Personnel Management and Organizational Behavior Essay Example for Free

Personnel Management and Organizational Behavior EssayFour shipway to shape employee way are positive reinforcement, oppose reinforcement, punishment, and extinction. Positive reinforcement is following a reaction with something enjoyable (Robbins Judge, 2007). Employees need recognition for exceeding the organizations standard on job motion. A well-organized reward program will motivate employees to excel the organizations standard. Example of this are employee of the month, rear end or year, and recognitions to employees for presenting ideas to improve the organizations operation.Negative reinforcement is also referred as looking grouchy. Supervisors should explain the task to the employee, provide necessary resources, and ensure the bunk 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 wip e out to be established in order 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 workplace policy to ensure the employee knows what could happen if he/she does not follow the standard.Extinction is a behavior not reinforced, causing it to disappear (Robbins Judge, 2007). Adequate supervision and communication 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 Planning in the Payroll Department, 2007). many of these practices include setting standards, establishing duties and responsibilities, and direct supervision. Discuss the three diviso rs of an attitude.The main component parts of an attitude are cognitive, affective, and behavioral. Cognitive component is a consciously held idea or belief (Colborn, 2007, p. 68), such as sexual harassment is ravish. Managers should enforce values, high standard, meeting and cultural behavior awareness to improve the on the job(p) 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 maintain open communication with their employees to let them express their feelings and emotions. Behavioral component is the tone 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 resultant leaders should understand the components of an attitude in order t o 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 closing making?Bounded rationality is defined as making decisions by constructing simplified models that extract the crucial features from problems without capturing all their complexity (Robbins Judge, 2007, p. 161). This concept used a method where a satisfactory solution is captureed in stade of the optimal solution. This climb up is driven by previous experiences, limited information and selecting the first solution that satisfies the constraints.Decision-making surgical 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 time and resources because every alternative has to be evaluated in order to obtain the best solution.In my opinion the decision-maki ng 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 ground on time, safety concerns, priority of the task, and resources available. What is a quality circle?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 winning 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 meetings, keeping record of the problems, progress and implementation. Problems should be perceptiveness 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 tim ely solution of the problem. Implementing the 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.