Section 10
Behavioral Performance Management
Behavior Modification Techniques
There are five categories of activities that can be
addressed with behavior modification
techniques:
• Develop a new behavior
• Strengthen a behavior
• Maintain an established behavior
• Stop inappropriate behavior
• Modify emotional behavior

We “operate” on the environment
◦ Alter behavior to maximize positive and
minimize adverse consequences.

Operant versus respondent behaviors

Law of effect
◦ Likelihood that an operant behavior will be
repeated depends on its consequences
Behavior Modification
(Continued)
Learning Theory Background
A-B-Cs of Behavior Modification
Antecedents
Behavior
Consequences
What happens
before behavior
What person
says or does
What happens
After behavior
Employee
attends
scheduled
work
Employee
receives
attendance
bonus
Example
Attendance
bonus system
is announced
Contingencies of Reinforcement
Consequence
is Introduced
Behavior
Increases/
Maintained
Positive
reinforcement
Behavior
Decreases
Punishment
No
Consequence
Consequence
is Removed
Negative
reinforcement
Extinction
Punishment
Principles of Learning:
Reinforcement and Punishment
(Continued)
Principles of Learning:
Reinforcement and Punishment

The Use of Punishment

Analysis of Money as a
Reinforcer

Issues of timing the
reinforcer

Nonfinancial Rewards
◦
◦
◦
◦
The Meaning of Punishment
Often used, rarely understood
Administering Punishment
Guidelines for Discipline
◦ Social Recognition and
Attention
◦ Performance Feedback
◦ Need to Evaluate it
(Continued)
Schedules of Reinforcement
Behaviors
1
2
3
4
5
6
7
8
9
Continuous
Fixed ratio
Variable ratio
Time (Days)
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
Fixed interval
Variable interval
Behavioral Performance
Management, or O. B. Mod.
•
Step 1: Identification of Performance Behaviors
•
Step 2: Measurement of the Behavior
•
Step 3: Functional Analysis of the Behavior
•
Step 4: Development of an Intervention Strategy
– A Positive Reinforcement Strategy
– A Punishment-Positive Reinforcement Strategy
•
Step 5: Evaluation to Ensure Performance
Improvement
A final note of caution

Must Be Extremely Careful of What to Positively Reinforce (Fixed vs.
Growth “Mindsets” from Dweck, 2006)
◦ Student subjects randomly reinforced for their ability in solving tasks
(“you must be really smart as this”) led to a “fixed mindset.”
◦ Subsequently, they rejected taking on challenging new tasks ( fear of
failure, not able to meet expectations).
◦ If they did try and failed, they took it personal, felt deficient and
depressed.
◦ They did not enjoy, have fun, at subsequent tasks.
◦ Importantly, their performance decreased over time.
◦ Many( 40%) actually lied to others about their abilities.
◦ However, those randomly reinforced for their effort on tasks (“you must
have worked really hard at this”) led to a “growth mindset” and the
exact opposite results.
Performance
 Absenteeism
 Turnover

◦ E.g., staffing firm study- praise and recognition
Uses of O.B. Modification
Questions