eliminatingreinforcement that causes the behavior

Punishment introduce an adverse consequenceimmediately after behavior


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A Specific Example

Sleeping in Class:

1. Warning2. Leave class and explain to the Assistant Deanwhy you were asked to leave

Too often you are dropped from the classQuestion: Is this positive or negativereinforcement, and why?


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Other Internal Factors ThatInfluence Employee Behavior

Motivation

AttitudesKnowledge, Skills and Abilities (KSAs)


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Wagner-Hollenbeck Model of Motivation and Performance


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Attitudes

A person s general feelings of favor ordisfavor towards something

Feelings towards a person, place, thing,event, or ideaTend to be VERY stable and hard to change

Attitudes are important in training e.g.,does the trainee intend to use the trainingor ignore it?


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Knowledge, Skills and Abilities

(KSAs)Abilities general capacities related to theperformance of specific tasks

Skills combines abilities and capacities,generally the result of trainingKnowledge understanding of the factors orprinciples related to a specific subject

HRD programs mostly focus on changing skills andknowledge


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Bloom s Taxonomy

Bloom

CognitivePsychomotorAffective

HRD

KnowledgeSkills/AbilitiesAttitudes


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Summary

HRD generally seeks to change human behavior(some efforts to change attitudes)Behavior is influenced by both external andinternal factorsWorker motivation is the key

We can work on knowledge, skills and abilitiesAttitudes are often where the problem lies

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