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To what extent can organisations minimise counterproductive or deviant behaviour - Essay Example

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Counterproductive and work deviance is voluntary behavior, which contravenes organizational norms, and puts at risk the welfare of the organization as well as its members. Based on research findings, employee characteristics and attributes of the work environment have been found…
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To what extent can organisations minimise counterproductive or deviant behaviour
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Download file to see previous pages prompt counterproductive and deviant work behaviors, discuses effects of these factors, and pinpoints diagnostic techniques as well as potential approaches for negating these behaviors. Counterproductive and deviant behaviors are employee behaviors, which violate organizational goals, rules, and policies, among other aspects of an organization. These deviant behaviors may be deliberate or unintended, and rise from a variety of underlying motivations and causes. In organizations, deviant workplace behavior is a prevalent, costly phenomenon, and includes several negative acts that employees exhibit to harm the organization and co-workers. These negative outcomes affect production, relationships, and properties. Interactions among employees or between employees and workplace environment also cause counterproductive and work deviant behaviors. In view of this, an employee is likely to exhibit counterproductive and deviant behaviors because of his/her personality or traits. Corporate environment such as lax supervision and social context can also result in deviant and counterproductive behaviors. These behaviors include verbal and physical aggression, intentional improper work, absenteeism, theft, delays, and others. Organizations have the responsibility to counter these behaviors by use of appropriate strategies and techniques.
Fodchuk (2007, p. 31) states that counterproductive work behaviors and organization citizenship behaviors are prompted by factors categorized into triggers, internal control, opportunity, and propensity. Triggers are external events, or perception of an individual concerning a particular event in an organization such as physical and emotional exhaustion, withdrawal behaviors, procedural justice, and supervisor abuse. Opportunities are circumstances or perceptions of situations that aid the exertion of counterproductive and work deviant behaviors by hindering desired outcomes, or rendering negative consequences relatively tolerable and less ...Download file to see next pagesRead More
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