Personnel Management and Organizational Behavior Essay Example for Free

Personnel Management and Organizational Behavior EssayFour ways to shape employee sort are positive support, negative reinforcement, punishment, and extinction. plus reinforcement is following a reaction with something enjoyable (Robbins Judge, 2007). Employees need recognition for exceeding the organizations standard on job performance. A well-organized pay program will motivate employees to excel the organizations standard. Example of this are employee of the month, quarter or year, and recognitions to employees for presenting ideas to improve the organizations operation.Negative reinforcement is also referred as looking busy. Supervisors should explain the task to the employee, provide necessary resources, and ensure the work is performed to standard. These actions will help eliminate negative reinforcement. punishment and knowing the organizations standard are directly related. The organizations standard, duties and responsibilities of the employees have to be returned in grade to hold employees accountable for their incorrect behavior. Punishment can be used as the way to unsure employees follows the standard. The different type of punishments have to be included in the oeuvre policy to ensure the employee knows what could happen if he/she does non follow the standard.Extinction is a behavior not reinforced, causing it to disappear (Robbins Judge, 2007). Adequate supervision and conversation in the workplace are two key elements to assess this behavior and eliminate when is not needed. Managers have to develop ways to shape employees behavior in order to improve performance. Shaping the employees behavior starts with adopting practice that encourage employees to be responsible, loyal, and committed to an organizations goal (Strategic preparation in the Payroll Department, 2007). Some of these practices include setting standards, establishing duties and responsibilities, and direct supervision. Discuss the three components of an attitude.The main components of an attitude are cognitive, affective, and behavioral. Cognitive component is a consciously held opinion or belief (Colborn, 2007, p. 68), such as sexual harassment is wrong. Managers should enforce values, high standard, group and cultural behavior sentiency to improve the working environment. The affective component is the emotional tone or feeling of an attitude (Colborn, 2007) I dont like Charles, because he harasses his womanish employees. Leaders should maintain open communication with their employees to let them express their feelings and emotions. Behavioral component is the intent to behave in a certain way toward something or someone (Robbins Judge, 2007), such as Im going to avoid Charles because of his improper conduct. This action could cause problems in the work group and if not handle properly it will set a bad example to the employees.In conclusion leaders should understand the components of an attitude in order to establish means to avoid these in the working environment. Enforcing values, high standards, open communication and continues supervising are key to success. How is bounded rationality related to decision make?Bounded rationality is defined as making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity (Robbins Judge, 2007, p. 161). This concept used a manner where a satisfactory solution is obtained in stade of the optimal solution. This approach is driven by previous experiences, limited information and selecting the first solution that satisfies the constraints.Decision-making process is a detail process to obtain the best solution. During this process all alternatives and courses of action are considered and evaluated completely. This approach consumes conviction and resources because every alternative has to be evaluated in order to obtain the best solution.In my opinion the decision-making process should be exercise as much as possible in order to obtain the optimum solution to a problem. Leaders should be aware of both approaches and select one based on time, safety concerns, priority of the task, and resources available. What is a select gird?Quality circle is a work of employees and supervisors, who meet regularly to discuss their quality problems, investigate causes, recommend solutions, and take corrective actions (Robbins Judge, 2007, p. 237).A successful quality circle should include the following a comptroller, individual assignment, tentative times, progress report, implementation and performance supervise. The comptroller will be in charge of conducting the meetings, keeping record of the problems, progress and implementation. Problems should be brainstorm by the group and assigned to the best qualify employee. Each problem should have a tentative time to obtain a solution. During each meeting a progress report is required in order to ensure timely solution of the problem. Implementing t he solution and monitoring its performance will ensure employees satisfaction and develop credibility to the quality circle. The end statement of the quality circle is to fix problems in the organization.