Observation at the Workplace (Deviance Behavior)

Observationat the Workplace (Deviance Behavior)

Observationat the Workplace (Deviance behavior)

  1. Definition of workplace deviance

Aninvoluntary behavior that encroaches upon the organization’s normsand threatens the well-being of the institution or its members, orboth (Goodenough, year)

  1. Contextual influence on deviance

Supervisoryleadership- a contextual influence

  1. Typology of workplace deviance

  1. Production deviance- indications include intentionally reducing the working hours, working slow, leaving the workplace early, using the company resources inefficiently, and taking unnecessary breaks.

  2. Political deviance- covers showing favoritism, blaming co-workers and the managers, and compromising on company norms

  3. Personal aggression- stealing from the co-workers, verbal abuse, as well as harassment.

  4. Property deviance- includes one stealing from the organization, using the company property for personal gain, breaking the company rules on the use of resources, and equipment sabotage (Tuclea, Vraceanu &amp Filip, 2015).

  1. Dimensions

  1. Perpetrator and Intention

Perpetratorinvolves insider and outsider while an intention covers a consciousact.

  1. Target and Action

Targetaffects all the stakeholders in an organization while action can bedirect/indirect or active/passive.

  1. Causes of workplace deviance

  1. Dissatisfaction- employees who are not satisfied with their jobs are likely to engage in behaviors, such as equipment sabotage and poor service among others

  2. Stress related complications- stress victims likely to show reduced productivity as well as reduce hours of working.

  1. Consequence of workplace device

  1. Social costs- damaged employee morale and reputation

  2. Economic costs involving reduced productivity as well as performance

  3. Creation of unfriendly surrounding

  4. Psychological concerns

  1. Conclusion

  1. Workplace deviance is dangerous to the company and the employee and needs to be prevented

  2. The organization can promote ethical leadership, embrace training programs, and undertake background checks during recruitment.

References

Goodenough,P. (2008). Ethicalleadership, values congruence, and work place deviance: anexploratory study.SaintLouis, Missouri: ProQuest.

Tuclea,C., Vraceanu, D., &amp Filip, A. (2015). Dimensionsof Deviant Workplace Behavior in Small and Medium-Sized Enterprises.Reviewof International Comparative Management, 16(1), 23-38.