Productive and Counterproductive Behavior

Relationship between Productive and Counterproductive behaviors on Job Performance

Organizations strive to achieve one main goal of being productive. Employee’s behaviors within an organization are categorized as either productive or counterproductive. These behaviors can directly influence to the success, or failure, of the organization. Productive behaviors describe employee actions that influences supportively to the objectives and goals of the organization (Jex & Britt, 2008). Some examples of productive behaviors are being efficient, being on time, and being effective at achieving goals. Productive employees exhibit positive behaviors that motivate other employees. If that positive attitude and eagerness is spread around, other employees will recognize this and want to display that same attitude. Productive behavior employees tend to meet deadlines proposed by management and complete more tasks in shorter time (Jex and Britt, 2008).

Familiar aspects that influence job performance are motivation, personality, abilities, and skills factors. Employees remaining engaged and motivated in their work contribute to increased productive behavior (Jex and Britt, 2008). A dedicated and concerned manager can motivate employees to be more productive and effective in the workplace (Jex & Britt, 2008). Managers’ frequently communicating and knowing employees can help ascertain ways to help their employees be even more productive. An involved manager can encourage employees to perform based on the individual factors that motivate him or her (Krischer, Penney & Hunter, 2010).

Counterproductive behavior operates against the purpose of the organization. These behaviors involve employee turnover, absenteeism, substandard job performance, and other irresponsible actions (Krischer, Penney & Hunter, 2010). Violence, sexual harassment, criminal activity, and drug abuse are other more serious counterproductive behaviors. Any employee involved in behavior that deters an organization from achieving its goals is demonstrating counterproductive behavior (Krischer, Penney & Hunter, 2010). The atmosphere of the workplace and the attributes of an employee formulate both productive and counterproductive behavior. For instance, an employee who has not been correctly oriented to the atmosphere and aim of the organization may not be able to function at an acceptable level.

Organizational Commitment and Job Satisfaction

Organizational commitment is substantially beneficial. Organizational commitment is the degree to which an employee adopts and accepts the goals and values of an organization. Commitment has a vast effect on the efficacious performance of an organization.