Minimize Counterproductive Or Deviant Behaviour Management Essay

Minimize Counterproductive Or Deviant Behaviour Management Essay Counterproductive and deviant behaviours can be found all around us, but matter largely in professional fields. When in an organisation, any deviant behaviour is detected; it is an indication toward a serious threat to organisation as well as the staff from different perspectives. In human resources, deviant behaviours of employees and managing them have gained increased attention due to a range of reasons. For the success of an organisation, management of deviant and counterproductive behaviours is very critical. In this essay, the causes behind deviant behaviours, their influence on the employees, the person and organisation as a whole and the ways to manage/ minimise these deviant behaviours will be addressed. Counterproductive behaviours have become a workplace norm and its popularity is rising gradually. It is very obvious that workplace situations vary and therefore, they leave an impact on employees as well. These deviant behaviours by the employees not just harm the organisation but also affect other organisational members (Spector Fox, 2002). Counterproductive Workplace Behaviours are the acts by the members of an organisation, which are against the organisational legitimate interest (Sackett, 2002). These are intentional as well as unintentional behaviours, resulting from different causes and motivations. It has been identified in journal of organisational behaviour (2008) that an estimated 75 per cent of the employees do engage in such deviant harmful behaviours like; unexcused absenteeism, sabotage, theft, and vandalism cooperate (McGurn, 1988; Harper, 1990). Other such behaviours that have been reportedly found are sexual abuse of women (Gruber, 1990), organisational cynicism (Wilkerson, 2002), withholding efforts (Kidwell Bennett, 1993), spreading rumours (Skarlicki and Folger, 1997), physical assault and verbal abuse (Spector and Fox, 2002), lying (Depaulo and Depaulo, 1989), and absenteeism (Johns, 1997). These behaviours violate organisational working standards and can be antisocial (Robinson Bennett, 1995). Also they may affect the overall performance, decision making and even the organisational financials which can be very costly and harmful for the organisations wellbeing. Many researchers have identified a direct link between the personality traits of the employees and the Counterproductive behaviour at workplace (Salgado, 2002; Colbert, Mount, Harter, Witt, and Barrick, 2004; Dalal, 2005; Blickle, Schlegel, Fassbender, and Klein, 2006; Berry, Ones, Sackett, 2007). However, it has also been viewed that many times, even intrinsically honest employees are forced to behave inaptly, if the work environment or management are unjust towards them; or if they have been treated poorly. Managers are also seen to be the ones creating such workplace environment unintentionally where they are basically contributing towards their employees deviant acts (Greenberg, 1997). Therefore only personality is not a sole predictor of deviant workplace behaviour (Robinson and Greenberg, 1998) and many other factors contribute in counterproductive workplace behaviour. The management in turn fires the honest and capable employees so as to diminish these deviant organisational behaviours, but counteractively they need to put in a lot of efforts towards identifying the real causes of these behaviours and should wisely minimise these acts. The focus of this essay throughout the rest of the paragraphs is to critically identify the causes behind counterproductive workplace behaviour, the extent to which these behaviours influence the workplace norm, its overall power and how these behaviours can be minimised. Therefore, in a sequential manner, all of these points will be analysed. Countless factors influence counterproductive behaviour which consists of acts that harm or are intend to harm the organisation or its stakeholders. A vital aspect is to identify the reasons behind that, why employees are involved in these deviant behaviours. There are certain factors that influence counterproductive behaviour, identified by Litzky, Eddleston Kidder (2006), which are under the direct control of manager that may unconsciously force the employees into engaging in deviant behaviours like; unsatisfactory compensation or rewarding structures, unfair employee treatment, negative attitudes, social pressures to conform, job performance ambiguity and violation of employees trust. Competing for financial rewards causes employees to think only for themselves with the belief that nonstandard behaviours are compulsory to get ahead in their career fight (Crossen, 1993; Peterson, 2002). Managers are identified to be often as the main cause behind workplace theft, because many of them ignore such issues in order to conform to the social pressures, and thus encourage other employees to engage in similar deviant behaviours (Greenberg, 1997). These research studies have found that financial rewards are one of the prime reasons behind the counterproductive behaviours of employees. Not only for competing and leaving the colleagues behind, but also in the run of gaining more financial rewards, these employees sometimes do not feel reluctant to take aggressive actions. Deviant behaviours is one such acts that these employees are found to be practicing. Another research study (Fodchuck, 2007) revealed that both the employee characteristics and the workplace environmental aspects are linked with counterproductive behaviour in an organisation. Organisational factors like job design, workplace injustice and perceived stress initiates these behaviours and individual characteristics that helps in triggering CWB consists of self-control, will power, sensation seeking (Marcus and Schuler, 2004), and motives (Rioux and Penner, 2001). All these researchers have argued that these environmental aspects are increasingly linked with the deviant behaviour in the organisation. A management journal, (Robinson OLeary-Kelly, 1998) termed Counterproductive workplace conducts as antisocial behaviour, because these acts are harmful for the organisation. As per this study, the antisocial behaviours of employees are influenced in work groups through social learning and social information processing method. The workgroup largely influence an individual employees antisocial behaviour, and CWB of a workgroup is a significant predictor of the individual employees CWB at work. A study conducted in 2008 (Skarlicki, Barclay Pugh) explain downsizings and layoffs as the major factor behind counterproductive behaviour by the employees because most victims, who lose their jobs, are loyal workers and consider this management decision as an unfair treatment towards them. These employees in turn engage in organisational retaliation as revenge to their wrongdoer. Their negative emotions emerge by bad mouthing about the organisation to the organisational members and others, conveying a strong negative impact of the company. This retaliation is very similar to previously defined antisocial behaviour (Giacalone and Greenberg, 1996), counterproductive behaviour (Fox and Spector, 2005) and organisational deviance (Robinson and Bennett, 1995) thus overlapping with the duskier side of the organisational behaviour theories with potentially negative consequences for the organisation and other individuals. Many times in such situations even the informational justice and supp orting information does not help to be effective in reducing this retaliating behaviour (Dalal, 2005). All of these research studies have discussed that these factors extremely play their role to generate deviant behaviour among employees. Another study by Smithikrai (2008) suggests that personality traits and Counterproductive workplace behaviour have a direct link with each other; however, situational moderators in which counterproductive workplace behaviour takes place can increase the cogency of personality measures in predicting deviant behaviours. Situational factors in relation with personality traits are strong stimulators of counterproductive workplace behaviours. Individual behaviour reflects relevant traits when the situation is week, whereas when the situations are strong then the behaviour of the employees are clear, and they meet the behavioural demand of the situation (Blickle et al, 2006; Robinson Greenberg, 1998; Marcus Schuler, 2004). Therefore situational strength is very much critical in identifying these deviating individual behaviours, and in strong situations the employee performance gets monitored where Counterproductive workplace behaviour is not tolerated (Berry et al, 2007; Greenberg, 1997) . Wilkerson, Evans Davis (2008) conducted a study testing evidence of the co-workers social influence on other employees bad mouthing, organisational cynicism and supervisor assessments of employees organisational citizenship behaviour (OCB). The study suggests that the badmouthing behaviour of close co-workers largely impacts other co-workers, influencing their similar behaviours, due to the result of social information processing. Further the study advises that there also becomes a possibility of a chain reaction effect, where the organisational cynics are likely to engage other in their bad mouthing behaviour, creating other cynics within the organisation. This results in negative performance outcomes, reduction in management trust and further intentions of engaging in OCB (Litzky et al, 2006; Crossen, 1993). Bad mouthing has found to be one of the critical factors behind generating deviant behaviour. Yet another research by Tepper, Henle, Lambert, Giacalone and Duffy (2008) states that abusive supervision consequences in lower level of employee commitment with its employer, leading to little desire of working with the organisation, lower level of attachment with the organisation resulting to greater deviance against the organisation. This explains that effective employee commitment is estimated to facilitate the relationship between abusive management and organisational deviation. Abusive supervision is yet another costly workplace factor impacting negatively on employees, employer as well as organisational performance (Litzky et al, 2006; Crossen, 1993). Research study by jones (2009) have a different viewpoint, stating that there are different relations among different types of injustice, desire toward revenge and counterproductive work behaviours with ones supervisor and organisation separately. The results identified that counterproductive workplace behaviours related with organisation can be minimised through increase in procedural justice whereas behaviours related to supervisors can be minimised when the supervisor treat their employees fairly, with dignity, and respect as well as provide justifications for decisions that influences them (Litzky et al, 2006; Crossen, 1993). There are many factors identified that influence instigate deviant behaviours by the employees (Peterson, 2002). Of all these factors influencing Counterproductive behaviours every aspect has strong and weak impact over the behaviours, depending on the situation and the individual (Crossen, 1993). Age, cognitive ability, self-control, emotional intelligence and personality all correlates and create strong or weak affect over these behaviours by the employees (Fodchuk, 2007). Therefor situational moderator and personality mediator helps in increasing or decreasing the power of these behaviours by the employees (Rioux Penner, 2001). Reduction of these deviating behaviours in an organisation begins with recruitment and selection phase of hiring new employees through the use of personality testing, cognitive ability screening, and integrity screening (Marcus Schuler, 2004). But since situational factors emerge out of routinely day to day operations of the organisation including organisational constraints, illegitimate tasking, lack of compensation and rewards, interpersonal conflicts and lack of organisational/management justice thus organisation needs to involve much more into minimising these behaviours (Robinson et al, 1998). Mangers are equally liable and in a better position to control and minimise these behaviours within the organisation (Giacalone Greenberg, 1996). If the outcome is similar by different employees on a particular position, then this can be termed as a warning for the manager to identify his personal behaviour and management ability (Robinson Bennett, 1995). It is the job of manger to create an ethical working environment so that inherently honest employees do not turn their behaviours into negative and counterproductive ones (Skarlicki, et al, 2008). Apart from this building reliance relationships, creating ethical policies and procedures, setting achievable targets, creating effective supervision and monitoring performance ultimately helps in toning down the deviant behaviours of the employees in the organisation (Depaulo Depaulo, 1989; Smithikria, 2008). Similarly one step that the organisation can take into reducing these behaviours can be through enhancing organisational justice, allowing workplace participation of employees, maintaining communication, and paying close attention to identification of signs for interpersonal conflict (Tepper et al, 2008; David, 2008; Spector, 2005). Besides this lay off, employees needed to be financially supported and should be well informed in advance, or given a notice period so that they may not bad mouth the organisation and put its integrity at stake. Making other opportunities available to them after some time period also helps (Wilkerson et al, 2008; Jones, 2009) In the last, combating deviant and counterproductive workplace behaviours can be costly and very much time consuming but organisations are in a much predicted position of minimising these behaviours through identifying the main factors and taking actions in reducing it, which would thus increase the organisational performance, workplace environment and the overall success.

Italian Immigration and the United States of America Essay -- American

Italian Immigration and the United States of America Today we live in a world of which some have come to understand where it all came from. So many different little contributions have accumulated over the years to create â€Å"today† in the United States of America. Not one factor is more important than the next, however, some have had a larger, lasting impact today. Immigration and racial discrimination have played the most important role as to why American society has altered. In 1917 America entered World War one. By doing this America played a grave role in conquering Germany and ushering peace to Europe. However, the Great War also meant that the US would change dramatically through historical issues and changes which resulted in American society. Industries had started to realize that it was not as simple as it was before to abstract the immigrants. As the country developed and became more successful it attracted outsiders who were searching for chances. During the 1920’s the United States began to confine immigrant s due to cultural and economical purposes. The immigrants faced several afflictions such as: racism and religious oppression. The examination of immigration expressed an important shift in American society after WWI. In this essay I am going to discuss how world war one altered the American society with the main influence of race. The main issues being immigration, and racial discrimination. The Italians serve as my main example. Could you put yourself in the shoes or another if they didn’t cost as much as the ones on your feet? Imagine if you are an immigrant and you have entered a bizarre and new environment. You do not belong anywhere and to this place you are not given the same privileges as the other people. These people see you as an alien and someone who takes away their jobs. As well as this you are also accused and blamed for things that you have never done. No matter how much you beg, or convince them that you have not done anything they still do not believe you. This society is against you and have nothing positive to say. This is what the immigrants had to face. This was particularly true for the Italians. During the nineteenth century the amount of immigration to the united states was increasing rapidly. The largest proportion of these â€Å"new† immigrants were from Italy, Russia, and Ireland. There was a combined reac... ...which have been learned and developed from the Americans. At first the behavior and reactions of the American citizens towards the â€Å"foreigners† was pure hatred but then they started to realize that the immigrants were there for a purpose. Gradually they learned to accept them in the American society as time passed on through the 1920s. Works Cited Grant, Madison. (1999). The Passing of a Great Race. October 17, 2007. Hasall, P. (1999). US Immigration. Internet Modern History Sourcebook. October 18, 2004. http://www.fordham.edu/halsall/mod/modsbook28.html Claris, S. (1998). Italians Gale Encyclopedia of Multicultural America . October 17, 2004. Boston: Gale Research, Inc., 1995. http://nhs.needham.k12.ma.us/cur/kane98/kane_p3_immig/Italian/italian.htm Mintz, S. (2003). Italian Immigration. Digital History. October 17, 2004. http://www.digitalhistory.uh.edu/historyonline/italian_immigration.cfm Poholek, Catherine H. (1998) Thirteen Years That Damaged America. Prohibition in the 1920s. October 18, 2004. http://www.geocities.com/Athens/Troy/4399/ Newby, Richard. (2004) Sacco-Vanzetti Case. October 18, 2004. http://www.writing.upenn.edu/~afilreis/88/sacvan.html

Importance of flowers

Flowers play an important role In making the life of a human being more cheerful and happy. People use flowers In several forms and on several occasions. Flowers are used as beautiful flower arrangements for decorating homes. They are also help people in proposing their partner for life, as well as flowers are used as a symbol of mourn and tribute on loved ones funeral. Apart from above said uses, there are several other uses of flowers in various activities of our daily life. Flower Arrangements in Decoration People love to decorate their houses with several attractive flowers arrangements.A flowerpot with fresh flowers on dining table increases the taste of breakfast and the impact of food being served. A beautiful flower setting on centre table of your drawing room can create a soothing atmosphere for you and your family members. Even guests visiting your house will not only adore your home arrangement skills, but they will also spread this word In front of others. A terrace garde n full of several smelling as well as non-smelling beautiful flowers Is the best place to spend your evening. Flowers and Love Flowers play an important role In the love life of every human being.A red rose Is the most helping and popular element for first expression of your love In front of him or her. The beauty and tenderness of a fresh red rose Is capable of conveying all your heartiest feelings without even uttering a single word from your mouth. This rose bud will become a most treasured gift for both of you in future that will help you both in recalling those days of hesitation and excitement. A candle light dinner with girlfriend or spouse is either incomplete or less romantic without a tulip or fresh rose dud arrangements on dinner table.Flowers and Women Flowers are symbol of beauty and happiness and women are a cause behind all happiness In people's life. Most Importantly, the love for flowers In women's heart Is well known. Flowers help women In making them more beautifu l, they love putting a matching flower in hairs to complete their makeup. Flowers are an integrated part of different homemade cosmetics and most of pentagonal Impact According to an April 2005 Rutgers university study, flowers bring about positive, beyond what most people normally deem as an acceptable reaction to the presence f flowers.Study participants reported feeling â€Å"excited† upon receiving a delivery of fresh flowers, and had displays of immense satisfaction. The study also reported that among study participants, flower recipients had an increased number of intimate connections with family members and friends. It concluded that flowers enhance an individual's emotional well-being and spurs an increase in happiness. Medicinal Benefits Flowers have healing properties. For example, roses are used extensively in the alternative medicine area for their ability to ease digestive issues and promote leaning in the liver.Infusions made using the dandelion flower can help to treat anemia and Jaundice. It also has blood-purifying properties. The marigold flower has antiseptic properties, making it good for helping cuts to heal. It also contains initiating components. The valerian flower provides migraine and tension headache relief and helps to cure insomnia. It also calms anxiety sufferers. Sunflowers are used to treat ulcers, and infusions may also help to ease the pain of menstrual cramping. Sunflower infusions are also used in alternative medicine to provide sore throat relief ND treat canker sores.Mental Health Benefits Fresh flowers also have an impact on your mental health. According to the Harvard University Home Ecology of Flowers Study, individuals have lower levels of anxiety and depression upon viewing fresh flowers, particularly in the morning. The study further shows that those women who keep fresh flowers in their homes regularly feel happier and much less anxious. Even if they women Just viewed a bouquet of fresh flowers in the morning , the study reports, they had an increased level of energy throughout the day.

Business Problem Paper - 1372 Words

Running Head: BUSINESS PROBLEM PAPER AND PRESENTATION Business Problem Paper and Presentation University of Phoenix MBA 510 - Managerial Decision Making Professor Daniel A. Puente University of Phoenix Faculty Due April 28, 2008 Business Problem Paper and Presentation In the following pages, discussion will take place on the Wal-Mart Corporation, more specifically issues that have arisen with employee retention within the company. This work will illustrate both statistically and comprehensively the problems that Wal-Mart is facing with employee retention, including a list of optimal solutions for the problem. Dependent and independent variable will be identified, the null and alternative hypothesis, primary and secondary†¦show more content†¦318). Wal-Mart employees receive wages that are lower than the average for the industry. In 2004, associates n California earned an average of 31% less than the industry average. Wal-Mart employees received an average of $9.70 per hour compared to $14.01 at large retailers (Dube Jacobs, 2004). Such low wages cause Wal-Mart associates to receive government assistance. The families of Wal-Mart employees use an estimate 38% more non-healthcare related public assistance than the average of families for large retailers (Dube Jacobs, 2004). After reviewing numbers as drastic as these one can easily understand why Wal-Mart employees would leave Wal-Mart to pursue better opportunities elsewhere. On top of low wages Wal-Mart employees pay an exuberant amount for basic healthcare. In January 2006 only 46% of Wal-Mart’s associates were covered by healthcare (Wal-Mart Watch, 2005). Wal-Mart employees also have to wait long periods of time to qualify for healthcare. Full-time employees must wait 6 months, and part-time employees must wait for one year, before they qualify for benefits (Wal-Mart Watch, 2005). Not only do employees have to wait a long time to qualify for benefits they pay 41% of the insurance premium costs (Wal-Mart Watch, 2005). The combination of low wages and high priced healthcare is the reason that so many of its associates receive public health assistance. 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