...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...
Words: 1139 - Pages: 5
...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...
Words: 904 - Pages: 4
...Productive and Counterproductive Behavior in Organizations XXXX PSY/428 August 24, 2011 Productive and Counterproductive Behavior in Organizations The behaviors of employees in an organization are known as productive and counterproductive, these behaviors can benefit an organization or they can have a negative impact. There has been a lot of Psychological research done that examines these behaviors in an attempt to enhance job performance. This paper attempts to define both the counterproductive behaviors that can be detrimental to an organization and the productive employee behaviors that enhance an organization. Productive Behavior and its impact on an organization Productive behavior is defined as employee behavior that contributes positively to the goals and objectives of the organization displayed from their employees (Jex & Britt, 2008). Three of the more common forms of productive employee behaviors are job performance, organizational citizenship behavior (OCB), and innovation. Job performance in generic terms covers all of the behaviors that employees engage in while on the job (Jex & Britt, 2008). This unfortunately is not very accurate because employees often engage in behaviors that have little to do with the job task the employees are performing. Job performance may be better described as not only how well an employee performs a job task, but also includes other forms of productive behavior. Over time the research has concluded that three variables...
Words: 1064 - Pages: 5
...Running head: Organizational Psychology Organization Psychology John Doe PSY/428 August 15, 2011 Professor Shannon Warren 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...
Words: 926 - Pages: 4
... | | |College of Social Sciences | | |PSYCH/570 Version 2 | | |Organizational Psychology | | |Dr. Kathleen Hughes De Sousa | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course is an in-depth look at organizational psychology and therefore covers the organizational side of the field, including the impact of the organizations on the individual and on groups of individuals. The dynamics and cultural characteristics of organizations are identified and described in-depth, and organizational development and change are given particular emphasis as well. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies...
Words: 1534 - Pages: 7
...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...
Words: 560 - Pages: 3
...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...
Words: 839 - Pages: 4
...Improving organizational performance Paper PSY/428 Improving organizational performance Paper The current economic health of business around the world leaves little to no room for error concerning productivity. With this the science of organizational psychology can make a positive change of the company (Jex & Britt, 2008). The following paper will illustrate what cause and effects can have on a company through the use of the improving organizational performance simulation. In the following the concepts of choices made during the simulation will be discussed; as well, what motivational theories to use and what are the affects to reduce workplace stressors. In the first part of the simulation the student is introduced to the organization as an organizational psychologist for hire. The psychologist is hired to improve the failing company before it is too late to recover. Upon introduction to the company the first search for information done was to implement an JDI (job descriptive index), along with profiling the personal, and viewing a blog that was available (Apollo Group Simulation, 2005). With the information that was available, the members of the company were not happy because that the organization is not living up to his or her expectations prior to joining, and his or her suggestions are not taken seriously. This was the correct choice according to the simulation. As the simulation did demonstrate through the survey, and blog that the employees...
Words: 1802 - Pages: 8
...Organizational Environment and Employees Performance With Reference to Multan, Pakistan Muhammad Arif Bahauddin Zakariya University, Multan Email:- arifkhokhar50@gmail.com M.Irfan Khan Bahauddin Zakariya University, Multan Email:- iffibzuen@gmail.com Faisal Saeed Bahauddin Zakariya University, Multan Email:-faisalsaeed364@yahoo.com Muhammad Zain Bahauddin Zakariya University, Multan Email:-muhammadzain_12@hotmail.com Seemab Zehra Bahauddin Zakariya University, Multan Email:-seemabzahra@rocketmail.com ABSTRACT This study measures the impact of organizational environment on the employees’ performance. We have conducted a general survey by well structured questionnaire through convenience sampling. Survey has been conducted across a sample of 100 employees. We have selected six various organizations of Multan as sample case including HBL, Bank Al Habib, Toyota Motors, Mehran Traders and Packages Limited and data has been collected from the employees of various department of the above mentioned organizations. We have taken five major factors (work load, satisfaction, job insecurity, creativity and counterproductive work behavior to measure the influence of organizational environment on the performance of employees. The mean analysis of employees suggests that organizational environment has a strong influence on the performance of employees. It is very interesting to know that there exists no significant difference between both male and female...
Words: 4723 - Pages: 19
...Improving Organization Retention Paper Tina M Link PSY 435 Feb 2, 2015 Christopher Reid Improving Organization Retention Paper JC’s Casino is the biggest casino’s that has full service and a great casino in Las Vegas, Nevada. Many business in the area has acknowledged JC’s Casino as a welcoming and accommodating work environment; with excellent wages, generous benefits, and a dedication for advancement for the employee’s. Lately JC’s Casino has come across some problems with the housekeeping staff, and casino dealers. JC’s Casino has hired on a consultant to assist with retention and work problems. This consultant will focus on both areas by pointing out all the problems and work stressors. They will make suggestions, and apply new job motivation strategies to assist with the retaining of employees and recruitment procedures. The consultant will assist by teaching group management to help highlight job gratification by decreasing all the counterproductive actions, and assist them by supporting productive ones. By gathering all information from HR (human resources), and housekeeping director it has been confirmed that JC’s casino’s main issues is employee related. An elevated retention level for both of these areas has decreased amount of workers, and has caused problems amongst employees and managers. To further investigate the problem the consultant has reviewed the exit interviews, done interviews with the housekeeping, and casino dealers to find out what problems...
Words: 1758 - Pages: 8
...the turnover of an organization will turn out and if an organization is functioning properly and successfully. Without the right kind of motivation, most likely, less will be accomplished and employees are more prone to making mistakes. Without the right kind of leadership, problems will get out of hand and frustration will most likely develop. How unproductive an organization is can be seen in the given scenario. JC’s Casino is an organization with various problems. Therefore, the author of this paper will describe the problems occurring at JC’s Casino while offering two or more work motivation theories to help with employee recruitment and retention at JC’s Casino. Additional occupational stressors that negatively influence the recruitment and retention will be also mentioned. In addition, the role of job satisfaction and its influence on retention at the casino will be addressed while providing recommendations for improving job satisfaction and retention. Counterproductive employee behavior will also be described and suggestions for a change proposed. JC’s Casino has been experiencing many...
Words: 1755 - Pages: 8
...Improving Organization Retention Paper Name PSY/435 Industrial/Organizational Psychology Date Professor Improving Organization Retention Paper Operating an organization requires proficient communication and managerial skills. Businesses spend hours of gathering information to help companies in his or her productivity. However, to have a productive organization, the management, and staff must have competent skills. Hiring autonomous consultants is one way to organize businesses, growth of companies, and benefiting the process. Working as a consultant implementing work theories helps with job retention and recruitment. Recommending appropriate changes helps with employee productivity and increases job satisfaction. Fortunately, for companies as JC’s Casino a stringent plan developed through employee, observation, and customer feedback will target unwanted behaviors from lower and upper management. Providing JC’s Casino with the appropriate information required will keep productive dealers, and housekeepers while satisfying the customers. Improving Employment Recruitment and Retention Unfortunately, JC’s casino experiences customer and employee complaints. Housekeepers and dealers during exit interviews have expressed series of complaints concerning pit boss Joe. The managerial and behavioral approach of Joe is affecting the productivity for the guests and employees. Although complaints during exit interviews have stress with human resources director Tom Sneed...
Words: 1471 - Pages: 6
...PERFORMANCE APPRAISAL REAPPRAISED: IT’S NOT ALL POSITIVE Article by: Todd Grubb, Troy University Introduction Performance management had been described by the author as a creation of an entire system bringing together all of the essential factors so all of the people are enabled to work in an aligned and coordinated manner to the best of their abilities. While distinguishing performance appraisal as much more limited, the author stated that it is a process to assess how individual employees are performing. In his book, Human Resource Management, Ivancevich describes performance management as a process by which executives, managers and supervisors work to align employee performance with the firm’s goals while performance appraisal is the activity used to determine the extent to which an employee performs work effectively. To further simplify the difference between these two terms, N. Nayab (2011) states that performance management aims at managing performance real-time to ensure performance reaches the desired levels whereas performance appraisal sets job standards and evaluates past performance based on such set standards. (www.brighthub.com/office/humanresources/articles/84772.aspx). Shown below is a comparison between performance appraisal and performance management: Source: Guest, D E et al (1996) The author stated that the common beliefs of performance appraisal are that an individual’s pay should directly reflect the performance and contributions made,...
Words: 2663 - Pages: 11
...broader organizational context on bullying has also been considered to a lesser extent. Only a small amount of research exists, however, regarding the group-level processes that impact on the incidence and maintenance of bullying behavior. We adopt a group level perspective to theoretically discuss and explain the processes involved in the occurrence and maintenance of work-place bullying behaviors. Using Social Identity Theory (Tajfel & Turner, 1986) and Social Rules Theory (Argyle, Henderson, & Furnham, 1985), two conceptual frameworks are presented that consider work-place bullying at the intra-group and inter-group levels. Several propositions are put forward regarding the likelihood of bullying in work groups. Suggested directions for empirical research are addressed and practical implications are also discussed. Compared with a more individual focus, effective formal work groups have the potential to offer a range of benefits to organizations, including positive impacts on attitudinal, Behavioral, operational, and financial outputs (Delarue, Van Hootegem, Proctor, & Burridge, 2008). Informal groups (i.e., alliances not represented in the formal structure) is also an important part of the organizational landscape (Hutchinson, Vickers, Jackson, & Wilkes, 2006). Ashforth and Mael (1989) suggest the pervasiveness of formal and informal groups indicates the increasing salience of group processes, both productive and counterproductive, within organizations...
Words: 1004 - Pages: 5
...Time Management Antonina Wuthrich COM 215 May 13, 2013 Annie T. Oakes CERTIFICATE OF ORIGINALITY I certify that the attached paper is my original work. I am familiar with, and acknowledge my responsibilities which are part of, the University of Phoenix Student Code of Academic Integrity. I affirm that I have not submitted any portion of this paper to any previous course, and neither has anyone else. I have identified the sources of all information, whether quoted verbatim or paraphrased, all images, and all quotations with citations and reference listings. Along with citations and reference listings, I have used quotation marks to identify quotations of fewer than 40 words and have used block indentation for quotations of 40 or more words. Nothing in this assignment violates copyright, trademark, or other intellectual property laws. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature. Any assistance I received while producing this paper has been acknowledged in the References section. Student's signature (name typed here is equivalent to a signature): Antonina Wuthrich Executive Summary Time Management Time Management is the use of a system or method to improve efficiency and effectiveness. The significance of time management is to make better use of time to get more accomplished. Also, time management will give recruiters more hours to accomplish business project...
Words: 1607 - Pages: 7
