By Charles J. Cox, Peter J. Makin

Issues of expenses, caliber, productiveness and attendance, essentially stem from undesirable behavioural styles inspired in the association. to avoid and deal with those difficulties, a behavioural method of dealing with humans is usually the best. This dynamic textbook illustrates how behaviour research conception can be utilized to change how humans behave within the place of work. It takes a hugely functional examine administration techniques, exhibiting how managers can establish, degree and examine bad behaviour. utilizing actual existence case examine examples to teach the implementation of powerful swap ideas, the authors examine a number of occasions from behavioural self-management, to altering the behaviour of enormous groups.  subject matters coated contain: background of behavioural concept and psychology conventional methods to administration self-management dealing with teams organizational point administration. delivering a theoretically grounded but hugely sensible point of view, this crucial textbook is a necessary buy for all these looking to know the way to regulate humans and corporations extra successfully.

Show description

Read Online or Download Changing Behaviour at Work: A Practical Guide PDF

Similar human resources & personnel management books

Dictionary of Human Resources and Personnel Management: Over 8,000 Terms Clearly Defined

The absolutely revised 3rd variation includes 8,000 entries: each one comprises the a part of speech, a notice on grammar, an encyclopaedic statement, and an instance sentence to teach how the time period is utilized in context. worthwhile supplementations comprise a seven-point plan for the abilities key to each activity software, and the 5 major standards in which staff might be graded.

The Consultant's Toolkit: High-Impact Questionnaires, Activities and How-To Guides for Diagnosing and Solving Client Problems

Written and field-tested through practising specialists, The Consultant’s software package will keep experts either time and money-as it makes their paintings with consumers even more powerful. every one software or job is designed to unravel a standard consulting challenge. Reproducible worksheets, workouts, and questionnaires are simply downloaded from the internet and customised by way of specialists to slot the precise wishes of every client―and support them successfully enforce the strategies.

Handbook of Employee Engagement: Perspectives, Issues, Research and Practice (New Horizons in Management Series)

The guide of worker Engagement comprises leading edge contributions from a big selection of world-class students and specialists on cutting-edge subject matters key to the technological know-how and the perform of worker engagement. the quantity offers entire and international views to aid researchers and practitioners determine, comprehend, assessment and follow the most important theories, types, measures and interventions linked to worker engagement.

Supervisor Psychological Contract Management

The curiosity of corporations within the suggestion of mental contracts is usually constrained. this is often typically considering that study in this thought has been provided as hugely complicated and has now not featured any tangible tools for its software. Maida Petersitzke presents an summary of the literature on mental contracts.

Extra resources for Changing Behaviour at Work: A Practical Guide

Example text

After this period of escalation, however, they did finally begin to reduce their investing. The variable ratio reinforcement they had experienced had, however, kept them investing long after the other groups had decided to cut their losses. This, we hope, demonstrates the power of a variable schedules of reinforcement in keeping behaviour going. It is the most powerful way of maintaining behaviour. This also explains why it is often difficult to find the reinforcer that is keeping a behaviour pattern going.

The boss was, it appeared, surprised to find that almost none of his sales force achieved the required figures. Most got very close, but few achieved it. The outcome speaks for itself – although the boss thought he was offering a reward it was not perceived as such by most of his staff, who would much rather go home! (In passing, this is a trap that managers should be aware of, and learn to avoid. What managers find rewarding, their staff may not. In psychological terms managers are guilty of a form of ‘projection’ – projecting their likes and dislikes onto their staff.

Having to think about how we are going to behave takes time and effort – thinking is costly. For behaviours that are routine it is highly efficient to have them controlled by habits. As has been mentioned, it appears that attitudes only influence a small part of our behaviour. Research suggests that the situations in which attitudes do predict behaviour is when the behaviour is novel. We are then likely to consult our attitudes, to decide how we ought to behave. Repeat behaviours, on the other hand, are likely to become habitual.

Download PDF sample

Rated 4.26 of 5 – based on 8 votes