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Performance Management Strategies
Based on what you’ve learned from this week’s lecture and the readings, how would you describe performance management or organizational behavior management to a business owner who is unfamiliar with behavior analytic concepts and principles? How would you compare and contrast current typical business practices (such as annual reviews or aversive control) to increase their interest in performance management? Please provide at least 1 quote from BF Skinner from Business, Behaviorism, and the Bottom Line in your response.
Additionally, please include LINKS or DOIs to any articles or books referenced outside of the assigned readings as part of your APA citation (as is required when using web-based referencesLinks to an external site.). Failing to do so will result in point deductions.
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Performance Management Strategies
Describing Performance Management to a Business Owner
Performance management, also known as organizational behavior management (OBM), applies principles of behavior analysis to improve workplace performance by focusing on observable behaviors and measurable outcomes. Unlike traditional methods, OBM emphasizes positive reinforcement and data-driven decision-making rather than subjective evaluations or punitive measures. It creates a proactive system that motivates employees and fosters a culture of continuous improvement.
For example, while annual reviews offer periodic feedback, OBM provides consistent, real-time feedback to employees. Instead of relying on aversive control (such as threats of termination), OBM highlights the importance of positive reinforcement—rewarding desired behaviors to encourage their recurrence.
B.F. Skinner’s philosophy underpins OBM, with his assertion, “The way positive reinforcement is carried out is more important than the amount.” This reflects how creating an environment where employees are recognized and rewarded can yield sustainable improvements in performance and morale.
Comparing OBM to Traditional Practices
Traditional business practices often rely on punitive measures or occasional feedback, which can create anxiety and inhibit creativity. OBM, by contrast, focuses on creating structured interventions tailored to individuals, fostering a collaborative and motivated workforce. This approach aligns business outcomes with employee satisfaction, enhancing productivity and reducing turnover.
References
- Skinner, B.F. (1983). Business, Behaviorism, and the Bottom Line.
- Daniels, A.C., & Bailey, J. (2014). Performance Management: Changing Behavior that Drives Organizational Effectiveness.