Analyze the relationship between productive and counterproductive behaviors in organizati

Productive and Counterproductive Behaviors by David Lowery on Prezi

analyze the relationship between productive and counterproductive behaviors in organizati

counterproductive work behaviors (CWB), but the use of these behaviors of Leader Member Exchange (LMX) in the relationship between envy and .. Third, path analysis was carried out in public organizations separately. This paper therefore seeks to analyze the relationship between productive and counterproductive behaviors in an organization, and outline. Organizational Citizenship Behaviour (OCB) and Counterproductive Work to examine the relationship between OCB and CWB across four.

Please include any references for me to expand my research on. The solution below should get you started.

analyze the relationship between productive and counterproductive behaviors in organizati

The questions are straightforward enough. What you need to do is to begin with an outline so that you can plan out how your paper will go. Introduction - what is this paper about? What is productive behavior? What is unproductive behavior? How do both influence job performance individually and collectively? What strategies can be used to decrease unproductive and increase productive behavior in organizations? The information below is based on general information from IO and should be applicable to this problem set.

I advise using the resources listed and also using the current materials in your class to make your final paper specific to the expectations of your professor. Good luck with your studies. Such behaviors can be seen in disciplinary actions and safety violations. Sabotage[ edit ] Employee sabotage are behaviors that can "damage or disrupt the organization's production, damaging property, the destruction of relationships, or the harming of employees or customers.

Productive and Counterproductive Behaviors and Organizations

Harris and Emmanuel Ogbonna from Cardiff University drew from employee deviance and dysfunctional behaviors studies to conceptualize service sabotage as a disturbing phenomenon in the work place. Service sabotage refer to organizational member behaviors that are intentionally designed negatively to affect service. Theft[ edit ] Employee theft is defined as employees taking things not belonging to them from an organization.

Employee theft is estimated to account for billions of dollars of loss globally each year, [36] with employees accounting for more theft than customers.

Turnover employment Turnover is when employees leave the organization, either voluntarily quitting or involuntarily being fired or laid off.

analyze the relationship between productive and counterproductive behaviors in organizati

Research on voluntary employee job turnover has attempted to understand the causes of individual decisions to leave an organization.

It has been found that lower performance, lack of reward contingencies for performance, and better external job opportunities are the main causes.

Other variables related to turnover are conditions in the external job market and the availability of other job opportunities, [41] and length of employee tenure. Turnover can be optimal as when a poorly performing employee decides to leave an organization, or dysfunctional when the high turnover rates increase the costs associated with recruitment and training of new employees, or if good employees consistently decide to leave.

Avoidable turnover is when the organization could have prevented it and unavoidable turnover is when the employee's decision to leave could not be prevented. The satisfaction—turnover relationship is affected by alternative job prospects.

analyze the relationship between productive and counterproductive behaviors in organizati

Similarly, job dissatisfaction is more likely to translate into turnover when other employment opportunities are plentiful. Absence and lateness has attracted research as they disrupt organizational production, deliveries and services. Unsatisfied employees withdraw in order to avoid work tasks or pain, and remove themselves from their jobs.

Nor do CWBs include involvement in an accident, although purposeful avoidance of the safety rules that may have led to the accident would represent a CWB.

analyze the relationship between productive and counterproductive behaviors in organizati

Most research on this topic has attempted to evaluate characteristics of the workplace environment that lead to accidents and determination of ways to avoid accidents. There has also been some research on the characteristics of accident-prone employees that has found they are typically younger, more distractible, and less socially adjusted than other employees.

Productive and Counterproductive Behaviors

Recent research has shown that an organization's safety climate has been associated with lower accident involvement, compliance with safety procedures, and increased proactive safety behaviors. Another set of behaviors that do not fit easily into the accepted definition of CWBs, are those described as unethical pro-organizational behaviors UPBs. UPBs represent illegitimate means intended to further the legitimate interests of an organization.

Commitment to Productive behaviour

An example of this is testilying[49] in which a police officer commits perjury to obtain the conviction of a defendant. Organizational citizenship behavior Counterproductive work behavior and organizational citizenship behavior OCBwhich consists of behaviors that help organizations but go beyond required tasks, have been studied together and are generally found to be related in that individuals who do one are unlikely to do the other.

  • Counterproductive work behavior
  • Productive and Counterproductive Behaviors

The variety of journals reporting in the area of CWBs reflects the breadth of the topic and the global interest in studying these behaviors. Researchers use many sources in attempting to measure CWBs.

These include potentially subjective measures such as self-reports, peer reports, and supervisor reports. For example, self-reports always have the potential for bias with individuals trying to cast themselves in a good light. Some researchers have proposed a differential detection hypothesis which predicts that there will be discrepancies between reports of detected CWBs and other reports of CWBs. These studies seek to determine whether different forms of evidence converge, or effectively measure the same behaviors.

Affect psychology Affect or emotion at work, especially the experience of negative emotions like anger or anxiety, predict the likelihood of counterproductive work behaviors occurring. For example, employees with high negative affectivitythe tendency to experience negative emotions, typically display more counterproductive work behaviors than those with positive affectivitythe tendency to experience positive emotions.