Critically Analyze the Literature Review of the Determinants of Workplace Behaviour.
The report will discuss in detail about various determinants of workplace behavior. The concept of deviant workplace and unethical approach in addressing the issues is becoming a main challenge in companies. The estimates by different research also suggests that there are approximately seventy five percent of employees that are engaging in some or the other kind of aggressive attitude like fraud, sabotage and many more. The pattern is less prevalent yet can be very harmful since aggressive behavior like lying, hold back the efforts and absenteeism. The norms followed at the workplace and this further can be considered as an antisocial kind of approach. This is why; it is not entirely surprising that scholars in a company must aim with some kind of vigor on multiple platforms promoting the negative mindset in the workplace. There are number of examples of such behavior which consist of deviance based aggression, violence as well as antisocial approach for things. The report will discuss in detail about various determinants of workplace behavior by taking into consideration Ceylon Biscuits Limited Company.
CBL is one of rapidly growing organization in Sri Lanka where the produces and sells many popular brands in confectionary, fruits based products, cereals and biscuits. The company is also recognized as an innovation based and high technology led manufacturer and the company also caters to a huge international market and has an international presence worldwide. The routine life of the company is based on the set of core values that is able to resonate all across the organization. The main principle followed by the company is to assist or maintain a strong bond that exists between the workforce and also help the strategic decision making while directly the company on the path of success with the help of good management as well as innovation.
The deviance in workplace is based on voluntary attitude by the workforce that can violate or changes important norms of the companies with policies. Further it also threatens the well being of the company and its members or sometime both. The workplace deviance can be also defined as the intentional will to create some harm for CBL. For instance, it includes the behavior which primarily directed at company and people in the workplace like coworkers (Giorgi et al, 2013). Such attitude at work has accomplished much play in broadcast base with media over the last many years. This notorious attitude is often because of the sensational level of negative impacts which is related with improper attitude of the company. The ruin by finances of workers because of illegal actions by the managers with so many crimes like murders and other kinds of violence committed by the workforce with harassment verdicts. It further can be challenging to produce a right kind of estimate of the cost which is deviant from the behavior in the workplace specifically when one is able to inculcate it any form along with theft by employees, corporate frauds and revenge and many more (Kim et al, 2017). The measure should be taken to save such occurrences and rectify them further.
In the recent time, deviance in workplace has been widely neglected by the organization. Authors also stresses on the behavior like organizational based citizenship attitude with performance which generates a positive result for the company (Kell et al, 2014). But, focus is also tuning to the study or observing the behavior at the other end of the discussion since there is rise in prevalence as well as detrimental impacts on the company. There are number of authors who claims that the presence of the three unique kind of research trends which are primarily based on the study where the deviance can be rightly conceptualized like the reaction of the experiences at work (Paill? & Boiral, 2013). Studies also show that the evaluation of deviance can be taken as a reflection of the personality of the staff (Kilpatrick et al, 2014). Study has the power to investigate any kind of deviance which later becomes an adaptation of the social level of context at work.
Affective events theory: This is theory is also called as AET and is a model propounded by psychologists Weiss and Cropanzano to recognize the emotions as well as moods that can impact the performance at job and impact the level of satisfaction. The principle further says that organization events are often cause proximal level of causes with impactful reactions (Hystad et al, 2014). As per the implication, there are several things that happen to people in work based on people that often react in an emotional manner to different events. Research in recent time also suggests that there is an existence of hypothesized association existing between emotions that switch from one moment to another and results such as job satisfaction, commitment of company with intention to leave the work. The model further raises the level of understanding that can form a link between the employees and their reaction to varied things that can happen at work. Various work models consist of autonomy, demand at job, autonomy and emotional level labor with so many actions based on different reactions (McDonald, 2014). This kind of emotional response further increases the impact of the performance at job and high level of satisfaction. The theory is also based on the influence or mood at work which is an important element for the job attitude and it further works as an important predictor for some job based attitude.
There are number of affective level of events based theory which also suggests that the work features like job scope make prone with any kind of occurrence of specific kind of influence or impact because of the several events. For example, an enriching experience at job usually based on series of events that consist of feedback, accomplishment of tasks and optimal level of challenge which can lead to the feeling of pride along with enthusiasm and happiness.
Data associated with empirical association among different elements at work has come because of varied studies used in traditional relationship between persons co-relation approach. But the fluctuation at temporary level is associated with mood on the job attitude and uncertain relations between them. But in a given situation a company like CBL can face a temporary level of mood swings at the work and job behavior (Paill? et al, 2016). Studies while studying the workplace behavior in CBL, evaluates varied theoretical hypotheses associated with the work that also happen impact the relationship in day to day work behavior that are required to exist.
The report discussed in detail about the company called Ceylon Biscuits Limited and their workplace behavior. The report also examined the organizational and individual level of determinants of the deviant behavior at workplace when it is set workgroup based settings. Specifically, the main focus is on the climate in an organization as well as affectivity in terms of group members. The outcomes also suggest that the overall strength of interpersonal affectivity changes with the relationship that exists between the reaction and deviant behavior in CBL.
Giorgi, G., Ando, M., Arenas, A., Shoss, M. K., & Leon-Perez, J. M. (2013). Exploring personal and organizational determinants of workplace bullying and its prevalence in a Japanese sample. Psychology of violence, 3(2), 185.
Hystad, S. W., Bartone, P. T., & Eid, J. (2014). Positive organizational behavior and safety in the offshore oil industry: Exploring the determinants of positive safety climate. The journal of positive psychology, 9(1), 42-53.
Kell, H. J., Motowidlo, S. J., Martin, M. P., Stotts, A. L., & Moreno, C. A. (2014). Testing for independent effects of prosocial knowledge and technical knowledge on skill and performance. Human Performance, 27(4), 311-327.
Kilpatrick, M., Sanderson, K., Blizzard, L., Nelson, M., Frendin, S., Teale, B., & Venn, A. (2014). Workplace health promotion: what public-sector employees want, need, and are ready to change. Journal of occupational and environmental medicine, 56(6), 645-651.
Kim, A., Kim, Y., Han, K., Jackson, S. E., & Ployhart, R. E. (2017). Multilevel influences on voluntary workplace green behavior: Individual differences, leader behavior, and coworker advocacy. Journal of Management, 43(5), 1335-1358.
McDonald, F. V. (2014). Developing an integrated conceptual framework of pro-environmental behavior in the workplace through synthesis of the current literature. Administrative Sciences, 4(3), 276-303.
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