Employees behaviors

Scot Phinney s problems in the scenario revolve around HRM. There appear to be three related problems (1) There are three pharmacist position vacancies that need to be filled, (2) employee morale is low, and (3) current employee productivity and behavior are unacceptable. Scot has identified several specific employee behaviors that hinder the performance of the pharmacy, including frequent arguments, excessive complaints, pharmacists not supervising technicians, and rude behavior and poor service to nursing. He has decided to focus on these problems first. 

Ultimately, it is not your responsibility to improve your employees behaviors — it is their responsibility. Your responsibility is to help them problem solve. Provide only the rational facts. Therefore, a discussion might be articulated in this manner, When you do [behavior], the results are [fact], which do not meet [desired outcome]. In the future, I need you to do [desired behavior]. Failure to do so will result in [consecjuence] (See Table 7.5.)... 

Recently, a further person-centered simulation model was developed by Licht [261] at RWTH Aachen University. It offers an - according to our requirements - more suitable approach for analyzing design and development processes in the chemical industries. The model includes many different specific aspects of the process, such as the type and the complexity of products, the characteristics of employees, tools, and organizational structure, etc. Due to the person-oriented approach, the model also serves as a realistic method for employee management by addressing the employees behavior. A negative... 

Information and instruction are distinguished by the ability of instruction to change behavior. Behavior change, in turn, is the one proven method that lowers the risk of noncompliance by aligning employee behavior with mandated work procedures. Instruction is an engineered activity, specifically designed to meet identified learning... 

Instructions provide direction to employees that will help them to avoid or deal more effectively with hazards. They are the behavioral model that can be followed to ensure safety. The basis of good instructions is the job analysis, which provides detailed information on the job tasks, environment, tools, and materials used. The job analysis will identify high-risk situations. Based on verification of the information in the job analysis, a set of instructions on how to avoid hazardous situations can be developed. The implementation of such instructions as employee behavior will be covered in the next section under training and safe behavior improvement. 

There are four basic human factors approaches that can be used in concert to influence employee behavior to control workplace hazards ... 

Conard (1983) has defined work practices as employee behaviors that cem be simple or complex and that are related to reducing a hazardous situation in occupational activities. A series of steps can be used in developing and implementing work practices for eliminating occupationeil hazeads ... 

Organizational motivational practices will influence employee safety behavior. Research has demonstrated that organizations that exercise humanistic management approaches have better safety performance (Cohen 1977 Smith et al. 1978 Qeveland et al. 1979). These approaches are sensitive to employee needs and thus encourage employee involvement. Such involvement leads to greater awareness and higher motivation levels conducive to proper employee behavior. Organizations that use... 

Understand new employee initial behavior Manage new employee behavior and alert co-workers to Information seeking behavior Desire to change role/tasks Employee silence/voicing Random acts of helping... 

Providing a different t) pe of safety training Employee behavior which reduced safety... 

The reasons for the operation of the tmst development process The risks associated with blindly given tmst, and tmst reduced monitoring of new employee behavior... 

In this paper the current situation and existing problems of China s coal mines on the construction of a safety culture, based on human security principle and sphere slope principles of mechanics, a number of specific solutions for existing problems, such as the introduction of new equipment regulations, new technologies, new processes improve and deepen the concept of, regulate employee behavior development of cultural construction was about to incentive and restraint mechanisms organizations safety culture, cultural and recreational activities in the workplace, it is important... 

Tactical errors (caused by employee behavior and work conditions)... 

Ninety percent of accidents are caused by unsafe acts, and the proper solution for them is to modify employee behavior. 

Reynolds, in Back to the Future The Importance of Learning the ABCs of Behavioral Safety, discusses the need to first analyze the management controlled antecedents and consequences that actually drive those employee behaviors (p. 24). Many of the concerns expressed by highly capable safety professionals over the worker-focused behavior-based safety approach center on the fact that causal factors deriving from the work environment and work practices are ignored. Most behavior-safety practitioners do not recognize the need to examine the reasons—the antecedents, if you like — for the existence of hazards and risks. 

If one accepts this premise, it is only a small step to assume that, to improve safety, one must change employee behavior [p. 38]. 

Safety culture appears to be the new buzzword that defines whether an organization is safe or not. It appears to have become the new definition of the ontcomes of employees behavior, which it is not. It seems to indicate that the employees behavior drives the safety culture, which it does not. It appears as a new qnick-fix safety solution available to all, which it is not. 

Referring to employee behavior observations that most industries consider to be a complete safety system, Donald Lorenzo (2008) stated ... 

Change cannot and does not begin with the employees. Employee behaviors are a reflection of the workplace and the safety ethos of the workplace that they work in. Their behaviors are a direct reflection of the state of the workplace, and the state of the workplace is determined by the leadership and the standards it sets. 

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