B.F. Skinner's influence on organizational behavior modification

Skinner

Organizational Behavior

The role that organizations take in society is paramount. Therefore understanding how people behavior in this setting is an important field of study that has attracted many researchers over the previous decades. This field represents a multi-disciplinary effort that borrows from much of the work in different social sciences including business, psychology, sociology, and more. The effects of globalization have also added to complexities in studying organizational behaviors because organizations are quickly becoming larger, more diverse, and spread over larger geographic areas. This paper will briefly introduce some concepts that are relevant to organizational behavior.

Concepts

Much of organizational behavior modification is based upon B.F. Skinner's work in psychology. Skinner believed that the needs of an employee can be inferred from their behavior and if there needs are not being satisfied this will manifest throughout their work and their roles within the organization (Duff, N.d.). One of the best ways to improve an employee's performance is through positive reinforcement and there are countless ways to achieve this. Monetary rewards are the most common but there are other types of reinforcement as well.

Organizations are also frequently a source for different types of conflicts. An organization consists of a range of people all of whom have different expectations and interests. Because of different layers of interests by different individuals that do not coincide, this can represent a source of conflict in organizations. Most people view conflict as a negative occurrence but that is not always the case. A functional conflict can occur that produces healthy outcomes for the individuals involved as well as the organization.

The conflicts that can be overcome in a mature and productive manner can often led to good organizational results. The two parties must come to understand the opposing interests and figure out how to work together effectively so that both parties benefit. Positive results of functional conflict include (Lombardo, N.d.):

Awareness of both sides of issues

Improvement of working conditions due to accomplishing solutions together

Solving issues together to improve overall morale

Making innovations and improvements within an organization