Introduction:
The purpose of this assignment is to give students an opportunity to develop an action plan to correct undesired behavior(s) using behavior modification techniques and motivation theory.
After completing this assignment, you should be able to:
1. Develop an action plan using behavior modification techniques and motivation theory.
2. Correct an undesired behavior based on the action plan.
3. Write and submit an action plan.
Operant Conditioning and Motivation Theories of Behavioral Change
Behavior modification is the use of operant conditioning principles to shape human behavior to conform to desired standards defined by society, health officials, and superiors, among others. Reinforcement is a process of strengthening desirable behaviors, often through the use of rewards. Punishment is the imposition of a negative consequence with the goal of reducing or stopping someone’s undesirable behavior. Motivation is the psychological boost that helps people achieve high performance and reach goals.
Reinforcement Theory is based on external conditions. Because of this, it may be easier to motivate a group of workers through external factors such as pay raises or promotions. It keeps employees involved by installing a schedule of reinforcement, such as a variable interval schedule that keep employees ready. The employee does not know exactly when a test or performance review is coming, so they cannot afford to work poorly on a given task. However, it is difficult to identify rewards and punishments among people. Each human being is different and unique, so this has to be taken into account. And if using punishment to change behavior, the punishment must be immediate, intense, unavoidable, and consistent.
Using modern research and understanding what drives behavior, people should actively apply motivational psychological frameworks to their everyday management strategies and considerations. Need-based theories of motivation focus on an employee’s drive to satisfy needs by working. Needs range from basic physiological needs for survival to higher-level emotional needs, like belonging and self-actualization. Equity theory is derived from social-exchange theory. It explains motivation in the workplace as a cognitive process where the employee evaluates the balance between inputs (or efforts) in the workplace and the outcomes (or rewards) that are received or anticipated.
Recently, behavior modification has been applied to a wide variety of organizations and there is interest in the technique as a management tool to improve performance, reduce costs, and, of course, improve the health of individuals. Because of its emphasis on shaping behavior, it is appropriate to think of behavior modification as a technique for motivating employees to change something about themselves. In a management context, reinforcers include salary increases, bonuses, promotions, and flexible work hours. Incentive programs can reduce turnover, boost morale and loyalty, improve wellness, increase retention, and drive daily performance among employees. Motivating staff will in turn help business outcomes and increase efficiency. The purpose of punishment is to prevent future occurrences of a given socially unacceptable or undesirable behavior. According to deterrence theory, the awareness of a punishment will prevent people from performing the behavior.
Operant Conditioning and Motivation Theories of Behavioral Change
Behavior modification is the use of operant conditioning principles to shape human behavior to conform to desired standards defined by society, health officials, and superiors, among others. Reinforcement is a process of strengthening desirable behaviors, often through the use of rewards. Punishment is the imposition of a negative consequence with the goal of reducing or stopping someone’s undesirable behavior. Motivation is the psychological boost that helps people achieve high performance and reach goals.
Reinforcement Theory is based on external conditions. Because of this, it may be easier to motivate a group of workers through external factors such as pay raises or promotions. It keeps employees involved by installing a schedule of reinforcement, such as a variable interval schedule that keep employees ready. The employee does not know exactly when a test or performance review is coming, so they cannot afford to work poorly on a given task. However, it is difficult to identify rewards and punishments among people. Each human being is different and unique, so this has to be taken into account. And if using punishment to change behavior, the punishment must be immediate, intense, unavoidable, and consistent.
Using modern research and understanding what drives behavior, people should actively apply motivational psychological frameworks to their everyday management strategies and considerations. Need-based theories of motivation focus on an employee’s drive to satisfy needs by working. Needs range from basic physiological needs for survival to higher-level emotional needs, like belonging and self-actualization. Equity theory is derived from social-exchange theory. It explains motivation in the workplace as a cognitive process where the employee evaluates the balance between inputs (or efforts) in the workplace and the outcomes (or rewards) that are received or anticipated.
Recently, behavior modification has been applied to a wide variety of organizations and there is interest in the technique as a management tool to improve performance, reduce costs, and, of course, improve the health of individuals. Because of its emphasis on shaping behavior, it is appropriate to think of behavior modification as a technique for motivating employees to change something about themselves. In a management context, reinforcers include salary increases, bonuses, promotions, and flexible work hours. Incentive programs can reduce turnover, boost morale and loyalty, improve wellness, increase retention, and drive daily performance among employees. Motivating staff will in turn help business outcomes and increase efficiency. The purpose of punishment is to prevent future occurrences of a given socially unacceptable or undesirable behavior. According to deterrence theory, the awareness of a punishment will prevent people from performing the behavior.
Why You Need an Action Plan
Sometimes businesses don’t spend much time on developing an action plan before an initiative, which, in most cases, leads to failure. Planning helps you prepare for the obstacles ahead and keep you on track. And with an effective action plan, you can boost your productivity, decrease work-related accidents, and “keep the focus.”
Action plans specify where, when, and how a goal will be implemented and help individuals plan the specific actions they will take to achieve their overall goal. An action plan is a checklist for the steps or tasks you need to complete in order to achieve the goals you have set. It’s an essential part of the strategic planning process and helps with improving workplace safety and readiness. Not only in project management, but action plans can be used by individuals to prepare a strategy to achieve their own personal goals as well.
