Personnel Management and Organizational Behavior Essay

Four ways to shape employee bearing argon positive reinforcement, ban reinforcement, punishment, and extinction. Positive reinforcement is following a reaction with something enjoyable (Robbins & Judge, 2007). Employees expect recognition for exceeding the faces standard on occupation performance. A well-organized reward program willing motivate employees to excel the boldnesss 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 occupy. Supervisors should explain the task to the employee, provide necessary resources, and image the work is performed to standard. These actions will help eliminate negative reinforcement. penalisation and knowing the organizations standard are directly link. The organizations standard, duties and responsibilities of the employees throw to be established in ensnare to hold employees acc ountable for their incorrect manner. Punishment can be used as the way to unsure employees follows the standard. The unalike type of punishments have to be allowd in the workplace insurance to break 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 conference 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 last (Strategic Planning in the Payroll Department, 2007). Some of these practices include setting standards, establishing duties and responsibilities, and direct supervision. Discuss the three comp championnts of an attitude.The main components of an atti tude are cognitive, affective, and behavioral. Cognitive component is a consciously held opinion or notion (Colborn, 2007, p. 68), such as sexual harassment is wrong. Managers should enforce values, soaring standard, group and cultural behavior awareness 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 female employees. Leaders should keep reach communication with their employees to let them express their feelings and emotions. Behavioral component is the cloaked to behave in a certain way toward something or soulfulness (Robbins & Judge, 2007), such as Im going to avoid Charles because of his indecorous conduct. This action could cause problems in the work group and if not handle properly it will set a bad precedent to the employees.In conclusion leaders should understand the components of an attitude in order to establish means to avoid these in the work ing environment. Enforcing values, high standards, open communication and continues supervising are key to success. How is bounded rationality related to decision making?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 idea used a method where a satisfactory solution is flummoxed in stade of the optimal solution. This approach is driven by previous experiences, limited entropy and selecting the first solution that satisfies the constraints.Decision-making process is a detail process to obtain the trump solution. During this process all alternatives and courses of action are considered and evaluated completely. This approach consumes epoch 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 some(prenominal) 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 quality association?Quality circle is a work of employees and supervisors, who meet regularly to dissertate their quality problems, investigate causes, recommend solutions, and take corrective actions (Robbins & Judge, 2007, p. 237).A fortunate quality circle should include the following a comptroller, individual assignment, tentative times, progress report, implementation and performance monitoring. The comptroller will be in charge of conducting the coming upons, 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 the solution and monitoring its performance will ensure employees satisfaction and develop credibility to the quality circle. The end contestation of the quality circle is to fix problems in the organization.