Productive and Counterproductive Behaviors in the Workplace
Employees within an organization can either contribute positively or negatively towards their employing organization’s overall success and effectiveness. The organizations that ream the most productive behaviors from their employees typically incorporate motivational and leadership activities that encourage these behaviors (Jex & Britt, 2008). This paper will define counterproductive and productive behaviors and describe the impact those behaviors have on job performance and the overall performance of an organization. Counterproductive Behaviors
Logic says that employees should want to do well in their jobs. But despite this logic, some employees do not. For various reasons employees will sometimes perform counterproductively towards their employer’s overall goals. Examples of these types of behaviors are ineffective job performance, frequent absence from work, unsafe behavior, turnover, theft, violence, substance abuse, and sexual harassment (Jex & Britt, 2008). These types of behaviors can result in high costs for organizations. Detecting Counterproductive Behavior
The best way employers can detect counterproductive behavior among employees is to perform routine performance appraisals. There are several methods for performing appraisals, including electronic, production data, and subjective appraisals. Each of these systems has pros and cons to it, and are only marginally effective (Jex & Britt, 2008). The truly best way to detect counterproductive behavior is to interact with employees and monitor their job satisfaction. What Causes Counterproductive Behavior?
An employee who does not perform well in his or her job may do so for reasons like lack of ability, interruptions from other employees, or poor task design (Jex & Britt, 2008). As well, poor job performance may result from elements in the organizational climate that provoke poor attitude, or, much less often, because of deep...
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