As a partner and course developer for Stanton Adams Consulting, it is my responsibility to produce learning materials and facilitator resources that focus on, among other things, counterproductive behaviors; what they are, and how to deal with them.

Much of my work in this area entails researching behaviors that can be seen as counterproductive if done in the work place, and coming up with do-able solutions. Our Professional Development Training‘s, are interactive workshops that utilize visuals, written materials, interactive activities, and group discussions to teach employees and managers about counter-productive behaviors.

Counter-productive behavior is an ambiguous term, because it is based on perception.  By Definition it means behaviors that detract from organizational performance. One employer may think that using social network sites at work is a bad thing, while another may encourage their employees to use these websites.
Many factors play into the cultural environment of any business, things like the size of the company, the educational level of its employees, the cultural backgrounds of its employees, the physical makeup of the job site and its location are just some of the variables.

Different industries have different cultures and norms. Although all
businesses basically have the same standard policies and procedures, they also have similar types of counter productive behaviors taking place within their organizations.   If a manager wants to be in control of everything and not delegate anything this too, can be counter-productive.

Counter-Productive Behaviors Definition Solutions
Harassment When
one employee does things that any reasonable person would consider
Development Training for all employees envolved
sexual advances (in recent years this category was broadened to consider female
to male, male to male, and female to female complaints
Professional Development Training  for all employees envolved
Theft Theft
of property or funds that belong to the company or its employees, shareholders,
or customers.
A security system with cameras, alarm systems, computer encryption software, and/or a “No competition” contract
Forgery Forging
documents, replicating intellectual property, patents, or disclosing classified
Employees should be bonded if theft could be an issue in your business, it’s also important to pay employees what they are worth so. Background and reference checks during the hiring process can also help
An over competitive environment High
pressure work environments can cause many employees to become stressed. It also
leads to harassment and many other behaviors
Competition can be good for business but bad for employees.
Employers should try not to pit employees against one another. In this case prevention is the best medicine
Discrimination Not
allowing an employee to rise to a higher position because they are a member of
a protected class: women, blacks, Hispanics, seniors etc.,
When a company promotes from within it saves money and it gives its employees something to strive for. This increases employee retention, morale, and profits.
working employees
Not giving employees proper breaks and downtime, too much unpaid overtime, and
short or no vacation time
When employees are overworked and underpaid they become counterproductive. A well-rested team will produce quality and quantity. Over working a team only produces one or the other not both.
Not using talented employees to their fullest potential When an employer does not allow its employees to make real time decisions When an employer does not allow its employees some flexibility in making decisions, a small situation can become a crisis. (Having
a customer wait so the employee can go get a manager may frustrate a customer more.)

To Learn more about Counter-Productive Behaviors and to find out how Professional Development Training can help got to our website http://www.stantonadams.com

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One thought on “Counter-Productive Behaviors

  1. Pingback: Trends in Employee Engagement | Stanton Adams Business Journal

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