The book defines productive behavior, and counter productive behavior as follows. Productive behavior is employee behavior that contributes positively to the goals and objectives of the organization (Jex & Britt, p. Page 96, 2008). Counter productive behavior is employee behavior which explicitly runs counter to the goals of an organization (Jex & Britt, p. Page 168, 2008). In this paper I will be discussing examples of both productive and counter productive behaviors, how both impact an organization and how to increase productive behavior and decrease counter productive behavior.

Productive Behavior Productive behavior is generally defined as anything an employee can do to help the organization reach their goals. Productive behavior can help an organization reach the goals that they have set because each productive employee is working toward the same goal. The end results would be that the organization’s goals become the individual employees goals, and they become more motivated to reach those goals. Having an employee be invested in the organization completely is the best way to keep an employee productive. One example of productive behavior would be an employee learning different tasks than what they were originally hired for. For example, someone who was hired to do the accounting for an organization, may step in and take phone calls, or direct a meeting when necessary. This would help the organization save money, because when every productive employee can do multiple tasks, they can fill in for each other when needed, instead of hiring temporary help. Productive employees can also help in creating new ideas to reach the goals of the organization. As stated before, when the employees’ individual goals match up with the organizations goals, they are more motivated to find new ways to reach them.

Counter Productive Behavior

Counter Productive