 |
 |
| The American thinker William Moulton Marston, laid out his own ideas in his 1928 book, The Emotions of Normal People. Marston used to describe the reactions of ordinary people in everyday situations. |
| Why Apply Behavior Models |
Behavior Modeling uses the innate inclination for people to observe others to
discover how to do something new. It is more often used in combination with othersoft skills and self development techniques. |
It gives an idea about how to relate to others in ways they understand and appreciate
A behavior assessment profile measures behavior and emotions. It is |
• Not a measure of intelligence
• Not an indicator of values
• Not a measurement of skills and experience |
Insights on using Behavior Modeling
This gives us an insight about the Dominant Emotion, Desire, Fear, Value brought to the organization,Stress Relief points of the four behavior styles.
We can |
• Discover behavioral strengths
• Understand people do not work against us
• Value the strengths of others
• Learn to be Professional & Practical about approaching Problems, People , Pace & Procedure
• Attain Managerial efficiency
• Quit personal prejudice in work place
• Foster teamwork
• Develop strategies to meet diverse needs
• Improve communication skills
• Increase sales
• Improve customer relationships
• Reduce conflict and stress
• Reduce cost |
 |
Training Calendar
The development plan helps you set a perfect training calendar that makes you practically
see the development of each employee. One of the major strengths of such a calendar is
it serves as a road map for your employee ‘s behavioral development plan. It has a built-in
mechanism for engineering qualitative changes in behavior of the participants. This
becomes more of a development road map than a training calendar. |
|
|
|
|
 |
A personal Behavior assessment gives anoverview of
what dominant behavior patternis adopted by an individual
in their workenvironment. It also lets us know theprimary motivators, recommended jobemphasis, behavior modification
in thework and behavior under pressure environment. |
 |
While the personal behavior assessmentprovides an accurate understanding of aperson’s work behavior profile, you can alsocut
out an ideal behavior pattern requiredfor a particular job. This is done
in consultationwith two or three members of themanagement team
where they identify andestablish the behavioral characteristic
requiredfor a specific job role taking intoaccount the prevalent
corporate culture.
|
 |
Both the above profiles are extensivereports and they are
also given as a pictorialrepresentation which makes it easy
for theuser to immediately understand the pattern.On a comparison of these two, mapping ispossible which servesas a powerful tool inthe areas of recruitment , identifying trainingneeds, making behavioral developmentplans |
 |
A development plan for employees can bedrawn with clear
mile stones. This would beidentifying behaviors to be avoided andbehaviors to be encouraged or morefrequently adopted . Such behaviors shallbe documented and relative goals will
beset. These goals will have an activity to bedone which will be reminded daily andoutcomes recorded. This behavior indicatortool will serve as a self check to the employeeandwill also help his senior tomanage him better as he knows which arehis problem areas to be addressed . |
|
