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Productive Org
Productive and Counter-Productive Work Behaviors
Organizational success is predicated on the abilities and efforts demonstrated by personnel. With respect to matters such as job performance and productivity, a company's long-term prospects will rest significantly on the shoulders of day-to-day employees. This denotes the importance of identifying behaviors that promote productivity and eliminating those which are counterproductive. The discussion hereafter offers a concise consideration of how to achieve this balance.
Productive and Counterproductive Behavior:
The text by White (2010) offers some basic definitions that help to assign meanings to productive and counterproductive behaviors within the context of the workplace. White identifies productive behavior as anything that helps to further the goals for the organization, that works to actively improve the company culture or that contributes to adherence with the company's mission. White reports that "some of the most constructive forms of productive behavior in organizations are innovation, job performance, and organizational citizenship behavior (OCB)" (White, p. 1) This denotes that productive behavior describes a general pattern of orientation amongst personnel that leads to desirable ends for the individual's job performance or for the perfomance of the organization...
This type of behavior might be any action or pattern of actions that detracts from the ability of the individual, other personnel or the organization as a whole from achieving its stated objectives. Mondrow identifies these as 'counterproductive work behaviors' (CWB) and indicates that this type of behavior is often associated with occupational burnout, poor suitability to one's assigned tasks or a poor compatability with an organization's culture. According to Mondrow (2011), "Spector et al. (2006) has suggested that there are five categories of CWBs including: abuse towards others, sabotage, theft, production deviance (i.e. working slowly), and withdrawal (i.e. taking longer breaks)." (Mondrow, p. 1)
Impact on Performance:
One of the simplest ways to identify the distinction between productive and counterproductive behaviors is to recognize the pointed differential which such behaviors have on performance outcomes. Without question, the manner of behavior exhibited by the employee will be a chief determinant of his or her ability to perform the job functions demanded or to excel within the scope of a position, a work team or the company at large.…
Works Cited:
Fox, S.; Spector, P.E. & Miles, D. (2001). Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions. Journal of Vocational Behavior, 59, 291-309.
KGA. (2001). Managing Counterproductive Behavior. Kathleen Greer Associates.
Mondrow, I. (2011). Can Counterproductive Work Behaviors Be Productive. Perspectives of Industrial/Organizational Psychology.
White, S.E. (2010). Productive and Counterproductive Behaviors Within Organizations. Associated Content.
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