Comparing a Few Behavior Engineering Models

Winiecki, Donald J.

doi:10.1002/pfi.21501

Cited by 10 publications

(15 citation statements)

References 8 publications

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“…While Gilbert's original BEM is appropriate for investigating issues that are believed to operate at the level of individual and small group performance, Chevalier's revised BEM puts more emphasis on employee motives and incentives as a driver for performance change without appearing to alter the efficacy of other BEM categories. In fact, Chevalier's effort to revise the BEM emphasizes that environmental and individual factors must be addressed in tandem to support the efficacy and sustainability of any intervention (Chevalier, ; Winiecki, ). Thus, adoption of Chevalier's revision of the BEM requires us to consider that incentives (an environmental factor) influence and may even produce changes in motives (an individual factor), and thus must be addressed together.…”

Section: A Systemic Approach To Cause Analysismentioning

confidence: 99%

“…Often, clients have an interest in making swift changes so their eff ects on the organization can be more quickly registered. Rossett (2007) and Watkins et al (2012) advocate a consultative approach that avoids attempting to pressure the client and instead off ers evidence-based reasoning to support any particular advice. Rossett (2007) emphasizes that this is not a one-and-done approach but rather something the consultant has to accomplish regularly.…”

Section: The Performance Issuementioning

confidence: 99%

“…

W hile occupying a prominent place in every comprehensive approach to workplace performance improvement, needs assessment remains a process that is often bypassed in some way. Th is is said to be grounded in a desire for clients to "solve rather than study" (Rossett, 2007;Watkins, West Meiers, & Visser, 2012). Even with the understandable desire to reach the fruits of performance improvement, forgoing needs assessment often leads to jumping to solutions based solely on *This project was classifi ed as a "case study" by the Institutional Review Board (IRB) at the sponsoring organization and thus was not required to undergo offi cial IRB review for protection of human subjects.

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mentioning

confidence: 99%

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Lessons Learned While Completing a Needs Assessment of ITSS, Inc. Career Development Opportunities: A Case Study

Aull¹,

Bartley²,

Olson³

et al. 2016

Perf Improvement Qrtly

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ITSS, Inc. (a pseudonym), a leading provider of IT solutions and services in North America, provides a career development program to its 7,000 employees. Recent data collected through surveys and utilization reports indicated lower than desired satisfaction levels with the organization\u27s various career development tools, resources, and programs, as well as with participation in those programs. This was a concern for ITSS, which asserts that its employees’ knowledge, skills, and attitudes are a competitive advantage. In response, the organization engaged a team of graduate students to examine potential performance issues arising from these observations. As a first-level priority, we identified a performance gap regarding the current structure of the organization\u27s career development program. Next, we launched a full needs assessment to uncover the root causes of the performance gap. Last, we identified and suggested interventions to improve performance-based outcomes for the organization. This study highlights the systematic and systemic approach we employed to define the performance outcomes and gap, analyze the causes, and align the most effective solutions to close the gap and support the organization\u27s goals.* In addition to describing this case study in needs assessment, this article provides reflective descriptions of the actual process of sketching out the basic framework of the project, which included deciding how to use certain assessment methods, choosing informants, collecting and analyzing data, and arriving at findings and interventions. The goal of this added layer of information is to provide readers with a behind-the-scenes look at the process of a needs assessment, with the aim of demonstrating how needs assessments, like dedicated academic research, require inductive, deductive, and abductive thinking to provide value to the client organization

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Section: A Systemic Approach To Cause Analysismentioning

confidence: 99%

Section: The Performance Issuementioning

confidence: 99%

“…

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mentioning

confidence: 99%

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Lessons Learned While Completing a Needs Assessment of ITSS, Inc. Career Development Opportunities: A Case Study

Aull¹,

Bartley²,

Olson³

et al. 2016

Perf Improvement Qrtly

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“…Chevalier, in his 2003 updating of the BEM, reordered Motives as most effective among the individual factors for improving performance. While Chevalier maintained that the Information provided by management has the greatest leverage for PI, “his case example makes it apparent that there would be a lot of leverage gained if incentives and motives were linked together” (Winiecki, , p. 11).…”

Section: Discussion Of Results and Findingsmentioning

confidence: 99%

Perceptions of Performance Improvement Factors in an Emerging Market Environment

Stull¹,

Freer²

2019

Perf Improvement Qrtly

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This study explored the relevance of Thomas Gilbert's Behavior Engineering Model (BEM) in an emerging market environment. Gilbert's BEM has been a popular instrument for identifying factors affecting performance in the workplace. Its application has been generally consistent in ranking the relative importance of the six categories of factors for improving performance in the following order: Data (Information), Instruments (Resources), Incentives, Knowledge, Capacity, and Motives. The BEM, as a cause analysis model supporting the performance improvement (PI) process, was developed in the context of U.S. business organizations. PI practitioners have questioned whether the BEM would be applicable in a different cultural environment. This mixed methods case study of a commercial bank in Afghanistan found a different ranking of factors for improving performance, indicating Incentives, not Information, as most important. The results support the contention that culture matters and suggest the need to include economic conditions in the unique environmental context.

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“…Gilbert's initial work on the behavior engineering model raised expectations that if the first five areas were addressed, the individual's motivation would take care of itself (Dean, 1995). Winiecki (2015) observed the differences in the order of factors presented by Gilbert (1978) and Chevalier (2003). Gilbert's order of factors (2007, p. 85) reads: data, instruments, incentives, knowledge, response capacity, and motives.…”

Section: Call To Researchmentioning

confidence: 99%

Updating Performance Improvement's Knowledge Base: A Call to Researchers and Practitioners Using Gilbert's Behavior Engineering Model as an Example

Turner

Baker

2016

Perf. Improv.

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This article places a call to both researchers and practitioners in the performance improvement field to update and revise existing theories and models as a way to continue informing the performance improvement community. A field of study is valuable to its community only if its knowledge base, including its theories and models, remain updated and meet the demands of the current environment. If there is a mismatch between a discipline's knowledge base and the demands made by its community and its environment, that discipline runs the risk of becoming less relevant to its community. The greater the mismatch, the less relevant a discipline will become. This call highlights the need to update existing performance improvement theories and models using newly developed theory development, research, and analysis techniques. This effort will help to ensure that the International Society for Performance Improvement (ISPI) will remain a preferred source of knowledge tomorrow and well into the future.

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Comparing a Few Behavior Engineering Models

Cited by 10 publications

References 8 publications

Lessons Learned While Completing a Needs Assessment of ITSS, Inc. Career Development Opportunities: A Case Study

Lessons Learned While Completing a Needs Assessment of ITSS, Inc. Career Development Opportunities: A Case Study

Perceptions of Performance Improvement Factors in an Emerging Market Environment

Updating Performance Improvement's Knowledge Base: A Call to Researchers and Practitioners Using Gilbert's Behavior Engineering Model as an Example

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