Processes and Strategies Involved in Management of Behaviour in Organization

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There is a step-wise process involved in behaviour management. The first being identification of the desired behaviour that we want the employee to have. Next step in the process is to communicate to the employee about the same and make sure he understands our expectation.

We can keep track of the score that we are giving the employee during this phase. After obtaining the score for over a period of time, we evaluate the performance and see if the desired outcome has been achieved. What should not be forgotten is to keep encouraging positive productive behaviour?

Industrial Organization Psychology (I-O Psychology):

I-O psychology is a branch that focuses on improving the productivity in a workplace and related issues such as physical and mental well-being of an individual. It applies psychological theories and principles to organizations. There is one area that is devoted to assessing an employee’s characteristics and matching those to the jobs that the individuals are likely to excel in, and this stream is sometimes referred to as personnel psychology.

Performance =Motivation x Ability x Environment.

Motivation, ability and environment are the major influences with respect to an employee’s performance. While most applications of organizational psychology can still be found in business organizations, the discipline’s knowledge and perspectives can inform our understanding of human behaviour in many other formal, organizational, and institutional settings. The Society for Industrial Organization Psychology (SIOP) is the professional organization that promotes I/O Psychologies.

Behaviour Modification Process:

There are numerous benefits of applying behaviour management of which some are an increase in efficiency, developing a systematic work-culture, better profitability, and most importantly, makes every employee more loyal to the company.

James O Prochasca and his colleagues developed the Trans Theoretical Model theory on the basis of analysis of different theories of Psychotherapy. This model is deployed to derive at the various stages of changes in the progress of behavioural modification. It defines the dynamic change processes and principles related to each stage of the behavioural modification.

Pre Contemplation:

In this stage people are unaware of the changes that has to be done to their behaviour, can’t see the need to change and also have no intention of doing anything differently. Since they are comfortable with their current behaviour they tend to defend their behaviour, being ignorant towards the betterment that these modifications could bring in. They also seem to avoid any such information or discussion regarding their behavioural changes. In this stage people are not intending to take any action for the foreseeable future as they are more resistant towards the need for changes.

Contemplation:

On realizing the importance of behavioural modification people start thinking about the needs to change it. In this stage people identify that there is a problem that exists and try to find out various means to alter their behaviour in order to make their lives better. In this stage anything can act as a spark that might start the process of behavioural change. Though People in this group tend to postpone things and also tend to be cynical about every other thing they come to a consensus, analysing the perks of every behavioural change. They are more open to source of information and strategies that can be used to modify their behaviour.

Preparation:

This stage is a typical period of transition where every individual knows the vitality of the situation and makes firm decisions by gathering the required information from the relevant sources. This stage can also be referred to the Pre change stage where people tend to make plans that are to be followed in order to arrive at the desired behaviour. In this stage every individual reflects up on the decision to change and also reassures the need and desire to change their current behaviour.

Action:

This stage involves people who have made real and actual changes to their behaviour with respect to their previous one. This stage can also be termed as the will power stage where people need to sustain the determination and motivation in living their new lives. This group is also prone to analyse any behavioural change that could enhance their self-confidence and also help in making better decisions to deal with external and internal pressures.

Maintenance:

In this stage people are said to sustain their newly adopted behaviour and prevent any relapse or temptation to fall behind with their previous behaviour. People try to cope with the current behaviour and also try to enhance the efficiency by maintaining a consistency. Individuals in this group should be patient and have the determination to overcome the external influences. In this stage people should constantly remind themselves of the behavioural progress that has been made and to stay stable on the course of the change.

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Gamification:

Gamification is the "use of game design elements in non-game contexts”. A frequently used model for gamification is to equate an activity in the non-game context with points and have external rewards for reaching specified point thresholds. One significant problem with this model of gamification is that it can reduce the internal motivation that the user has for the activity, as it replaces internal motivation with external motivation. If, however, the game design elements can be made meaningful to the user through information, then internal motivation can be improved as there is less need to emphasize external rewards.

Gamification applied to the behaviour-change lifecycle:

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The first step in the behaviour modification is spreading the awareness about the new change. This stage involves the recognition of the gap in as-is behaviour. Employees tend to ignore the need for change and this is often compounded by active denial as change often involves hard work. Thus the first step of behaviour modification involves the spreading of awareness of the new behaviour and achieving an initial understanding that there are opportunities for improvement.

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