Obviously, there are differences between productive and counterproductive behaviors. The differences in these behaviors play a major role and can either cause the success or failure of an organization. As long as both management and employees can understand the difference between these behaviors, counterproductive behavior will decrease while increasing productive behavior. Productive and Counterproductive Behaviors
Any form of action that improves productivity can be described as productive behavior. According to the text, productive behavior is the behavior of an employee who makes a positive contribution to the goals and vision of an organization (Britt & Jex, 2008, 96). Productive behavior can be helpful to a company. Productive behavior can be actions such as going over and beyond the job description and providing ideas to enhance the organization.
Counterproductive on the contrary is behavior that hinders productivity. The text defines this form of behavior as “behavior that explicitly runs counter to the goals of an organization" (Britt & Jex, 2008, p. 168). Counterproductive behavior comes in many forms such as excessive employee absenteeism, drug and alcohol abuse, stealing of company property, or even sexual harassment of fellow coworkers; ineffective performance also can be seen as counterproductive behavior (Britt & Jex, 2008). The article entitled “Stopping crime does pay: Correcting counter-productive behavior boosts profits,” gives examples of counterproductive behavior, and some actions can even be considered criminal actions, such as food violations, cash theft, sexual harassment, substance abuse, product theft, disrespect for others, anti-diversity and unreliability. Impact of Behaviors on Job and Performance
Productive behavior can have a positive impact on an organization. A productive employee can uplift and encourage other employees, thus increasing their productivity. A productive employee can also bring new ideas to the company, boosting productivity, increasing customers, and profit. A counter-productive employee can be a distraction and hindrance to a productive employee and further distract or hinder an already counter-productive employee. A counter-productive employee can be hazardous to the entire company, especially if this employee has any influence over the other employees; this can come in the form of angry customers, poor production, and profit loss (Britt & Jex, 2008). Possessing knowledge of tactics that allow managers to decrease counterproductive and increase productive behavior causes them to be an asset to the organization (Britt & Jex, 2008). Strategies to Increase Productive and Decrease Counterproductive Behaviors
One of the first steps to increasing productive and decreasing counterproductive behaviors is positioning managers and employees in place that understand the importance of productive behavior and work together to enforce the objectives. Implementing employee appraisals is one way to increase productive behavior while decreasing counterproductive behavior; these appraisals allow the employee to know how they are performing and give management the opportunity to guide the employee back in the right direction if necessary. Random drug testing, security cameras, and time clocks are also alternatives to reducing counterproductive and increasing productive behavior (Hollweg, 2004). Organizational Development
Organizational development can be defined in several ways. One of the definitions given by Porras and Robertson, which states ‘‘Organizational development is a set of behavioral science–based theories, values, strategies, and technologies aimed at planned change of the organizational work setting. The purpose of organizational development is to enhance individual development and improve organizational performance, through the alteration of...