Behavior

Definition of corporate behavior

In the workplace, behavior refers to the way a person acts, reacts, communicates and interacts with others in the course of their work.

Behavior is a concept derived from experimental psychology. It refers to observable actions. When behavior is measured by self-evaluation, it refers to a person’s awareness of adopting a behavior and the extent to which he or she identifies with it.

For example, some people regularly adopt a behavior that promotes safety (wearing safety equipment, etc.). When this behavior is important to them, they will be very satisfied with each repetition.

What are the different aspects of corporate behavior?

Professional behavior encompasses a wide range of aspects, such as:

1. Attitude and state of mind: a person’s approach to challenges, tasks, colleagues and the organization in general.
2. Professional ethics: the way in which a person respects the standards and values established in his or her field of activity, including integrity, honesty and responsibility.
3. Communication: a person’s ability to listen, to express ideas and concerns, and to interact effectively with others.
4. Teamwork and collaboration: a person’s willingness and ability to work with others, share ideas, solve problems and achieve common goals.
5. Adaptability and flexibility: a person’s ability to adapt to change and to be receptive to new ideas, situations and requirements.
6. Technical and functional competencies: the specific knowledge and skills required to perform the tasks associated with a job or profession.
7. Time management and organization: a person’s ability to plan, prioritize and manage time and resources effectively to achieve professional goals.

Appropriate professional behavior is essential to ensure a healthy, productive and harmonious work environment, and to promote the professional development and success of both the individual and the organization.

What’s the difference between behavior and attitude?

Behavior and attitude are two interdependent aspects that influence the way a manager operates in the workplace. Although they are linked, there are a few key differences between them:

• Behavior**: behavior refers to the observable actions and reactions of a manager in various professional situations. It refers to the way a manager communicates, makes decisions, collaborates with others, solves problems and handles conflict situations. A manager’s behavior can have a direct impact on employees and the organization, influencing productivity, commitment, job satisfaction and employee retention.
• Attitude**: attitude, on the other hand, refers to the internal beliefs, feelings and values that influence the way a manager perceives and approaches work situations. A manager’s attitude can be positive or negative, and is generally reflected in his or her behavior. For example, a manager with a positive attitude towards teamwork will be more inclined to encourage collaboration and support employees’ efforts.

It’s important to understand that attitude and behavior are closely linked. A positive attitude can lead to productive and supportive behavior, while a negative attitude can result in disengaged or hostile behavior. As a manager, working on attitude and behavior is crucial to ensuring a healthy working environment and effective leadership. This involves developing self-awareness, working on communication and conflict management competencies, and cultivating a positive attitude towards challenges and opportunities.

How to detect inappropriate behavior in the workplace?

Detecting inappropriate behavior in the workplace is crucial to maintaining a healthy and productive working environment. Here are some signs and indicators of inappropriate behavior to watch out for:

• Disrespect: Employees who constantly mock, interrupt or belittle colleagues are displaying inappropriate behavior.
• Harassment: Harassment can manifest itself in a variety of ways, including inappropriate remarks, unwanted advances, intimidation or threats.
• Discrimination: Discrimination can be based on characteristics such as age, gender, race, sexual orientation, religion or disability. It can take the form of derogatory comments, unfair treatment or biased decisions.
• Frequent absenteeism and lateness: Repeated absenteeism and constant lateness for no good reason may indicate a lack of commitment and inappropriate behavior.
• Non-compliance with company rules and policies: Ignoring or deliberately breaking company rules and policies is a sign of inappropriate behavior.
• Constant conflict and tension: Conflicts and tensions can occur in any work environment, but if they are constant and unresolved, they can indicate behavioral problems.
• Sabotage and rivalry: Employees who seek to harm colleagues, their reputation or their work display inappropriate behavior.
• Leaking confidential information: Sharing sensitive or confidential information without authorization is inappropriate behavior.
• Lack of responsibility: Employees who systematically reject responsibility for their mistakes, or who ignore constructive feedback, display inappropriate behavior.
• Lack of productivity and work quality: Employees who consistently neglect their tasks or deliver poor-quality work may be displaying inappropriate behavior.

To detect these behaviors, it’s important to maintain open and honest communication with employees, encourage feedback, monitor relationships and interactions between colleagues, and observe work performance and engagement. Managers and human resources officers need to be vigilant and take action to address inappropriate behavior as soon as it is identified, in order to maintain a healthy and productive work environment.

How can Praditus e-coaching help to improve behavior as a manager in a company?

Praditus coaching can be a valuable tool to help a manager improve his or her behaviors in the workplace. Here are a few ways in which coaching can contribute to this goal:

1. Self-awareness: Coaching helps managers become aware of their strengths and weaknesses, as well as their current behaviors, including those that could have a negative impact on employees or the organization.
2. Constructive feedback: A professional coach can provide honest, objective feedback on a manager’s behaviors and competencies, which can be difficult to obtain from colleagues or subordinates.
3. Competency development: Coaching enables managers to identify competencies to be improved, such as communication, conflict management, decision-making and leadership. The coach proposes strategies and exercises to reinforce these competencies.
4. Objectives and accountability: A coach helps the manager to define clear objectives for improving behavior, and to draw up an action plan. The coach also provides follow-up and accountability to ensure that the manager progresses towards these objectives.
5. Stress management and work-life balance: A coach can help managers identify sources of stress and develop strategies to effectively manage stress and maintain a healthy work-life balance.

By working with a coach, managers can obtain personalized advice, resources and support to improve their corporate behaviors, which can lead to better performance, more effective leadership and a healthier work environment for all.