Paul Ford

An approach to monitoring employees

Employees are humans first, and most people are adaptable to their circumstances. An assured salary will produce compliant behaviour within reasonable limits. An intrusive monitoring system will inevitably result in a proportion of employees trying to beat the system. There are many ways of staying put at the work place without a motivated and sustained effort to contribute to the goals of the company. This does not imply that employees should be left to their own devices without any monitoring system. However, individual self-respect should be protected. The company should encourage employees to set and achieve a productive work ethic of their own. Read more

5 Ways to Apply the Behavioural Approach to Workplace Training

  1. Only use the behavioural approach when material is fact-based
  2. All learning should be measurable in terms of actual behaviour in their job. It’s not enough for a trainee to provide the correct answer in a test.
  3. Ensure that rewards, punishment and competition form part of your training strategy.
  4. The trainer should take on the role of disciplinarian rather than a facilitator
  5. The trainer should provide constant feedback to the trainees to reinforce the learning

Read more about the behavioural approach to learning

Team Development – Tuckman’s Model

In 1965, Bruce Tuckman published a theory outlining a four stage model of group development and behaviour. Tuckman’s Forming, Storming, Norming and Performing model is deceptively simple, covering developments in relationships, team capabilities and leadership styles over the lifetime of a team. In the 1970s, Tuckman extended his model to include Adjourning, the completion of a project. Read more