Is OB MOD a Form of Manipulation?

OB- Modification as a human resources management strategy is geared towards enhancing work-relevant behaviors which are observable and measurable, just like absenteeism or perhaps tardiness, and even toward behavior products, which include quality or quantity of performance output. It requires intervention to stimulate desired performance behavior as well as discourage unfavorable behaviour. The primary intervention approach consists of feedback on the important performance-related behavior along with positive reinforcement designed for improvement and accomplishment Feedback on the important performance-related behavior involves coaching sessions of lagging employees in a team whereas positive reinforcement could come in the form of cash bonuses on top of basic salaries to strengthen and continuously motivate desirable performance output.

Because it creates situations for employees to get them to do tasks in relation to company goals, OB- Mod is indeed a form of manipulation yet it is an understandable method used by management in order to provide such a controlled environment, wherein they can assess and ensure that the firm with everyone, is moving towards the overall goals of the company. It revolves around the principle that states every action has an opposite, shall we say, a corresponding reaction, conditioning the mind of employees of the after effects of every behavior and or accomplishment. It is manipulation because it uses certain consequences in order to control the behavior and performance of every employee. What is the use of management and its leaders then if it cannot lead and drive its workers to meet their common goals? It’s just that it is in a controlled environment meaning there are specific things to be done and accomplished and those which has to be avoided so as not to hinder nor negatively affect the organization and its business.

The question if it is unethical has something to do with those means or ways not agreed upon by both the employer and its workers (like those not mentioned in the contract) and against the legality of laws, be it government mandated for the smooth flow of the business or related to humanitarian or Department of Labor and Employment laws. It also becomes unethical if certain means of managing workforce and performance is against ones profession’s code of ethics. Other than these, such a strategy of management is ethical, which was mentioned already, for the benefit of everyone or by the majority. After all, why would we force ourselves to work if we know the management of the company we are working for is conniving, deceitful and unfair to us as workers? That is the reason why we have the option as workers to resign, join a labor union or report to the Labor and Employment Department of our government if the situation is at its worst.

However, sad or impossible as it may seem, I have known some who still choose to work for certain companies whose management is not just manipulative yet also taking advantage of their position over their workers. In such case, the worker has made his choice to stay and endure his situation with his current employer for whatever practical reasons he may have considered.