Managing Misbehavior

MANAGING MISBEHAVIORReported by:Jerome M. dela Cruz

Reported To:Dr. mary jane d. castillo

INTRODUCTION

Managers are often faced with

problem behaviors in the work setting

that must be solved to prevent

additional negative

consequences

Misbehavior is costlyMisbehavior

reduces performance

Misbehavior can impact the entire

organization negatively

Are you good in managing

Misbehavior?

ButThisIs

MyQuestion

MANAGING MISBEHAVIOR

Welcome to My Presentation

Home

References

Samples ofMisbehavior

Management of

MisbehaviorKey Factors in Organizational

Misbehavior

Selected Misbehavior

Suggestion for Building Trust &

Respect

Privacy in the Workplace

Suggestions for Monitoring Employee

Communication

This is Jerome M. dela Cruz

PresentingManaging Misbehavior

After completing Chapter 8; you

should be able to:

Explain why the management of

misbehavior is an important

responsibility that managers must

address.

Describe some of the outcomes of misbehavior in

terms of property, politics,

interpersonal relations, and intrapersonal

relations.

Discuss why sexual

harassment can be interpreted to

be a form of violence.

Identify why some consider the invasion of

privacy rights to be a moral issue.

Discuss how an organization’s

culture can impact what is

referred to as the management of

misbehavior norms.

Explain why organizational

researchers are now more willing to acknowledge that misbehavior is an important

issue.

So stay calm and relax

And ask yourself……….

Can I Manage any Kind of

Misbehavior in my Workplace?

SAMPLES OF MISBEHAVIOR AT WORKArsonBlackmailBriberyBullyingCheatingDiscriminationDishonestyEspionageFraudIncivilityIntimidationKickbacksLyingMisinformationPrivacy violationsRevengeSabotageSexual harassmentSubstance abuseTheftThreatsWhistle blowingWithholding information (concealment)

THE MANAGEMENT OF MISBEHAVIOR

Managing employee misbehavior takes an active position in that managers are responsible to act, solve, and correct problems

Misbehavior is viewed as a form of antisocial behavior

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KEY FACTORS IN ORGANIZATIONAL MISBEHAVIOR

Antecedents Mediators

Outcomes Costs

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SELECTED MISBEHAVIORHom

eReferen

ces


Management of


Misbehavior



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Communication

Sexual Harassment

Aggression and Violence

Bullying

Incivility

Fraud

Substance Abuse at WorkCyberslacking

Sabotage

Theft

SELECTED MISBEHAVIOR: SEXUAL HARASSMENT

Sexual harassment is displayed by unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

a) submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual’s employment

b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or

c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment

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Sexual harassment is a form of aggression and unethical behavior

Sexual harassment is a form of discrimination

Sexual harassment is illegal Sexual harassment occurs because of

power differences and lust Sexual harassment occurs across

gender lines and across sexual orientation lines

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How can a manager recognize a behavior as sexual harassment? The Family IQ Test The Public Forum Test Dual Treatment

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Management of


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Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SELECTED MISBEHAVIOR: AGGRESSION AND VIOLENCE

Aggression at work – the effort of an individual to bring harm to: others with whom the person

worked for others with whom the person

currently works for an organization (i.e., current or

past) The attempt to bring harm is

intentional It includes psychological as well

as physical injury

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Violence (or the threat of violence) creates a workplace climate of fear, uncertainty, anger, and hostility

This type of climate creates stress for employees

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The increase in non-fatal violence and acts of aggression in the workplace may be the result of: downsizing poor management observation

and anticipation skills increased insecurity increased pressure for more

productivity longer work hours

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References


Management of


Misbehavior


Respect



Communication


Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SELECTED MISBEHAVIOR: BULLYING

Bullying – repeated actions, that are directed to another worker, which are unwanted, which may be done

deliberately or unconsciously, but clearly cause humiliation

and distress that creates an unpleasant work setting

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SELECTED MISBEHAVIOR: BULLYING

The behaviors of a bully are intended to be hostile actions or are considered by the victim to be hostile

Bullying is an evolving process Humiliating or punitive

behaviors become an accepted pattern over time

Bullying thrives when supported by the organization’s culture

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References


Management of


Misbehavior


Respect



Communication


Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SELECTED MISBEHAVIOR: INCIVILITY

Workplace incivility – involves acting rudely, discourteously, or in a demeaning manor toward others It is a lack of respect for others

It appears to be on the increase outside and inside the workplace

Incivility can cause workplace conflicts and detract from productivity

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SELECTED MISBEHAVIOR: INCIVILITY

Being civil or polite with regard to others in an organization is preferred It constitutes organizational

citizenship behavior (OCB) Firms are using training and

education programs to eliminate this Objective is to involve

participants in practicing civility and proper etiquette

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References


Management of


Misbehavior


Respect



Communication


Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SELECTED MISBEHAVIOR: FRAUD

Fraud – the intentional act of deceiving or misrepresenting in order to induce another individual or group to give up something of value

A study of over 12,000 employees found 90 percent engaged at some time in

workplace misbehaviors such as fraud, goldbricking, and sick time abuses

33 percent actually stole money or merchandise on the job

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SELECTED MISBEHAVIOR: FRAUD

Fraud is a combination of motive and opportunity The opportunity to commit fraud is

addressed through internal control systems

Ensuring fairness, good working conditions, and sound leadership are available can help reduce the motivation to resort to fraud

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References


Management of


Misbehavior


Respect



Communication


Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SELECTED MISBEHAVIOR: SUBSTANCE ABUSE AT WORK

Substance abuse among workers represents billions of dollars in organizational financial loss Non-users are also at risk

Research concludes that workers’ substance abuse is a personal characteristic and has less to do with working conditions

There is no accurate test that can predict current or future substance abuse

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References


Management of


Misbehavior


Respect



Communication


Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SELECTED MISBEHAVIOR: CYBERSLACKING

Cyberslacking – the use of the Internet for personal reasons It is a form of virtual goldbricking

Personal cyberslacking can also place a burden on an organization’s computer network

Employees who access pornography sites on office computers may also contribute to sexual harassment behaviors

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WHERE DO CYBERSLACKERS SURF?

Area of Surfing Amount of Time (%)

General News 29.1%

Investment 22.5%

Pornography 9.7%

Travel 8.2%

Entertainment 6.6%

Sports 6.1%

Shopping 3.5%

Other 14.3%

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SELECTED MISBEHAVIOR: CYBERSLACKING

Electronic monitoring of employees on the job is now practiced by many U.S. organizations E-mail, computer files, and

interactions with customers Organizations have used

electronic monitoring information to fire employees who mix personal and organizational business

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Management of


Misbehavior


Respect



Communication


Sexual Harassment


Bullying

Incivility

Fraud

Substance Abuse at Work Cyberslacking

Sabotage

Theft

SELECTED MISBEHAVIOR: SABOTAGE

Sabotage – involves damaging or destroying an organization’s or colleagues equipment, workspace, or data It is an expression of

aggression or violence by something tangible

Sabotage targets include: people equipment operations

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SELECTED MISBEHAVIOR: SABOTAGE

Angry employees covertly and overtly resort to sabotage to: get even correct a perceived wrong take revenge make a statement to others

Attempts to minimize sabotage appear to focus on treating employees fairly and honestly

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Management of


Misbehavior


Respect



Communication


Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SELECTED MISBEHAVIOR: THEFT

Theft – the unauthorized taking, consuming, or transfer of money or goods owned by the organization Stealing is not limited to

tangible property Data, information, and

intellectual property can and are stolen

Theft is a serious issue that managers need to address

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SELECTED MISBEHAVIOR: THEFT

Electronic surveillance is increasingly used to stop or catch thieves

Organizations have also increased their use of honesty or integrity tests to identify theft-prone job candidates before hiring them Use of these tests is

inconclusive

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MOTIVES AND INTENTIONS OF A PERSON TO STEAL:

ApproachMotive

SupportMotive

Even the ScoreMotive

Thwart Motive

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Management of


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Communication


Sexual Harassment


Bullying

Incivility

Fraud


Sabotage

Theft

SUGGESTIONS FOR BUILDING TRUST AND RESPECT

1. Listen assertively to what an individual is saying about work conditions, your style, fairness of rewards, and needs

2. Work to help employees improve themselves and grow

3. Lead by being an exceptional role model in terms of integrity, ethical behavior, and civility

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4. Display courtesy with individuals at every level, status, and location

5. Never lose your temper6. Never angrily reprimand, bully, or

intimidate an employee privately or publicly

7. Emphasize employee strengths not weaknesses

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SUGGESTIONS FOR BUILDING TRUST AND RESPECT

PRIVACY IN THE WORKPLACE

Privacy in the workplace is an important issues facing managers and employees

The managerial perspective on privacy can include: drug testing electronic workplace searches surveillance by tape recording

or video monitoring off-duty conduct

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PRIVACY IN THE WORKPLACE

Employers currently have leeway in monitoring any form of their employees’ communication

Organizations can utilize testing if the test: is designed to predict a person’s ability to

perform is relatively non-invasive results are private

e.g., medical, drug, psychological, or lie detector tests

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1. Adopt and communicate a policy – state clearly what will be done and how

2. Only monitor for legitimate organizational reasons

3. Keep track of all monitoring4. Be fair, reasonable, and use common

sense5. Do not invade employees’ off-duty

behavior – do not intrude into your employees’ life off-the-job

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SUGGESTIONS FOR MONITORING EMPLOYEE COMMUNICATION:

REFERENCES

Ivancevich J., Konopaske R., Matteson M. “Organizational Behavior and Management: 7th Edition” pp.201 – 222

http//:www.gifs-paradise.com

http//:www.google.com(images)

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THANK YOU!..............................................

“ A Man who Cannot behave Himself;

Cannot behaveOthers

as Well…….”

(Anonymous)

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Communication

Education

Managing Misbehavior