Gilbert's Behavior Engineering Model: Contemporary support for an established theory

Crossman, Donna Cangelosi

doi:10.1002/piq.20074

Cited by 11 publications

(7 citation statements)

References 53 publications

(77 reference statements)

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“…The purpose of the BEM is to improve performance by determining the influences that affect behavior (Marker, ), as well as the methods of modifying behavior (O'Driscoll, ). It also has the potential to serve as a diagnostic tool, which can be utilized in a variety of occupational areas (Crossman, ). The first step of the BEM focuses on Gilbert's third leisurely theorem, behavior, and seeks to define worthy performance by characterizing the intended behavior and assessing whether the outcome produced by the performer achieves accomplishment (Krapfl, ).…”

Section: Gilbert's Behavior Engineering Modelmentioning

confidence: 99%

Promoting a Holistic Approach to Delivering Performance Feedback: Introducing the Behavioral Analysis Feedback Model

Ross

Stefaniak²

2019

Perf. Improv.

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Several feedback models have been developed to serve as a framework for how feedback should be structured but do not provide specifics for delivering feedback. To invoke permanent change in performance, feedback models should address individual and environmental factors known to influence behavior. This article outlines a comprehensive model to provide feedback utilizing environmental and individual factors that influence performance. The behavioral‐analysis feedback model promotes reciprocal discourse between performer and supervisor utilizing a four‐step sequence. It is designed to deliver delayed feedback in a formalized format. This model allows supervisors to provide comprehensive feedback that also addresses any discrepancies between organizational infrastructure and worker performance.

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Section: Gilbert's Behavior Engineering Modelmentioning

confidence: 99%

Promoting a Holistic Approach to Delivering Performance Feedback: Introducing the Behavioral Analysis Feedback Model

Ross

Stefaniak²

2019

Perf. Improv.

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“…The BEM has continued as a popular framework for diagnosing factors affecting workplace performance, as well as influencing derivative models, (Andia, ; Austin, Olson, & Wellisley, ; Chevalier, , ; Crossman, ; Marker, ; Slade, ; Wedman, ). Binder (, p. 50) stated his Six Boxes Model “is simply another way of sorting the same variables.” Wedman commented that Gilbert's BEM provided the foundation for his Performance Pyramid (2010).…”

Section: Performance Analysis In Emerging Marketsmentioning

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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“…The sparse research that has been completed to test the functionality of the behavior engineering model and its modifications has provided compelling support for the theory and its presentation (Crossman, ). More research is needed to assess the extent of its influence on behavior throughout the multiple levels within an organization.…”

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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Gilbert's Behavior Engineering Model: Contemporary support for an established theory

Cited by 11 publications

References 53 publications

Promoting a Holistic Approach to Delivering Performance Feedback: Introducing the Behavioral Analysis Feedback Model

Promoting a Holistic Approach to Delivering Performance Feedback: Introducing the Behavioral Analysis Feedback Model

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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