Counter-Productive Behavior - Term Paper Example

Class

Step 1

After participating in the performance feedback assessment, I ascertained that I have relatively average skills concerning performance feedback. This is because my self-perceived strengths were represented by 5 A's while my self-perceived weaknesses were represented by 3 B's. For instance, I found out that I describe the behavior in question, focus on the feelings evoked by it, offer specific circumstances, deal with controllable behavior and do soul searching to ensure that I want to strengthen the existing relationship or help another person. However, I may also wait too long, sometimes give more emphasis on the negative and try to understand what the person did.

After participating in the emotional intelligence score, I ascertained that my emotional intelligence is higher than average since I recorded a score of 34. From the measurement, I realized that I am aware when my feelings concerning different situations change, but I am indifferent concerning whether my actions do not consider the situation and whether I act fast when in need of something. This is because the two aspects are impacted by the situation at hand based on the factors affecting them. For instance, I will act fast to attain something I consider primary in my life but will ignore other aspects that I can survive without. I strive to ensure that I can relate with everyone; thus, my effort to build rapport with everyone and not dismiss them based on their opinions or background. I also try to imagine the challenges facing people by immersing myself in their situations and trying to help them find a solution if possible. The measurement shows that I have most of the skills needed to cope with environmental pressures and demands but have significant room for improvement.

My participation in the affect intensity tests showed that I have considerable display and experience of emotion. My score was 33, showing that my emotions are past mild. For instance, I agreed with the assertions that I strive to understand myself, experience other people's emotions, and also experience my emotions intensely. I have also understood that my emotions may vary based on the situation and the extent of the issue at hand.

My personality traits showed that I have a high degree of openness based on the score of 67%. This based on aspects like my interest and joy in arts and seeking complex and unusual self-expression forms (Castex & Dechter, 2018). I showed an average performance of 54% concerning conscientiousness, which analyzes the control or discipline one has in the pursuit of his or her goals. This shows that I must improve my organization skills if I want to attain my goals effectively and within a reasonable period. I am also slightly introverted and am content with a relatively quiet and simple life. I scored 64% on agreeableness, showing that I tend to put other people's needs ahead of mine, and serving and caring for others as well as showing empathy gives me satisfaction. I also posted average results concerning emotions, including shame, guilt, anxiety, fear, and sadness.

Step 2

Assessment

Score

Interpretation

Assessment A: Personality traits

T score of 62

The tests show that I am slightly above average concerning the five personality traits which include openness, conscientiousness, agreeableness, extraversion, and neuroticism

Assessment B: Emotional Intelligence

35

The tests show that despite having significant room for improvement, I have a relatively high emotional intelligence though lower than 40. This shows that I have higher than average skills and competencies required for an individual to effectively deal with the environmental challenges and pressures.

Assessment C: Affect Intensity

33

I am relatively emotional and is affected by the emotions of others. I also strive to evaluate myself and gain a better insight into my life.

Assessment of D: Performance Feedback

5 A’s

3 B’s

The results show that my performance feedback skills are relatively average, showing that there is room for improvement.

Counter-productive behavior

This represents any unintentional and unacceptable behavior in an organization set up or the workplace that can negatively impact the staff members and the entire organization. Some of the behaviors categorized as counter-productive in the workplace include alcohol and drug use, theft, sexual harassment, pretending to be sick to miss work, internet misuse, and fraud. These behaviors range based on the severity of major offenses such as funds embezzlement to issues like stealing someone or office pen (Instone, 2012). Behavior inter-personal level involves aspects affecting human resources, including favoritism, harassment, and gossip. Behaviors that are deemed as directed to an organization, including assets misuse and absenteeism.

An organization can use integrity testing as a predicting tool concerning counter-productive behavior. Over questions concerning past behavior attitude towards integrity, the honesty of the applicants, and the use of personality-based items will ensure that counter-productive behavior is detected. Reasons for such behavior include personality factors like self-control and personality traits, human resource factors like incentive structure (Instone, 2012). Some of the personality traits that have been associated with counter-productive workplace behavior include conscientiousness, openness to experience, emotional stability, agreeableness, extraversion, and extroversion. For instance, less conscientious employees have higher chances to engage in more counter-productive activities and actions compared to more conscientious human resources. The processes in place have a significant effect on organizational factors. For instance, setting unrealistic targets may push employees to engage in counter-productive activities to meet their expectations. Outcome-based performance evaluation, which focuses more on the end game, may force human resources to use counter-productive methods to meet targets.

Mini assignment 2

Step 3

Employee personality can impact workplace behavior. For instance, low agreeableness and consciousness may show that the employees are vulnerable to unwanted practices related to counter-productive workplace behavior. Personality traits have an effect on how an individual behaves and helps provide an explanation concerning consistency in behavior. Higher emotional intelligence can ensure that there are lower cases of counter-productive behavior in the workplace. High emotional intelligence ensures self-regulation and self-awareness and allows the employees to manage and understand their emotions, thus, minimizing the case of counter-productive behavior in the workplace. Human resources having higher emotional intelligence have also demonstrated to have lower turnover intentions and higher commitment meaning that most will likely engage in activities considered proper in an organization hence will avoid any counter-productive behavior that may put their position in the organization at risk. The emotions exhibited by human resources may have an effect on workplace behavior. Positive emotions will reduce counter-productive workplace behavior, while discrete negative emotions may encourage activities and actions that promote counter-productive workplace behavior.

Proper performance feedback and systems can ensure that an organization and people charged with governance reduce counter-productive behavior in an organization. For instance, the use of a performance evaluation process that not only focuses on the end product but the process used can ensure that employees do not use counter-productive behavior to meet the set standards. Human resources may feel pressured to do everything possible, including unwanted behaviors in an organization to meet the expectations of the superiors. The management should ensure that proper standards and goals are set in a collaborative way, ensuring that employees do not feel the need to use unorthodox methods to meet objectives.

My scores show that I may engage in counter-productive behaviors in an organization if not careful. For instance, I may fail to control my emotions and allow the challenges of the workplace including performance evaluation methods and other human resources structure inhibit my ability and willingness to avoid situations where am tempted to engage in counter-productive behavior to enhance my performance. My relatively high emotional intelligence scores show that I may be motivated, self-aware, and self-regulated to engage in any activities that lead to counter-productive workplace behavior. My personality traits also show that I have the capacity to exercise restraint and adhere to the workplace rules and ethical framework. However, the degree of consciousness and agreeableness may be considered as not high enough to eliminate the engagement of counter-productive workplace behavior chances showing that improvement concerning emotional intelligence is required to enhance my potential to avoid engaging in any counter-productive behaviors in the workplace. My relatively average skills concerning performance measurement mean that I may be struggling to objectively measure performance; thus, I may be vulnerable to counter-productive practices in the workplace. This shows that I need to consistently improve my emotional intelligence, performance measurement, and get a proper grasp of my emotions to ensure that I minimize the chances of engaging in counter-productive behavior in the workplace.