1. Behavioral Performance Management
Section 10
Behavioral Performance Management

2. Behavior Modification Techniques
There are five categories of activities that can be addressed with behavior modification techniques:
Develop a new behavior
Strengthen a behavior
Maintain an established behavior
Stop inappropriate behavior
Modify emotional behavior

3. Behavior Modification
We “operate” on the environment
Alter behavior to maximize positive and minimize adverse consequences.
Operant versus respondent behaviors
Law of effect
Likelihood that an operant behavior will be repeated depends on its consequences
Behavior Modification

4. Learning Theory Background
(Continued)
Learning Theory Background

5. A-B-Cs of Behavior Modification
Antecedents
What happens
before behavior
Attendance
bonus system
is announced
Behavior
What person
says or does
Employee
attends
scheduled
work
Consequences
What happens
After behavior
Employee
receives
attendance
bonus
Example

6. Contingencies of Reinforcement
Consequence
is Introduced No
Consequence
Consequence
is Removed
Behavior
Increases/
Maintained
Positive
reinforcement
Negative
reinforcement
Punishment
Extinction
Punishment
Behavior
Decreases

7. Principles of Learning: Reinforcement and Punishment
(Continued)

8. Principles of Learning: Reinforcement and Punishment
(Continued)
The Use of Punishment
The Meaning of Punishment
Often used, rarely understood
Administering Punishment
Guidelines for Discipline
Analysis of Money as a Reinforcer
Issues of timing the reinforcer
Nonfinancial Rewards
Social Recognition and Attention
Performance Feedback
Need to Evaluate it

9. Schedules of Reinforcement
Behaviors
Continuous
Fixed ratio
Variable ratio
Time (Days)
Fixed interval
Variable interval

10. Behavioral Performance Management, or O. B. Mod.
Step 1: Identification of Performance Behaviors
Step 2: Measurement of the Behavior
Step 3: Functional Analysis of the Behavior
Step 4: Development of an Intervention Strategy
A Positive Reinforcement Strategy
A Punishment-Positive Reinforcement Strategy
Step 5: Evaluation to Ensure Performance Improvement

11. A final note of caution
Must Be Extremely Careful of What to Positively Reinforce (Fixed vs. Growth “Mindsets” from Dweck, 2006)
Student subjects randomly reinforced for their ability in solving tasks (“you must be really smart as this”) led to a “fixed mindset.”
Subsequently, they rejected taking on challenging new tasks ( fear of failure, not able to meet expectations).
If they did try and failed, they took it personal, felt deficient and depressed.
They did not enjoy, have fun, at subsequent tasks.
Importantly, their performance decreased over time.
Many( 40%) actually lied to others about their abilities.
However, those randomly reinforced for their effort on tasks (“you must have worked really hard at this”) led to a “growth mindset” and the exact opposite results.

12. Uses of O.B. Modification
Performance
Absenteeism
Turnover
E.g., staffing firm study- praise and recognition
Uses of O.B. Modification

13. Questions ?