Counterproductive Behaviour and Work Deviance
OB assignment essay online help on: Counterproductive behavior of employees
Introduction
Counterproductive behaviour is the deviance if behaviour of employees from their normal, which lead to unproductive nature of employees and decrease in their efficiency. It is a voluntary change in behaviour that is against the organisational norms, and when they do so they are causing harm to the organisation and its direct and indirect members also.
Counterproductive Behaviour may include:
Intentionally working slowly
Coming late frequently
Absenteeism
Spreading unnecessary rumour about company
Fraud
Theft
Misusing office property like making unnnecessary calls from office phone
Use of abusive languages
Misbehaving with employees and seniors
Intentionally doing mistakes
Not following office rules and regulations
There are basic 4 types of Counterproductive Behaviour:
1) Production Deviance:
In such deviance employees do not work productively and intentionally do some mistakes or work lethargically, which leads to wastage of time and resources, and ultimately it causes harm to the total production system.
2) Property deviance:
Property deviance may include theft or misuse of expense account. Such behaviour occurs when employees make a misuse of office property or do a theft from office.This is against the ethics of organizational behaviour.
3) Personal Deviance-Personal deviance is another type of counterproductive behaviour when employees
Behave personally with their employees or may be colegues, seniors, staffs which is rude, like use of abusive language, sexual hararsment.Physical aggression like fighting or engaging others in fights. Verbal aggression where talking loudly or shouting at others. Such type of bah our harms the peace of organisation and disturbs other and disrupt the productivity.
4) Political Deviance:
Political deviance includes activities like making employees work in organisation more than the normal working hours, asking them to do take which is not in their prfolie, forcing juniors to do work which should be done by them in fact. This is against the ethics of organisational behiour every employee shod be given their own part of work. This is dominance and authoritative behaviour which may lead to employees loosing their interest in their work.
It is very important for any organisation to reduce such of unproductive behaviour. Unproductive employees are the ultimate loss for the company, because counterproductive behaviour is unethical, and unethical employees can never contribute to the success of the organisation (Baron, 1996). It is essential that any organisation should try to remove counterproductive behaviour in the organisation so tat can organisation can reach its goal.
Body
Counterproductive or deviant behaviour is an intentional desire to go against the rules, ethics and policies sofa organisation.
Three are various factors which lead to deviant behaviour like:
1) Wrong behaviour by the mangers:
It has been seen that some managers harass their employees may be physically, mentally or verbally. Such harass mint causes arrogant behaviour in the employees, when they cannot revolt in nay form to their managers, they show counterproductive work behaviour. It is essential that managers support their employees, listen to decisions, make them a part of their organisation and be cooperative.
2) Monetary factors
Every employee wants that he should be paid for the part he is contributing to the organisation an there should be equal pay for equal work. Some organisation doesn’t follow these principles. Employees are not given salary at the right time, they are not paid for months, or may be a there are disparity in the salary being offered to the employees. Every employee wants that he should be some benefits also if he is contributing to the organsition.He should be appraised. If such benefits are not given to the employees thy me resort to unproductive behaviour because they don’t have nay motivational factor for them in the organisation
3) Work environment
If work environment is not healthy and management is not doing anything to resolve conflicts and the various unfair issues going in the organisation, such factors can never lead to the growth of an employee in the organisation (Avoko, Callan & Hartel, 2008).He will not like to attend offices or contribute effectively toward the production. Mangers do partially, and support the wrong doers, this may lead to frustration among employees and they lose their interest in the work.Outings, party’s celebration and recreational factors increases the interest level of the employees, and they remain attached to their work. A healthy environment always increases the productivity of employees by motivating them.
What managers/organization can do to minimise such behaviour?
Use of psychometric tests during selection procedures, as a means of minimising the potential for deviant workplace behaviour can be used and it can be used as a proactive tool for avoiding the counterproductive work behaviour. Specifically, it has been established that selecting candidates on the basis of various factors such as, personality factors of conscientiousness, emotional intelligence, and agreeableness is likely to reduce or avoid the occurrence of deviant behaviour at work place.
Organization or management should ensure that staff receives feedback based on their deviant or counterproductive work behaviours by including them in rating scales for performance appraisal (Benminson, 1994).
Training programs should include a component that conveys to managers the pervasiveness and expense of deviant workplace behaviours, and explains the nature of such behaviours that will help the employees to understand the negative impact of deviant work behaviour for the organization point of view (Benminson, 1994).
Further, it is also very important to train managers about the importance of employee’s job satisfaction. Dissatisfied employees will keep on diverting from their work areas and responsibilities (Lee & Spector, 2004).
Organisational interventions designed to increase employee satisfaction towards the work which is assigned to them and the responsibilities as per their KRAs (Key Result Areas).
Emotional Intelligence is one of the most important aspect to understand the employees need and understanding. We need to have emotionally intelligent to manage the employees emotions effectively to make them satisfied by fulfilling their needs and wants. This will also helps in making an effective team effort to the work place.
There will be less chance or even no chance of occurrence of the deviant behaviour at work place.
Emotional Intelligence plays an important role in understanding the employee’s thoughts and perceptions. But the Human Resource need to manage this effectively to make them motivated and dedicated towards the work rather than moving towards the deviant behaviour at work place (Clarke, 2009).
There are various triggers that lead to the Counter productive work deviance at work place such as:
Employee dissatisfaction: If the employees are not satisfied with the work and the kind of responsibility which is being given to them. Then it will lead to the inefficiency among the employees and they will be less responsive towards their responsibilities assigned to them.
Personal issues among employees: There may be some personal issues between the team members that will again arise a space for the counter productive work deviance.
Work place conflict: Conflict among the team members is a reason for the counter productive work deviance. Sometimes the functional conflict is good for the organization but there are some negative impacts of it. That may lead to the work deviance among the employees.
Inefficient management practices: Management practices are one of the most important role players in this context. If the management practices are inefficient and ineffective then it will have an adverse effect to the employee’s motivation.
Stress and anxiety: Nowadays stress has become a common problem for the employees. This is the most common and big matter of concern to avoid the counter productive work deviance at work place.
Work pressure: Increase work pressure and target based job is also encouraging the counter productive work deviance among the employees.
These are the most important factor which leads to the counter productive work deviance at work place.
To avoid these situations the management can implement various strategies such as ethical work climate, trust worthiness between the employees and employers, rules & regulations, rewards and punishment as per the need of the situation. Apart from these aspects the effective training and development program is also an effective step to avoid the counterproductive work deviance.
The management should make a proactive planning to understand these kinds of situations which lead to the counterproductive behaviour at work place. To understand and take the prior actions over these aspects will make the organization more effective and proactive to avoid these kinds of counterproductive behavior and work deviance.
Employee layoff is not the exact solution of counterproductive behaviour and work deviance. We need to make some effective management models that will make the organization proactive and effective to avoid these kinds of situation rather than sacking the employees.
The organization can go for various management models to make the effective use of human resources.
- Ethical work environment: The work environment plays an important role in making the whole work place effective and competitive. If the whole work place is moving in the same direction with the ethical concern then there is very less chance of happening of these kinds of counterproductive behavior at work place. Ethics and beliefs are the most powerful concern which makes all human being emotionally intelligent and they become bound to think before taking any negative step at their profession.
- Effective training program: Training is again important to understand the need of employees and in which aspect they are lacking. Effective training program will make the employees more effective and sustainable and that will result in less happenings of these kinds of negative situations at work place.
To go for employee’s layoff should be the last option, because it is not the effective step for the organization point of view. This will also cost a lot to the organization. They will have to hire new employees and give them training and these all tasks will take so much time and amount to the organization.
Although if the situation is out of control then the employee lay off is the only solution and this will also work as a lesson for the employees to not to repeat these kinds of inefficient situations. But this layoff could result in the employee violence, so it is very essential to make an effective strategic planning before opting for this situation (Andersson & Pearson, 1999). If the things are done strategically then there will be less chance of any kind of negative situation at work place.
We can see in day to day life, there are lots of cases of employees violence and counterproductive behaviours among the employees. I would like to give a live example which happened in my organization, the employees were not happy with the new employee’s restructuring in the organization. They started to oppose this change and when the management was not ready to take back their order. Then they came across and tried to go for the strike. The whole frontline workers went on the strike and they were not ready to come back to work. Then management took a harsh action against them and sacked the whole employees who all were indulging in this kind of counterproductive behavior and work deviance.
This was an extreme case of counterproductive behavior and work deviance which I ever seen in my 8 years of career.
Rumours also play an important role in encouraging the counterproductive behavior at work place. The employees get deviated from their objective and they get bound to think about these rumours and this way they lose their focus from their objective and work.
Sometimes the peer group also encourages the counterproductive behavior and work deviance by deviating the employees from their objective and goal.
Sometimes, situational and personal reasons can also lead to the counterproductive behavior and work deviance. Employees bad mouth publicity also make a negative impact on the other employees and they willingly or unwillingly indulge in these kinds of anti social activities like counterproductive behaviour and work deviance (Douglas, 2001).
Conclusion
As we have already seen the reasons and consequences of the counterproductive behavior and work deviance at workplace and how they can affect the organization performance. So it is very essential for organization to make proactive strategies to understand and avoid these kinds of antisocial situations.
Organization has the capacity of reduce these kinds of negative situations and they can make their employees more effective and trained, so that these kinds of situations won’t occur within the organization. Dissatisfaction is one of the most important reason for counterproductive behaviour and work deviance. So the organization can make their employees satisfied in various ways. This way the organization can take lead and avoid these kinds of situations.
As we have seen there are various factors that lead to the counterproductive behaviour and work deviance and few most important factors are employee’s dissatisfaction, personal issues within the team, unethical work environment and inefficient management.
These all issues are somewhere related with the management and the employees. So it is very easy to avoid these kinds of situations. The only need is to make the employees and management effective and proactive to tackle any antisocial situation as soon as it arises within the organization. As soon as any rumour arises, the employees and management should take proactive action to remove the negative consequences.
The management should make various strategies to make the organization and employees more effective and sustainable, so they won’t get diverted from these negative situations.
Management should keep their employees motivated and dedicated towards the work and organizational goal. This is only possible by rewards and perks as per the work to each and every employee.
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