Case Study : Organizational Behavior Management

When utilizing feedback as a way of measuring effectiveness of the organizational change it can be by way of surveys from staff, meetings, questionnaires and so on. Feedback helps to communicate ideas better to management so that quality care can continue to improve and goals can continue to be reached. Feedback is used by managers as a tool to respond to and to anticipate changes (Spector, 2010).

I will be talking about my current job as a Child Protective Investigator (CPI) also known as Child Protective Services (or CPS). This is the governmental agency that is tasked with investigating child abuse or neglect. The primary concern of a CPI is the safety of the child; they do this by assessing the risk involved. By weighing that risk the CPI has to make the decision rather to remove the children or child from the home or place services within the home that will allow

Positive feedback is easy and motivational it is as easy as telling a co-worker “job well done” (Employee Feedback-How to Build Staff Morale and Grow Your Business). Thank people for a job well done. “Thank You” takes very little effort feeling valued and appreciated helps moral and self-esteem. Congratulate a person for taking initiative and for solving the problems for others. Discuss career opportunities even if they are outside of the current workplace. Celebrate successes as a team.

This is important because feedback is essential to leaders and managers in light of the fact that workers' activities and practices eventually decide the corporate society and accomplishment of an organization (Harms and Roebuck, 2010). However, Harms and Roebuck recommend a significantly more reaching approach called the “BET and BEAR” model which according to Berry et al. (1996) is an effective mechanism for providing positive and constructive feedback. They further illustrated that the “BET” model which stand for “Behaviour, Effect and Thank you, is to be used for positive feedback while the ‘BEAR” model is for constructive feedback which is used in addressing negative feedback. Hams and Roebuck further encouraged that students should make at least 75% of their feedbacks to their peers’ positive than negative (Berry et al., 1996, cited in Harms and Roebuck, 2019:419).

Whether a leader defines success as career progression, sphere of influence, or the continual improvement of their management skills, there is one singular fact that all leaders must grasp in order to be effective and impactful: they have to become great providers and receivers of feedback. To grow in one?s ability to give and receive feedback, one ought to begin with learning to receive feedback well by recognizing

360 degree feedback system as a performance evaluation tool as long as the understanding of its intent is understood. “There are three key steps in the successful implementation of 360 degree feedback systems in an organization. The three steps are that it must fit the organizations culture, make it psychometrically sound, and used with care” (“Best Practices”, 2012). It is also important to train the feedback providers to be sensitive, respectful and polite. Treating employees in a friendly and respectful manner and offering constructive advice will make them more open to accepting the performance

Before understanding how Legacy Health handles feedback, it is important to understand what feedback is and how it is important to the healthcare industry. Feedback, as defined by the textbook, is “the degree to which people learn how effective they are being at work” (Bauer, 2014). This definition may seem vague, yet within the concept of feedback, are multiple ways for people to learn of their work efficacy. In an organization, feedback can come in various forms, whether on a performance based approach, a three hundred and sixty degree approach, goal setting and feedback upon the goals, or a multitude of other forms.

This type of feedback will be used in my work center when unsuitable actions occur to correct the issue back to favorable. I will use this approach in situations such as if personal problems came along that effect the work environment, the mission or even if a decrease of work performance was to happen. If this type of feedback did not take place, individuals within my work section would not know when or what behaviors or actions they are doing wrong and will not only continue to do it, but also while setting a sight to others that it is acceptable behavior which could ultimately hinder other Airmen and the

Employees usually want to receive feedback on their performance for certain reasons such as for improving their performance. DeNisi & Kluger (2000) herald that it is widely accepted that feedback is an essential component of an effective performance improvement strategy as individuals learn on the basis of receiving feedback on their performance. Moreover, performance feedback increases job satisfaction and motivation among the employees (Hackman & Oldham, 1980).

At UTC we are coached to use a four step model approach for effective performance feedback. The steps include: The Statement, The Evidence, The Impact, and The Action. We are instructed to give feedback on observed behaviors, use specific examples, be realistic, be timely, provide feedback often and always explain reasons for giving the feedback. We always hold these conversations in person and in a private setting and encourage the employee for inputs for improvements, creating a two-way open

Organizational Behavior Management (OBM) is a vital part of the success of a company. The employee’s thoughts and actions even considering culture are thoroughly analyzed. This idea allows managers to improve not only individual behavior but also group dynamic performances/interactions and workers safety. This theory is considered as a science of the behavior of each employee. The history of OBM started in the 1900’s, with the strong influence of Skinner and Watson. Scientific Behavior began in the workplace, following the applications of behavioral principles to instructional design. Frederick Taylor, another innovative manager was a huge supporter of the scientific method being presented and utilized. Three main areas of OBM application include: Performance Management, Behavioral Systems Analysis, and Behavior-Based Safety. Inside of each area, there are key points to consider. Some would be leadership, decision making, team building, motivation, and job satisfaction. In short, OBM is the study that reviews how organizational structures are an aftermath within companies.

This feedback could be positive or negative on how the hospital could improve its quality performance. As system thinkers this concept is crucial as its gives direct feedback and also has a motivational factors. According to Geller.Scott "They use feedback as a consequence to motivate an individual to continue or stop a particular behavior, and they use feedback as an activator to direct improvement in particular work practices." Lastly the hospital practiced transparency to the public of its quality performance and how they needed help with such improvements. This is another key to system thinking as it gets the other parties involved to collaborate, and also show your commitment to such changes. This will align everyone attitude with the needed behavior, and to all work together toward the same goals. On the other hand, a weakness in the system that this organization displayed is the need to improve further on getting everyone to with the organization to use a practice of "Do for me and I'll do for you". According to Geller.Scott "Simply put, the reciprocity principle is reflected in the slogan, "Do for me and I’ll do for you." In other words, if you’re nice to someone, they’ll feel obligated to return the favor. And consistent with a systems perspective, the favor might be returned to someone other than the original

Accurate external feedback is essential to facilitate improvement in performance (Sargeant at al 2010). To achieve the best results not only feedback needs to be provided in a right way but also a person accepting the feedback needs to be receptive to it. Although I always maintained professional while receiving feedback and often actively sought feedback myself, I found challenging at a times to handle negative feedback.

The study of Organizational Behavior (OB) is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behavior of an individual. There are no absolutes in human behavior. It is the human factor that is contributory to the productivity hence the study of human behavior is important. Great importance therefore must be attached to the study.

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces