1. Influences on Employee Behavior
Chapter 2
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2. Learning Objectives
Identify the major external and internal factors that influence employee behavior
Describe two primary types of outcomes that result from behavior and tell how they may influence future behavior.
State how a supervisor’s leadership and expectations can affect employee behavior
Recognize that impact that have on employee at co workers and organizations themselves have on of employee behavior.
Define motivation and describe the main approaches/theory to understanding motivation at work.
Discuss how knowledge, skill, ability, and attitude influences employee behavior
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3. A Major Purpose of Human Resource Development
To change employee behavior through training and other incentives
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4. Model of Employee Behavior/factors/environment
Forces that influence behavior:
External to the employee:
External environment (economic conditions, laws and regulations, etc.)
Work environment (supervision, organization, coworkers, outcomes of performance)
Within the employee:
Motivation, attitudes, knowledge/skills/abilities (KSAs)
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5. The External Environment
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6. Factors in the External Environment
Economic conditions
Technological changes
Labor market conditions
Laws and regulations
Labor unions
Source: Heneman, Schwab, Fossum & Dyer (1989)
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7. Factors in the Work Environment
Outcomes – result of E behavior
Supervision and leadership
Organization
Coworkers
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8. Influences on Employee Behavior
Factor
Issues
Outcomes
Types
Effect on Motivation
Supervision
Leadership
Performance Expectations
Organization
Reward Structure
Organizational Culture
Job Design
Coworkers
Norms
Group Dynamics
Teamwork
Control of Outcomes
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9. Outcomes Can Influence Employee Behavior
Personal outcomes
Organizational outcomes
Both expectancy theory and equity theory predict that employee perceptions of the outcomes they receive (or hope to receive) influences their performance of that behavior.
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10. Supervisor Characteristics
Leadership
Performance expectations (Pygmalion effect)
Evaluation of efforts
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11. Organizational Influences
Reward structure
Organizational culture
Job design
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12. Coworker Influence Norms Group dynamics Teamwork Control over outcomes
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13. Motivation
Psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal-directed
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14. Motivation Characteristics
Pertains to voluntary behavior
Focuses on processes affecting behavior such as:
Energizing of effort
Direction of effort
Persistence of effort
An individual phenomenon
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15. Energizing Effort The generation or mobilization of effort
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16. Direction of Effort Applying effort to one behavior over another
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17. Persistence Continuing (or ceasing) to perform a behavior
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18. Explanations of Work Motivation
Need-based
Cognitive-based
Noncognitive-based
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19. Need-Based Theories
Underlying needs, such as needs for survival, safety, power, etc., are what drives motivation
Theories:
Maslow’s hierarchy of needs theory
Alderfer’s existence, relatedness, and growth (ERG) theory
Herzberg’s two-factor theory
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20. Need Activation-Need Satisfaction Process
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21. Maslow’s Hierarchy of Needs
Self-Actualization
Needs
Esteem Needs
Belonging & Love Needs
Safety Needs
Survival Needs
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22. Cognitive Theories Expectancy theory Goal-setting theory
Social learning theory
Equity theory
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23. Expectancy Theory Motivation is viewed as a conscious choice
People put their efforts into actions they can perform to achieve desired outcomes
Three key elements:
Expectancy – expect effort to result in success
Instrumentality – performance results in reward
Valence – value individual puts on outcome
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24. Expectancy Theory
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25. Goal Setting Theory
Specific, difficult, and understood goals generally lead to higher performance
Keys to success are the level of difficulty and the clearness of goals
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26. Social Learning Theory
Self-efficacy – judgment of what you think you can do with the skills you have
Major prediction of the theory is that expectations determine:
Whether a behavior will be performed
How much effort will be expended
How long you will perform the behavior
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27. Self-Efficacy and Effort
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28. Equity Theory Major assumptions:
If you are treated fairly, you will keep working well
If you think you are being treated unfairly, you will change your behavior in order to be treated fairly
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29. Equity Theory
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30. A Noncognitive Theory Reinforcement theory e.g., behavior modification
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31. Complexity of Behavior
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32. Behavior Modification
Principles for controlling employee behavior:
Positive Reinforcement
Negative Reinforcement
Extinction – decrease occurrences by eliminating reinforcement that causes the behavior
Punishment – introduce an adverse consequence immediately after behavior
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33. A Specific Example Sleeping in Class: 1. Warning
2. Leave class and explain to the Assistant Dean why you were asked to leave
Too often – you are dropped from the class
Question: Is this positive or negative reinforcement, and why?
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34. Internal Factors That Influence Employee Behavior
Motivation
Attitudes
Knowledge, Skills and Abilities (KSAs)
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35. Attitudes
A person’s general feelings of favor or disfavor towards something
Feelings towards a person, place, thing, event, or idea
Tend to be VERY stable and hard to change
Attitudes are important in training – e.g., does the trainee intend to use the training or ignore it?
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36. Knowledge, Skills and Abilities (KSAs)
Abilities – general capacities related to the performance of specific tasks
Skills – combines abilities and capacities, generally the result of training
Knowledge – understanding of the factors or principles related to a specific subject
HRD programs mostly focus on changing skills and knowledge
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