Workplace Deviance Research Paper

Incivility in the workplace, although sometimes totally unintended does have impact on the relationship between patient and provider and may cause harm psychologically (Penny & Spector, 2005). Stress and difficult situation generating this stress, such as a disaster, is a major factor in such disruptive behaviors (Fellblinger, 2009). Consequently, it can very often be expected to be issue both from the public and the providers, either through reaction to a negative input by a client/patient or as intrinsic negative behavior.

Being able to gain trust from one person is a difficult task, coming from another unit and being able to gain the trust of a team that has already been formed is even harder. Having a incident like sexual harassment and sexual gestures happen within the unit can have demoralizing effects on the effectiveness of the team. The hostile working environment may hinder some hard-working soldiers and cause them to not give maximum effort. It may also make the victim(s) feel as if they are not appreciated and their performance may reflect their recent feelings towards the situation. Also these negative actions may cause a fellow soldier to relive a certain situation that happened to them previously.

Employee theft is a problem of considerable size for many companies. Many corporate security experts estimate that 25 to 40 percent of all employees steal from their employers, and the U.S. Department of Commerce (DOC) estimates that employee theft of cash, property, and merchandise may cost American businesses as much as $50 billion on an annual basis. It is also not uncommon in today's workplaces. And it is often the employee you least suspect that is the culprit

Answer 2: Measures companies can take to protect themselves from the action of rogue employees:

Just as the street crimes per capita in cities are a lot higher than those in rural areas, theft incidents are more likely to happen in big offices than in small ones, as chances of being caught are higher in small offices as well as stronger social incentives in such a small community. More surprisingly, Feldman also found out that employees higher up in the cooperate hierarchy cheat more than normal employees. One reason might be due to their sense of entitlement, and their morale towards “white collar crimes” in which cases they can easily get away with their authority (Levitt and Dubner 45). His findings might explain the mechanism of the corrupted cooperative businesses, as well as in politics, where people with more authority are less likely to be detected using company’s

In much of the business world from the past to today, we constantly are exposed to unethical behaviors and situations of conflict within the work environment. Thinking critically about a particular dilemma and whether or not it is ethically wrong takes time and critical thinking. The accountants of Enron could have avoided this situation by stepping in and explaining to their superiors the cost of the long-term consequences compared to the short-term benefits was not worth what they were putting out on the line. By analyzing the Enron scandal there will be a greater ability to know information that will help pin point any unethical behavior that an accountants may experience in their own work life. Justin Schultz, a corporate psychologist

I have worked in municipal for the majority of my career. I worked as a consultant in the private sector for almost five years before accepting another position in city government in another state. My career exposed me to ethical behavior, both good and bad, in the workplace, I also was able to view firsthand, deviant workplace behavior. My experience with both concepts came during my previous career in city government. After thirty years in city government, I had the misfortune to have my career be manipulated by the unethical behavior by an executive director in conjunction with deviant workplace behavior by my subordinates.

For many businesses employee theft is a growing problem. In a Business News Weekly article “Employee Theft Rising; Expected to Get Worse”, at the loss-prevention consulting firm “Jack L. Hayes International” conducted a study of 23 large retail companies. It found 71,095 dishonest employees were apprehended in 2012, up 5.5 percent from 2011, 7 percent higher than the previous year. Any business has the right to protect itself from

There has been a rise in workplace incivility, in the world today. Porath (2017) found out that the incivility often leads to an increase in employee stress, low performance, high employee turnover, low customer experience, and minimal collaboration. There are various strategies that organizations can use to navigate this new wave of incivility while maintaining an ethical approach to business.

One of the benefits a business stands to gain, if they install a covert system within their property is the reduction of employee related theft incidents. If you own a business, you may not assume that you are at risk due to the perceived integrity of your employees. However, statistics demonstrate that UK based businesses loose an average of over 2 billion pounds each year, as a result of employee related theft. While this may not seem like a huge figure, when you consider the fact that 3rd party burglaries account for a loss of approximately 120 million pounds per year, what this means is that employees are a bigger risk to a company's property and assets, than a 3rd party would-be burglar.

The act of stealing items from work can be considered as a crime under criminal statute. The theft act 1968 states that a person is guilty of committing a crime of theft if that person ‘dishonestly appropriates property belonging to another with the intention of permanently depriving’. In saying that the four main criminological presepectives, which include: classical, positivist, interactionist critical criminology, interpret the act of stealing an item from work differently. Ultimately, the issue of taking items from work is important as the idea of what constitutes stealing from work can be blurry. Throughout this essay comparatives and differences on each perspective will be discussed in terms of human nature, social order, how they

Violence is all around us; we see it portrayed in one form or another everyday. It has become commonplace to see it on TV and in our own environment. To the average person this has become an acceptable part of life, along with taking personal precautions to prevent it from happening to them. However, there are a small few that need attention and see violence as a way to get their message across. Unfortunately, the media is right there to dramatize it for all to see. As future public administrators we must be aware of potential workplace violence from not only potential customers but from our employees and co-workers as well. We must equip ourselves with the tools necessary to prevent the potential

The issue of workplace violence challenges many organizations today, and many of these organizations do not have well defined structures on how to handle it. It is one of the emerging concepts in the field of HR and perhaps that is why many HR personnel have not come into clear terms with it. In addition to this, it takes a broader approach than what people think violence is, hence complicating its ideology.

Aggressive workplace behavior can very stressful because it has a negative affect on ones productivity, and if not addressed in a timely manner can even affect an employee’s personal’s life. Negative and/or aggressive behaviors can occur between coworkers and subordinates. According to Neuman and Baron Aggression is “…any form of behavior directed by one or more persons in a workplace toward the goal of harming one or more people in that workplace (or the entire organization) in ways the intended targets are motivated to avoid.” To “harm” a co-worker or subordinate is not only physical, it can also mean harming someone mentally, which was what Smith was doing to her subordinates. This type of aggressive behavior is more commonly known as workplace bullying. Workplace Bullying is a repeated, health harming mistreatment of one or more persons (the targets) by one or more perpetrators that can take the form of threating, humiliating or offensive behavior-actions. (Fox, S., & Spector, P. E. (Eds.). (2005).) Now that we have a general overview of workplace bullying and aggressive workplace behavior, let’s take a closer look at types of aggressive behavior.

Need to get be better rewarded: theft is a symptom that managers are not well remunerated. Pocketing the