Essay On Organisational Behaviour And Dealing With Organisational Deviance In The Workplace.

o What are the major power themes in your clip? How is power being used by the different actors or objects?
o Identify and explain the consequences, impacts and effects of power and control within your video clip;
o How does this example of power translate into a workplace context?
o How might your group go about managing this situation?
 

Significance of Organisational Behaviour in the Workplace

Research has shown that in the recent past there has been an increase in cases of work-related misconduct among members of organisations. As a result, this has resulted in a negative to the work of organisations. Nevertheless, the highly performing organisations are greatly committed to ensuring safety by establishing a procedure through which employees can take part in implementing, monitoring and managing the workforce. Consequently, a systematic behavioural safety process has been found to accomplish these conditions. Accordingly the primary objective of concentrating of the safety of the workforce is to avoid injury. The aim of involvement is based on observable communication between safety behaviour as well as the work setting. Therefore behavioural safety strive to unmask the unsafe behaviours associated with most of the injuries. Organisational behaviour is therefore concerned about the way individuals and groups of people have influence on the behaviour within the organisation. Certainly, in the modern world organisational behaviour has become a significant element for managing effective teams. At the same time this aid in understanding and projecting the behaviour of employees within an organisation. In the essence of this paper, it discuss the significance of organisational behaviour in the workplace, organisational deviance and misbehaviour and working with different personalities.  

Organisational behaviour is concern with the manner in which employees influence one another as well as how an organisational influence its employees. Indeed there are a number of aspects which motivate employees and these factors are directly related to the satisfaction of employees. Therefore, there are various ways which can influence the behaviour of employees such as corporate culture, leadership style and other characteristics of the workplace. Also, apart from these influences, there are other aspects which affect the manner I which employees feel about the performance of their place of work and their jobs. Some of these aspects include:

Insights into organisational behaviour: organisational behaviour look at the way employees, corporate structures and groups in the place of work influence the workforce individually. Certainly, organisational behaviour entails a range of ideas from management, communication and sociology. It is thus, significant to understand the forces which drive individuals. Accordingly, when individuals work together it creates a relationship which influence the way they respond to the work setting. Asa a result, it is essential to comprehend the way these relations work to be in a better position to successfully manage such individuals.

Drilling down to the topic: organisational behaviour theory makes attempts to appreciate the dynamics of individuals and groups. Accordingly, with the diversified modern workplace it consists of individuals from different backgrounds it becomes challenging to understand the behaviour of employees. In this sense, organisational specialists strive to predict the manner in which employees are likely to behave in the place of work. Consequently, with such information in place, businesses leaders finds themselves in a better position to develop constructive outcomes. As a result, this information is worth for managing employees when their o objectives does not align with the culture of the organisation. Indeed, understanding what is makes people to become encouraged plays significant role in helping leaders in manging work teams.

Employees and Their Motivators

Employees and their motivators: So as to effectively manage employees, organisational managers are required to understand their employees’ characters and sets of skills. As a result, managers are supposed to work in a close supervision with their employees so as to be able to unravel their personalities and get to know their traits. It is important for a business leaders to comprehend about their employee’s attitude and work ethic displayed by their employee. Similarly, it is the responsibility of the manager to learn how to draw out personality traits that employees can openly illustrate, which can be realised through assessment of their personalities. Generally, workers behave differently in the places of work unlike the way they do in social places mainly because of the structured organisational setting. 

Deviant and unethical workplace behaviour is becoming a predominant problem among organisations. According to recent research it has shown that approximately 50% of all the workforce has involved in violent behaviours like fraud, sabotage, theft and vandalism. Workplace deviance is defined as a voluntary behaviours which breaches the norms of a given organisation which is the process of doing so puts at risk the workforce wellbeing and the organisation at large. Accordingly, deviance has in most cases been recognised as caused by the working and social conditions, organisational stressors and financial (Voliotis, 2017). While these misbehaviours may seem to be minor they can skyrocket into more serious problems to the functioning of an organisation. It therefore, important to take such misbehaviours with a lot of concern since organisational misbehaviour comes with an immense price. For instance has shown that about a decade ago in the United States the cost of predominant misbehaviour of employee theft rapidly accumulated to more than $200 billion shillings yearly.

As a result, it is high time that all stakeholders starting with stockholders, governments and the community to pile more pressure on corporations so that they become responsible in managing the behaviour of their workforce. Certainly, in do so this will decline the number of individuals involving themselves in unethical and illegitimate behaviours. Consequently, it is the tasks of management to learn and be aware of such practices in their organisations and then come up effective measures on how to prevent such conducts. Subsequently, so as to be in a better position to control these vices organisational managers are supposed to understand the things that motivate workers and the aspects in the place of work that make it conducive for such conducts.   

Organisational Deviance and Misbehaviour

Indeed, it is significant for the management of organisations to understand how to manage deviant conducts in the place of work. Deviance is classified into two categories that is constructive deviance and negative deviance. Thus, constructive deviance is whereby workers engage themselves in inventive behaviours which are likely to provide the company with the necessary inventiveness (Huff, White, and Decker, 2018). On the same not constructive deviance entails non-compliance with dysfunctional critical and directives incompetent superiors which lead to a competitive advantage to the organisation. Contrary, negative deviance is whereby the workforce deliberately intent to cause destruction to others as well as to the organisation for instance hitting work colleague, hurling insult on others co-workers, taking illegal work breaks, not being ready to share information and talking loudly on call on personal matters during working time.

Ultimately, organisations management should work to ensure that such behaviours are exterminated by looking at factors that cause such behaviours. Research shows that workplace deviance is caused by organisation related aspects such as organisation climate, organisational trust, justice and perceived organisational support. In addition deviance and work misbehaviours is also caused by work related factors such as powerlessness, and work stress. Indeed, all these aspects are a result of job dissatisfaction that results in deviance in the place of work. Görgens?Ekermans, and Brand, (2012) alludes that the causes of deviance in the place of work comes from a range of individual correlated aspects such as work-related aspects, and organisational related aspects. On a similar note, lack of job satisfaction has been found to be also a cause of deviant behaviour.

Therefore, in order to avert these cases of workplace deviance there is need for organisations to foster effective communication skills. Accordingly, this will aid the management in developing strong relations with their employees. Accordingly, communication skills play a significant role because they help to deal with workers particularly those with low socialisation skills. Similarly, organisations should support and encourage both upward and downward communication to enable workers to feel involved (Kluemper, McLarty, and Bing, 2015, p. 237). Consequently, this will also employees with low socialisation skills by boosting their self-esteem, self-work and minimise the occurrence of deviance in the place of work.

Generally, individuals are created with unique characters which subsequently determine their personality which influence how they act and react to the surrounding. Consequently, as a workers the personality in the place of work is vital to realising the objectives of an organisation (Jayaweera, 2015). Accordingly, attaining an organisation’s objective not only has to be in terms of returns but also the successful performance through the workforce. According to Furnham, (2017) these scholar state that the achievement of a company rely on the extent of a customer’s loyalty. Therefore, the initial impression of the consumers towards the workforce is a vital element to constructing customer satisfaction and loyalty. Consequently, personality is all about how an individual’s reaction, thinking, perception, and attitude to their immediate surrounding. As a result, personality as a set of traits possessed by an individual which have influence on motivation, cognition and behaviour in a range of conditions (Wang et al., 2015, p. 404). Accordingly, personality has a great significance towards forecasting the performance of any given work. indeed, the manner in which individuals employ in resolving problems or the way individuals carry themselves in the workplace and undertake different activities has a significant impact towards the organisation’s operations. Consequently, this has an impact on job performance. Certainly, personality is the link of traits of a person which form a distinct character for dissimilar individuals (Judge, and Zapata, 2015, p. 1149). For instance, some individuals can be open-minded while other cannot.  

Therefore, personality is regarded as a significant aspect in the personality related studies particularly in forecasting the performance of work. Gok et al. (2017) defines personality as a behaviour that differentiates one person from another by providing insight on whether an individual will perform a given job as compared to another. In addition, the qualities which are relevant to personality are regarded as steady and stable through the entire work life in a temperament behaviour model. According to claim that personality theories observe the similarities and variance in an individual. Thus, the similarities are likely to forecast an individual’s behaviour as well as performance because they give the collective traits of the nature of human beings. On the other hand, the variances offers a measure of a person’s performance. As a result, they are used to define the behaviours and performance of human. Professionals in the area of personality ague that people have a stable and long-terms characters which influence their behaviour at work. In accordance to studies carried out on personality, some researchers have found that personality is an appropriate element to foretell the performance of a given work (Brown, 2015, p. 20). Indeed, this process id in most cases used during personnel selection. Similarly, research on personality and organisational results have gain much attention by scholars in the organisational behaviour research field. Ultimately, the most recent studies showed personality impacts the setting under which people live and plays an essential part to selecting the condition in which people decide to live in. Therefore, the cycle of persons that an individual choose to interact with as well as the inclination for organisational surrounding not forgetting the type of practices that an individual like are dependent on their personality. The values of this kind are strongly related to person-organisation well-being.  

Accordingly, in the modern world, there is no organisation which has shown unchanging behaviour and this is as a result of organisational culture. Culture plays a vital part in determining how well an individual fit in a given company. Therefore, the fitness is a representation of the feelings of comfort to a specific culture. Indeed, organisational culture is directly related to the productivity level of the workforce and also help in determining the turnover rate of employees in an organisation (Swider, and Zimmerman, 2010, p. 488). Therefore, culture has a greater influence on the development of customs for workers’ behaviour which impact personal organisation wellbeing that in turn influence the outcomes of the corporation. Based on this research it has shown that the workforce personality attributes in addition to the productivity of the organisation have optimistic connections. On a similar note, this shows that when employees’ personal attributes match with the organisational culture then it is automatic that the organisation’s productivity will go up.  

Some of the personality theories which have been regarded as major theories include humanistic theories, trait theories, psychoanalytic theories, biological theories and behavioural, social learning and cognitive theories. Basically among these theories, trait is the most accepted and topmost personality theory which has won noticeable factors which have greater propensity to influence specific behaviours. Certainly, characters influences an individual’s variances in the trend to coming up with a sound pattern of emotions, actions and thoughts.

Contrary to the above personality theories there are other theories which are referred as the big five model of personality. These big five model shows that human qualities consists of five rationally self-determining extents that provide a complete and important taxonomy for considering people’s differences (Gøtzsche?Astrup, Jakobsen, and Furnham, 2016, p. 535). Consequently, this give an actual centre of the nature of human because of the differences. Consequently, the big five model has been characterised into the following openness to experience, neuroticism, extraversion, agreeableness and conscientiousness.

Openness to experience: This is related to innovativeness and technical, political moderation, and conflicting approach. Accordingly, the social susceptibility connected with openness to experience consists of being open-minded, creative, intellectually having the need for diversity, curious, sensitivity and aesthetic. Individuals who re unusual in openness to experience have the susceptibility which better compliments other dimensions. As a result, openness to experience is also described as a “double-edged sword” since it prompts personalities to powerful goof emotions and strong bad feelings. Accordingly, this shows that the impact of openness has a direct affective response which is the reason as to why openness to experience is said to have a weaker relations with satisfaction. Nevertheless, some studies have shown that there is an optimistic connection between openness to experience and job performance (Muindi, and K’Obonyo, 2015). Openness to experience through training proficiency process postulates that people are insightful, caring and innovative. Also, these type of people have a more positive approach for learning and training experiences.         

Neuroticism: Neuroticism illustrates the variances of personal propensity to experience suffering which is described as expressively uneven and insecure. Certainly, neuroticism have personalities such as nervous, stressed, embarrassed, annoyed, doubtful, dejected, uncertain, unsociable and fearful. Therefore neurotics do not have faith and belief in others as well as lack of social experience to manage which claim to take control. Similarly, neurotics do not have self-image and confidence (Slonim, 2014). In comparison to other people, neurotics seem to have more opposing emotions in life. Consequently, this is the reason as to why such individuals are found to be adversely related with job satisfaction. In general persistent commitment is adversely connected with professional performance.          

Extraversion: Accordingly, individuals who are confident, expressive and determine are referred to as extraverts. The type of people have the tendency to be optimistic, unprompted, energetic, enthusiastic and communicative. Therefore, such individuals long for social acknowledgement, command, admiration and control. Subsequently, extravert people are absolutely connected to emotional commitment (Demirtas, 2015, p. 274). As a result, extravert persons have the potential to practice affirmative emotions, which can in turn result in job satisfaction. Indeed, extravert people have strong emotional stands and sure that is the reason why the hold gratified personality and this pleasurable personality is the primary aspect of job and life satisfaction. In addition, extraverts are effective analysts of job performance for professions such as sales, social relation and managerial roles. Certainly, organisations should strive to see to it that they inspire their employees to become extraverts.            

Agreeableness: Agreeableness is a description of aspects like helpful, emotional support, self-sacrifice, gentle indifference to others and nurturance. Thus, agreeableness consists of traits such as supportive, open-minded, flexible, sincere, trustful, polite, naïve and generous. Accordingly, agreeableness is the ultimate contentious personality trait among the big five model of personality. However, the relationship between job performance and agreeableness is extremely weak and this is the same for the case of job gratification and agreeableness.        

Conscientiousness: This is the type of personality which consists of traits such as vigilant, determined, responsible, attentive, systematic, diligent and comprehensive. Indeed, high conscientiousness personalities are dependable, logical and risk obviate. Certainly, such individuals are cautious, responsible, dependable, thorough, focussed and determined on success. For that reason, this type of personality is of great significance for undertaking work tasks. Therefore, this is the primary reason as to why conscientiousness people are best associated with job gratification as well as job performance in all the attributes. It is important that organisations look for conscientious individual since they form a long-term interactive connectivity (Borman, 2017, p. 27). The organisation should then provide these people with a conducive setting that will offer them a better opportunity to work and attain the objectives of the company. Conscientiousness persons are the best to lead important job performance since their determined work participation and the capacity to take maximise on opportunities.  

Conclusion

Accordingly, the success of any organisation is based on the behaviour of its employees since they are the core resource to the success or failure of the organisation. Therefore, organisation managers are supposed to support a conducive organisational environment to ensure that there is a friendly condition to enhance good working among employees. Indeed, research has shown that most cases of deviance and misbehaviour in organisations comes as a result of unfavourable work related conditions and organisational factors. Similarly, organisations are supposed to embrace working with different personalities and particularly support for conscientiousness. Thus, organisations should strive to encourage their employees to be conscientious because it will help them to be more proactively determined in taking part in their work and maximise on their efforts. Certainly, in doing so this will help organisations to become more productive. 

References 

Brown, A.D., 2015. Identities and identity work in organizations. International Journal of Management Reviews, 17(1), pp.20-40.

Demirtas, O., 2015. Ethical leadership influence at organizations: Evidence from the field. Journal of Business Ethics, 126(2), pp.273-284.

Furnham, A., 2017. Personality differences in managers who have, and have not, worked abroad. European Management Journal, 35(1), pp.39-45.

Gok, K., Sumanth, J.J., Bommer, W.H., Demirtas, O., Arslan, A., Eberhard, J., Ozdemir, A.I. and Yigit, A., 2017. You may not reap what you sow: How employees’ moral awareness minimizes ethical leadership’s positive impact on workplace deviance. Journal of Business Ethics, 146(2), pp.257-277.

Görgens?Ekermans, G. and Brand, T., 2012. Emotional intelligence as a moderator in the stress–burnout relationship: a questionnaire study on nurses. Journal of clinical nursing, 21(15?16), pp.2275-2285.

Gøtzsche?Astrup, O., Jakobsen, J. and Furnham, A., 2016. The higher you climb: Dark side personality and job level. Scandinavian journal of psychology, 57(6), pp.535-541.

Huff, J., White, M.D. and Decker, S.H., 2018. Organizational correlates of police deviance: A statewide analysis of misconduct in Arizona, 2000-2011. Policing: An International Journal of Police Strategies & Management.

Jayaweera, T., 2015. Impact of work environmental factors on job performance, mediating role of work motivation: a study of hotel sector in England. International journal of business and management, 10(3), p.271.

Judge, T.A. and Zapata, C.P., 2015. The person–situation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five personality traits in predicting job performance. Academy of Management Journal, 58(4), pp.1149-1179.

Kluemper, D.H., McLarty, B.D. and Bing, M.N., 2015. Acquaintance ratings of the Big Five personality traits: Incremental validity beyond and interactive effects with self-reports in the prediction of workplace deviance. Journal of Applied Psychology, 100(1), p.237.

Muindi, F. and K’Obonyo, P., 2015. Quality of work life, personality, job satisfaction, competence, and job performance: A critical review of literature. European Scientific Journal, ESJ, 11(26).

Slonim, T., 2014. The polyvagal theory: Neuropsychological foundations of emotions, attachment, communication, & self-regulation. International Journal of Group Psychotherapy, 64(4), pp.593-600.

Swider, B.W. and Zimmerman, R.D., 2010. Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes. Journal of Vocational Behavior, 76(3), pp.487-506.

Voliotis, S., 2017. Establishing the Normative Standards that Determine Deviance in Organizational Corruption: Is Corruption Within Organizations Antisocial or Unethical? Journal of business ethics, 140(1), pp.147-160.

Wang, X.H., Fang, Y., Qureshi, I. and Janssen, O., 2015. Understanding employee innovative behavior: Integrating the social network and leader–member exchange perspectives. Journal of Organizational Behavior, 36(3), pp.403-420.