Productive Org
Productive and Counter-Productive Work Behaviors
Organizational success is predicated on the abilities and efforts demonstrated by personnel. With respect to matters such as job performance and productivity, a company's long-term prospects will rest significantly on the shoulders of day-to-day employees. This denotes the importance of identifying behaviors that promote productivity and eliminating those which are counterproductive. The discussion hereafter offers a concise consideration of how to achieve this balance.
Productive and Counterproductive Behavior:
The text by White (2010) offers some basic definitions that help to assign meanings to productive and counterproductive behaviors within the context of the workplace. White identifies productive behavior as anything that helps to further the goals for the organization, that works to actively improve the company culture or that contributes to adherence with the company's mission. White reports that "some of the most constructive forms of productive behavior in organizations are innovation, job performance, and organizational citizenship behavior (OCB)" (White, p. 1) This denotes that productive behavior describes a general pattern of orientation amongst personnel that leads to desirable ends for the individual's job performance or for the perfomance of the organization...
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Organizational Behavior An employee's behavior significantly impacts an organization's out put. It is therefore imperative that organizations deeply understand what productive and unproductive behaviors are. With this they can easily evaluate the relationship that exists between job behaviors and performance (Sacket, 2002). Productive behaviors enhance productivity. Employee's who exhibit productive behavior boost an organization's productivity as they contribute positively to an organization's goals and objectives. Such behaviors include punctuality; handling an organization's
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The larger social implications of successful human resources development practices and perspectives have not been lost on researchers in the area, either. Altering human resource management practices to better address labor issues faced by non-management employees both within the organization and in their lives at large creates both a more satisfied and a more productive workforce and can also lead to reduced levels of underemployment and improve the general quality
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