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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