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Training and Development
Assignment .1
4/24/2013
Syed Intisar Haider |

OB MOD
OB MOD is based on application of learning theory to people in the workforce used for motivating and dealing with the problem behavior. Reinforcement theory is also part of the OB MOD that holds that a desirable behavior can be repeated by linking that behavior with positive outcomes, and undesirable behavior can be eliminated by linking them with a negative consequence. The advantage of this model is that it focuses on specific behaviors in workspace and thus they are performance based.
The first step is the identification of critical behavior. The behavior must have significant impact on the performance (the 20 percent of the behaviors that account for eighty percent of the performance).
Example: Extended Lunch and Tea breaks
The second step is measuring the behaviors. Meaning how frequent, duration and intensity of this behavior was observed, frequency is obtained by counting the number of times the behavior occurs under existing conditions.
The Third Step is to identify behavioral contingencies through functional analysis, that what are the triggers or antecedents that leads to this behavior. A functional analysis (A-B-C) is performed, where A is the antecedent, B is the behavior, and C is the contingent consequence. The functional analysis often reveals that there are many competing contingencies for behavior. Thus, it is important to identify only the contingent consequences.
Example Case
Critical Behaviour identification: Punctuality Need for coming back on time after lunch as the nature of work requires being more efficient during that time (1400:1800 hrs.).
Antecedent
Lunch Break, calls from friends in other departments.
Behavior
* Extended breaks not following the timing (1 hour)
Consequence:
* Unable to completely process the daily complaints before the close of business.
What is maintaining the behaviour? * Friends in other teams, who have a different job role, and are not aware of the criticalities that result if one comes back late after the break; encourage to take long lunch break.
The Fourth Step is to Develope intervention strategy. This refers how you can use structure, technology task to modify the behavior.
As the behavior is positively reinforced, the idea is to give a positive punishment by introduction of something unpleasant, with an alternative by telling exactly what you want.
An option of this can be, to tell the employee to process all the complaints daily before COB, or else he/she will have to sit late and write an explanation for every complaint that was missed and after missing a certain number of complaints it will start affect the HR rating. Also communicate that you want don’t want piled up requests at the end of the week. If the employee completes the work on time, he/she will be working on another project that will act as a positive reinforce.
The last step involves a systematic evaluation of performance improvement.
There are four levels of evaluation: 1. The reaction level refers to whether people administering and experiencing the approach like it. 2. The second level is learning. This helps answer the question of whether people using the approach know why they are using it. 3. The third level is aimed at behavioral change; that is, are the behaviors actually changing? 4. The Fourth level is performance improvement, which is the overriding purpose for O.B. Mod. This step is important, since behavioral change may not necessarily reflect performance improvement.