Productive and Counterproductive Behaviors Paper

All organizations aspire to be successful in this era of rapid development where the market is very competitive. Therefore, there is a need for them to motivate their employees since they are a critical strategic asset for dealing with such competition. Employees’ motivation can be described as the psychological process that causes workers to behave in a positive manner thus improving their performance behavior (Townsend, 2002). Companies irrespective of their size and market should strive to retain their best workers, acknowledging their significant role and influence to the organizational effectiveness. To achieve this, firms should create a strong and positive relationship with the workers. From the data obtained from various researches, it is apparent that employee motivation improves performance through reducing absenteeism as well as increasing renovation among workers (Norsworthy &Zabala, 1990). The relationship between motivation and performance is clearly depicted in Southwest Airlines Company where the firm invests on its human resource to improve its productivity.

For this reason, the selection process has begun to use more sophisticated methods in order to increase the validity and reliability of having the best employee for the organization (Marchington and Wilkison, 2005). For example, in terms of validity, organisations are advised to use structured interviews and cognitive ability tests. In terms of reliability, there are three crucial factors: testing being carried out at different times, the use of two interviewers and repeating the test (Newell, 2005).

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

However, much has to be done to improve the efficiency of the employees. For example, the management should show respect to the employees individually not considering the job they do. Respect is a powerful motivator. If employees feel genuinely respected, they will mostly likely go an extra mile in their duties to help the success of the organization (Jackson, 2011). The management should also offer support to employees when it is genuinely needed. This will include emotional support in case of unfair criticism. This would improve the employees working atmosphere hence they will deliver

Stimulating employee behavior relies on different types of practices, particularly when increased productivity and success are the desired outcome (Shultz, 2014). Shultz (2014)

John D. Rick (2018) takes the behavioral perspective to psychology. Behavioral psychology is about the external environmental stimuli that influence behavior and can be trained to act a certain way. Behaviorists like B.F. Skinner believe that you learn through a system of reinforcements and punishment. In this article, the author focuses on child’s behavior and how an unwanted behavior can be changed through negative punishment without fear of the child being dishonest and fraud.

Employees are self-motivated and like the opportunity for growth within an organization. Many employees like to be challenged and gain a competitive attitude. Employees are influenced by many forces within an organization that drives them to reach high and set goals that seem unreachable. While other employees like to be comfortable and complacent. The comfortable and complacent employees attempt to stay under the radar by doing exactly what is expected. Many of the complacent employees tend to not go above and beyond what

The current model of Performance management uses “Performance Review” to provide employees with feedback on their job performance. The issue with this mode is that it is not conducive to an organization that encourages its employees. Managers they are coaching their employees when in reality they just giving feedback, from manager to employee, about the employee’s work

There are many businesses and organizations across the world that relies on their employees. The employees make up the workforce that keeps the nation functioning and producing. It is not uncommon for employees to get burnout with their job or feel that they are not appreciated. Workers find it difficult to find the motivation to come to work and ready to complete the tasks that are required of them. When workers are bored with their position it can be hard to put their best efforts into their job and be successful. Many employees feel that they are not being rewarded for the hard work they have been doing and often slack off because of it. Businesses understand that the employees are the faucet of the company and they are relied on for everyday production. An employee may feel like they are not getting the respect that they deserve for the work that is being completed each day. It can be hard for business owners to find the comfortable line between employee satisfaction and high-quality performance. There are several things that many businesses have begun doing to help their employees not only succeed but enjoy what they are coming to work each day to do. There are several trends that business is trying, that will help to motivate employees to have superior performance in the workplace.

Managers face two types of behavior from their employees in an organization. Behavior can be categorized as desirable behavior or undesirable behavior. Desirable behavior is behavior that aims for the best interest of the organization, whereas undesirable behaviors include behavior not in the organization's best interest. Managers should focus on bringing out desirable behavior out of employees and aim to abolish undesirable behavior. To achieve this feat it is important to understand what motivates employees. By knowing what motivates them, managers can use that to promote behavior in the organization's best interest. Environmental factors play a role in employee motivation. Environmental factors the manager control include

On the other hand, effective performance feedback has the potential to improve employee participation, motivation, and job satisfaction (Aguinis, Gottfredson, Joo, 2011). Performance feedback is a critical component of all performance management systems. Effective feedback on performance is timely, specific, behavioral and presented by a credible source. The objectives of performance feedback are to improve individual and team performance, as well as commitment, motivation and job satisfaction of employees (Aguinis, 2009). One of the most critical parts of the evaluation process is direct communication between the supervisor and the individual. In the ideal situation, the employee receives information about how they perform and where they can improve. According to Zachary and Dacha, (2010) managers identify the weaknesses of employees and together they make a plan for employee

A major factor behind employees not being able to do justice to their potential might be the lack of direction they have to cope with.

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

Throughout the decades, organizational Behaviour has played a very important role in the organization’s success. It is a diagnostic study that focuses on teams, motivation, values, relationships and individual goals. As society has been rapidly changing, organizations have had to adapt its own culture for its survival. I believe understanding organizational behaviour has helped a lot of companies to stay successful in their respective market and helped them to evolve the way they approach and treat their employees. As an organization, realizing the employees are integral to the success of the company as well as communicating the success they achieved will help the organization to build employee’s motivation, and loyalty which have a

Dash and Pradhan, (2014) opined that one such way that the organisation can achieve its objective is through behaviours of the employees.