Answer to Question #294816 in Marketing for Yashika Arora

Question

Your team members need some change in behaviour, you discussed this with your friend John. John recommends Law of Effects he felt it works on humans very strongly. John couldn’t remember the theory. Could you predict which theory is John referring to, who proposed this theory. Which four methods can be used in this theory for controlling behaviour of employees?

Answer 1

Behavior change is always difficult. In many cases, it is not just the change itself which is hard, but it is the resistance to change that create a real challenge. If people in a team aren’t willing to embrace behavior change, the manager/team leader could be in for a difficult time. Some changes are threatening to team members, even when they seem harmless. In this case behavioral management theory would work better. Specifically, this theory is concerned with how to manage productivity by understanding worker motivation, including expectations, needs and interests, and group dynamics. Theorists who contributed to behavioral management theory are Mary Parker Follett, Elton Mayo, and Abraham Maslow. According to behavioral theorists, the more understanding one has of human actions, such as conflict, expectations and motivations, the more improved productivity becomes. As a business owner, it’s vital to establish a work culture in which employees feel valued and acknowledged. The behavioral approach to leadership has become a more effective way for business owners to relate to their employees and get the most out of their skills and talents.

Behavioral Approach At-a-Glance- The behavioral approach to management focuses on the human dimension of the workplace. By fostering understanding of how people respond during times of conflict, and by teaching the best ways to manage expectations and motivate employees, this approach can help company leaders handle the varied human resource problems that occur during the workday.

Task-Oriented Approach- With this approach, one focuses on planning, coordinating and assigning tasks, and the managers assign those tasks based on the worker’s skill set. This allows employees to feel as if they’re being used based on their strengths, rather than being placed in positions in which they feel unsuited to the tasks required. By focusing on maximizing strengths and assigning tasks based on those strengths, it can help prevent employees from performing work that isn’t a match for what they do best.

Needs-Based Approach-In this approach, managers take into account the needs of their staff based on a hierarchical list developed by psychologist Abraham Maslow. In descending order, the list includes psychological, safety, belonging/love, esteem and self-actualization needs. This behavioral approach to management assumes that the driving motivation for most human beings is to satisfy some kind of need. At work, managers can change workplace culture by doing their best to meet the most pressing of these needs. For instance, if employee morale is low due to long work hours, a manager can offer more flexible work schedules to boost morale.

Path-Goal Theory Approach- In this approach, the work environment and the characteristics of staff influence which approach to take. The focus is on boosting employee motivation and empowering workers to do their best work based on a positive work environment. There are several leadership styles under this approach that is directive, achievement-oriented, participation and supportive. Under the directive style, a manager sets expectations and trusts employees to perform up to standard. Under the achievement-oriented style, managers set very high goals with the confidence that their employees can meet those goals. Under the participation style, managers solicit employee suggestions and ideas before establishing performance standards. And finally under the supportive style, managers are most concerned with the emotional and psychological health of their employees