Organizational Misconduct - Coursework Example

ORGANIZATIONAL MISCONDUCT Every organization encounters various challenges and faces different types of problems that may affect the way things generally run. However, it is the responsibility of the management to ensure that there are sufficient measures taken to avoid such disruptive circumstances and should they occur then appropriate means of solving them should also be outlined. However, despite the rights of each being protected by the constitution, every organization has its means of handling disputes of irregularities within the organization. This ensures that the order is maintained as well as respect for authority. Those in power try to perform their duties and serve as an example to the other employees who are under their supervision but from time to time rubbing shoulders is inevitable. Sometimes, things may get out of hand and lead to conduct that is uncalled for from the management or the employees. This is what may contribute to the coming up of the dark side within organizations. Various studies and researches have been done concerning the dark side, its definition, characteristics and how to manage it. Organizational Dark side and harmful behaviours Researchers in the field of organizational behaviour have recognized that the dark side of organizations is not a dark outside but rather a factor that is found from within the organization itself (Griffin & Lopez 2005, p. 990). There are various causes of this aspect of any organization, and it may involve or result in organizational misconduct. There are several types of behaviours among the individuals found within an organization. Sometimes some codes of conduct are viewed as wrong and for the different season, other codes of conduct are viewed as the right ones. Organizational misbehaviour can be referred to as any act at work of something that an individual is not supposed to do. Negative behaviour is not allowed in the workplace. There are several types of organizational misconduct within an organization. These include workplace deviance, workplace aggression and violence that are behaviours that may prove harmful not only to others within the organization but also to oneself. As a result, there may arise uneasiness in the workplace and tension which in turn leads to lack of individuals living up to their full potential in the sectors where they have been assigned. Some of the ignored factors that may exist within the organization but are overlooked for seeming harmless mostly bring about this dark side (Hasselbladh & Kallinikos, 2007). Dangerous behaviours that are harmful to self, others and the organization occur due to different reasons ranging from psychological distress to dissatisfaction. They occur in the form of violent or aggressive behaviour. Research has looked at this type of behavior from a psychological perspective trying to explain the reason behind the deviant behavior and how it can be distinguished from the normal behavior (Hasselbladh & Kallinikos, 2000, 70). Different things motivate our behaviour and our reactions towards different things and in most cases, the situation or health of our minds determines our reaction to these things. These factors may result in the workplace behaviour deteriorating or improving. The human organizational process may end up becoming functional or dysfunctional depending on the nature of motivation. It is also further determined by the intended or unintended consequences of the behaviour. The dark side is made up of situations that involve individuals in the workplace hurting other people and injustices being magnified (Griffin & Lopez 2005). This is usually when a person is going after wealth or wants to attain revenge on another person. It makes individuals end up performing acts that may be viewed as unethical or illegal in the eyes of other. The dark side may also include misconduct including harassment, causing stress or even having side deals that are aimed at benefiting the perpetrator. These behaviours are harmful to the organization, the others in the workplace and some extent the individuals themselves. Consequences of such behaviours Sometimes, the outcomes of such behaviors may be unpredictable or unexpected. It may lead to causing discomfort among the other employees and punishment for the individual performing the organizational misconduct. Their actions may end up causing tension within the organization and the results of the work done by the employees may end up being not up to standard. There can also be antisocial behaviour among the members of the organization and can cause bitterness among those who might have been affected negatively by the conduct. The dark side may lead to a form of mistrust in the organization because it sometimes involves negligence of criminal acts and exploitation that is oppressive to those being affected by it. The effects are, or consequences of such behaviour can have devastating effects on an organization if the matter is not addressed properly (Richards 2008, p. 660). This is because the existence of a dark side within an organization may lead to the lack of a consensus on important issues and constant disagreements. There should be a reasonable means of solving this problem as since if not eradicated the organizations fail to perform as well as they should. From those in power to those who are employed they can all be affected by the misconduct. Who is responsible for such behaviours, employees or organizations? Since capitalism and organizational bad behaviour may be connected, and then to some extent the organization may be the reason for the occurrence of deviant behaviours in the workplace. When the employees feel that they need a part of their needs met and they simply do not see way of outing it without dire consequences they may then spent it up and when it finally comes out of them it is in for of aggressive or violent behavior as a result of pent up emotions. This will hinder the smooth operating of the business and may even result in the employee being terminated from the workplace for being a danger or bringing harm to others. The organization may not be very keen on the kind of individuals they hire and the promotion of well capable employees into groups that have elements that speak of the organization it may result in more bad behaviour (Richards 2008). What managers do to respond to existing bad behaviours and avoid the dark side of organizing? There are several things that managers can do in order to avoid the dark side of organizing. They can start by being keener on the kind of staff they hire, their background and psychological state of the mind. This will benefit the organization in that it will have hired rational people not just based on their paper qualifications but their individual personality as well. The organization should also practice listening skills within the organization so that they can be alert for any changes or abnormal talk from characters that might show symptoms of aggressiveness or violence. It should also try to be approachable so that should the other employees have a serious type of suspicion, for instance, that of a character portraying deviant behaviour they can be alerted at once (Ghoshal 2005 80). As mangers of the organization, they should keep an open mind and learn as much as they can about the going on in the organization. This will help them keep things in check within the organization. It is also important that the organization’s management is keen on acting on matters reported about deviant behaviour and or violence acts. It should not overlook any such situation and should take immediate action when such an issue I reported. The organization is in charge of upholding the constitution an ensuring that the employees work under favourable conditions. Continuing to have an employee who might be aggressive and violent may put the organization at fault should any form of violent or aggressive behaviour starts showing. It should also use diplomacy while passing information on the organization in order to prevent offending any other employees (Ghoshal 2005). This will be important, and they can learn this by timing the mode of communication that is appropriate to use. It is also important for the organization to learn to acknowledge and appreciate good work done by the employees so that they can feel valued and like an integral part of the organization. This might minimize the chances of the employee developing the organizational bad behaviour. Upholding the above will enable that organization is on the lookout for deviant or abnormal behaviour. This will lead to a healthy relationship between the organization and the staff members, and they will be able to bring fourth not just the suspicious individuals but also great new ideas about development to the organization. It will promote cooperation among the staff members as they are united. Good leadership is what counts in promoting the eradication of the dark side of any organization. They can work together and build the organization into a success without the conflict, aggressiveness, the violence of corruption (Daus, Ashkanasy 2005 460). The unity always yields higher performance due to peace of mind and as they go about their business. Conclusion In conclusion, the different problems faced by any organization can be amicably solved or dealt with if the management is willing to listen, and those on the wrong side are willing to apologize and cooperate. The different parts of the very organization are interdependent in one way or another, and it is, therefore, crucial to its success as a whole that they all function in harmony. For this to happen, the employers or those in management positions need to learn to address the needs of the employees and address them adequately. However, should an employee seem to be a danger to them as well as fellow employees, then it is will be wise to take the necessary action and recommend to them to get help. On the other hand, prevention is better than cure and in order to prevent the organization from getting a dark side and risk encountering organizational misconduct, there should be a healthy rapport between the different parts of the organization as well as the management and the employees. Work Cited Hasselbladh, H., & Kallinikos, J. (2000). The project of rationalization: a critique and reappraisal of neo-institutionalism in organization studies. Organization Studies, 21(4), 697-720. Griffin, R. W., & Lopez, Y. P. (2005). “Bad behavior” in organizations: A review and typology for future research. Journal of Management, 31(6), 988-1005. Richards, J. (2008). The many approaches to organizational misbehavior: a review, map and research agenda. Employee Relations, 30(6), 653-678. Ghoshal, S. (2005). Bad management theories are destroying good management practices. Academy of Management Learning & education, 4(1), 75-91. Daus, C. S., & Ashkanasy, N. M. (2005). The case for the ability‐based model of emotional intelligence in organizational behavior. Journal of Organizational Behavior, 26(4), 453- 466. Read More