Organizations Behavior essay writing help: Employee behaviors in organization

Employee behaviors in an organization can be categorized into those that benefit the business and those that harm it. These behaviors are called productive and counterproductive or deviant behaviors respectively. Counterproductive work behavior (CWB) has turned into a popular topic of discussion among organizational researchers. It can be expressed as an unexpected behavior by employees, who may harm the organization and its members. At this point, the essay will bring a discussion forward to describe counterproductive or deviant behavior in an organization. Further discussion will go on to shed the light on the consequences and implications of such deviant behaviors in organizational workplace. Lastly, the main aim of this essay is to highlight the level of counterproductive and deviant behavior an organization can minimize.

Firstly, counterproductive work behavior should be described in depth to carry an argument over the steps to be taken to reduce it. Hence, the basic definition of such behavior is that it is employee’s behavior or performance that goes in opposition to the objective of an organization. This behavior can be deliberate or unintentional and result from a wide series of fundamental grounds and motivations (Ayoko, Callan & Hartel, 2003).

From the organization’s perspective, counterproductive behavior may include behaviors such as unnecessary absence, coming into work late and leaving early, employee starts spreading negative rumours about the company, covering up the mistakes. Additionally, employee starts intentionally working slowly and takes excessive breaks which may reduce the work quality.  Usually, employees make long-distance calls & mail to the personal packages from workplace and also disrupt the merchandise or other organizational equipments. Consequently, these behaviors are considered deviant work behavior. It is noticeable that unjustifiable dismissal of staff also becomes a reason to commit such actions

the theft, sabotage, verbal abuse, withholding of effort, lying, refusing to cooperate, cyber loafing and other wrongdoings. This behavior can also be in terms of anti-social behavior because commitment of physical acts of violent behavior by a member in organizational settings is considered as workplace violence or incivility. Generally, individuals who pick out greater injustice tends to involve more in CWB. The general thread from the employees’ such behavior is that they hurt their employers and the organization. In some conditions, various forms of behavior such as sabotage/disruption or theft can have the same objective and intention of retaliating against the employer for genuine or anticipated injustices. In further cases, employees commit the different behaviors for the different reasons. Thus the concept of counterproductive work behavior in organization is helpful as a way to organize a variety of actions, but it should not be considered a unitary construct (Burke, Tomlinson & Cooper, 2011).

Workplace deviance is deliberate behavior that violates important organizational norms, and in doing so, threatens the interests of the organization, and/or its associates. As a result, both the nature as well as the occurrence of workplace deviance poses a severe threat to the organizations. Therefore, in this context, implications of deviant work behavior at workplace and/or in an organization can be discussed. Next part of this descriptive essay will highlight the consequences and implications of intentional and unintentional behaviors of the employees in the organization.

Deviance has been identified as a response to annoying organizational stressors, such as financial, group and working circumstances.  In this framework, it can be a very disruptive and trouble creating problem in terms of the financial charge it takes into the company and the emotional charge it takes in human resources (Performance Group, 2007). On the other hand, counterproductive work behavior has also costs for the individual employee as well as the considerable organizational costs related with elevated staff turnover, mistreatment prevention and protective behavior, all of which diminish workplace efficiency.

Furthermore, occurrences of CWB are now towering out of control, with nearly Ninety-five percent of all corporations reporting some deviance associated experience within their own organizations. It also has been researched that up to seventy-five percent of the employees have allied with the deviant behaviors i.e., theft something from employer, computer linked fraud, embezzlement, sabotage and absenteeism. Moreover, the implication of CWB can also be seen on US annual economy, it states that the anticipated impact of extensive employee theft has been accounted to be fifty million dollar annually on the US economy (Henle, 2005). However, other examiners estimated this figure in the range anywhere from six to two hundred million dollar per annum (Performance Group, 2007). In sum, it can be said that victims of interpersonal workplace deviance are expected to go through from stress-related problems and they also show a comparatively decreased output, lost work time and a relatively high turnover rate.

Additionally, deviant work behavior’s inference can also be viewed in terms of personal aggression by employees. Employees who have been the target of such actions or behavior by their colleagues have more physical and emotional health issues and are less dedicated towards their organizations. It is noticed that they likely to be often sad and to have less job satisfaction than those who have not been victims of substantial violence. To notice its implications practically, some researchers analyzed the reports and found that approximately three lakhs prevalence of workplace hostility was accounted in the United States every year. On the basis of another survey, it was estimated and reported that more than two million employees are physically attacked at every year which reduces the work eminence and brings the negative result (US Department of Labor, 2005).

Going forward to discuss the steps that organizations can take to avoid such behaviors, it is also necessary to know that what contributes to workplace deviance. In this framework the high level personality factor delicacy has been considered to be a strong negative interpreter of counterproductive work behavior. Other individual factors such as impulsivity and anger are concerned in interpersonal deviance. On the basis of overall discussion, it can be pointed out that unexpected behavior cannot be credited to personally traits alone. The workplace culture and environment also play a crucial role in the commitment of deviant behaviors. This has been proved in the studies that employees who are dissatisfied with their jobs and get consistent warning from the employer regarding the work quality are more likely to associate in interpersonal, organizational deviance and in anti-social behavior. In contrast, they tend to misbehave deliberately in these circumstances. (Penney & Spector, 2005).

Furthermore, taking every aspect of counterproductive behavior into consideration, organizations are required to take some course of action to avoid such unexpected behaviors. Organizations can have many devices to reduce deviant behaviors. These devices can include recruitment & selection policies, better training schemes, common objectives, rewards, incentives or compensation schemes, organizational structure, external inspectors, etc (Spector & Fox, 2002).

Here, this portion of essay will suggest some steps to take upon to avoid deliberate or non-deliberate behaviors. Some organizational theories come forward in light to explore the extent of minimizing deviant behavior at workplace. One of them is Social Learning Theory, which has been exercised to understand how leaders drop an impact and influence followers more usually. It is approached and accepted more in use by the organizations because social learning perspective proposes that leaders influence their disciples by the way of modeling processes. As modeling is recognized to be one of the most influential means for transmitting values, attitudes and behaviors, employees learn what is to be done as well as what is not to be done by watching their leader’s behaviors and its outcomes. This act of copying of behavior and actions is also called monkey see, monkey do and this in turn helps minimizing the deviant behaviors (Robinson & O’Leary-Kelly, 1998).

Addition to this discussion, it can also be known and studied that how and why front-line employees engage in deviant behavior because it will help the organization in choosing the best course of action to avoid such actions. For this a dual viewpoint approach was used that involved both workforce and customer perceptions. On the basis of the outcome of interviews conducted with service managers and front-line employees, the findings indicated that the customer’s attitude and behavior is also a key issue that persuades front-line employees to engage in deviant behavior (Browning, 2008).

Afterwards, having an idea of key issues associated with deviant behavior, it is important to take steps to inhibit deviant behavior. Firstly, employer should promote an ethical organizational culture because by developing a unitary and controlled organizational culture around core ethical values, employees obtain clues about the behavior that is expected from them. Then, to diminish such activities within organization premises, it is required to have the moral manager to lead ethically. Moreover, a moral manager would be having quality of visible actions in terms of realizing which words and actions will be perceived and the way they will be implicated by the subordinates. In addition, it is required to install Toxic Handlers from the end of organization. It is a kind of watchdog for an organization who listens to employees’ frustration and anger and prevents pain and holds their confidence in the workplace (Appelbaum & Shapiro, 2006).

Furthermore, training programs are the best source for learning moral expectations. It should include an element that communicates to managers the occurrence and expense of deviant workplace behaviors, and expresses the nature of such unanticipated behaviors. Further, it is also vital to train the managers about the significance of worker’s job satisfaction. Dissatisfied staff is likely to retaliate against the organization and its associates. Organizational implications planned to enhance the employees’ job satisfaction, are therefore prone to decrease the workplace deviance. To add few more steps to avoid deviant work behavior, organizations can choose an appropriate recruitment & selection strategy to select honest and reliable employees from the pool of aspirants. For this, questionnaires are prepared to identify the candidates on the basis of criteria defined to detect those candidates who have the potential for deviant behavior and once they are detected, they can be eliminated from the hiring process. In this background checks, employment interviews, honesty tests, psychometric tests and aptitude tests can be taken to check their perspectives. Moreover, deviant behavior can be controlled by using surveillance techniques, keeping records, developing inspections (Kidwell & Martin, 2005)

In addition to the tests, significant hold has been found for the use of psychometric testing during selection procedures, as a tool of diminishing the potential for deviant workplace behavior. Specifically, it has been recognized that selecting employees on the basis of the character factors of conscientiousness, emotional steadiness, and agreeableness is likely to decrease the deviant workplace behavior.

On the basis of overall discussion, it can be concluded that deviant or counterproductive behavior are those which are not accepted by an organization. The prevalence of         such behavior i.e., any kind of fraud, theft, aggressive actions in the workplace is the big challenge for organizations. Therefore, in order to prevent deviant workplace behavior, organizations have to consider both individual characteristics and workplace situation. Organizations and the peers have an important influence on their staff because they provide information about what is expected and acceptable in the workplace. Study of this essay has also revealed some implications of deviant behavior and presented figures in terms of labor workforce and productivity. It suggested that if such kind of actions and behaviors are not observed, individuals will be prone to commit intentional and unintentional behaviors which may harm the organization from many different perspectives. Taking care of these considerations, steps an organization can take have also been recommended in this essay. Control and personnel selection, providing and developing a proper culture and promoting an ethical leadership play important role in guaranteeing employees’ satisfaction with their organizations. Afterwards, recruitment & selection strategies and related tests have been suggested to reduce deviant behavior in the organizations. Consequently, changes can be observed by the organization after following these steps in terms of less turn over, high productivity, employee’s job satisfaction and quality of work.

If you want hr Management Assignment Help study samples to help you write professional custom essay’s and essay writing help.

Receive assured help from our talented and expert writers! Did you buy assignment and assignment writing services from our experts in a very affordable price.

To get more information, please contact us or visit www.myassignmenthelp.Com