...Critique Workplace deviance/counterproductive workplace behaviour/justice perceptions/goldbricking/cyberfloating Motivation Job Satisfaction Organisational Citizenship Group cohesion and high performance work teams Motivation: A study of sales representatives conducted by Barrick, Stewart and Piotrowski, 2002 has defined two unique aspects of motivation: status striving and accomplishment striving, recording positive correlations with extraversion and conscientiousness variables respectively. Both subsets of motivation directly affect sales performance although the data implies that the accomplishment striving factor results in improved performance only indirectly, accompanied by a status striving variable. The study has been criticised for its sole reliance on participants drawn from sales representatives. Such a narrow band of individuals may be expected to show extraverted behaviour given the arguable necessity of such behaviour in ensuring success. Recruitment of sales representatives is dominated by a focus on selecting extraverted individuals and as such, the generality of the study regarding a correlation between the FFM and job performance is questionable. Job satisfaction: Workplace Deviance and counterproductive workplace behaviour (include in this Buckner’s excessive use of technology study): Organisational commitment: Organisational citizenship: Sean P. Neubert’s study, “The Five-Factor Model of Personality in the Workplace” posited and...
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...INTRODUCTION Workplace issues remains important in organizational behavior research because of their impact on employees and organization. One of the important workplace issues that receive less attention among organizational scholars is workplace deviant behavior. The concept of workplace deviance in recent years has generated high interest among organizational researchers and practitioners because of its pervasiveness in organizations. Some forms of workplace deviance includes absenteeism, abusing sick day privileges, abusing drugs and alcohol, filing fake accident claims, sabotaging, breaking organizations’ rules, withholding effort, stealing, taking long breaks, working slowly, harassing other employees and hiding needed resources. This paper investigates the nature of deviant workplace behaviors and its impact on organizations. The purpose is to broaden the research in organizational studies by focusing not only on deviant behaviors that are negative, but on those that are positive as well. Furthermore, this article examines different types of both positive and negative deviant workplace behaviors, along with some of the reasons why managers/employees engage in such behaviors. Also, some of the reasons why organizations allow negative deviant behaviors to thrive, while discouraging positive deviant behaviors are investigated. Lastly, possible solutions to overcome problems arising from negative deviance in the workplace will be examined, along with how...
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...behavior in the workplace.” Student’s Name Institution Course Date Ethical Behaviors in the Workplace Technology Ethics is a philosophy that has a duty of keeping and also upholding various fundamental and important issues within an organization. A work place is that place that employees interact with other employees. As a workplace is a social site, there must be ethics governing people behavior is such a place. The rules of ethics are very important when it comes to career building. The ethics and code of conduct involve all the personal choices that people engage in that can either make or break their relationships. Maintaining good ethics will help maintain respect for the people around you and also your profession. There are the different policies that have been put in place to regulate the employees conduct in different organizations. As an expert and a professional it is important to know the things that one should do. The essay will discuss what ethical behavior is, how it is affecting the workplace, what controls can be put in place to reduce negative ethical behavior and the benefits that result from having an environment where the employees follow ethics in the work place (Bliss, 2004). The essay will narrow down to an ethical deviance in the work place and will base its arguments in the technology areas that involve the use of computers and the upcoming changes in technology. The workplace defiance originated...
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...2006 Litzky, Eddleston and Kidder 91 The Good, the Bad, and the Misguided: How Managers Inadvertently Encourage Deviant Behaviors by Barrie E. Litzky, Kimberly A. Eddleston, and Deborah L. Kidder* Executive Overview Recent estimates of the costs associated with deviant behavior in the workplace are staggering. While part of the managerial function requires the establishment of rules and policies that promote good customer service and product consistency, managers who lead with a firm hand or place too much pressure on sales quotas, may be unknowingly contributing to their employees’ deviant behaviors. Managers must learn to identify the role that they play in triggering employee deviance. Once recognized, there is much that managers can do to ameliorate the triggers that encourage otherwise honest employees to engage in deviant behavior. M “I wouldn’t say what I did was unethical. Rather, it was more, say, questionable. But hey, my manager says, ‘The customer is always right.’ So basically, I was following her orders.” “Come on – everybody does it. It’s almost expected. I bet even my manager did it when he had my job.” “Considering how much money I bring into this place, I deserve it. They should be paying me more anyway.” anagers often face employees like these who try to justify their actions after being caught behaving inappropriately. Some managers may terminate these employees in an attempt to rid the organization of such unscrupulous individuals...
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...com/locate/obhdp Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis Bennett J. Tepper a,*, Jon C. Carr b, Denise M. Breaux c, Sharon Geider d, Changya Hu e, Wei Hua f a Department of Managerial Sciences, J. Mack Robinson College of Business, Georgia State University, Atlanta, GA 30302-4014, United States Department of Management, Neeley School of Business, Texas Christian University, Fort Worth, Texas 76129, United States c Department of Management, College of Business Administration, Florida State University, Tallahassee, Florida 32306, United States d Department of Sociology, Criminal Justice, & Anthropology, Texas Christian University, Fort Worth, Texas 76129, United States e Department of Business Administration, National Chengchi University, Taipei 116, Taiwan f Department of Organizational Behavior and Human Resources, Lee Kong Chian School of Business, Singapore Management University, Singapore b a r t i c l e i n f o a b s t r a c t We conducted a two-study examination of relationships between abusive supervision and subordinates’ workplace deviance. Consistent with predictions derived from power/dependence theory, the results of a cross-sectional study with employees from three organizations suggest that abusive supervision is more strongly associated with subordinates’ organization deviance and supervisor-directed deviance when subordinates’ intention to quit is higher. The results also support the...
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...Mitchell and Ambrose, 2007; Namie, 2003, 2007; Pearson et al., 2000). Abuse in the long term by perpetrators (Namie,2003,2007) as well as revenge (Pries and Tripp 1998) or counter aggression (Lee and Brotheridge, 2006) by the targets they even get regular contact by the parties involved in this & threatened to identify & self esteem that is part of hostile interaction in the workplace (Burton and Hoobler, 2006; Lutgen-Sandvik et al.,...
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...Review of: Constructive deviance: striving toward organizational change in healthcare In this scholarly article review I will be describing the article titled “Constructive deviance: striving toward organizational change in healthcare”. This article was written by Dana L. Robbins and Bella L. Galperin from The University of Tampa and published in the Journal of Management and Marketing Research. Their purpose in writing this article is to examine and illustrate how organizational change can be brought on by constructive deviance in the healthcare workplace. It also explores the factors that relate to constructive deviance among physicians. In this article the authors use information from various academic references to support their theories. They also conduct this study with a focus primarily on physicians. This article starts of by introducing what workplace deviance is. In this article antisocial behavior, workplace aggression, organizational retaliation, and employee deviance are all used to describe behaviors generally regarded as workplace deviance. The article goes on to state that very little research has been done that examines the positive aspects of workplace deviance. One of these positives aspects is the occurrence of constructive workplace deviance. This article states that constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization. The authors explore the belief...
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...Workplace deviance has long been a concept that was definable, quantifiable, and evaluatable. Representing an organization’s loss due theft of property, deliberate employee misconduct, or inadvertent employee waste, workplace deviance stemmed from generally overt practices that could be weighted for their significance and addressed accordingly. Although this valuation may often be subjective, it could still be made tangible to a manager in ways that suited their (and their organization’s) ethical norm. In today’s workplace, it is not easy to run a successful and profitable company and maintain ethical behavior at all times. There are too many variables involved in running a business that it can sometimes be tough to determine between right and wrong. We will discuss some of the most common and potentially troubling changes in technology that have resulted in electronic surveillance, email monitoring, restricting access to programs and or websites, and social media trafficking. Due to technological advances, workplace deviance is becoming more and more of a concern for today’s employers. In years past, employers did encounter workplace deviance, but it was of a lesser degree. Chuck Williams, author of our management book, describes workplace deviance as, “unethical behavior that violates organizational norms about right and wrong.” Workplace deviance can have both tangible and intangible effects on a company’s assets. With the dawn of the Information...
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...INTRODUCTION Constructive deviance is becoming increasingly important in businesses today. What some people may not know is that it can bring about positive changes. Unlike much of the literature on workplace deviance which focuses on dysfunctional behavior such as antisocial behavior and workplace aggression, constructive deviants are employees who break the rules and norms but intend to benefit the organization. These individuals can play a key role in creating an organizational change and serve as future change agents. Given the increasing discussion on health care reforms, this paper explores the factors that relate to constructive deviance among physicians. Finally, practical implications and future research directions are discussed. II. Introduction Workplace deviance has generally been used to describe the following behaviors: antisocial behavior (Giacalone & Greenberg, 1997), workplace aggression (O’Leary-Kelly, Griffin & Glew, 1996), organizational retaliation (Skarlicki & Folger, 1997), and employee deviance (Robinson & Bennett, 1995). Although previous research has increased our understanding of the harmful effects of deviance within organizations, little research has examined the positive aspects of deviance. Constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization (Galperin, 2003). Constructive deviance is becoming increasingly important...
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...Current Organizational Behavior Article 1 Counterproductive Behavior and its Effects in the Workplace Grace Connell Carroll University Abstract This paper discusses the article, The Impact of Counterproductive Behavior in Organizations, and how it relates to the topics discussed in Carroll University’s course, BUS315: Organizational Behavior. Stan Mack (2015) suggests that the impact of counterproductive behavior in organizations are negative. The counterproductive behaviors discussed in the article include poor attendance, employee theft, interpersonal problems, and cyber loafing. Throughout this paper, the counterproductive behaviors analyzed in the article will be related to the topics discussed from the required course text, Organizational Behavior: Improving Performance and Commitment in the Workplace, by Jason Colquitt, Jeffery Lepine, and Michael Wesson. Current Organizational Behavior Article 1 Counterproductive Behavior and its Effects in the Workplace Article Review The article written by Stan Mack, The Impact of Counterproductive Behavior in Organizations (TICBO), is an article discussing various counterproductive behaviors in organizations. He discusses behaviors from poor attitudes and attendance, to employee theft, interpersonal problems, and cyber loafing. Mack recognizes each of these negative behaviors, how they cannot be completely eliminated, but can be lessened by handling them appropriately. Work and project quality may decrease due to poor employee attendance...
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...To what extent can organizations minimize counterproductive or deviant behaviour? By definition, counterproductive work behaviors are voluntary acts that are determined to an organization. They have important implications for the well-being of an organization. and deviance behaviors are acts based on intentions to cause damage, discomfort, or punishment to the organization or other individuals within the organization. Deviant behaviors can include smaller offenses like intentionally working slower or could be as drastic as sabotage of work. These estimated losses do not include losses from other sources, nor do they consider the fact that many losses attribute to a extent go undetected these can be also said as a silent killer , and for a well developed organizations, in case of counterproductive or deviant behavior the initial consequences will be brutal. Why does counterproductive or deviant behaviour occur in a organization ? In an organization most important people are the co-workers, they are the base of the company or the organization. If they no longer have trust from each other Then its not going to run smoothly. deviance will often occur when employees feel a psychological contract has been violated. A psychological contract is a set of beliefs or unstated agreement between the employee and the organization (or individuals within the organization) of their obligations to one another. A common psychological contract many employees possess is: If they...
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...SOCIAL CONTROL AND CRIMINAL DEVIANCE: BULLYING Social Control and Criminal Deviance: Bullying Princess L. Cato Professor Scott SOC100 08/09/2015 SOCIAL CONTROL AND CRIMINAL DEVIANCE: BULLYING Collecting information is essential for any research that an individual is conducting. Gathering data and analyzing it will help simplify and organize the information that is presented. Throughout history every culture or society has had unique norms that are acceptable to their particular group. In order to establish and come to the acceptance of the basic norm, each society must develop their own strategies and techniques to encourage the fundamentals of behavior which is very clear in modern society. Most individuals assume that everyone in a society will follow and respect such norms. However, some individuals tend to deviate from the adequate norms and demonstrate deviant behavior. Nevertheless we are inclined to ask ourselves “Why do we as people decide to violate such important standards of living?” Collecting information is essential for any research that an individual is conducting. Gathering data and analyzing it will help simplify and organize the information that is presented Bullying is defined as verbal comments, actions, behavior or tactics that are used to hurt an individual. Bullying can play a form of different roles which consist of people who are bullied, people who bully, and people who witness bullying is connected to many...
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...1. Is workplace deviance a fact of life for companies, or can it be mitigated? Explain. A: Workplace deviance is unethical behavior that violates organizational norms about right and wrong. It can be categorized by how deviant the behavior is, from minor to serious and by the target of the deviant behavior, either the organziation or particular people in the workplace. Workplace deviance does happen in companies but it can all be reduced, making new rules for the company can reduce the workplace device if employees don't follow rules they will be fired, it goes for ever employee. Every problem that goes on in the company should be addressed immediately, if it's a serious problem it will be employee will be fired and for minor warning for the employee, if problem keeps happeneing after being told, they will no longer work for the company. 2. If you can't hire entire ethical employees, can you teach employees to act more ethically than they might be inclined? How? A: Yes, If you have the trust and proper patients to teach the employees, informing employees of any negative situations happens there will be consquences. 3. Would you be willing to pay more for products made by socially responsible companies? How much more? A: Yes, I would be willing to pay more for produces made by a socially responisble company. I would pay only so much more, I wouldnt pay double the amount but I would spend the extra amount of money. I could be flexiable with the price. 4. What influences...
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...Beauty Myth, Stigma, and Deviance Carol Webb Northwood University In the year 2013 where as a society people are accepting that men marry men and women marry women, it is hard to believe that as a society we still judge a person and their professional capabilities based on their physical appearance. The reality is that this is an ongoing problem, not just in the United States, but globally. The manner in which people are treated that are defined as deviant by any person or group of people, can have an extremely negative effect on their emotional well being, and as a result on their physical health as well. This paper will address the correlation that exists between the Beauty Myth, the Stigma it creates, and how deviance plays a role in these beliefs, especially in the work place. In the book The Beauty Myth: How Images of Beauty Are Used Against Women by Naomi Wolfe, she states that the basic premise of The Beauty Myth is that as a women have gained increased social power and prominence, expected adherence to standards of physical beauty has grown stronger for women. (Naomi Wolfe, 1991). In the workforce, this expectancy that is placed on employees can range from the business owner or management if they are passed up on a job opportunity, or for promotion. A personal view that the obese person is lazy or sloppy can originate from the co-workers that gossips or say cruel things, often on a daily basis. Social stigma as defined by Wikipedia is the extreme disapproval...
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...CHAPTER 7 – DEVIANCE, CRIME, AND THE CRIMINAL JUSTICE SYSTEM MULTIPLE CHOICE 1. Devance- Viewing deviance as a violation of social norms, sociologists have characterized it as "any thought, feeling, or action that members of a social group judge to be a violation of their values or rules "or group" 2. Stimga- stigma refers to the concept of people being 'marked' as different, specifically in a negative manner, based on some characteristic that separates them from the rest of the society. Some are based on inherent characteristic such as mental illness where people cannot change. 3. What is the difference between formal and informal deviance Formal deviance is behqavior that violates laws. Major crimes etc, informal is behavior that disregards accepted social norms like picking ones nose 4. What are the major sources of crime statistics? FBI’s uniform Crime report(UCR) and victimization surveys 5. Crime differs from deviance because- with a crime comes punishment 6. What are the shortcoming of the FBI’s Uniform Crime Report (UCR)? The data doesn’t offer accurate measures on the extent of “crime” 7. What are examples of victimless crimes include Acts that violate laws but involve individuals who don’t consider themselves victems, offenses that are the least likely to be reported 8. Sanctions are rewards or punishments for obeying or violating a norm 9. ____functionalist/ strain theory___ believe that crime occurs when people experience blocked...
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