With established metrics for success, you can quantify progress and adjust your process to produce the desired outcome.
Without clear objectives, you're stuck in a constant state of guessing. Leaders at all levels should rigorously define — and measure — what excellence means.
Simplified presentation of a larger effort which has proven to be very effective in tying together Engagement, Lean, Leadership, and several Quality influences and outcomes. The great miss of most organizations is disregard for or minimalising the importance of people and their influence on profitability, competitiveness, sustainability (of organization and even whole industries), while obsessing over materials (commodities) costs (which remain the same for all competitors).
CHO Group Presentation on Accountable Leadership - by Mark SamuelWaldron
At a time when resources are limited and the need to improve business results is paramount, developing and maintaining an organizational culture that focuses on execution is critical. Individual, team, and cross-functional accountability are key elements of a successful organization and culture; what can we as strategic HR leaders do to ensure such a culture exists.
The June 8, 2011 CHO Group sessions in Seattle and Phoenix, “Accountable Leadership: Where Culture And Business Results Connect.” featured Mark Samuel. Mark is the internationally acclaimed author of Creating the Accountable Organization and co-author of The Power of Personal Accountability, Achieve What Matters to You. His presentation focused on practical and innovative approaches to improving execution, adaptability, retention of top talent, and achieving business results. He shared strategies and tools for building ownership at all levels, breaking down “silo” and “blame-game” behaviors, and inspiring employees to raise the bar on current standards. With permission, his slide deck is shared here.
The document discusses workplace bullying, defining it as repeated unreasonable actions intended to intimidate, degrade or humiliate employees. It notes bullying can include verbal abuse, gossip, threats, and work sabotage. The presentation covers the causes of bullying, its negative effects on employees and businesses, and signs that indicate an employee may be experiencing bullying.
Every organization has both a formal structure, shown by the organization chart, and in informal structure that forms the culture of how the organization works. This informal structure, the culture, is created by the unwritten rules of the organization, and it can have a significant impact on the success or failure of any internal project.
This document discusses eight critical behaviors that can leverage accountability: drive for results, honesty and integrity, trust, clear vision and direction, problem solving/technical expertise, communication, ability to change, and collaboration/resolving conflict. It provides research findings on how each behavior increases personal accountability based on assessments of over 39,000 leaders. For each behavior, it discusses specific actions leaders can take to strengthen that behavior in themselves and their direct reports, such as focusing on goals, being truthful, building trust through expertise and consistency, providing clear strategy, communicating effectively, embracing challenges, and cooperating over competing. The goal is to help organizations boost employee engagement, productivity and profits by developing these accountability-building leadership strengths.
How To Look Out For Toxic Team Members Part 1Shawn Nutley
This article discusses how to identify toxic team members in the workplace. It outlines three common types of toxic employees: gossipers and politickers who spread irrelevant information, decreasing productivity; procrastinators who put tasks off, burdening coworkers; and minimalists who are disengaged and do only the minimum required. The article advises speaking to employees privately if they exhibit these behaviors, and using concrete deadlines, praise, and flexibility to address underlying issues and motivate improved performance.
Bullying in the Workplace discusses bullying that occurs among coworkers. Bullying behaviors include abuse, humiliation and undermining confidence. While there are no direct legal protections against bullying, discrimination and harassment laws may apply. The document provides advice on addressing bullying by talking to others, keeping records, and making formal complaints through a company's grievance procedures or by taking legal action such as filing an employment tribunal claim.
What's Your Employee Ownership Quotient?powerservice
The document discusses strategies for boosting employee "ownership quotient" or "OQ" at organizations. It outlines that employee owners exhibit enthusiasm that infects customers with satisfaction and loyalty. Customer owners in turn promote the organization to others. The document then discusses strategies for inspiring ownership, including selection of employees who fit the culture, onboarding to connect employees to the organization's purpose, coaching and empowering employees, engaging employees in meaningful work and recognition. It concludes by recommending managers try strategies discussed to boost employee ownership.
1. Effective leadership can have a significant impact on key organizational outcomes such as turnover, customer satisfaction, and financial performance. Great leaders, in particular, can produce twice the impact of good leaders.
2. Traditional leadership development focuses on fixing weaknesses, but research shows building strengths is more impactful. Having multiple strengths can raise a leader's effectiveness to the 81st percentile.
3. Certain combinations of strengths, like driving results and strong interpersonal skills, are especially powerful. Non-linear development approaches that leverage strengths may provide a new path to leadership growth.
The document provides guidance on developing leadership skills. It discusses that leadership can be learned through practice and continuous self-improvement. Some key points covered include understanding different leadership styles, acquiring leadership knowledge through courses and mentors, increasing self-awareness through assessments, and applying skills through new opportunities. The document also cautions against mirroring other leaders too closely without understanding one's own style, failing to continuously work on skills, and pursuing leadership for ego-driven reasons rather than a desire to serve others.
What is Harassment
What is Workplace Bullying
Look at some statistics
Implications on the workplace
Responsibilities of employers/supervisors
Legal Obligations
Minimizing the Risk
Assessment Task
13 lecture top 20 bad leadership traits i came up withMr.Allah Dad Khan
Bad leadership is characterized by attempting to control employees through strict rules and policies rather than listening to employees. A bad leader puts their own interests above the organization's and communicates expectations poorly. They are also indecisive, unwilling to take risks, and lack accountability.
Learn the results of our five-year research study that examined the impact of people problems at hundreds of companies around the world. Find out how they manage their people problems and how your company’s strategies and tactics compare.
The document provides 7 tips for building accountability in employees. The tips include letting employees know you expect them to take responsibility, giving clear goals and latitude in how they achieve them, easing direction as competence increases, resisting solving problems for employees and instead turning it back to them, asking questions that focus on thinking process rather than details, and recognizing and acknowledging when employees take responsibility. Following these tips can help create a culture of accountability that benefits both managers and employees.
This document discusses increasing human capital ROI through employee engagement. It defines employee engagement as commitment to one's organization, work and clients, demonstrated through discretionary effort. Highly engaged employees are more productive, innovative and loyal. Statistical evidence shows disengaged employees cost the US economy $350 billion per year in lost productivity. The document advocates for creating a culture of respect using the RESPECT model, which focuses on recognition, empowerment, supportive feedback, partnering, expectations, consideration and trust to improve engagement.
How To Look Out For Toxic Team Members Part 2Shawn Nutley
This document discusses different types of toxic team members and how to address them:
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- Narcissists belittle others and don't accept feedback. Observe social skills in interviews and promote teamwork.
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Este documento describe los materiales y procesos utilizados en las restauraciones metal-cerámica. Explica que la cerámica está compuesta principalmente de feldespato, cuarzo y caolín, y se clasifica según su composición y temperatura de fusión. También describe las aleaciones metálicas utilizadas, incluidas las aleaciones nobles como el oro y aleaciones alternativas como níquel-cromo. Finalmente, resume los pasos para aplicar la cerámica sobre el metal, incluida la aplicación del opaco, masa de h
Este documento presenta una página web sobre postres que ofrece las mejores recetas fáciles de preparar en casa para ocasiones especiales. La página incluye recomendaciones sobre cómo hacer recetas favoritas y videos que enseñan cómo preparar deliciosos postres. También muestra ejemplos de postres y dice que se pueden hacer de diferentes maneras, ya sea calientes o fríos con gelatina.
This document provides lab values and medical information for a 76-year-old female patient with type 2 diabetes, obesity, hypertension, and congestive heart failure. Her lab values indicate high blood glucose, sodium, cholesterol, triglycerides, and HbA1c. The document assesses her current health status and nutritional needs based on her ideal body weight and ACC/AHA cardiac diet guidelines. It evaluates her current dietary intake, medication regimen, and makes recommendations to better manage her conditions through diet, exercise, and medication adjustments.
Erica Berkes is seeking a position that utilizes her extensive administrative experience supporting
executives. She has over 15 years of experience providing administrative support, data research,
financial analysis, and office management for Ernst & Young, the US Navy, and other organizations.
Berkes is skilled in areas such as scheduling, technical communication, multi-tasking, and maintaining
attention to detail. She aims to add value for executives and continue advancing her career.
El documento describe la arquitectura cliente-servidor de World Wide Web, correo electrónico y Net news. En World Wide Web, los clientes solicitan páginas a los servidores web a través de HTTP. En correo electrónico, los clientes envían mensajes a través de SMTP a los servidores de correo, que se encargan de entregarlos. En Net news, los clientes acceden a grupos de noticias a través de NNTP, almacenando los mensajes en los servidores de noticias.
This document discusses green technology, which encompasses methods and materials for generating renewable energy and producing non-toxic products. It describes types of green technology like green energy from renewable sources, green buildings that operate efficiently and sustainably, green chemistry focusing on reducing pollution, and green nanotechnology minimizing environmental risks. The goals of green technology are sustainability, reducing waste and pollution, and developing alternatives to technologies that damage health and the environment.
Este documento presenta una página web sobre postres que ofrece las mejores recetas fáciles de preparar en casa para ocasiones especiales. La página incluye recomendaciones sobre cómo hacer recetas favoritas y videos que enseñan cómo preparar deliciosos postres. También muestra ejemplos de postres y dice que se pueden hacer de diferentes maneras, ya sea calientes o fríos con gelatina.
Decisiones que se deben tomar en un proyectoJramos_95
Este documento presenta un proceso de 5 pasos para tomar decisiones efectivas en proyectos de desarrollo de cursos en línea: 1) investigar el problema, 2) priorizarlo según su impacto, 3) identificar soluciones potenciales, 4) tomar una decisión después de considerar cuidadosamente las opciones, y 5) implementar la decisión tomada. El objetivo general es resolver problemas de manera rápida y eficiente para garantizar el éxito del proyecto y el cumplimiento de los objetivos de aprendizaje.
Don Watkins and Yaron Brook argue that the key to turning the tables on the inequality alarmists is to expose them as the enemies of the only kind of equality that matters: political equality.
El documento describe las ventajas y retos de las tecnologías de la información y la comunicación (TIC) en la educación. Entre las ventajas se encuentran que eliminan las barreras del espacio y tiempo, ofrecen recursos de apoyo para la enseñanza, permiten la simulación de fenómenos y promueven la interactividad. Entre los retos están dotar a las instituciones educativas de salas de informática funcionales, capacitar a los docentes en el uso didáctico de las TIC, crear redes sociales para compartir
Mr. S has been diagnosed with Crohn's disease based on his symptoms of diarrhea, fever, abdominal pain, weight loss, food intolerance, and anemia. He has undergone partial resection of his bowel and is recovering. Due to his unintended 15.7% weight loss and malnutrition, he requires increased calorie, protein, and fluid intake to aid his recovery. A low fiber diet is recommended initially to reduce abdominal pain. Close monitoring of his food intake and symptoms through a food diary will help evaluate his nutritional status and identify any foods that may trigger symptoms as he gradually resumes normal eating.
The federal government narrowly missed its small business contracting goal for the seventh year in a row. However, some argue the SBA inflates the numbers through exclusions and by allowing large companies to receive contracts counted as small business awards. An analysis found over $500 million in contracts awarded to Fortune 100 companies labeled as small business. Advocacy groups and experts say the procurement process is not working as intended and the goals are not being accurately measured and reported.
Conscious eating has broader meaning today than in the past, focusing on eating smaller portions of meat and more vegetables, fruits and whole grains. Making these minor dietary changes can have major positive effects on communities and the environment by reducing greenhouse gases, pesticide and fertilizer use, and supporting local farmers. Conscious eating promotes a diet based on healthy, sustainable, and local foods for both individuals and the environment. However, fast food and processed foods are often cheaper and more convenient options, contributing to issues like obesity and environmental damage. Reducing meat consumption through more plant-based diets can help decrease the environmental impacts of agriculture like land and water use as well as greenhouse gas emissions. Conscious eating involves making nutritious choices
Vinayakgouda Patil is a software tester seeking a career opportunity where he can contribute his knowledge and skills. He has experience with Selenium WebDriver, TestNG, Java, SQL, and test management tools like Quality Centre. He has experience designing automation frameworks and writing test scripts. He completed engineering in mechanical engineering and has experience with academic projects involving electric vehicles and calibration systems. He also has achievements in national robotics competitions and lists his personal details and contact information.
El documento describe los sistemas cliente-servidor, incluyendo su importancia, arquitectura y componentes. La arquitectura puede ser de dos o tres niveles, separando la presentación, lógica y datos. Los componentes clave son el cliente, servidor y middleware. El cliente realiza las solicitudes y el servidor provee los servicios y recursos, mientras que el middleware maneja la comunicación entre ambos.
Native Hill is an organic farm in Fort Collins, Colorado that is run by a husband and wife along with three employees. Although they farm only four acres of land, they have been financially successful and earned the trust of their community by growing and distributing organic foods locally. They use sustainable practices like crop rotation and cover crops to replenish the soil and prevent pests. Native Hill distributes their produce through a CSA program, local restaurants, and donations to a food bank in order to provide healthy, organic options to the community. Their goal is to expand organic farming in the region through education and advocacy for farmland preservation.
The document discusses employee productivity and ethics in the workplace. It notes that roughly 89% of employees admit to wasting time at work through activities like personal phone calls, social media use, and extended breaks. This costs companies an estimated $140 million per year in lost productivity. However, many employees do not realize these behaviors are unethical or try to justify them. The document provides tips for both employers and employees to improve productivity, such as limiting distractions, setting clear goals, and improving communication. It concludes that low productivity is a form of cheating one's employer.
Employee issues in IT industry - Talent Acquisition Kapil Shendge
This document discusses various employee issues faced in the IT industry. It identifies internal and external forces that impact employee behavior such as working environment, technology changes, customer demands, and laws/regulations. Specific issues covered include stress, health problems, technological changes, and married couples working together. The document also discusses expectations of positive employee behavior, examples of wrong behavior, strategies for a positive work environment, counseling employees with negative mindsets, and an example disciplinary procedure.
ORGB 300 midterm Group 2 - Drexel University Summer 2015-2016danoconnor525
This document discusses reasons why employees may engage in unethical behaviors at work such as cheating, lying, misusing time, and breaking confidentiality. It explores theories like acquired needs theory, cognitive dissonance, organizational justice theory, and lack of consequences to explain why these behaviors occur. Specific statistics are presented, such as 58% of hiring managers catching resume lies and 40% of unproductive work time spent on non-work internet usage. A variety of personal and workplace factors can influence decision making and job performance.
This summary provides the key points about managing employee behavior through peer-to-peer accountability:
- Define behaviors that will deliver results for customers, competitive advantage, and what distinguishes the company.
- Implement a peer-to-peer accountability structure using weekly meetings to monitor results and ensure the right behaviors. The peer group helps employees adjust behaviors and stay motivated.
- Motivation comes from employees finding identity and meaning in their work, not from scorekeeping. The peer group helps each employee in this process through ongoing support.
- Leadership should focus on setting the right context and structure, then avoid micromanaging and let the front-line employees and peer groups do their work. Accountability is about
An employee of the store manager, Darious Judue, has begun having problems showing up late and missing meetings. His performance initially improved but he then came to work smelling of alcohol and wearing the same clothes. When confronted, he claimed personal and family issues. Later he came to work drunk and denied it. The manager met with HR to discuss options according to the discipline process to ensure any firing is legal and fair. The summary ignores addressing the employee's issues led to limited options now.
5 Ways to Give Feedback that Elicits Real ChangeBambooHR
Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
Frequent, sincere feedback is key to driving organizational success according to the document. The document discusses how annual performance reviews are ineffective and demotivating for employees. Instead, companies should implement frequent feedback through regular check-ins and one-on-one meetings to foster employee engagement and improvement. Proper feedback helps build a culture where employees feel heard and are motivated to develop their skills.
The document discusses why engagement surveys are often disengaging despite organizations' intentions. It notes that current surveys often fail to measure the true drivers of engagement, use disengaging processes, and lack meaningful follow-up actions. To improve engagement, organizations should ensure surveys measure actionable engagement factors, use interactive processes, and follow up with timely, visible actions focused on solutions rather than past problems. Getting the content, process, and actions right can help organizations better understand and positively influence employee engagement.
case study presentation on Cyberloafing.
Employees excessively surf the internet during work hours for non-work related activities. Miss using the internet.
The document discusses problems that arise due to lack of communication between management and employees. It notes psychological, social, behavioral, and resource issues such as anxiety, distrust, poor customer service, and untapped talent. To address this, the document proposes creating a more communicative environment through encouraging informal communication, "feedforward" meetings, an incentives program, mentoring, and talent management. This would lead to more effective leadership, motivated employees, and improved company performance.
This document provides 5 tips for organizational strategic thinking:
1. Management should routinely discuss the organization's purpose, values, operations, and user community to help employees better support organizational goals.
2. Teach employees basic finance concepts so they can make cost-effective decisions and understand financial reports.
3. Discuss challenges facing the user community and how the organization is addressing their major issues.
4. Connect all employee work to the mission to increase engagement, as many employees feel disconnected from organizational outcomes.
5. Develop a culture of shared leadership and information where employees throughout the organization contribute to management, communication, and strategy.
Guidelines And Behaviors For Group And Individual WorkKimberly Brooks
1. The document discusses guidelines and behaviors for promoting effective group and individual work in the classroom. It emphasizes creating a safe, welcoming learning environment and providing clear instructions and flexibility.
2. It stresses the importance of building caring relationships with students to foster optimal learning. This involves getting to know students and their diverse backgrounds and needs.
3. The document recommends teachers reflect on their own cultural biases to communicate and manage classrooms sensitively regarding differences in culture, gender, abilities and more. The goal is meeting all students' needs through respectful classroom management.
If It Wasnt Documented It Didnt Happen Webinarcecarter758
The document discusses Judi Clements, a speaker on employee discipline. It provides her background and credentials. The webinar she is presenting will cover analyzing poor work performance, documenting performance issues legally, utilizing different disciplinary options, and developing performance improvement plans. Attendees can earn HRCI credit for attending the full webinar. The webinar agenda outlines how to distinguish objective from subjective documentation, respond to common infractions, and write corrective notices.
This document discusses important metrics for effective recruitment. It emphasizes the importance of proper job analysis to create accurate job descriptions and person specifications. This helps prevent bad hires by ensuring the right candidates are recruited. Bad hires can negatively impact organizations, employers, and coworkers through lost productivity and morale. The document outlines key recruitment metrics like fill rate, time to fill, and cost of hire to measure performance. It also stresses maintaining an accurate and up-to-date candidate database with skills information to facilitate efficient searching for qualified candidates.
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and the organization itself. It outlines several key topics in organizational behavior including importance, factors affecting behavior, objectives, levels of analysis, models of organizational behavior, challenges and opportunities, and limitations. The document discusses how organizational behavior can help understand and motivate employees, improve relations, predict and control human behavior, and utilize human resources effectively. It also examines factors like people, structure, technology, and environment that influence organizational behavior.
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
This document discusses common unethical workplace behaviors such as misusing company time and resources, employee theft, and failing to honor commitments. Specifically, it notes that misusing time, such as extended breaks or personal internet use, is the most common issue according to surveys. Employee theft also costs companies billions annually, with stolen items ranging from office supplies to much more. Further, failing to acknowledge good work or keep promises damages employee motivation and commitment over time. Organizational behavior research suggests these issues stem from a lack of incentives or challenges within jobs as well as psychological distancing from the consequences of unethical actions.
Similar to Why a lot of employees are a little unethical at work, and what to do about it? (20)
Excel in Public Speaking Skills - Master Class.DrPrasadVSVPhD
Welcome to the MasterClass.
This is the complete presentation on Quickly Learning Public Speaking basics.
You can incorporate and practise the points in the Master Class to give effective presentations to any group.
You can contact me for further exclusive one2one coaching which will include theory and practice of your real time presentations / speeches etc.,
How to get ISBN for Books
How to get ISSN for Magazines
How to register in RNI
How to obtain permission to conduct an International Conference / Seminar / Workshop
How to get permission to attend an International Conference / Seminar / Workshop
The Interplay of Emotional Intelligence and Personality Development: Insights...Tim Han Success Insider
Discover the critical connection between emotional intelligence and personality development in this presentation. Explore how self-awareness, self-regulation, motivation, empathy, and social skills shape our personalities and influence our interactions. Learn from Tim Han, a renowned personality development speaker, and his Success Insider channel, which offers Life Mastery Achievers (LMA) courses. Gain practical strategies for personal growth and unlock your potential by mastering emotional intelligence.
CHAPTER TWO (SHATKARMA AND PRANAYAMA)
Chapter 2 Verse 1 Being established in asana, pranayama should be practiced
Thus being established in asana and having control (of the body), taking a balanced diet; pranayama should be practiced according to the instructions of the guru.
Chapter 2 Verse 2
When prana moves, chitta (the mental force) moves. When prana is without movement, chitta is without movement. By this (steadiness of prana) the yogi attains steadiness and should thus restrain the vayu (air).
Prana and mind are intricately linked. Fluctuation of one means fluctuation of the other. When either the mind or prana becomes balanced the other is steadied. Hatha yoga says, control the prana and the mind is automatically controlled, whereas raja yoga says, control the mind and prana becomes controlled.
Chapter 2 Verse 3
As long as the vayu (air and prana) remains in the body, that is called life. Death is when it leaves the body. Therefore, retain vayu.
Chapter 2 Verse 4
The vital air does not pass in the middle channel because the nadis are full of impurities, So how can the state of unmani arise and how can perfection or siddhi come about?
Why a lot of employees are a little unethical at work, and what to do about it?
1. Why a lot of employees are a
little unethical at work, and
what to do about it?
Group 3
Susan-Lynn Romeo
2. What is Job Performance?
● Job performance is defined as
“the set of values and employee
behaviors that contribute either
positively or negatively to
organizational goal and
accomplishment.”
● An excellent job performer fulfills
all tasks and citizenship
behaviors that are positive
contributions to the organization.
● Counterproductive behaviors
are things employees do that
have a negative impact on the
company. (Colquitt, LePine,
Wesson, 2011)
3. Unethical Workplace Behavior
We are all guilty of it...
—Cell phone use.
—Internet use for personal matters.
—Extended breaks.
—Chatting with co-workers about social issues rather
than work.
—Personal telephone calls.
4. Facts on Unethical Behavior
● 86.6% of employees had ignored or snubbed someone at work at least once and nearly
16% of employees were actively rude to colleagues sometimes or more frequently.
● Over half of employees (55.3%) had taken things from work at least once.
● 21.4% of employees had ignored HR policies or procedures ranging from occasionally to
more frequently.
●22.1% of employees had sometimes or more frequently taken a sick day when they were
well enough to work.
● The 31-40 age group for women was a high risk for counterproductive work behaviors
(CWBs), probably because many were under enormous pressure to balance family and
work commitments.
● Men were more likely to infringe against their coworkers, while women were more likely to
infringe against the organization.
5. Personal Internet Usage: Our
Biggest Challenge
● 77% of people check their Facebook
account on work computers.
● 20% of men admit to viewing
pornography at work.
● 4% of men spend 1-2 hours per day
gambling at work.
● 56% of people spend 30 minutes
each day researching office betting
pools.
● Employers lose $6.5 billion due to
fantasy football.
● 77% of brides-to-be admit to using
work hours to plan their wedding.
● 49% of people shop online while at
work during the holiday season.
6. What’s so wrong with unethical
behavior?
It is counter productive.
● This employee behavior
intentionally undermines the
organizational goals or
accomplishments
It can create conflict,
causing a hostile work
environment
It can hinder the client
base
It can cause a decline in
morale
Often times, this behavior can
spread from one individual to
others causing more frequent
patterns in…
Absenteeism or Lateness
Significant decrease in
production.
Bullying and physical or
mental abuse to others
More frequent, inappropriate
use of company time such
as extensive internet
browsing
7. Impact of Unethical Behaviors for
a Company
● Counterproductive behavior in
the workplace can take many
forms.
● It affects productivity and
profitability of a business and
the overall quality of the
workplace culture.
● Inability to manage activities.
● Corporate liability.
● Damaged reputation.
● Declining customer and
employee base.
● Quick turnover of employees.
These are all complications an
organization may face as a result of
unethical behaviors.
8. Your Role as a Manager
● Create ethical and moral value
statements.
● Discuss ethics to the employees
during reviews.
● Reinforce good ethical behavior.
● Retain good ethical employees.
● Make ethics a priority when hiring.
● Make yourself present and visible.
9. Give a nudge.
As Dan has explained in his TED talk
● Some studies have shown that having
employees sign an honesty statement
compelled them to adhere to being
significantly more honest compared to the
employees that did not sign the statement.
● Reinforce Specific Leadership Behaviors to
Encourage Ethical Behavior
● Transparency, communication, and
accountability around ethical behaviors
are a few of the leadership behaviors
commonly suggested to leaders.
● The behavior scientists can provide
focuses on education and coaching on
these behaviors to enable leaders to
demonstrate critical behaviors, which
demonstrate a focus on ethics and
being ethical.
10. Ways to Tackle Unwanted Internet
Use
● Implement a policy to address Internet use.
● Written employee policies should lay out acceptable and unacceptable
use of Internet.
● Train employees to know what is and is not allowed.
● You cannot expect employees to automatically know what you want
from them. You must tell them.
● Monitor or restrict use of the Internet.
● Programs that block certain social websites are available and can be
put in place on a company’s network.
Provide opportunities at certain times of the day for employees to use the
internet.
11. Can counter-productivity be
productive?
Stuart Sidle, the Author of the Academy of Management Perspectives,
discussed a study performed involving individuals in the workplace facing
unjust behavior and how it could be transposed as a benefit
There were two forms of CWBs that were focused on
Production Deviance
Withdrawal
With both forms of CWB, individuals were able to escape the unpleasant
environment and decrease their mental exhaustion (preventing burn out)
12. Productivity from
Counter-productivity
Production Deviance (Sidle)
performing tasks in a manner that is inappropriate
whether or incorrect or at a slow pace
Individuals who participated in this behavior were seen to
be less exhausted emotionally
This lessened the hostility in regard to the unjust
environment to an extent
Withdrawal (Sidle)
avoiding work by taking excessive breaks, arriving late,
or leaving early
Those who participated in these behaviors were seen to
escape unjust environments and “replenish their
emotional resources” more easily.
13. Wrapping up
Some counterproductive behaviors can serve as
employee coping mechanisms in a stressful work
environment by way of withdraw.
Managers should try to understand why these
behaviors are occurring and address the issues that
arise.
Managers would be wise to remember that their
employees are human beings with needs that may be
able to be addressed by a 5 minute time out at work,
rather than taking a day off of work to deal with these
issues.
14. Bibliography
● Brimecombe, M. (n.d.). How to Reduce Counterproductive Employee
Behaviors - Athletic Business. Retrieved April 25, 2016, from
http://www.athleticbusiness.com/staffing/how-to-reduce-
counterproductive-employee-behaviors.html
● CyberLoaf, CyberSlack, GoldBrick… Workplace Realities: The Impact of
Personal Internet Usage at Work…. (2014). Retrieved April 25, 2016, from
http://bizshifts-trends.com/2014/11/05/cyberloafing-cyberslacking-
goldbricking-modern-workplace-phenomenon-impact-personal-internet-
usage-workplace/
● Colquitt, J., LePine, J. A., & Wesson, M. J. (2011). Organizational
behavior: Improving performance and commitment in the workplace. New
York: McGraw-Hill Irwin.
● Hartley, D. (2009, August). Three Ways to Stop Employees From Misusing
the Internet at Work. Retrieved April 25, 2016, from
http://www.talentmgt.com/articles/three_ways_to_stop_employees_from_
misusing_the_internet_at_work_
15. Continued…
● Rodriguez, M. (2015). The 5 Most Common Unethical Workplace
Behaviors – Behavioral... Retrieved April 25, 2016, from
http://www.bsci21.org/the-5-most-common-unethical-workplace-behaviors/
● Scuderi, R. (2012). Top Employee Time-Wasters and How to Prevent
Them. Retrieved April 25, 2016, from
https://www.americanexpress.com/us/small-
business/openforum/articles/top-employee-time-wasters-and-how-to-
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