Organizational Behavior Management: Why Is It Still Relevant For Modern Businesses?

Behavior Management

Behavior management helps to understand how environmental contingencies influence an individual’s behavior. There can be two contingencies of behavior:

  • The Antecedents: Events that precede the behavior
  • The Consequences: Events that follow a particular behavior

Steps in Organizational Behavior Management

These steps are discussed as follows:


The first step in behavior management is the identification of performance-related behaviors. First, the behavior should be recognized as desirable or undesirable from the organization’s point of view. Then, essential behaviors that significantly impact employees’ performance should be given attention.


Once critical behaviors of employees have been identified, it is time to measure the frequency of those essential behaviors over time. This can be done by observation and extraction of information from records. It will help managers determine the success of changing employees’ behavior for good.


Now managers will have to do a functional analysis of the behavior that needs to be managed. This will help determine which circumstances lead to a particular type of behavior, the consequences of such behavior, and more. Contingent consequences of behavior should be recognized as these consequences impact subsequent behavior.


Once the essential behaviors have been determined and the circumstances that cause such behaviors have been determined, it is time to develop an effective intervention strategy. Several strategies can be used at this stage, including positive or negative reinforcement, extinction, or punishment.


The last stage in behavior management is evaluating whether the intervention strategies are working correctly or not. The basic purpose of behavior management is to bring change in undesirable behaviors to improve performance. This will reveal whether the unwanted behaviors have been substituted by desirable behavior or not.



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Dr. Karen Walker

Dr. Karen Walker

Personnel Research Psychologist at Department of Justice