Post on 18-Dec-2015
PIC/NIC AnalysisOrganizing influences on behavior to gain an understanding of why people do what they do
In What Two Ways is Behavior is Changed?• By what comes before it• ANTECEDENTS
• By what follows it • CONSEQUENCES
• Everyone’s behavior makes sense to him or her at the time
• To begin to understand her/him -- • Step 1: Identify the problem
behavior• Step 2: Identify the antecedents• Step 3: Identify the consequences
from the perspective of the performer not the organization– positive or negative– happen immediately or in the future– consequences are certain or uncertain
Which consequences must a manager manage in order to avoid or solve problems?
Those for the organization or those for the employee?
Deciphering PIC/NICWhat can we use PIC/NIC to analyze?
Consequences to individuals
What is Positive or Negative?
•What does P stand for?•Positive
•What is the other option?•N for Negative
• The nature of the consequence
•What does I stand for?•Immediate
•What is the other option?•F for Future
What do Immediate/Future refer to?• The timing of the consequence
•What does C stand for?•Certain
•What is the other option?•U for Uncertain
What do Certain/Uncertain refer to?• The likelihood of the
consequence
What is the PIC/NIC Pattern for Problem Behavior that Persists?
• Many PICS for undesired behavior
• in the face of many NFUs
C = CertainU = Uncertain
I = ImmediateF = Future
P = PositiveN= Negative
What is the PIC/NIC Pattern for Desired Behavior that is Not Enacted?
• Many NICs• with PFUs
C = CertainU = Uncertain
I = ImmediateF = Future
P = PositiveN= Negative
How does PIC/NIC explain• Why people persist in harmful
behaviors?• Why people resist change?
C = CertainU = Uncertain
I = ImmediateF = Future
P = PositiveN= Negative
How does PIC/NIC explain• Why people persist in harmful
behaviors?– PIC/NFU
• Why people resist change?– NIC
C = CertainU = Uncertain
I = ImmediateF = Future
P = PositiveN= Negative
What Combination of PIC/NIC Consequences is Typical of the Way Organizations Motivate Employees?• PFUs & NFUs
C = CertainU = Uncertain
I = ImmediateF = Future
P = PositiveN= Negative
What are some examples?
• annual bonuses
• contests• promotions• salary
increases
• getting chewed out
• firing• embarrassment• demotion• loss of perks
What Combination of PIC/NIC Consequences Has the Strongest Influence on
Behavior?Why?
Most Powerful Least Powerful
C = CertainU = Uncertain
I = ImmediateF = Future
P = PositiveN= Negative
PFUNFU
PFCNFCNIU
PICNIC
PIU
In problem solving, what pattern of PIC/NIC do we create for the desired behavior?• PIC
• We can make the desired behavior more attractive immediately and thus much more likely to occur again
Why does this work?
Always keep in mind …• Whose Behavior Your Are Examining• Whose Consequences Your are
Evaluating
Behavior is Changed in Two Ways• By what comes before it• ANTECEDENTS
• By what follows it • CONSEQUENCES
The ABC ModelEvery behavior is affected by something
that comes before it and by what it produces.
The ABC Model
Antecedents
Behavior(Actions)
Consequences
Anything that promptspeople to act
What we doWhat we say
What happens to theperson as a result
of the behavior
Antecedents start behaviorConsequences maintain
behavior
When observing people in problem-solving situations …What do people believe (as evidenced by their behavior) is the most effective way to change behavior?• Antecedents
Useful Antecedents• Clarity• Appropriate decisions for
action• Hiring well• Training correctly• Setting up effective
measurement and consequence systems
By far the most common way to trying to implement change in organizations is to ...• Change antecedents rather
than consequences
What is the problem with focusing on antecedents?
• It violates the fact that the closest thing we have to a behavior law is that says ...
•behavior is a function of its consequences
•Thorndike’s law of effect: Behavior that is rewarded gets repeated.
What are behavioral consequences?
• Events that follow a behavior and change the probability that the behavior will recur in the future
What is the single most effective tool a manger has for
improving employee performance & morale?
Consequences
Do consequences wait for you as a manager to design them?
• Consequences affect performance whether you attempt to manage them or not
• If you don’t manage consequences, they will simply operate unsystematically and often in ways that are counterproductive because
•Consequences are always occurring and always impacting behavior
Are you as a manager the only “creator” of consequences?
What Forms Can Consequences Take?• What people do to us• What they say to us• What they give us• What they don’t give us
Both the presence of a consequence and the absence of a consequence affect behavior
Your behavior, especially as a person with authority in a hierarchy, ALWAYS functions as either an antecedent or a consequence for those around you
Just as their behavior functions as either an antecedent or consequence for yours.
To understand why people do what they do …
Instead of asking “Why did they do that?”
What should you ask?
• “What happens to them when they do that?”
The basic fact:
People do what they do for the positive consequences they receive
or the negative consequences they are able to escape or avoid
What determines the effect of consequences?
Their value to the performer …Different strokes for different folks
In management, and in life in general, to be effective with others we must know the consequences that they value rather than providing the consequences that are valuable to us.
Timing of Consequences• It is critical that consequence
follows behavior we want to affect
• Be ware of the squeaky wheel syndrome– If managers devote the majority
of their time to problems, they will never run out of work
• What role does the attention of managers play?
• It is a major positive consequence to the vast majority of the workforce.
What are the Two Types of Consequences?• Those that INCREASE behavior• Those that DECREASE behavior
Every behavior has a consequence that affects its future probability.
Consequences that INCREASE Behavior
R+ Positive Reinforcement
R- NegativeReinforcement
Get something youwant
Escape/avoid somethingyou don’t want
Consequences that DECREASE Behavior
P+ Punishment
P- Penalty
Get something you don’t want
Lose something youhave and want
Why aren’t punishment or penalties more effective at solving organizational problems?
• We hire people to do something (active) not to stop doing something (inactive)
The ABC Model
Antecedents
Behavior(Actions)
Consequences
Anything that promptspeople to act
What we doWhat we say
What happens to theperson as a result
of the behavior