Human side of an organization

In ancient Greek

mythology, a king of Cyprus,

Pygmalion made a statue

of a woman with all the

feminine ideals

He eventually fell in love with it and treated as if it was living.

Venus took pity on Venus took pity on him and breathed life him and breathed life into the statueinto the statue

Robert Rosenthal

Born in Germany on March 2nd, 1933Awarded PhD by the University of California,

Los AngelesBegan as a clinical psychologist and moved

into social psychology Worked at Harvard

Lab Rat ExperimentLab Rat Experiment Group 1Group 1 Students were given lab Students were given lab

rats specially bred for rats specially bred for high intelligence which high intelligence which had been measured by had been measured by their ability to learn their ability to learn quickly.quickly.

Group 2Group 2 Students were given lab Students were given lab

rats which were bred for rats which were bred for dullness in learning. dullness in learning.

And the winner was??And the winner was??

Group 1Group 1

The Reality The Reality Both groups of rats were of equal intelligence Both groups of rats were of equal intelligence

and were randomly assignedand were randomly assigned The group 1 rats scored significantly higher on The group 1 rats scored significantly higher on

the testthe test The students had expected the group 1 rats to The students had expected the group 1 rats to

perform betterperform better

Pygmalion study involved giving teachers false information about the learning potential of certain students in grades one through six in a San Francisco elementary school

Pygmalion in the classroom

Teachers’ attitudes towards low- and high-achievers

Teachers’ attitudes may vary greatly Low achievers may be perceived as being

less motivated, self-directed, attentive and less willing to engage in risk-taking than high-achievers

This may cause the teacher to fear and limit interaction with them and to be unsure when interactions do occur

Teachers seem to plan and prepare better for high-achiever classes

Low-achiever classes tend to stress more basic skills rather than higher order thinking activities

Such students may be perceived as more likely to cheat and copy notes and this affects teacher behavior

Super Manager Weak ManagerAverage Manager

Assistants Assistants Assistants

Personnel Management Work in naturally

distasteful activity people are lazy and

they should be supervised

Money is the main motivator

Workers need to be pushed and pressurized

Human Resource Development

Work is natural as play

People like to work People at all level

are creative Recognition and self

fulfillment are important motivators

ABC Model of Motivation

A is for antecedent.

B is for behavior.

C is for consequence.

ABC Model of MotivationABC Model of Motivation

Activators ConsequencesBehavior(Performance)

What managers do before performance

What a managers do after performance

What employees do

15% - 20% 75% -80%

How managers communicate expectations

Seating low-expectation employees in low-prestige office areas far from the manager

Paying less attention to lows in business situations (smiling less often and maintaining less eye contact).

Giving them less information about what's going on in the department.

Calling on lows less often to work on special projects, state their opinions, or give presentations

Waiting less time for lows to state their opinions

Not supporting lows in failure Criticizing lows more and Interrupting lows

more often Failing to provide lows with less Demanding

work

Benefit of positive reinforcementBenefit of positive reinforcement It is scientific and it is universal It is scientific and it is universal It always worksIt always works People perform more than expectedPeople perform more than expected Only positive reinforcement offers a permanent Only positive reinforcement offers a permanent

way to change behaviorway to change behavior Positive reinforcement help people to become Positive reinforcement help people to become

self confident.self confident. A happy work is a productive workerA happy work is a productive worker

Main errors in using PositiveMain errors in using PositiveReinforcement:Reinforcement:

Perception ErrorPerception Error Contingency ErrorContingency Error Delay ErrorDelay Error Frequency ErrorFrequency Error

ERROR #1: PERCEPTIONERROR #1: PERCEPTION

AskingAsking ObservingObserving ExperimentingExperimenting

The reinforcement should be meaningful to the recipient.

ERROR #2: CONTINGENCYERROR #2: CONTINGENCY

Reinforcement work only when it is Reinforcement work only when it is earned . Benefits are not earned . Benefits are not performance based.performance based.

Rewards must be tied directly to Rewards must be tied directly to behavior that the manager wants behavior that the manager wants repeatedrepeated

ERROR #3: DELAYERROR #3: DELAY Reinforcement should be immediateReinforcement should be immediate Spend more time in the work area and Reinforce while Spend more time in the work area and Reinforce while

people are performingpeople are performing Use teams and coworker as motivatorsUse teams and coworker as motivators

ERROR #4: FREQUENCYERROR #4: FREQUENCY Don’t relay on annual rewardsDon’t relay on annual rewards

A single reinforcement does not change a behavior. A single reinforcement does not change a behavior. Continuous performance needs continuous Continuous performance needs continuous reinforcementreinforcement

““To keep the lamp burning ,we To keep the lamp burning ,we have to keep putting oil in it”have to keep putting oil in it”

Issues in improving employees performance

Skilled Managers vs. UnskilledSkilled Managers vs. Unskilled

Past vs. Future OrientationsPast vs. Future Orientations

Blaming vs. Problem Solving Blaming vs. Problem Solving (Who vs. Why)(Who vs. Why)

Narrow vs. Broad Views of Narrow vs. Broad Views of PerformancePerformance

GELGEL formula formula

Good finder

Expect the best

Loyalty