Have you prepared these important questions from Block 4 Unit 2 for IGNOU MAPC MPCE031 Exam? Don't miss this chance to score good marks - get started!

Block 4 Unit 2 Organisation Behaviour and Management

1. Define organisation behaviour management.

Organisational Behaviour Management (OBM) is an approach that applies psychological principles to analyse behaviour within an organisation. It aims to improve performance by developing and evaluating the effectiveness of the practices used. OBM uses the science of behaviour analysis to improve individual and group performance in various organisational settings.

2. How is organisation behaviour management related to operant conditioning theory?

OBM is based on the principles of operant conditioning, which focuses on how behaviour is influenced by its consequences. It uses techniques like reinforcement, punishment and extinction to shape and modify behaviour. OBM applies these operant conditioning principles in the workplace to encourage desired behaviours and discourage undesirable ones.

3. What is meant by OBM outcome?

OBM outcomes refer to the results that are expected from implementing OBM programmes. These outcomes include improvements in productivity, safety, and other desired workplace behaviours. For an OBM plan to be effective, managers must ensure that employees value the consequences offered, otherwise they may not achieve the desired result.

4. Discuss ethics in Organisation Behaviour Management.

Ethical considerations in OBM include ensuring that OBM is used to help employees achieve their own goals and is not used to force them to behave against their wishes. OBM should enhance an employee's desire to work better. OBM should be used to help those who seek help to improve, rather than manipulate employees.

5. What are the advantages of using OBM in organisations?

OBM helps create better teamwork, develop a good employee-customer interface, and foster a cordial relationship among employees. It can enhance communication, as well as bring about a positive change in the work environment.

6. What is Organisation Behaviour Management?

OBM is a management approach that uses psychological principles of behaviour analysis to improve individual and group performance within an organisation. It focuses on analysing behaviour and using the science of behaviour in the workplace to promote wanted behaviour. OBM uses techniques such as positive reinforcement to modify the behaviour of employees.

7. How is reinforcement used in organisation Behaviour management?

Reinforcement is a key component in OBM. It involves providing consequences that encourage the repetition of desired behaviours. OBM programmes typically use positive reinforcement as a way to increase the occurrence of the wanted behaviour. Reinforcers should be valued by the employees for OBM to be effective.

8. What outcomes do we expect out of OBM?

OBM aims to achieve improved employee performance and organisational effectiveness. This can include increased productivity, better safety practices, and a positive work culture.

9. What are the ethics of OBM?

The ethics of OBM involve ensuring that it is used to support employees' goals, rather than manipulate them. OBM should enhance an employee's desire to work better. If employees want to improve themselves, OBM is the best choice. In contrast, if the intention of OBM is to 'force' employees, then it will result in manipulation.

10. What are the different steps of implementing an OBM programme?

The five steps for implementing an OBM programme are:

1. Identify Target Behaviour: Define the specific behaviours you want to change.
2. Determine Base Rate: Measure how often the behaviour currently occurs.
3. Identify Existing Contingencies: Analyse the conditions and consequences related to the behaviour.
4. Select Intervention Strategy: Implement changes like positive reinforcement to encourage desired behaviours.
5. Evaluate: Assess whether the changes have led to the desired improvements.

11. Discuss the application of social learning theory to organisation behaviour management.

Application of Social Learning Theory to Organisational Behaviour Management (OBM)

• Social learning theory is crucial to OBM as it emphasizes that people learn not only from their own experiences but also by observing what happens to others.
• OBM uses social learning by providing opportunities for employees to observe the organisation rewarding desired workplace behaviours and punishing inappropriate ones. This can include giving public praise or recognition to model desired behaviour.
• Managers can create social learning opportunities by providing role models of appropriate behaviour. Conversely, inappropriate behaviours should be punished uniformly to build a context for modifying behaviour.
• Social learning theory can be applied in training by including anecdotal stories, demonstrations, or videos to reinforce concepts of appropriate and inappropriate workplace behaviours. The effectiveness of training improves when students admire the instructor, therefore guest lecturers can help reinforce training.

12. What are intrinsic and extrinsic consequences? How is this used in OBM?

Intrinsic and Extrinsic Consequences in OBM

• Extrinsic motivation requires an instrumentality between an activity and a separable consequence, such as tangible rewards like money or verbal praise. Satisfaction comes not from the activity itself, but from the consequences it leads to.
• Intrinsic motivation, on the other hand, involves doing an activity because it is found interesting and enjoyable. Satisfaction comes from the activity itself.
• In OBM, both types of consequences are used. Extrinsic consequences (e.g. bonuses, promotions) can be used to reinforce desired behaviours, while creating opportunities for intrinsically satisfying work may motivate employees to perform better.
• It's important for managers to understand how employees value certain outcomes, as a reinforcement intended to be positive may act as punishment if seen as negative. Need theory can help managers choose the most appropriate consequences.

13. Discuss behavioural shaping in organisation Behaviour Management. How is behavioural shaping done in OBM?

Behavioural Shaping in OBM

• Behavioural shaping is used in OBM to teach complex behaviours by reinforcing successive approximations of the desired behaviour.
• Shaping is easier when the desired behaviour and each step are clearly explained.
• Managers first reinforce behaviour that is similar to the desired behaviour. Then, they wait for a more similar behaviour to occur before providing further reinforcement. This continues until the desired behaviour is achieved.
• Learning is faster when the desired behaviours and steps are explained.

14. Discuss how would you implement an Organisation behaviour Management Programme.

Implementation of an Organisational Behaviour Management (OBM) Programme

An OBM programme is typically implemented using a five-step process:

1. Identify Critical Behaviours: Identify specific behaviours that significantly impact job performance.
2. Develop Baseline Data: Measure how often these behaviours occur under the current conditions.
3. Identify Behavioural Consequences: Analyse the antecedents and consequences of the behaviours.
4. Develop and Implement an Intervention Strategy: Change the performance-reward linkage to make high-level performance more rewarding. This includes using positive and negative reinforcement, punishment, and extinction.
5. Evaluate Performance Improvement: Assess whether the intervention has led to the desired changes.

15. What is meant by Functional Behavioural Analysis? How is used in OBM?

Functional Behavioural Analysis (FBA)

• FBA is an assessment that looks beyond the overt behaviour to identify factors that initiate, sustain, or end a behaviour. It seeks to understand why a behaviour occurs, rather than simply focusing on what the behaviour looks like.
• An FBA involves defining the behaviour in concrete terms and determining:
  • Whether the individual understands behavioural expectations.
  • Whether the individual is aware that they are exhibiting unacceptable behaviour.
  • Whether the behaviour is within the individual’s control.
  • Whether the individual has the skills to perform the expected new behaviour.
• FBA is used in OBM to teach appropriate behaviour that serves the same function as an inappropriate behaviour. If the misbehaviour is due to a skill deficit, OBM strategies should focus on teaching the deficit skill.

16. Enumerate the steps in OBM .

The steps in OBM include:

1. Identifying target behaviours.
2. Determining the base rate or initial displays of the behaviour.
3. Analysing what happens when employees perform or do not perform these behaviours.
4. Selecting an intervention strategy based on operant conditioning.
5. Evaluating whether the intervention is effective and if targets have been met.

17. What evidence do we have to state that OBM is used ethically?

Ethical Use of OBM

OBM is considered ethical when:

• Positive techniques are used: It is less controversial when positive reinforcements are used rather than punishment.
• Behaviours being modified are widely agreed upon as needing change: OBM should be used to modify behaviours where there is a consensus for the need for change.
• OBM is used to help employees achieve their goals rather than forcing them: OBM should be used to support employees in reaching their own goals and not manipulate them. If employees themselves want to improve OBM is the best choice.
• The process and the goals are explained clearly to the subject: An employee should be aware of why the behaviours are being modified and how this will be done.

18. Discuss areas of OBM application.

Areas of OBM Application

OBM is applied in several areas, including:

• Performance Management (PM): To improve individual or group performance by manipulating antecedents and consequences. PM involves goal-setting, feedback and job aids.
• Behavioural Systems Analysis (BSA): To understand how different parts of an organisation interact and affect performance. BSA helps identify areas where improvement will create the largest positive impact.
• Behaviour-Based Safety: To reduce injuries and promote safe behaviour in the workplace.

19. What is the meaning of discipline and when should it be used?

Discipline: Meaning and Use

• Discipline involves a systematic administration of punishment to discourage undesirable behaviours like theft and substance abuse.
• Discipline should be used when:
  • An employee is exhibiting undesirable behaviour that is detrimental to the organisation.
  • Rewards are not sufficient to encourage positive behaviour.
• Discipline practices are used to manage employee behaviour to ensure they are conforming to workplace standards.

20. How is discipline ensured?

Ensuring Discipline

• Discipline is ensured through:
  • Progressive discipline: Starting with mild punishment and increasing severity with each infraction.
  • Immediate delivery of punishment: Punishment should be delivered right after the undesirable behaviour occurs.
  • Consistent application of rules: Punish everyone equally for the same infraction.
• Clear communication of rules: Managers should clearly communicate the reasons for the punishment.

21. Discuss disciplinary practices in organisations

Disciplinary practices in organisations include:

• Formal methods: Such as written warnings that are recorded in the employee’s permanent record.
• Informal methods: Such as friendly reminders.
• Progressive discipline: Starting with a mild punishment and then increasing the severity. Immediate dismissal is also an option for severe offences.