Personnel Management and Organizational Behavior Essay

Four substances to shape employee conduct are positive reinforcement, negative reinforcement, punishment, and extinction. Positive reinforcement is following a reaction with something enjoyable (Robbins & Judge, 2007). Employees need wisdom for exceeding the formations standard on job performance. A well-organized reward program allow 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, propose necessary resources, and vouch the work is performed to standard. These actions will help eliminate negative reinforcement. Punishment and knowing the organizations standard are containly related. The organizations standard, duties and responsibilities of the employees have to be established in wander to hold employees accoun table 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 accommodated 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 fly (Robbins & Judge, 2007). Adequate supervision and communicating 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). Some of these practices include setting standards, establishing duties and responsibilities, and direct supervision. Discuss the three components of an military position.The main components of an att itude are cognitive, affective, and behavioral. Cognitive component is a consciously held flavor or belief (Colborn, 2007, p. 68), such as sexual harassment is wrong. Managers should enforce values, high standard, base 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 hold 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 bend Charles because of his improper conduct. This action could cause problems in the work group and if not handle aright 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. Enfo rcing values, high standards, open communication and continues supervising are key to success. How is bounded moderateness 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 conceit used a method where a satisfactory solution is obtained in stade of the optimal solution. This approach is goaded by previous experiences, limited information and selecting the first solution that satisfies the constraints.Decision-making run is a detail process to obtain the best solution. During this process all ersatzs 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-making process should be recitation as much as possible in order to obtain the opti mum solution to a problem. Leaders should be aware of both approaches and select one based on time, safety concerns, precedency of the task, and resources available. What is a quality circle?Quality circle is a work of employees and supervisors, who meet regularly to question 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 monitoring. 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 assign 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 pe rformance will ensure employees satisfaction and develop believability to the quality circle. The end statement of the quality circle is to fix problems in the organization.