MODULE 2:
FACTORS
INFLUENCING
EMPLOYEE
BEHAVIOR AND
PERFORMANC
E
HUMAN RESOURCE
DEVELOPMENT (HURESDE)
LEARNING OBJECTIVE
Explain the factors affecting employee behavior and performance
ACTIVITY
The class will be divided into several
groups.
You will be tasked to brainstorm or
generate as many ideas as possible on
what are the different factors that
affect your behavior and performance
as a student.
You will be given 10 minutes to
complete the task.
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MODEL OF
EMPLOYEE
BEHAVIOR
MODEL OF
EMPLOYEE
BEHAVIOR
Noe, R.A. (2017). Employee Training and Development (7th ed.). McGraw-Hill Education.
EXTERNAL AND
INTERNAL
FORCES
EXTERNAL AND INTERNAL FORCES
External forces
Those found in the external environment (outside the organization), as well as in the work
environment (inside the organization), including leadership, aspects of the organization
itself, co-workers, and the outcomes of performance (such as praise)
Internal forces
Those within the employee, including motivation, attitudes, and KSAs (knowledge, skills,
and abilities)
FACTORS IN THE
EXTERNAL
ENVIRONMENT
FACTORS IN THE EXTERNAL ENVIRONMENT
FACTORS IN THE
WORK
ENVIRONMENT
OUTCOMES
Personal outcomes - those that have value to the
individual, such as pay, recognition, and
emotions
Organizational outcomes - things valued by an
organization, such as teamwork, productivity,
and product quality.
Theories: Expectancy and Equity Theories
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SUPERVISION AND LEADERSHIP
An immediate supervisor plays an important role in the
employee’s work life, delegating tasks and
responsibilities, setting expectations, evaluating
performance, and providing (or failing to provide)
feedback, rewards, and discipline.
Self-fulfilling prophecy (or the Pygmalion effect)
Leadership
Leader-Member-Exchange (LMX) – in-group and out-group Photo by Pexels
THE ORGANIZATION
The organization itself can influence employee
behavior through the following:
Reward structure (tangible and intangible)
Culture
Job design
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COWORKERS AND TEAMS
Coworkers, and especially team members, can exert a
strong influence on an employee’s behavior in at least
three ways:
Control some of the outcomes valued by an employee
Group norms
HRD programs are often administered to groups of
employees
Group dynamics (groupthink, social loafing, and teamwork)
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INTERNAL
INFLUENCE
MOTIVATION
Defined as “the psychological processes that cause
the arousal, direction, and persistence of voluntary
actions that are goal directed.”
Seen as an individual phenomenon because all
people have unique needs, desires, attitudes, and
goals.
Theories: Maslow’s Hierarchy of Needs, Expectancy,
Equity, Goal-setting, etc.
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ATTITUDES
Represents a person’s general feeling of favorableness
or unfavorableness toward some stimulus object.
Attitudes are always held with respect to a particular
object—whether the object is a person, place, event,
or idea—and indicate one’s feelings or affect toward
that object.
Attitudes also tend to be stable over time and are
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difficult to change.
KNOWLEDGE, SKILLS, AND ABILITIES
All things being equal, if employees lack the KSAs
to perform a task or behavior, they will likely fail.
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IN SUMMARY
Because HRD
interventions are
attempts to change
employee behavior,
it is important to
understand the
factors that influence
employee behavior.
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THANK YOU!
