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Organizational Behavior
An employee's behavior significantly impacts an organization's out put. It is therefore imperative that organizations deeply understand what productive and unproductive behaviors are. With this they can easily evaluate the relationship that exists between job behaviors and performance (Sacket, 2002).
Productive behaviors enhance productivity. Employee's who exhibit productive behavior boost an organization's productivity as they contribute positively to an organization's goals and objectives. Such behaviors include punctuality; handling an organization's customers professionally; ensuring that confidentiality is maintained by ensuring that no crucial information about an organization never leaks out; owning up when mistakes have been made; complying with health and safety standards; using an organizations' resources for the intended purposes and not for personal gains; productive employees would never sabotage an organization's merchandise or even misuse the expenses account. They will at all times ensure that qualities of their products...
Such behaviors enhance productivity (Sacket, 2002).
Counterproductive behaviors to the contrary decrease productivity because they counter an organization's goals and objectives. Some of the behaviors that can decrease an organization's productivity are unnecessary absence; reporting to work late and leaving very early; engaging in rumors that injure the name of an organization by its employees; taking excessive breaks; covering up for mistakes that have been made; for organizations whose products have to meet certain standards, employees may fail to comply with requisite healthy and safety regulations; employees may also intentionally work slowly; working unnecessary overtime. For organizations that have policies on when and how phone calls can be made employees may decide to make long distance calls or even attend to their personal issues like mailing personal packages using a company's resources. Some employees may compromise quality wit a view to hurting an organization. Employees of organizations that are service-based may at times verbally…
References
Hahn, M. (2010). Organizational commitment. Retrieved December 31, 2012 from:
http://ezinearticles.com/?Organizational-Commitment&id=5348264
Sacket, P.R. (2002). The Structure of Counterproductive Work Behaviors: Dimensionality and Relationships with Facets of Job Performance. International Journal of Selection and Assessment, 10(1/2), 5-12.
Organizational Behaviour This report focuses on the study of organizational behaviour in the hotel industry and most especially in the food and beverage department. Focusing on the organization I am attached to, the aspect of groups and group dynamics is widely explored. The paper first introduces with an introduction in which a brief explanation of the discussion is established. Part of the factors addressed in this section includes the aim and
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