...Introduction: Creating a positive work environment within an organisation involves the application of various managerial theories and concepts. Managers must have an understanding of organisational behaviour. Organisational behaviour is the study of what people think, feel and do in and around the workplace. With this in mind, organisations try to create a positive workplace environment to try and aid efficient and productive work from their employees. A positive environment within an organisation can be affected by several factors such as physical location, the quality of relationships with co-workers, how meaningful the work is to the employee, company culture and human resource policies. By analyzing these factors holistically and implementing a range of managerial theories and concepts, organisations can create a positive work environment for their employees. PHYSICAL ENVIRONMENT Although a positive work environment stretches far beyond the physical location and setting of the workplace, the physical environment is the foundation and cornerstone of creating a positive environment. Simple physical aspects such as adequate lighting and ventilation go a long way towards allowing employees to work productively, in an aesthetically adequate environment. Provision of sufficient personal physical space is also central to creating a private and productive workplace for individual employees. When there is a large quantity of workers crammed into a small physical space, it can...
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...[Behavioural Science ] | The thinking and creative mind- Behavior Modification Experimental report | Creating a behaviour using operant conditioning Creating a behaviour using operant conditioning ABSTRACT The study aims to increase a desired behavior using operant conditioning. The subject of this study is a female American staffy, four years of age and the desired behavior is sitting unasked when entering or leaving a house, when entering a car and before crossing roads. The subject was involved in a three-week study, one week observing the usual behavior and two weeks of reinforcing the desired behavior. The desired behavior was achieved before the two weeks of reinforcing were completed. It shows that the study was successful, although the subject cannot give feedback or rate their mood towards the succession. Introduction: Operant conditioning is a kind of learning in which an animal or human performs some behavior, and the following consequence (reward or punishment) increases or decreases the chance that the same behavior will be performed again. Enforcing operant conditioning takes learning and memory, Learning is defined as ‘the cognitive process of acquiring skills or knowledge’ such as learning how to sit or walk, memory is defined as ‘an organism's ability to store, retain, and recall information’ such as remembering the consequence of a behaviour. A previous case of conditioning is the case of Little Albert conducted by john Watson in which a nine month...
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...learning and how they impact on the classroom environment Education plays a significant role in supporting and influencing the healthy development of children. However, teaching is more than just knowing what to teach. Professional teachers must also understand how to teach their students. Therefore, in order to create an effective classroom environment which caters for the diversity of students and their various developmental levels and abilities, teachers are urged to apply a variety of teaching and learning theories. (Marsh, 2008 Ch12, p163). Piaget and Vygotsky presented theories on cognitive and social development which suggested that children often construct their own learning. Bronfenbrenner and Pavlov presented theories relating to behaviour and psychosocial development. Professional teaching requires consideration and understanding of both cognitive and behavioural theories in order to create successful learning opportunities. Piaget and Vygotsky shared the view that children actively construct their own learning outcomes. (Eggen & Kauchak, 2010, Ch2, p49). However, they each differed in their concept of how constructivism occurs. Piaget believed that social interaction and experience with the physical environment creates situations for individuals to experience disequilibrium of existing understanding, (cognitive and sociocognitive conflict). Lack of equilibrium encourages the learner to assimilate and/or accommodate existing mental schemes which ultimately leads...
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...Humans are capable of displaying many behaviours in the different situations they find themselves or see others in. In society, many people have come across situations where help is needed, and proceed to help, even if they do not know who the other person is. This is prosocial behaviour – any behaviour with the intention of helping or benefitting others. A subgroup of prosocial behaviour is altruism, which is helping others with some sort of risk to yourself (such as time, or getting hurt) and not seeking personal gains or rewards (Carter and Grivas, 2005). There is no definite purpose of altruism, but evolutionists theorize that it relates to helping others to preserve our genes. However, altruism doesn’t just occur spontaneously; the action of helping others without any self-benefit only takes place under certain circumstances. The cost-benefit analysis is when the helper considers the cost (such as their own personal health or time) and benefit (feeling good about themself for helping people) of doing and not doing the behaviour. They will usually be more likely to proceed with the behaviour when the benefit outweighs the cost. Another factor affecting helping behaviour could be personal influences such as feelings and mood. If the person feels guilty for not doing something, they will most likely do whatever it takes to be able to restore a positive view from others and reduce our own personal guilt. When someone is in a happy mood, they are more likely to help others...
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...for managers within any organisation, creating and obtaining satisfied employees not only increases job performance but also undoubtedly increases the performance of the organisation (Abu-Shamaa, Al-Rabayah & Khasawneh, 2015). An employee’s satisfaction is usually derived from job satisfaction and personal attitudes towards the organisation and its superiors. The debate is whether managers can create happy, productive and satisfied employees or if this notion of employee satisfaction is based upon biological makeup. Research has suggested that managers can create satisfied employees and that having an authentic leadership style in relation to attitudes and job satisfaction is effective in creating a happier and healthier work environment (Wong & Laschinger 2012). Employee satisfaction and job satisfaction are closely interrelated, Job satisfaction is defined by Locke (1983) as being a positive statement about employee’s thoughts related to assessments of job and job experiences (Tepret & Tuna 2015) and can be obtained by mentally challenging work, extrinsic and intrinsic rewards, supportive working conditions and supportive colleagues (Robbins et al 2014). Job satisfaction is an attitude and is distinguished with cognitive evaluation, which include affect (emotion), beliefs and behaviours (Ali, Edwin & Tirimba 2015). Attitudes reflect how we feel about something, they are evaluative statements that can be either positive or negative and can reflect upon objects...
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...Behaviour Management Introduction: * first port of call should be school code of discipline * aim of most successful behaviour management strategies is to emphasise the positive and reduce incidents of negative behaviour Emotional Development: * teachers can play a vital role in the emotional development of pupils * by focusing on creating emotional competence in pupils, a lot of behavioural issues can be prevented * modelling pro-social behaviour such as appropriate facial expressions and tone of voice can be effective in doing this, the opposite is also true * by over reacting to an undesirable behaviour, the teacher is reinforcing that behaviour Self-Esteem * A lot of bad behaviour is rooted in low self-esteem * pupils with repeated experience of rejection/failure respond by attention seeking and disruptive behaviours * self-esteem linked to gap between an individual’s self image and their ideal self * self-esteem is an evaluation of out traits and characteristics * Laurence (1996) indicates correlation between teacher and student self-esteem * teachers in powerful position to influence academic and emotional development of pupils * creating warm positive and caring classroom environment is important * talking to pupils about their interests/families/hobbies can help to gain an insight into the pupil and deal with self-esteem issues * use emotional vocabulary in the classroom * encourage the vocalisation...
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...Chapter 2 Creating a positive work environment for Niagara College is very important. All of their employees work with thousands of people a day, and if they don’t enjoy their job, it will show to the thousands of students who depend on them each day. Niagara College is an organizational environment (.Managing Organizational Behaviour in Canada, Sniderman /Bulmash/ Nelson/ Quick) They are a high performing college competing against other colleges for the top students, they value student success, they try to be number 1 in student satisfaction every year and have been very successful at it, and they make sure their employees are happy, compensated fairly, and enjoy their job. They have strong values and are committed to the best education experience possible for their students. Niagara College is very multi-cultural, and values everyone’s differences and beliefs and encourages everyone to work together and maybe even learn and appreciate everyone’s culture. (.Managing Organizational Behaviour in Canada, Sniderman /Bulmash/ Nelson/ Quick). Niagara College is also a very strong future organization. (.Managing Organizational Behaviour in Canada, Sniderman /Bulmash/ Nelson/ Quick) They support and reward their students who try to make the best decisions for their future. In doing so Niagara College offers scholarships and bursary’s to help students who may want to improve their future but may need a little help getting their financially. Niagara College wants all of their staff...
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...Implement the Positive Behavioural Support Model 1.1 Explain how Positive Behavioural Support has been influenced by: • Applied Behaviour Analysis (ABA) • Social Role Valorisation (SRV) ABA is a scientific process of examining what causes and maintains behaviour, in order to bring about positive change. SRV promotes valued social roles for individuals who are socially disadvantaged, to help them get some of the good things in life. 1.2 Summarise current legislation and policy guidance relating to Positive Behavioural Support The current legislation relating to Positive Behavioural Support is titled - the Positive Behaviour Support Policy – Safe management of challenging behaviour in children and young people with learning disabilities and autism. The broad aims of the policy are: • the prevention of challenging behaviours; • that, where used, restrictive physical interventions promote the best interests of children and young people; • that all risks associated with the use of restrictive physical interventions are continuously assessed; • to maintain the safety and dignity of children, young people and staff; • that managers and employers discharge their responsibilities effectively; • to highlight the training needs of staff in the use of restrictive physical interventions. 2.1 Define the term ‘challenging behaviour’ Behaviour of such intensity, frequency or duration that the physical safety of the person or others is placed in serious jeopardy or...
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...EMPLOYEE BEHAVIOUR AND MOTIVATION CONTENTS Table of Contents 1.0 Introduction 4 2.0 Employee Behaviour 5 Performance Behaviour 5 Organisational Citizenship 5 Counterproductive Behaviours 5 3.1 Motivation 6 3.1 Motivation Theories 6 Maslow’s Hierarchy of Needs Teory 6 Herzberg’s Two Factor Theory 7 Achievement/Acquired Need Theory 8 4.0 Techniques of Motivation 9 5.0 Conclusion 10 6.0 Annexure 11 7.0 Refernces 12 1.0 INTRODUCTION The purpose of this assignment is to understand the Employee behaviour and how the employee gets motivated. Furthermore, Employee behaviour has changed in many years, for an instance, there are different ways an individual handles and responds to a situation, One Individual can handle the stress situation in a calm and quiet way, but another individual would be having a very difficult time facing the challenge and the stress in a working environment. In this assignment the employee behaviour would be explained and the different types of employee behaviour be covered. With that the individual differences among employees such as personality and attitudes, how it affects their jobs would be explained as well. And in this assignment I will be also talking about the People who are suitable for the job, in other words matching people and jobs and with that how an individual is motivated and what can an organization do to motivate employees like providing attractive incentives, recognition, rewards...
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...conditioning can be used in a hospital to help with an individuals fear by creating a hierarchy of fears starting with their least fear to the most feared. Whereas in a social care setting such as a school or nursery a teacher can classical condition children into tidying up by using an instrument. However Operant condition may not work as efficiently due to an individual having a behavioural condition such as ADHD Example of social learning in health and social care- using role models in health and social care can help to influence an individuals behaviour such as in a health centre a celebrity can talk about health conditions and because they have a high status the public would be more influenced whereas in a school a individual would be able to use local initiatives such as change for life along with getting a celebrity chief in to talk about the importance of healthy eating. Example of Psychodynamic in social care- A teacher would be able to see that an individuals ID is controlling their behaviour. They would then go and talk to the child’s parents that their child’s ID (unconscious) controls the individuals challenging behaviour. They would then set some rules for the child to learn by doing this it helps the ego to develop. Whereas within a hospital this approach can be used …... Example of humanistic in health care- A nurse would be able to use the humanistic approach by creating a person centred approach to help focus on the individual holistic needs. They...
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...Considering the seeds of discouragement when assessing young people. Introduction In order to consider and analyse the seeds of discouragement when assessing young people, this essay will examine and discuss a number of factors that relate to the discouragement felt by young people which can leave them with unmet needs. The first objective of this essay is to describe what can lead to “climates of futility” by examining negative expectations and professional pessimism. The essay will then go on to explain how the response from professionals to problem behaviour can become a contributing factor to a child’s sense of futility, through discussing positive and negative theories of behaviour. The second objective of this essay is to examine the concept of “learned irresponsibility” and to understand how youth cultures are able to contribute to such learned helplessness and rebellion through things like social exclusion and street gangs. Next, nearing the end of this essay I will offer my opinion as to how the child and youth care worker should approach the young person differently during the assessment as to avoid the young person becoming discouraged during the transaction. Before the conclusion I shall offer my self reflection as well as sharing the impact that this topic of “the seeds of discouragement” has had on me. Climates of Futility The climates of futility refers to those environments which may cause young people to experience feelings of deficiencies and that...
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...Introduction The Indian market is seeing a paradigm shift in the consumption patterns. The ever-growing middle class is one reason for this change. Population growth and economic development are driving consumption around the world and will continue to do so as billions of consumers – especially in China, India and other emerging economies add to the demand for goods and services. This has resulted in depletion of several valuable natural resources. Green consumerism refers to recycling, purchasing and using eco-friendly products that minimize damage to the environment. More and more businesses and industries are joining in the green movement, either out of a real interest in saving the planet or a desire to capitalize on the growing consumer demand for greener ways. For example, Wal-Mart anticipates savings to the tune of billions of dollars by reducing packaging across the supply chain and Wells Fargo issues carbon credits to offset its customers' credit card purchases. Very few consumers, who have realized the importance of going green, have been practicing it. For many, the perception about the idea is vague. Many organizations are actively trying to induce a paradigm shift in their green marketing strategies to enable them to reach the consumer. Has their attempt in this endeavour yielded results? The study is aimed at exploring the answers to these questions. Purpose and Scope of the Study This study is an attempt to understand the attitude...
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...Classical and operant conditioning are both types of learning, which can be defined as relatively permanent changes in behaviour. Classical conditioning, also known as respondent conditioning (Grivas, Down, Carter, 2004), occurs through the continual association of two or more different stimuli. Learning is evident when one stimulus constantly elicits a different response than it did before. Operant conditioning is based on the theory that an individual will continue to show certain behaviours that have a positive outcome, or that will able it to avoid negative outcomes (Grivas et al., 2004). Although both used to explain learning, classical and operant conditioning are used interchangeably to reflect the complexity of the situation. Operant...
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...increase of national concerns over the effects of corporal punishment on discipline of primary and secondary school students. According to (Gershoff 2002) corporal punishment can be defined as the use of physical force with the intention of causing a child to experience pain but not injury for the purposes of correction or control of a child's behaviour. It includes a wide variety of methods such as hitting, slapping, spanking, punching, kicking, pinching, shaking, shoving, choking, use of various objects (wooden paddles, belts, sticks, pins, or others), painful body postures (as placing in closed spaces), use of electric shock and use of excessive exercise drills. These harsh disciplinary measures adopted by authoritarian teachers to discipline students’ lead to anti-social behaviour, contribute to academic failure and social rejection. These conditions further reduce self-esteem and create depressed mood, which in turn add to the likelihood of delinquency in adolescents (Patterson, 1982). However, this paper seeks to outline the negative effects of corporal punishment and positive disciplinary actions that can be used to deal with students’ misbehaviour. Negative effects of corporal punishment Inconsistent or overuse of punishment in harsh and unskilled ways can have very undesirable, dangerous and long lasting effects on the students’ who may develop negative personality traits such as disliking the punishing person...
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...future, I request that you arrive on time and ready to start at the prescribed hour. This is a matter of simple respect and courtesy, as well as efficient time management”. 7 minutes!!!! How many times do we turn up 7 minutes late for meetings? NEVER!!! We always turn up 10 – 15 even later – for meetings. 7 minutes. It seems ridiculous. But positive organisational behaviour is also about respect for others and not wasting others time, and even 7 minutes, is not so positive. Our director was seeing the start of slippage in the way people behaved and chose to address it before it became the new behaviour of people. We were all astounded when we got the letter, but we reverted to arriving on time! For a while. ☺ I don’t recall a second letter. Is this an organisational issue? Yes, it certainly affects the organisation. But it relies on the individual responsibility to change. So organisational behaviour is about individual behaviour. Over 20 years ago, when I was recruited as a young manager to Procter and Gamble. no-one talked to me about positive organisational behaviour. No-one said to me – “elaine, we have positive organisational behaviour here, see what it looks like, can you do it ?” – No one even told me how to behave. But in general there was something in the air. There was an unspoken rule around certain things that you do and certain things that you don’t do. The letter from...
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