Organizational Behavior Management Certificate
$150.00
Limited Time Discount!
What is Organizational Behavior and Its Management?
Organizational behavior (OB) is the study of the way people interact within groups. It looks at patterns of individual behavior as well as the group dynamics of teams and organizations. OB research can be used to improve productivity, identify training and development needs, and create more effective work environments.
The management of organizational behavior is the process of using OB knowledge to make decisions about how to manage people in organizations. This includes understanding how individual and group behavior affects performance, designing work systems that maximize employee motivation and satisfaction, and developing policies and procedures that promote a positive workplace culture. OBM practitioners use a variety of tools and techniques to help organizations achieve their goals, including training programs, survey research, and behavior modification programs.
Course Overview:
This certificate program is designed for those interested in pursuing a career in organizational behavior management (OBM). The program provides an overview of the field of OBM, including its history, key concepts, and applications. Students will learn how to use OB research to improve productivity and create more effective work environments. They will also gain skills in designing and implementing behavior modification programs.
This course will provide you with a comprehensive overview of organizational behavior and its management. You will learn about the major OB concepts and theories, and how to apply them in real-world settings. We will also discuss some of the contemporary issues and challenges faced by organizations today, such as diversity, globalization, and technology. By the end of the course, you should have a good understanding of what OB is and how it can be used to improve organizational effectiveness.
Course Objectives:
By the end of this course, you should be able to:
1. Understand the major concepts and theories of organizational behavior
2. Explain how individual and group behavior affects performance in organizations
3. Apply OB knowledge to real-world organizational problems
4. Understand the impact of diversity, globalization, and technology on organizational behavior
5. Develop strategies for managing people in a globalized, diverse, and technology-driven workplace.
6. Understand the basics of behavior modification and how to design and implement OBM programs.
After successfully completing this course, you will receive a certificate in Organizational Behavior Management. This certificate can be used to pursue a career in OBM or to enhance your professional development portfolio. It will also give you an edge when applying for jobs or promotions that require OB knowledge.
Curriculum:
Unit 1: Introduction to Organizational Behavior
In this unit, we will define organizational behavior and discuss its importance for managers. You will learn about the major OB concepts and theories, and how they can be used to improve your understanding of the workplace. We will also introduce some of the contemporary issues and challenges faced by organizations today.
Unit 2: Individual Behavior in Organizations
This unit will focus on individual behavior in organizations. You will learn about the different factors that affect an individual’s behavior at work, such as personality, attitudes, and emotions. We will also discuss how individual behavior can be managed effectively in the workplace.
Unit 3: Group Behavior in Organizations
In this unit, we will focus on group behavior in organizations. You will learn about the different types of groups that exist in organizations, and the factors that affect group dynamics. We will also discuss how to manage groups effectively in the workplace.
Unit 4: Organizational Structure and Design
This unit will focus on organizational structure and design. You will learn about the different ways that organizations can be structured, and the impact that organization structure has on employee behavior. We will also discuss how to design effective work systems that promote employee motivation and satisfaction.
Unit 5: Organizational Processes
In this unit, we will focus on organizational processes. You will learn about the different types of organizational processes, and how they can be used to improve performance. We will also discuss some of the contemporary issues and challenges faced by organizations today, such as diversity, globalization, and technology.
Unit 6: Organizational Change and Development
This unit will focus on organizational change and development. You will learn about the different types of change that organizations can undergo, and the factors that affect an organization’s ability to change. We will also discuss how to manage change effectively in the workplace.
Unit 7: Organizational Behavior in the Global Context
This unit will focus on organizational behavior in the global context. You will learn about the different challenges that organizations face when operating in a global environment, and how to manage these challenges effectively. We will also discuss some of the opportunities that globalization offers for organizations and employees.
Course Conclusion
In this unit, we will summarize the major concepts and theories covered in the course. You will also have an opportunity to reflect on your own learning and discuss how you can apply what you have learned to your own work environment.
Resources and Recommended Readings:
1. Organizational Behavior: A Critical-Thinking Approach, by Steven L. McShane and Mary Ann Von Glinow
2. Essentials of Organizational Behavior, by Stephen P. Robbins and Timothy A. Judge
3. Understanding Organizational Behavior, by Debra L. Nelson and James Campbell Quick
4. Organization Theory: Integrating Structure and Behavior, by Gary Dessler
Job Opportunities:
The demand for organizational behavior management practitioners is expected to grow in the coming years, as more organizations seek ways to improve productivity and create positive work environments. With an OBM certificate, you will be qualified for positions such as human resources manager, training and development specialist, and employee relations specialist. You may also find opportunities in consulting, coaching, and other fields that require OB expertise.
Brief Overview:
Organizational behavior management (OBM) is the application of behavior analysis to the management of organizations. OBM focuses on the use of reinforcement and punishment to shape employee behavior. In addition, OBM includes the study of how environmental factors influence employee behavior.
OBM emerged as a field in the early 1990s. Since then, OBM has become an established field of study within the behavior analysis community.
The field of organizational behavior management (OBM) first arose when early behavior analysts decided to use data with the goal of making improvements in the world. These pioneers improves conditions through education, workplace training, and eventually businesses and industries as a whole. Today’s common tools and techniques within OBM can be traced back to the lessons learned by these pioneers.
OBM has a history of creating successful worldviews and conceptual systems that continue to sets it apart from alternative approaches. This is reflected in recent publication trends within the field. As organizational behavior management continues to expand and face new challenges, the mantra of performance-based empiricism remains as a reliable guide.
Today, OBM is practiced by behavior analysts who work in a variety of settings, including businesses, government agencies, and schools. OBM practitioners use a variety of techniques to influence employee behavior, such as providing positive reinforcement, using punishment effectively, and shaping behavior. In addition, OBM practitioners use behavior-analytic principles to improve the efficiency and effectiveness of organizations.
There are three primary goals of OBM:
1. To increase employee productivity
2. To improve the quality of work life for employees
3. To reduce workplace problems, such as absenteeism and turnover
OBM is a process that begins with a clear understanding of the organization’s goals. Once the goals are identified, OBM practitioners will conduct a thorough analysis of the workplace environment. This analysis will identify the factors that are influencing employee behavior. Once these factors are identified, OBM practitioners will develop a plan to change the environment in order to achieve the organization’s goals.
One of the key features of OBM is the use of data-driven decision making. OBM practitioners collect data on employee behavior and use this data to guide their decisions. This data-driven approach helps to ensure that OBM interventions are based on a solid understanding of what is actually happening in the workplace.
OBM is an evidence-based field, and OBM practitioners use a variety of research methods to evaluate the effectiveness of their interventions. OBM interventions are constantly being refined and improved as new research is conducted.
If you are interested in learning more about OBM, there are a number of resources available, including books, journals, and conferences.
What are the goals of organizational behavior management?
The three primary goals of OBM are:
1. To increase employee productivity
2. To improve the quality of work life for employees
3. To reduce workplace problems, such as absenteeism and turnover
OBM is a process that begins with a clear understanding of the organization’s goals. Once the goals are identified, OBM practitioners will conduct a thorough analysis of the workplace environment. This analysis will identify the factors that are influencing employee behavior. Once these factors are identified, OBM practitioners will develop a plan to change the environment in order to achieve the organization’s goals.
One of the key features of OBM is the use of data-driven decision making. OBM practitioners collect data on employee behavior and use this data to guide their decisions. This data-driven approach helps to ensure that OBM interventions are based on a solid understanding of what is actually happening in the workplace.
OBM is an evidence-based field, and OBM practitioners use a variety of research methods to evaluate the effectiveness of their interventions. OBM interventions are constantly being refined and improved as new research is conducted.
Glossary:
Applied Behavior Analysis:
Applied behavior analysis (ABA) is a scientific approach to understanding and changing human behavior. ABA is based on the principle that all behavior is learned and that desired behaviors can be taught through proper reinforcement.
Systems Analysis:
Systems analysis is a process of examination and investigation of a system and its individual components in order to identify how the system works and what needs to be changed.
Behavior Analysis International:
Behavior Analysis International (BAI) is an organization that promotes the use of behavior analytic principles to improve the efficiency and effectiveness of organizations. BAI provides resources, training, and consultation services to organizations around the world.
Performance Management:
Performance management is a process of setting goals, measuring progress, and providing feedback to employees in order to help them improve their performance.
Human Behavior:
Human behavior is the sum of the things that people do. It includes all of the thoughts, emotions, and actions that people exhibit.
Task Clarification:
Task clarification is the process of ensuring that all employees understand the tasks they are responsible for and the expectations for completing those tasks.
Behavior Based Safety:
Behavior based safety (BBS) is a process of identifying unsafe behaviors and implementing interventions to change those behaviors. BBS is based on the premise that most accidents are caused by human error.
Consequence Interventions:
Consequence interventions are activities that are designed to change behavior by providing positive or negative consequences for desired or undesired behaviors.
Cost Benefit Results:
Cost-benefit results are the financial outcomes of a behavior change intervention. Cost-benefit analyses are used to compare the costs and benefits of different interventions in order to determine which is the most cost-effective.
Behavioral Science:
Behavioral science is the study of human behavior. It includes disciplines such as psychology, sociology, and anthropology.
Job Aids:
Job aids are tools that employees can use to help them remember how to perform their jobs. Job aids can take many forms, including checklists, diagrams, and instructions.
Behavioral Principles:
Behavioral principles are the basic ideas that underlie behavior change interventions. These principles include operant conditioning, reinforcement, and punishment.
Basic Principles:
The basic principles of behavior change are those that describe how behavior is learned and changed. These principles include operant conditioning, reinforcement, and punishment.
Successful Intervention Method:
One of the most important aspects of any behavior change intervention is the method used to deliver it. The method must be able to reach the target population and be acceptable to them. It should also be able to produce the desired results.
Behavior Change:
The goal of any behavior change intervention is to change the way people think, feel, or behave. Interventions can target individual behavior, group behavior, or organizational culture.
Organizational Settings:
Organizational settings are places where people work together in groups. These settings can include businesses, schools, hospitals, and government agencies.
Treatment Acceptability:
Treatment acceptability is a measure of how willing people are to participate in a behavior change intervention. Acceptability is often measured by how many people participate in the intervention and how long they stay involved.
Antecedent Interventions:
Antecedent interventions are activities that are designed to change the circumstances that precede a behavior. Antecedent interventions can include changing the environment, providing information, or increasing access to resources.
Past Performance:
Past performance is a measure of how well an employee has done in the past. Past performance is often used to predict future performance.
Desired Behaviors:
The desired behaviors are the ones that an organization wants its employees to exhibit. These behaviors might be related to safety, productivity, or customer service.
ABM Jobs:
ABM jobs are those that involve the use of behavior-based safety techniques. ABM jobs might include safety inspector, safety coordinator, or safety manager.
ABM Network:
The ABM network is a group of people who share information about behavior-based safety. The network includes members from all over the world.
Change Behavior:
Changing behavior is the goal of any behavior change intervention. Interventions can target individual behavior, group behavior, or organizational culture.
ABM Techniques:
ABM techniques are those that are used to change behavior. These techniques can include consequence interventions, antecedent interventions, and job aids.
Health Care:
Health care is an industry that is particularly concerned with behavior change. This is because many health problems are caused by unhealthy behaviors.
Worker’s Behavior:
The worker’s behavior is the focus of any behavior change intervention. The behavior might be related to safety, productivity, or customer service.
Appropriate Interventions:
The appropriate interventions are those that are most likely to produce the desired results. Interventions can target individual behavior, group behavior, or organizational culture.
Behavior Analyst:
A behavior analyst is a person who specializes in the science of behavior. Behavior analysts use the principles of operant conditioning to help people change their behaviors.
Measurement System:
A measurement system is used to track the progress of a behavior change intervention. The system might include data collection, performance tracking, and goal setting.
Goal Setting:
Goal setting is a process that is used to identify the desired outcomes of a behavior change intervention. Goals might be related to safety, productivity, or customer service.
Equipment Modification:
Equipment modification is a type of behavior change intervention that involves making changes to the equipment that people use. The changes might improve safety, productivity, or customer service.
Specific Interventions:
Specific interventions are those that are designed to target a specific behavior. These interventions might include consequence interventions, antecedent interventions, and job aids.
Scientific Approach:
The scientific approach is the use of the principles of operant conditioning to change behavior. This approach is based on the idea that behavior can be changed by manipulating the consequences of the behavior.
ABA Technologies:
ABA technologies are those that are used to change behavior. These technologies can include consequence interventions, antecedent interventions, and job aids.
Desired Goals:
The desired goals are the ones that an organization wants its employees to exhibit. These goals might be related to safety, productivity, or customer service.
ABM Practitioner:
An ABM practitioner is a person who uses behavior-based safety techniques. ABM practitioners might include safety inspectors, safety coordinators, or safety managers.
ABM Consultation:
ABM consultation is the process of providing advice and assistance to an organization on how to use behavior-based safety techniques. Consultants might help with the design of a measurement system or the selection of specific interventions.
Behavior Change Results:
The results of a behavior change intervention can be positive or negative. Positive results might include increased safety, productivity, or customer service. Negative results might include decreased safety, productivity, or customer service.
Science of Behavior:
The science of behavior is the study of how people and animals interact with their environment. The science of behavior includes the principles of operant conditioning.
