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    Topic 2 - Students

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    Prabhashini Wijewantha
    This document discusses factors that influence employee behavior. It presents a model showing that behavior is influenced by both external and internal factors. External factors include the work environment, such as supervision, organizational culture, and job design. Internal factors include motivation and attitudes. Motivation theories discussed include expectancy theory, goal setting theory, and equity theory. Other internal factors that influence behavior are knowledge, skills, and abilities. The goal of human resource development interventions is to understand these influences and foster behaviors that benefit the organization.

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    Topic 2 - Students

    Uploaded by

    Prabhashini Wijewantha
    45 views36 pages
    This document discusses factors that influence employee behavior. It presents a model showing that behavior is influenced by both external and internal factors. External factors include the work environment, such as supervision, organizational culture, and job design. Internal factors include motivation and attitudes. Motivation theories discussed include expectancy theory, goal setting theory, and equity theory. Other internal factors that influence behavior are knowledge, skills, and abilities. The goal of human resource development interventions is to understand these influences and foster behaviors that benefit the organization.

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    This document discusses factors that influence employee behavior. It presents a model showing that behavior is influenced by both external and internal factors. External factors include the work environment, such as supervision, organizational culture, and job design. Internal factors include motivation and attitudes. Motivation theories discussed include expectancy theory, goal setting theory, and equity theory. Other internal factors that influence behavior are knowledge, skills, and abilities. The goal of human resource development interventions is to understand these influences and foster behaviors that benefit the organization.

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    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    45 views36 pages

    Topic 2 - Students

    Uploaded by

    Prabhashini Wijewantha
    This document discusses factors that influence employee behavior. It presents a model showing that behavior is influenced by both external and internal factors. External factors include the work environment, such as supervision, organizational culture, and job design. Internal factors include motivation and attitudes. Motivation theories discussed include expectancy theory, goal setting theory, and equity theory. Other internal factors that influence behavior are knowledge, skills, and abilities. The goal of human resource development interventions is to understand these influences and foster behaviors that benefit the organization.

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    of 36

    INFLUENCES ON EMPLOYEE

    BEHAVIOR

    By
    Prabhashini Wijewantha
    Department of Human Resource Management
    Faculty of Commerce and Management Studies
    University of Kelaniya.

    Foundations Of Human Resource


    Development
    Session Outline
    • Introduction
    • Model of Employee Behaviour
    • External Influences on Employee Behaviour
    • Motivation: A Fundamental Internal Influence on
    Employee Behaviour
    • Other Internal Factors that Influence Employee
    Behaviour
    Introduction
    • The goal of HRD Interventions is to assist employees and
    organizations in attaining their goals.
    - Individual development for employees through coaching and
    mentoring, individual development and multi rater feed back
    - Improve performance for organizations
    • Another major focus of HRD interventions is an effort to change
    employee behaviour.
    • i.e. HRD Programs expect to foster behaviours wanted by the
    organization.
    • This behavioural change effort relate to OB and Applied
    Psychology.
    Model of Employee Behavior
    Key Factors Affecting Employee
    Behaviour
    • External Forces: found in the
    - External environment ( outside the organization)
    - Work environment ( inside the organization)

    • Internal Forces: those within the employee

    •External and Internal forces interact or combine to produce a


    given behaviour and it has a direct relationship to the
    personal & organizational outcomes obtained.
    Major Categories of Employee
    Behaviour
    • Individual performance or behaviour is multi-dimensional.
    • Types of Behaviours:
    - Task Performance:
    - Organizational Citizenship Behaviours / Contextual
    Performance:
    • The seconds category is also important as they directly
    contribute to the organizational effectiveness.
    • Motivation is critical in determining the extent to which
    employees engage in the behaviours that are ‘above and
    beyond’ their formal job requirements.
    Factors in the External Environment

    • These generally influence the organizations and all


    parts within it.
    Factors in the Work Environment
     Outcomes: These are results of a given employee behaviour.
    - Personal:
    -------------------------------------------------------------------------------
    -------------------------------------------------------------------------------
    -------
    - Organizational:
    -------------------------------------------------------------------------------
    ----------------------------------------------------------------------------
    • There can also be an influence of organizational outcomes on
    Employee Behaviours as presented in Expectancy and Equity
    Theories of Motivation.
    • These propose that employee perceptions of outcomes are
    important determinants of behaviour.
    Factors in the Work Environment
    Contd…
     Outcomes:
    Factors in the Work Environment
    Contd…
     Supervision & Leadership:

    - Self fulfilling Prophecy/ Pygmalion Effect:


    Indicates how the expectations a supervisor establishes can
    influence a subordinate’s behaviour.
    Raising manager’s performance expectations leads to higher
    levels of performance in employees.

    • Leadership: the use of no coercive influence to direct and


    coordinate the activities of a group toward accomplishing a
    goal.
    Factors in the Work Environment
    Contd…
     The Organization:
    • Reward Structure:
    Factors in the Work Environment
    Contd…
    • Organizational Culture: Is the set of values, beliefs, norms and
    patterns of behaviour that are shared by organization members and
    they guide their behaviour.

    • Individuals who understand an organization’s culture are better


    able to accurately interpret organizational events, know what is
    expected of them and behave in appropriate ways in new or
    unfamiliar situations.

    • HRD is a means through which an organization’s culture is


    perpetuated or changed and HRD content, importance and
    acceptance will depend on organization’s culture.
    Factors in the Work Environment
    Contd…
    • Job
    Design:--------------------------------------------------------------------
    ------------------------------------------------------------------------------
    ------------------------------------------------------------------------------
    ----------------------------------------------------------------------

    • The way an organization chooses to construct its jobs can affect


    an employee’s behaviour and attitudes.

    • The focus can be on altering the job rather than the employee in
    improving an employee’s performance and attitudes.
    Factors in the Work Environment
    Contd…
     Co- workers & Teams:
    • Co-workers control some of the outcomes valued by an
    employee and may use those outcomes to influence the
    employee’s behaviour.
    • Co workers choose to react to behaviour they disapprove of by
    withholding desired outcomes or punishing the employee.
    • Norms: Informal rules for appropriate behaviour established
    within work groups serve as guidelines for appropriate
    behaviour.
    • Group Dynamics/Group Behaviour: These influence the
    way an employee may behave when interacting in a group.
    Ex: Group think and Social Loafing
    Factors in the Work Environment
    Contd…
     Co- workers & Teams Contd…:
    • ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------
    ----------------------------------------------------

    • Team Work: Trust and Cohesiveness

    • Group and Team dynamics are considered when planning


    actions designed to ensure that what is learned is transferred
    back to the job.
    Motivation: A Fundamental Internal
    Influence on Employee Behaviour
    • Motivations is one of the most basic elements of human behaviour.
    • “Psychological processes that cause the arousal, direction, and
    persistence of voluntary actions that are goal-directed.”
    (Terry Mitchell as in Werner & De Simone, 2007)
    • Work motivation pertains to the causes of voluntary behaviour.

    • Motivation focuses on the following processes affecting behaviour.


    - Energizing: The generation or mobilization of effort
    - Direction: Applying effort to one behavior over another
    - Persistence: Continuing (or ceasing) to perform a behavior

    • Motivation at work is an individual phenomenon as all people have


    unique needs, desires, attitudes and goals.
    Motivation Contd…
    • ----------------------------------------------------------------------------------------------------------
    ----------------------------------------------------------------------------------------------------------
    ----------------------------------------------------------------------------------------------------------
    ---

    • ----------------------------------------------------------------------------------------------------------
    ----------------------------------------------------------------------------------------------------------
    ----------------------------------------------------------------------------------------------------------
    ---

    • ----------------------------------------------------------------------------------------------------------
    ----------------------------------------------------------------------------------------------------------
    ----------------------------------------------------------------------------------------------------------
    ----------------------------------------------------------------------------------------------------------
    ----
    Approaches to Explaining
    Motivation
    • Need Based Theories
    -----------------------------------------------------
    ------------------------------------------------------
    -------------------------------------------------------
    • Cognitive Process Theories
    -----------------------------------------------------------
    -------------------------------------------------------------
    ---------------------------------------------------------------
    ---------------------------------------------------------------
    • Non-cognitive Process Theories
    ---------------------------------------------------------------
    Need Based Theories
    The Need Activation – Need
    Satisfaction Process
    Cognitive Process Theories of
    Motivation
    Expectancy Theory
    • States that people will perform behaviours that they perceive
    will bring valued outcomes.

    • If employees fulfil certain obligations to the organization but


    do not receive promised outcomes they may reduce their
    expectations about the link between their performance and the
    desired outcomes and thus choose to behave differently.

    • If outcomes are not rewarding as anticipated the employees


    may revise their judgements about the value of that outcome
    and perform different behaviours.
    Expectancy Theory
    Goal Setting Theory
    Social Learning Theory
    Relationship between Self-Efficacy
    and Performance
    Equity Theory
     Outcomes are evaluated by comparing
    them to the outcomes received by others.
     I f employees perceive an ineuity they
    may change their performance or
    cognitions or both to reduce the ineuity.
     Outcomes serves as a feedback to
    employees.
    Equity Theory
    Reinforcement Theory
    Reinforcement Theory
    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
    Wagner-Hollenbeck Model of
    Motivation and Performance
    Other Internal Factors That
    Influence Employee Behavior
    Attitudes
    Knowledge, Skills & Abilities
    • 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


    Questions for Discussion
    Q&A

    THANK YOU!!!!!!!!

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