OBM: What Exactly Is Organizational Behavior Management


A wonderful method to enhance your workplace and boost employee satisfaction and productivity is through organizational behavior management. It can also assist you in establishing realistic objectives and retaining employee productivity. Through a thoughtful approach to significant data and required changes, this management method can help managers enhance their workplace. For more insights, you can take help from numerous other resources available, including the free organizational behavior textbooks

Meanwhile, in this post, we’ll talk about organizational behavior management and how to use it at work.

What is organizational behavior management?

The study of group interactions inside organizations is known as organizational behavior. Understanding fields like psychology, sociology, cultural anthropology, economics, and political science was necessary for this evolution from applied behavior analysis.

OBM (organizational behavior management) is the application of organizational behavior concepts to improve corporate operations. In order to boost productivity and promote a favorable workplace culture, it is important to understand how people behave as individuals, teams, and organizations. To understand the performance of the organization as a whole, managers evaluate how people perform in their roles, within their teams, as a team, and how all these components fit together.

Here is more information about OBM’s expertise in various areas:

Specialties of OBM

The three specializations are described in further detail below:

  • Performance management: Managers talk about and keep track of behaviors in performance management using tools like performance evaluations and feedback to make sure workers have the knowledge they need to accomplish their jobs well and are rewarded for it.
  • Systems analysis: In order to structure how work should be done and how teams and individuals should communicate for optimal efficiency, systems analysis places a strong emphasis on systems inside an organization.
  • Behavior-based safety: Instead of only depending on the equipment to keep people safe, behavior-based safety teaches teams and individuals how to behave more safely.

Primary goals of OMB

OBM-related results often include:

  • Reduced workplace accidents and injuries
  • Improved employee retention
  • Increased customer satisfaction and retention
  • Corporate cultural integration after mergers and acquisitions
  • Improved quality standards
  • Increased revenue and profits

Interventions in OBM

There are two primary interventions under OBM:

  • Antecedent interventions: Management discusses how to promote desired behaviors through constructive reinforcement in antecedent interventions. Goal-setting, instruction, task clarity, and job assistance are a few examples.
  • Interventions with consequences: Interventions concentrate on monitoring behavior and reinforcing desired behaviors for staff members and teams through gratifying feedback and rewards.

For the best outcomes, both forms of interventions should generally be employed to promote the behaviors that management wishes to see.

How to implement OBM

These stages can be used to create an OBM plan:

1. Define your goals

Knowing the goal is crucial before starting any investigation into OBM. Effective objectives are quantifiable, such as a 15% increase in production or a 30% decrease in workplace injuries. These criteria should be precisely defined so that everyone concerned may easily understand what actions they can take to assist.

2. Clarify the target behaviors

Make a decision now on the actions and outcomes that will help you achieve your goals. If unorganized communication on projects is the cause of decreased production, perhaps looking at solutions to the communication problems will aid in boosting productivity. You may choose how many projects need to be completed each month in order to monitor the outcomes required to boost productivity by the specified amount.

3. Create metrics

With specific statistics, track your corporate objectives. For instance, you may set a certain number of meetings per month to keep projects on track and need at least five projects to be delivered on time each month in order to enhance productivity by 15% over the course of a year. If you want to increase safety, you may concentrate on rewarding employees who are very responsible and safe. This may involve setting a monthly target of five colleague compliments by employees and measuring metrics for injury reduction.

4. Understand the issues

A lot of what happens at work has an impact on daily operations and employees’ capacity to achieve objectives. Look at the facts behind the problems you are trying to fix if you use organizational behavior management to better your team. Consider the following four potential issues’ causes:

  • Antecedents
  • Knowledge and skills
  • Equipment and processes
  • Consequences

5. Craft a solution

It’s critical to comprehend the solutions to the issues your business has in order to achieve your aims. It is conceivable to develop a new training program for a more skilled workforce if data reveals that insufficient training contributes to safety problems. If workers aren’t as productive as they could be because they don’t know what is expected of them, better communication can solve the problem.

6. Evaluate metrics

Review the metrics you set up at the beginning of the process as needed. Data about metrics are especially crucial at the beginning, throughout any adjustments, and after the changes are finished. You may use that information to help you understand how the organization’s personnel will be impacted by the changes being made. You can assess the findings in three different categories:

Behavior change results 

The results of behavior modification depend on how staff members and management reacted to the adjustments. You can examine how this adjustment affected all the appropriate personnel, for instance, if there was an increase in meetings to convey the status of projects. The information should show the relationship between meeting frequency, employee happiness, and production levels.

Treatment acceptability

The acceptance of the treatment indicates if team members accepted the change and whether they would be open to accepting more. This necessitates being aware of how each impacted employee is feeling and weighing the benefits and drawbacks of any new procedures. Employee happiness and the chance that they will adhere to new processes both rise when improvements to the workplace are welcomed by the workforce.

Cost-benefit results

Your decision over whether to invest money, employee time, or other relevant expenditures depends on the outcomes of a cost-benefit analysis. Perhaps investing in new machinery could reduce the annual number of employee injuries. In the end, this may reduce the expense of things like worker’s compensation insurance claims, which might help pay for new equipment.


Working with behavioral specialists may improve behavior and eventually result in improved business outcomes for managers, executives, and other business leaders. It is one of several techniques and resources that may assist a company in achieving its objectives.



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