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Chapter 112060

Chapter 11 2060.doc

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Department
Psychology
Course Code
Psychology 2061A/B
Professor
Hayden Woodley

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Chapter 11: Counter Productive Work Behaviour Counter Productive Work Behaviour: Voluntary behaviours that violate significant organizational norms and in so doing threaten the well being of an organization, its members, or both (lying, theft, violence, worst can be- withdrawal from job) (tardiness, absenteeism • “going postal”- workplace violence • intentional acts by employees intended to hurt organization or people • Productivity: The end result of a complex interaction of task, contextual, and counterproductive behaviours • contextual behaviours should lead to higher creativity • how individuals differ in personality, knowledge, skill, motivation determine how they will ultimately perform in the workplace Types of Counter Productive Behaviours Include withdrawal behaviours such as tardiness: (being late for work), absenteeism, voluntary turnover Tardiness: expensive, can be controlled through organizational policies- related to absenteeism Absenteeism: Not showing up for scheduled work • short term nature • same are predisposed to be absent- coping strategy to deal with negative affectivity • alcohol plays a role- monitored by amount consumer and work conditions (relations) • absence way to cope with work constrain • employers should give staff more flexibility in time management • org norms play a role in absenteeism “absence culture” Presenteeism: A measure of lost productivity that happens when employees show up for work by are not fully engaged in their jobs because of personal health and life issues • only show up for fear of job loss • to avoid managers should reward people for work they deliver Voluntary Turnover • Quitting a job permanently • has considerable cost • need to be replaced, new person needs trained other employees may have to work overtime • • productivity may drop off • some turnover can have positive effects on employee morale • absenteeism and absence are positively related at individual level best predictor of turnover is the individuals level of absenteeism • Workplace Deviance • voluntary violation of sig organizational norms
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