...Running Header: PRODUCTIVE AND COUNTERPRODUCTIVE BEHAVIOR Productive and Counterproductive Behavior University of Phoenix Julie McLeod Jenkins July 26, 2010 Dr. Marie Tiemann What is Productive and Counterproductive Behavior Productive behavior can be defined as when a person/employee acts in a specific way that produces an effectual behavior that in turn has a positive outcome. Counterproductive behavior is when a person/employee acts in a way that goes against the ideas and goals of a group or organization. Both types of behavior can have an enormous impact on any organization, both negative and positive. Whether the effect is positive or negative depends completely upon the person or persons and the specific organization. The outcomes of both productive and counterproductive behavior can, however, are manipulated into all around positive effects with certain strategies. Productive and Counterproductive Behaviors In an organization or group there will always be people who will have either one of two behaviors. They can either be a productive or a counterproductive behavior type. Those who obtain a productive behavior are likely to have a positive effect on an organization. For example, there are two employees in a clothing store with similarities in their sale figures and they sell the same amount of a certain piece of clothing each month. The only difference in these two employees is that employee A works ten hours each day and employee...
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...Productive and Counterproductive Behaviors Christopher Prue PSY428 March 28, 2011 Catherine Jennings, MA Productive and Counterproductive Behaviors Some people seem to do better at their jobs compared to others. People behavior at work can lead to success or failure. There are many studies to understand why some people do better than others. Some Studies have concentrated on productive and counterproductive behaviors. Define productive and counterproductive behavior. Productive behavior is behavior that contributes to the goals or objectives of the organization. When a new employees starts they are more a liability than an asset to the origination. People coming in to the organization need to be trained and socialized. (Jex & Britt, 2008). Organization socialization it he process of a new employee is becoming a fully fledge member of a company. Until socialization is complete the employee may not be fully productive. An example at FedEx Express is a new courier coming to the job. On average there is a month to two months of training before the courier is on the road by themselves. There is much training that goes into a new courier. The first is having the new driver to become DOT Certified. After that there is learning how to do the job. FedEx has a two-week class for couriers to learn the basics of the job. Then there...
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...Productive and Counterproductive Behavior in an Organization Melissa W. Imler University of Phoenix PSY/428 April 25, 2011 Judy Manning Abstract Organizations hire employees that exhibit productive behaviors in order to produce effective service within an organization. Productive behavior is referred to in three different forms. Employees that promote counterproductive behavior within the workplace can cause an organization to lose value. Counterproductive behaviors from employees run against the goals of the organization. There are four common forms of counterproductive behavior that will be discussed. Productive and counterproductive behaviors definitely impact the overall performance of the employees within an organization. There are several strategies that can increase productive behavior and strategies to decrease counterproductive behavior in an organization. Productive Behavior The definition for productive behavior is when the employee behavior positively contributes to the organizations goals and objectives. In the financial aspect, productive behavior represents the moment the organization achieves some return on the investment of the new employee. Productive behavior is classified into three forms: job performance, organizational citizenship behavior, and innovation. The first form of productive behavior is job performance, which is a representation of engaged employee behaviors while at work. Another aspect of job performance is that it represents...
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...Running head: Productive and Counterproductive Behavior * * * * * * * * Productive and Counterproductive Behavior * * * * * * * * * * * * * * * * * * Introduction * In any working environment, there are many behaviors that influence and contribute to our job performance. Some of this behavior is positive and some may be negative. Both behaviors can impact the success and environment of an organization. I will be analyzing productive and counterproductive behaviors in the work place and explaining the impact they have on employees and businesses. * Definition of Productive Behavior and Counterproductive Behavior * Productive behavior is any behavior that is performed by employees to meet organizational goals and expectations. These behaviors include being efficient with time management, performing all job duties, and ensuring work is completed in a timely manner. Employees that are productive are focused on meeting expectations and perform at their best. Counterproductive behavior is the opposite of productive behavior. Counterproductive behavior is when employees are unproductive with their time at work and not performing their assigned job duties. This behavior is influenced by many different factors that affect the organization in a negative manner. Many unsuccessful businesses are due to employees being counterproductive. * The Impact...
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... Productive and Counterproductive Behaviors One of the most valuable assets to an organization is the quality of its employees. A business’s success is predicated upon its resourceful, productive employees. The essence of a growing organization is to foster structured policies and motivate employees to become more aggressive and dedicate his or her time to assisting the company to achieve its goals. This paper will define productive and counterproductive behavior, describe the impact of these behaviors on the organization, and recommend strategies to increase productive behavior while decreasing counterproductive behavior. Productive Behavior The best definition of productive behavior is having a clear understanding of a company’s goals and working hard to help achieve them. Productive behavior is defined as employee behavior that contributes positively to the goals and objectives of the organization (Jex & Britt, 2008). There are different forms of productive behavior that are essential for an organization. One form is job performance. An employee’s ability to perform effectively and productively requires that he or she have a good understand of the job description and the job requirements. Job performance is not only how well an employee performs his or her tasks, but also how he or she encompasses other forms of productive behavior. A behavior that would make up job performance and is defined as productive behavior is organizational citizenship...
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...Productive and Counterproductive Behaviors PSY/428 Organizational Psychology October 1, 2012 Productive and Counterproductive Behaviors Employee behavior can have either positive or negative effects on job performance or the performance of the organization. This writing will define productive and counterproductive employee behavior, describe the impact of these behaviors on job and organizational performance, and provide several recommendations to increase productive behavior and decrease counterproductive behavior within organizations. Definitions Employees typically exhibit behaviors that contribute to a positive pursuit of the organization’s goals and objectives. Among these positive behaviors are dedication, competency, motivation, and innovation. Sometimes employees can engage in behaviors that contribute to a negative effect on the organization’s goals. Among these behaviors is ineffectiveness, unsafe behavior, and turn over. Very destructive behavior such as sexual harassment, substance abuse, theft, and violence can become very costly to organizations according to Jex and Britt (2009). Productive behaviors also can be linked to ethics within the workplace. With the overreaching implication of ethics, good and right conduct goes beyond the express requirements of rules and laws. Accordingly, the definition can be expanded to mean productive behaviors that place the benefit of the organization above personal benefit. It also includes the dimension that...
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...Productive and Counterproductive Behaviors PSY/428 November 21, 2011 Productive and Counterproductive Behaviors Define productive behavior and counterproductive behavior. The difference between productive behavior and counterproductive behavior is largely because of the important impact that they will have on an organization. Productive and counterproductive behaviors play a key role in an organization’s success, and this will determine if the organization will be productive or not. Productive behaviors and counterproductive behaviors are opposite of each other, working and or living in a positive behavior, and the other a negative one. Productive behavior results in increased productivity, and this type of behavior helps to define an employee as contributing to the goals of the organization in a positive productive manner. Productive behaviors encourage positive outcomes and promote success and motivation, whereas counterproductive behavior does not. Counterproductive behaviors are negative; they take away from an organization leading to no productivity within an organization. Counterproductive behavior is any behavior that does not produce any positive outcomes within an organization so that the goals of the organization are not met. Counterproductive behavior comes in many forms, examples of which are absenteeism, alcohol, drug abuse, sexual harassment, etc. just to name a few. Counterproductive behavior results in ineffective performance and has strong...
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...Productive and Counterproductive Behaviors An effective business, along with productive employees within an organization means one things; achieving organizational goals and objectives. Like any organization it is vital that guidelines are in order for employees to follow. Guidelines will help ensure productive behaviors. The paper will define productive behavior and counterproductive behavior. The impact these behaviors have on job performance and the general performance of an organization will be described. Followed by recommendations from the author in regards to strategies that will increase productive behavior and decrease counterproductive behaviors in organizations. Productive Behavior An Employee who is displaying behavior that illustrates acclimation in his work will most likely be able to succeed in productive behavior. Productive behavior is the behavior that is associated with someone’s contributions that help achieve goals and objectives for the company or organization. In the text the definition of productive behavior is described, “ as employee behavior that contributes positively to the goals and objectives of the organization” (Jex & Britt, 1. 2008). Job performance is the way employees engage behaviors in the workplace. It is a representation of their behavior while working as it contributes to the goals of the organization. Productivity, effectiveness and utility all represent job performance. Job performance is a common productive behavior. Another aspect...
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...PRODUCTIVE AND COUNTERPRODUCTIVE BEHAVIORS In order to be a productive employee there has to be an understanding of what productive behavior is. Productive behavior is the positive behavior that an employee acquires to achieve the goals and objectives of the company or organization they work for. An employee’s positive behavior can impact their job performance in a positive way. Or counterproductive behavior can have the opposite effect. Being productive does not just happen by chance, there many components that have to be in place in order for this to happen. This will give the employee the self confidence needed to complete their work assignments. They inherent expectations about how the relationship should be between the employer and employees. For most organizations this can have some important consequences. The challenge of a give and take relationship can serve as opportunities for both to growth. Organizational solutions to problems relating to productivity, employee relations, job satisfaction, and morale are issues that all employers know can have both productive and counterproductive traits. Employee must have the knowledge and skills necessary to perform their job. If the employee does not have a clear understanding of what the organization wants or needs from him can cause frustration to the employee and the organization. The key to a company’s success continues to be motivated by their employee’s productiveness. Productive behavior is viewed in...
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...Analysis of Productive and Counterproductive Behavior in Organizations Vernica Bolen PSY/428 July 12, 2011 Dr. Angela Heads Analysis of Productive and Counterproductive Behavior in Organizations According to the text, successful organizations impose structure on employee behavior through job descriptions, patterned behavior, and organizational policies. As new employees transition into their jobs, they find ways to bring new ideas and concepts to the workplace. Their core set of values and attitudes toward money, pressure, competition, or prestige, teamwork, collegiality, and reputation develop into positive or negative personality traits. These individual characteristics determine ones mindset when performing work-related activities. Highly productive, conscientious workers contribute positively to the goals and objectives of their organization. They possess high levels of job performance, exhibit organizational citizenship behaviors, and bring new ideas to the organization. Job performance represents behaviors employees engage in while at work that contributes toward organizational goals (Campbell, 1990). Other terms used to evaluate job performance are effectiveness, the measurement of satisfaction and quality of work, and utility, which identifies job performance, productivity, effectiveness, and the value organizations place on them. Campbell’s Model of Job performance...
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...RONALD L PARADIE Warren, MICHIGAN |Home Phone: 810-937-2287 E-Mail: rlparadie@yahoo.com | Objective To Secure a position as a Harness Designer and apply my 21 Years of Ford experience in Vehicle Harness Design on HYBRID , ELECTRIC , GAS & DIESEL VEHICLES. Programs were Cars , SUVS , Light & Medium Duty Trucks. 16 Years of CAD Experience is with the Ford EDGS and E-CAD and CHS and Capital Harness Systems by Mentor Graphics using Translayout , Transdesign , Transharness and Transcable to create Harness Designs and Logical and Physical Schematics. Education MACOMB COMMUNITY COLLEGE - ELECTRICAL ENGINEERING PROGRAM GRADUATED WITH HONORS. RECEIVED AN ASSOCIATES DEGREE IN ELECTRICAL ENGINEERING TECHNOLOGY Employment UNITED TECHNOLOGIES / LEAR CORPORATION, United States of America, SOUTHFIELD, MICHIGAN|March 1987 - November 2008| SENIOR DESIGNER SENIOR DESIGNER OF ALL HARNESSES ON FORD VEHICLES AND ENGINE POWER PACKS. I WAS RESPONSIBLE FOR THE HARNESS DESIGNS FROM PROTOTYPE THRU THE PRODUCTION RELEASE. I WORKED ON THE FOLLOWING FORD PROGRAMS – TOWN CAR , CONTINENTAL , TAURUS/SABLE , ELECTRIC & GAS RANGER , HYBRID & GAS ESCAPE/MARINER/TRIBUTE , GT SPORTS CAR , EXPLORER/MOUNTAINEER/SPORT TRAK & FOCUS. MODIFIED LOGICAL SCHEMATICS AS REQUIRED FOR P-PIN ATTRIBUTES AND ADDING THE REQUIRED OPTION CODES TO THE NETS AND COMPONENTS. CREATED PHYSICAL SCHEMATICS FROM THE BUILDABLE COMBINATION WIRE FILE CREATED FROM THE LAYOUT...
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...Productive and Counterproductive Behaviors Paper Productive behavior defines the power of producing; generative; creative, or a productive effort. Productive behavior may include all forms of actions, which leads to productivity and success in conducting a business. Counterproductive behaviors will be the opposite of the productive behaviors. Counterproductive defines the hindrance or acts against the achievement of an aim. Organizations have both good and bad experiences with teams. Some organizations find it better to stay with hierachial or autocratic system. To have an effective relationship and a productive team is to produce a productive behavior versus a non-productive behavior. A team can become productive, when its members have effective relationships with another. Some of the components of have an effective relationship is to trust, open and honest communications, and encouragement and to re-direct non-productive behaviors. Perseverance and determination is the formula to building an effective team/organization. Acquiring the high level of commitment throughout the organization to put the long term goal ahead of the everyday mischief also helps in building an effective team/organization. Overcoming the obstacles and preventing and effective communication is one way to build a positive relationship. To prevent a non-productive behavior is to avoid or challenge the rest of the organization. This makes employees believe powerless and out...
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...Productive and Counterproductive Behaviors PSY428 March 26th, 2012 An organization’s productivity and an employee’s job satisfaction level are both determined by the productivity and counterproductive behaviors in the workplace. In order to effectively change counterproductive behaviors or reinforce productive behaviors, leaders must be able to understand and deal with these types of conduct. “After identifying behaviors a company can then evaluate the relationship between job behaviors in relation to job performance”(2011). Defining Productive Behaviors According to "Productive And Counterproductive Behavior" (2011), “Productive behavior is defined as employee behavior that contributes positively to the goals and objectives of the organization.” During an employee’s transition period or “learning curve”, he or she is not a productive member of an organization. At this time, the organization considers the new hire as a liability. The new employee is being remunerated for a job that is not being performed to the performance level an organization would consider productive. Defining Counterproductive Behaviors According to Flaherty and Moss (2007), “Counterproductive work behaviors – that is, acts that employees undertake that are intended to damage the organization or its members…”(p.2550). These behaviors vary from absenteeism, theft, verbal abuse, damage of company property, and even physical assault. These behaviors, add more labor...
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...is a giant different between productive and counterproductive behavior, and they both have important impact in business. Managers work hard to achieve their goals, which is to stay productive. Organizations do not want to stay at the same stage or go under year after year not growing. For the organizations to achieve their goal is for the employees being productive. An organization to understand the difference with productive and counterproductive behavior will allow maximizing productive and decreasing counterproductive behavior. Productive behavior is when employee contributes positively to the goals and objects of the organizations. As a new employee when entering the organization must be able to contribute his or her duties, and be able to transit the period during which, he or she is not contributing positively to the organization. To be productive, however, over the time employees must be able to achieve the goal and task. To be successful organization must have productive employees but organization can be conducted with employees who have ineffective job performance, absenteeism, turnover and unsafe behavior and which is called counterproductive behavior. Counterproductive behavior is when an employee engages in behavior that makes the organization achieve any of it goals more difficult. Counterproductive behavior is when an employee performs poorly and engages in a violent act at work. Productive behavior and counterproductive behavior relay to each other because...
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...Productive behaviors and Counterproductive Behaviors Paper Jeannette Gardea Psy 1428 05-11-11 Mari Klang Productive Behaviors and Counterproductive Behaviors Paper In an organization, you will encounter two different kinds of behaviors. There will be productive behavior or counterproductive behavior. In order for an organization to be successful, they must attempt to mandate productive behavior within their employees. Productive Behavior can be defined as employee behavior that contributes positively to the goals and objectives of the organization. (Jex & Rex & 2008) When an employee is displaying productive behavior, there job performance usually will reflect that. In order for an employee to be successful, it is extremely important that they adapt to their organization. When an employee feels comfortable and believes in their organization it is more common to find productive behavior. Contributing factors that can lead to productive behaviors in an organization can be incentives, promotions, and recognition within the work place. A content and successful employee in an organization will want their organization to be successful as well. This will lead to employees wanting to come to work on their scheduled hours. Employees will consider the effect their absence will cause the company. An employee simply attending work does not necessarily mean that they are displaying productive behavior. They must also be productive within the time that they are scheduled. Other...
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