Productive and Counterproductive Behavior

Productive and Counterproductive Behaviors An alignment will accept advisers with one of two behavior types. They can either be advantageous or counterproductive. The basis account of counterproductive behavior can be abiding in agent turnover, appearance issues, or abridgement of training. It is up to the alignment to accomplish an attack to analyze what the causes of their employees’ counterproductive behavior and attack to acquisition a applicable solution. Advantageous Behavior and its Appulse on an Organization Employers appetite advantageous behavior out of their advisers because advantageous advisers actualize acquirement for the organization. However, advisers tend to anticipate aloof because they are accomplishing “something” and not abandoned they are actuality productive. Their way of cerebration would be incorrect. Advantageous behavior is “employee behavior that contributes absolutely to the goals and objectives of the organization” (Jex & Britt, 2008). As we can see alone accomplishing article to absorb ones time is not actuality productive. Whether or not an agent is actuality advantageous can be abstinent by the bulk associated with the employee’s achievement and how able they are. For example, there are two advisers in a shoe abundance with agnate sales abstracts and they advertise the aforementioned cardinal of shoes anniversary month. The alone aberration in these two advisers is that agent A works ten hours per day and agent B works a six-hour day. Agent B is the added advantageous agent because agent B accomplishes the aforementioned ambition in beneath hours. There is a lower bulk associated with agent B authoritative him the added advantageous employee. Efficient advisers are advantageous because they complete ample bulk of assignment in a abbreviate aeon of time. Back advisers are actuality advantageous they are apperception on assuming “core tasks” (Jex & Britt, 2008) and are bringing in acquirement for the organization. An alignment with advantageous advisers will see beneath agent absences and in their about-face rate. Counterproductive Behavior Counterproductive behavior is “behavior that absolutely runs adverse to the goals of an organization” (Jex & Britt, 2008). Employees who are counterprodtive may be advisers who accept issues with absence or frequently tardy, actuality abuse, they may abduct from the employer, or artlessly accept “ineffective job performance” (Jex & Britt, 2008). Any behavior that prevents an agent from administering their job and bearing for the employer is advised counterproductive. An Agent who booty all day to complete a assignment because they are there all day and accepting paid by the hour is an agent that is counterproductive. Another behavior that is counterproductive is an agent that uses alarming practices at work. By not afterward assurance rules advisers can account an abrasion to themselves or to addition causing the agent to absence work. As ahead stated, absence is a counterproductive behavior. Strategies to Access Advantageous Behavior To access advantageous behavior in an alignment and abatement counterproductive behavior an alignment charge investigate the cause. Sometimes the acumen an agent is counterproductive are out of the employees’ control. For situations that are aural the employees’ control, the alignment charge acutely outline their expectations for their employees. An alignment charge additionally outline the after-effects for such abrogating behavior. Drug and booze testing and an appearance guidelines action can be established. These behavior will let the agent apperceive what is accepted of them and the after-effects for not complying. The alignment should additionally accomplish efforts to accept why their advisers are not advancing to assignment (Associated Content, 2007). There are times back a claimed affair can accept its affect on an employees’ behavior. An alignment can activate an agent abetment affairs that would action counseling to advisers if such a affairs were aural the organizations budget. Abridgement of training and the adapted accoutrement for assuming all-important job functions are factors that are out of the employees’ control. The alignment needs to ensure all of their advisers accept all the able tools. They can calmly do a beheld analysis and catechism advisers allurement them what accoutrement they could use to bigger accomplish their job function. Organizations charge additionally ensure all of their advisers accept the able training. If advisers are not abundantly accomplished they do not apperceive how to accomplish their job functions. Organizations charge abundantly alternation or retrain if all-important any and all advisers that crave training. At times assuming chase up training with all advisers ensures advisers are all on the aforementioned folio as far as what their specific job functions are. Achievement appraisals additionally charge to be performed on all advisers in adjustment for them to apperceive how they are assuming in according with their job expectations. These achievement appraisals will additionally serve as a apparatus to advice the agent advance their achievement and productivity. A achievement appraisement should additionally be acclimated to acclaim advisers and let them apperceive what they are accomplishing that makes a absolute appulse on the alignment (hrVillage, n. d. ). Both of advantageous and counterproductive behaviors accept their appulse on an organization. There are a cardinal of affidavit an agent can be counterproductive. Once the basis account has been articular an alignment can activate to about-face the counterproductive behavior into advantageous behavior. References Associated Content. (2007). Call Centers: 6 Steps to Improving Agent Appearance and Performance. Retrieved, March 29, 2010, from http://www. associatedcontent. com/article/189770/call_centers_6_steps_to_improving_employee. html? cat=31 hrVillage. (n. d. ). Agent Productivity. Retrieved, March 29, 2010, from http://www. hrvillage. com/human-resources/employee-productivity. htm Jex, S. M. &Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach, 2nd ed. New Jersey: John Wiley and sons.

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