Productive & Counterproductive Behaviors Paper
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Productive & Counterproductive Behaviors Paper
Productive and counterproductive are two terms that most people today have become more and more familiar with in this economic down turn of events. The purpose of this paper is to define productive and counterproductive behavior in employees, describe the impact on the organization and suggest strategic methods to boost productive behavior and reduce counterproductive performance in an organization.
According to John Wiley & Sons Organizational Psychology. A Scientist-Practitioner Approach, Second Edition (2008), productive behavior can be explained as an employee with behavior that contributes in a positive way towards the goals and objectives of the organization (Introduction to Organizational Psychology). Productive behavior can be linked to some very important factors that the job can provide. If an employee is happy with his or her job and they truly enjoy coming to work every day one can surmise that the employee is productive. There is also the factor of the culture and atmosphere of the organization that can retain employees as well as increase productivity within the organization. A happy employee is a productive employee. This is a proven fact that if the staff members of an organization are happy with what they are doing and equally as happy with the colleagues theyre currently working with it will be beneficial for both the employees and organization. Recognition plays a huge part in productivity as well. Employees who are praised for the work that has been accomplished in a timely fashion are more likely to continue to excel in their jobs. Non-recognition in counterproductive behavior can have the opposite effect on those who arent being praised.
Counterproductive behavior can be defined as employee performance that impact the organization negatively and does not contribute to the goals and objectives of the company. Organizations with higher counter productivity behaviors have higher turnover rates.