Employee
Behavior
Introduction
In
most organizations, employee behavior should align with universal professional
behavior implied in the conditions and terms of employment. The standards are
similar in most workplaces upholding respectful employee relationships. If the
employees understand the policies and procedures regulating the workplace, they
are expected to behave appropriately. Employee behaviors also share the
workplace culture as required in the organizational structure and guidelines. For
instance, the code of conduct offers a comprehensive summary of the expected
behaviors of the employees (Hellriegel
& Slocum, 2008). In addition, most organizations
require the employees to sign the code of conduct agreement upon employment
into the organization.
Any
employees who violate the standards he or she is subject to disciplinary
actions that have severe consequences. Mostly, the punishment is progressive
whereby employees may receive subsequent warnings, written letters, and then
termination from the organizations. In order ensure the employee are aware of
their behaviors, organization involves them in the rewritten of rules and
regulations relating to their behavior in the workplace (Elias, 2013). For example, employees would like
to include actions such as social media gossips not included in the organization’s
standards and policies. Therefore, the paper provides a detailed report on
dimensions of employee behavior as well as relevant procedures to enhance
employee behavior in the organizations.
The
subject of employee behavior remains essential in the overall management of the
different organizations. The employees must all times follow the company’s
policies and stipulations to avoid any violations. It is important to maintain
appropriate employee behavior in the workplace.
Most of the employee behaviors are outlined in the job descriptions and
the organization’s standards and policies. However, the expected employee
behaviors may be unwritten that implies the socially acceptable actions in the
society. People diagnosed with cognitive impairment conditions including
spectrum disorder and other conditions such as anti-social personality disorder
may behave inappropriately (Werner &
DeSimone, 2008). Some of the unacceptable employee
behaviors include the criticism of co-workers, being rude to the client, acting
with disrespect, unacceptable touching, selfishness attitude, and aggressive
while communicating with the co-workers among others. Therefore, the management
should engage in increased awareness of the positive behavioral actions needed.
It can be achieved by engaging relevant strategies and support in the
organizations.
With
the current perspectives of dynamic structural frameworks of employee behavior,
the social media content is appropriate for employers to monitor the actions
for the employees in the workplace. This indicates the aspects of trade-offs of
employees between social media and work related content in the organizations. Some
of organizations use the social media platforms for marketing purposes to
expand external reputation. However, the
employees are required to use the social media for work related aspects rather
than for leisure purposes. Multiple literatures have been written to analyze
the aspects of employee behaviors in the society. Sims (2002)
concludes that employee behavior aspects of sales
and marketing structure of the companies as it defines the capability of the
workers to produce more products and services.
Ways of Enhancing
Ethical Employee Behavior
Corporate
misconduct has increased in many organizations, but surveys on employee
behaviors appreciate he need to follow the ethical standards stipulated in the
employment terms and conditions. The employee behavior ethics cannot only be
provided by the elimination of the unethical issues, but also by training the
employees on the ethical behaviors (Hellriegel
& Slocum, 2008). The good companies understand the
need to train the employees on the workplace ethics. The companies can use
three important steps in eradicating unethical employee behaviors in the
workplace. The first step is to determine the potential areas of negative
ethics among the employee. It involves examining the behaviors and qualities of
the employees towards promoting god ethics and actions in the workplace. Hire business management help writer online. The
individual traits of the employees are examined to determine whether the
employees have a personality that fits the organization’s needs.
Employee
diversification is also important in reducing the cases of negative employee
behavior. Today, most companies are looking to hire employees from different
nationalities and ethnic backgrounds. The diverse employees bring synergy and
cooperation in the workplace. Under the
first step, Hellriegel and Slocum (2008)
provide that engaging in international corporate
relationships is crucial. Even though dealing with the different international
companies, the ethical behaviors may vary. The employees are exposed to
different ethical aspect giving them a better understanding of employee
behavior. It is also crucial to understand how unethical influences affect the
productivity and performance of the organizations (Sims, 2002). Second, the employee behavior in
the workplace can be shaped by the application of positive workplace behaviors.
When the management comes up with relevant workplace behavior ethics, the
employees are understand the appropriate ethical behaviors and actions needed.
Some of positive ethical practices include strong corporate image,
professionalism, honesty, trust, and responsibility. The concept of
responsibility insists that the employees should work on their roles and duties
as indicated in the job descriptions. Since, the employee behavior should be
made accountable to completion of the job responsibilities and duties.
In addition, the management should be able to
trust the employees to make informed decisions in the business scenarios.
Honesty is a crucial positive workplace ethics that important the overall
positive perception of the employees on the organization. Finally, the
organizations are expected to continue training ethics in the workplace. The
current workplace is dynamic and requires the employees are adjusting to
environment (Abiodun, 2010).
Continuous ethics training helps the employees to refocus on the core aspects
of the ethical employee actions. The need for employee ethical behavior is
always going to exists among the organizations. The organization should invest
heavily in training and instilling actual ethics training and programs. Such
ethics programs provide the employees with the strategy on how to act and react
to the various business scenarios.
The
employee engagement calls for commitment necessary to promote improved
decision-making and the overall organization’s culture. Employee engagement is
a relevant aspect in promoting the employee behaviors and actions in the
society. The main purpose of the organization is developing trustful and
confidence leads in the workplace. It also supports employee discretionary
efforts understood as an essential incentive for ethical behavior (Elias, 2013). Employee engagement advocates for
an appropriate ethic cultures in the organizations. The creation of an
appropriate culture is relevant in ensuring that all employees understand the
actions and behaviors expected of them by the management. The extent of
organizations standards is defined by the ethical culture in an organization.
The management expects more employees to be accountable for their actions with
integrity.
Most
importantly, the management is should set up appropriate ethical behavior
models. It involves the ethical standards to be employed in the overall
management of the company values and integrity. Thus, setting relevant behavior
model is crucial in supporting the overall ethics in the workplace. Gouthier and Rhein (2011) discusses
on the need to score and design indices required for making observations and
reports regarding employee behaviors. In terms of employee promotion to
leadership, the employee behavior is a major consideration. As a result, cases
of ethics training in most organizations have increased as well as inclusion of
ethical conduct in the performance measurements and employee evaluations. The
companies are increasingly careful to impose better conditions to promote
accountability and discipline among employees. It also promotes ethical
commitment that supports ethical conduct in the organizations.
In
spite of the provisions of employees to follow certain standard actions, there
is employment tribunals set up to protect the employment rights as well as
equality in the workplace. The employment tribunals organized consultation
between the employers and employees to resolve the workplace disputes. Most
important, it deals with unethical behaviors committed by employees includes
corruption and embezzlement of funds (Elias, 2013). Employee behavior is crucial in the workplace
and thus the policymakers have come up with various initiatives to encourage
employees to act appropriately.
There
is no adequate evidence to confirm that employee personalities and behavioral
perspectives influence their actions in the workplace. However, it is
recognized that personality is a major factor that shapes the employee
behaviors. It determines the employee’s interactions and relationships with
other employees within the management and institutional frameworks. The
intervention of the employment tribunals and other negotiations bodies
appreciates the significance of employee behavior in the organizations. Based
on the study by
Robbins and Judge (2012), it suggests that
employees who act appropriately are less likely to cause workplace conflicts.
Workplace conflicts affect the relationships between the employers and
employees.
The
employees and employers face conflict situation on the acceptable behaviors in
the workplace. The costs of resolving
such conflicts are equal to the costs of not handling the issues. Many observations have been that many
conflicts arise from the job tasks assigned to the various employees in the
organizations. Studies indicate that close to 30 to 40 per cent of the
manager’s duties is to resolve employee inappropriate actions to the
organizations
(Wallace, de Chernatony, & Buil, 2013).
The manager must be patient to resolve many inappropriate actions committed by
the employees in the workplace in order to enhance productivity and influences
other employees. The inappropriate
employee inhibits performance of the firms. Even it would be difficult to have
perfect employee behavior, the employees should seek to create acceptable
actions within the workplace. This promotes their personal interests and the
overall productivity of the organizations (Griffin & Moorhead, 2009).
In
most situations, the management has a crucial role to play in instilling good
employee behavior. Since, the management is responsible for design regulations
and rules that governs the behavior of the employees. Favorable policies and
regulations make it easy for the employees to act appropriately (Raines, 2012). Also, the behavior of
employee is directed by their emotions. Emotions are essential aspect of
determining the behaviors and actions of the employees in the organization. In
any interactions between, emotional communication is usually exposed. Thus, the
management should not hurt the emotions of the employees to instill honest
exchanges and boundaries. All employees have the right to be treated with
respect as they treat the co-workers and the employers with respect too. The
creation of strong relationship between the employers and the employees
facilitate improved employee behavior (Robbins & Judge, 2012).
It reduces the cases of inappropriate employee action such as bullying and rude
responses to the clients. As a result, the managers are tasked with the role to
create a culture that promotes respect for the employees.
Conclusion
Employee behavior identifies the universally
acceptable codes of conduct in the workplace. Most organizations indicate the
expected employee behaviors in the conditions of employments. Any violations of
the employee standards subject the employees to punishment such as suspension
and termination from the job. There are some employee behaviors that can be
classified as inappropriate including selfish attitude, aggressive discussion with
co-workers, disrespectful actions, and rude interactions with the clients and
poor communication with the co-workers. Although the managers might advocate
for the elimination of inappropriate employee behaviors, they are required to
train the employees on the expected actions within the organization including
respect and integrity. The company managers have a duty to influence good
employee behaviors in various ways. For instance, the managers could come up
with appropriate regulations and rules that dictate the acceptable actions in
the organizations. It is also important to create strong relationships between
the employers and employees as it promotes the expected behaviors among the
employees.
References
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engagement and organizational performance: Leadership behavior and employee
perception of the organization. Bloomington, IN: AuthorHouse.
Elias, M. S. (2013). Deviant and
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Gouthier, M. H., & Rhein, M.
(2011). Organizational pride and its positive effects on employee behavior. Journal
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Griffin, R., & Moorhead, G. (2009). Organizational behavior: Managing people and organizations. Boston, MA: Cengage Learning.
Hellriegel, D., & Slocum, J. (2008). Organizational behavior. Boston, MA: Cengage Learning.
Raines, S. S. (2012). Conflict
management for managers: Resolving workplace, client, and policy disputes. New
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Wiley & Sons.
Robbins, S. P., & Judge, T. A.
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Hall.
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Barbara, CA: Greenwood
Publishing Group.
Wallace, E., de Chernatony, L.,
& Buil, I. (2013). Building bank brands: How leadership behavior influences
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