1. Diagnosing behavioral problems Objectives : -The concepts, principles and perspectives of behavioral problem solving - Available methodologies for problem diagnosis -The process of employee counselling, performance appraisal and disciplinary action with an awareness of behavioral issues

2. Discipline Diagnosing Behavioral problems Diagnosing ProblemsMethodologies Counselling Appraisal

3. Diagnosing Problems Methodologies Counselling AppraisalDiscipline Diagnosing Behavioral problems Diagnosing Problems: -What are behavioral problems -Concepts of diagnosis -Principles of diagnosis

4. Diagnosing Problems: What are behavioral problems: it is anything in the behavior of people or individual, interpersonal of group – that causes dysfunction or prevents them from fulfilling their personal work objectives. Concepts of diagnosis: is the thorough analysis of facts or problems in order to gain understanding. In medical terms, diagnosis is the identification of diseases through the examination of symptoms. ( symptoms / causes / problems)

5. Diagnosing Problems: Principles of diagnosis – the basic principles: 1- Distinguish the symptom from the problem 2- Look at the facts 3-Don’t be simplistic at the causes 4-Focus on the problem and not the person 5-Don’t impose you own judgment. 6- respect privacy and confidentiality

6. Methodologies Methodologies: -Observation -Interview -Questionnaires - Reports Counselling AppraisalDiscipline Diagnosing Behavioral problems Diagnosing Problems

7. Methodologies: -Observation: Management By Wandering Around (WBWA) is actually a technique! Keeping an eye on people is a useful tool of behavioral monitoring – if you keep the eye open. Critical incidents / patterns / trends -Interview -Questionnaires - Reports: Complaints / appraisal system /routine performance reports / employment records

8. Counselling Methodologies Counselling: -The role of counselling -The counselling process -Counselling skills AppraisalDiscipline Diagnosing Behavioral problems Diagnosing Problems

9. Counselling: -The role of counselling : it is defined as the purposeful relationship in which one person helps another to help himself. It is a way of relating and responding to another person so that that person is helped to explore his thoughts, feelings, and behavior with the aim of reaching a clearer understanding. The Institute of Personnel Development makes is clear that effective counselling is not merely a matter of personal care but is very much for organization’s interest a- appropriate use of counselling can prevent under-performance and reduce labour turnover and absenteeism b –effective counselling demonstrates an organization's commitment to and concern for its employees and so is liable to improve loyalty and enthusiasm among workforce. c- The development of employees is a value to the organization and counselling can give employees the confidence and encouragement necessary to take responsibility for self development d- workplace counselling recognizes that the organization may be contributing to its employees’ problems and therefore provides an opportunity to reassess policies and practices

10. Counselling: The counselling process : is basically about empowering employees, enable them to recognize, express and take responsibility for their own problem or situation. Counselling skills: lets have a look at page 143 -144

11. Appraisal Methodologies Counselling Appraisal: -Why have a formal appraisal? - Methods of Assessment -Perspectives on Appraisal Discipline Diagnosing Behavioral problems Diagnosing Problems

12. Appraisal: Why have a formal appraisal? 1- Managers may obtain random impressions of subordinates’ performance but not a coherent, complete and objective picture. 2- managers may have a fair idea of their subordinates’ shortcomings but may not have devoted time and attention to the matter of development 3- different managers may apply different set of criteria and varying standards of objectivity and judgment which undermines the value of appraisal for comparison as well as its credibility in the eye of employees Methods of Assessment: Overall assessment / Guided assessment / Grading Perspectives on Appraisal: Tell & Sell method / Tell & Listen Method / The problem solving Approach

13. Activity time ! We have discussed some of the advantages for having an appraisal system, in pairs of tow, think about 4 disadvantages to the individual of not having an appraisal system

14. Methodologies Counselling Appraisal Discipline: -What is discipline? -Managing Disciplinary Situations Diagnosing Behavioral problems Diagnosing Problems Discipline

15. Discipline: -What is discipline? A condition in an enterprise in which there is orderliness in which the members of the enterprise behave sensibly and conduct themselves according to the standards of acceptable behavior as related to the goals of the organization Types of disciplinary situations : -Excessive absenteeism -Defective or inadequate work performance -Poor attitude which reflects on the public image of the firm -Managing Disciplinary Situations: The following guidelines may help managers reduce the resentment in a disciplinary actions: Immediacy / Advance warning / Consistency / Impersonality / Privacy