Which of the following pertains to employee behavioral practices?

The correct answer focuses on performance expectations and performance rewards, both of which are direct indicators of an organization’s approach to managing employee behavior.

Performance expectations set clear standards for what is required from employees, guiding their actions and driving their productivity. When employees know what is expected of them, they can adjust their behaviors accordingly to meet those standards. Coupled with performance rewards, which are incentives tied to achieving or exceeding these expectations, this combination effectively motivates employees to perform at their best. Performance rewards can take many forms, including bonuses, promotions, or public recognition, reinforcing positive behaviors and results.

In contrast, while team collaboration and interpersonal relationship development (the second choice) are essential aspects of a functioning workplace, they focus more on social dynamics rather than specific behavioral practices linked directly to individual performance metrics. Training modules (the third choice) generally serve as a means to enhance skills but do not directly address behavioral practices as tied to performance. Similarly, employee welfare programs and job satisfaction surveys (the fourth choice) are important for overall organizational health, yet they relate more to employee well-being and engagement rather than behavioral practices aimed at enhancing performance outcomes.

Thus, focusing on performance expectations and performance rewards distinctly aligns with managing employee behavior to achieve organizational objectives.