Human and Administrative Behavior in Education - Chapter 8 (Managing Misbehavior) Submitted by: Melisa R. Sumbilon Submitted to: Dr. James L. Paglinawan

1. Submitted by: Melisa R. Sumbilon
Submitted to: Dr. James Paglinawan

6. Samples of Misbehavior at Work
Arson
Blackmail
Bribery
Bullying
Cheating
Discrimination
Dishonesty
Espionage
Fraud
Incivility
Intimidation
Kickbacks
Lying
Misinformation
Privacy violations
Revenge
Sabotage
Sexual harassment
Substance abuse
Theft
Threats
Whistle blowing
Withholding information
(concealment)

7. Managing employee
misbehavior takes an
active position in that
managers are
responsible to act,
solve, and correct
problems

9. Management Interventions
-are the actions taken by
managers to prevent, control or
respond to harmful
misbehavior.

10. Selected misbehavior
Home Referenc
es
Samples of
Misbehavior
Management of
Misbehavior
Key Factors in
Organizational
Misbehavior
Selected
Misbehavior
Suggestion for
Building Trust &
Respect
Privacy in the
Workplace
Suggestions for
Monitoring Employee
Communication
Sexual Harassment
Aggression and Violence
Bullying
Incivility
Fraud
Substance Abuse at Work
Cyberslacking
Sabotage
Theft

11. Sexual harassment is displayed by unwelcome sexual
advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature.
Selected Misbehavior: Sexual Harassment

12. Selected Misbehavior: Aggression and Violence
 Aggression at work – the effort
of an individual to bring harm to:
 others with whom the person worked for
 others with whom the person currently works for
 an organization (i.e., current or past)
 The attempt to bring harm is
intentional
 It includes psychological as well
as physical injury
Home Referenc
es
Samples of
Misbehavior
Management of
Misbehavior
Key Factors in
Organizational
Misbehavior
Suggestion for
Building Trust &
Respect
Privacy in the
Workplace
Suggestions for
Monitoring Employee
Communication
Selected
Misbehavior

13. Selected Misbehavior: Aggression and Violence
 Violence (or the threat of violence) creates a
workplace climate of fear, uncertainty, anger, and
hostility
 This type of climate creates stress for employees
Home Referenc
es
Samples of
Misbehavior
Management of
Misbehavior
Key Factors in
Organizational
Misbehavior
Suggestion for
Building Trust &
Respect
Privacy in the
Workplace
Suggestions for
Monitoring Employee
Communication
Selected
Misbehavior

14. Selected Misbehavior: Aggression and Violence
 The increase in non-fatal
violence and acts of aggression in
the workplace may be the result
of:
 downsizing
 poor management observation and anticipation skills
 increased insecurity
 increased pressure for more productivity
 longer work hours
Home Referenc
es
Samples of
Misbehavior
Management of
Misbehavior
Key Factors in
Organizational
Misbehavior
Suggestion for
Building Trust &
Respect
Privacy in the
Workplace
Suggestions for
Monitoring Employee
Communication
Selected
Misbehavior

15. Bullying – repeated actions, that are directed to
another worker,
which are unwanted,
which may be done deliberately or
unconsciously,
but clearly cause humiliation and distress that
creates an unpleasant work setting
Selected Misbehavior: Bullying

18. Selected Misbehavior: Fraud
Fraud – the intentional act of deceiving
or misrepresenting in order to induce
another individual or group to give up
something of value.
A study of over 12,000 employees found
90 percent engaged at some time in workplace
misbehaviors such as fraud, goldbricking, and sick time
abuses
33 percent actually stole money or merchandise on the
job

19. Selected Misbehavior: Fraud
Fraud is a combination of motive and
opportunity
The opportunity to commit fraud is
addressed through internal control systems
Ensuring fairness, good working conditions,
and sound leadership are available can help
reduce the motivation to resort to fraud

20. Selected Misbehavior: Substance
Abuse at Work
Substance abuse among workers represents
billions of dollars in organizational financial
loss
Research concludes that workers’ substance abuse
is a personal characteristic and has less to do
with working conditions
There is no accurate test that can predict current
or future substance abuse

21. Selected Misbehavior: Cyberslacking
Cyberslacking – the use of the Internet for
personal reasons
It is a form of virtual goldbricking.
Personal cyberslacking can also place a
burden on an organization’s computer
network
Employees who access pornography sites
on office computers may also contribute
to sexual harassment behaviors

22. Selected Misbehavior: Cyberslacking
Electronic monitoring of employees on the
job is now practiced by many U.S.
organizations
E-mail, computer files, and interactions
with customers
Organizations have used electronic
monitoring information to fire employees
who mix personal and organizational
business

23. Selected Misbehavior: Sabotage
 Sabotage – involves damaging or
destroying an organization’s or
colleagues equipment,
workspace, or data
 It is an expression of aggression or violence by something
tangible
 Sabotage targets include:
 people
 equipment
 operations

24. Selected Misbehavior: Sabotage
Angry employees covertly and
overtly resort to sabotage to:
 get even
 correct a perceived wrong
 take revenge
 make a statement to others
Attempts to minimize sabotage
appear to focus on treating
employees fairly and honestly

25. Selected Misbehavior: Theft
 Theft – the unauthorized taking,
consuming, or transfer of money or
goods owned by the organization
Stealing is not limited to tangible
property
Data, information, and intellectual
property can and are stolen
 Theft is a serious issue that
managers need to address

26. Selected Misbehavior: Theft
 Electronic surveillance is
increasingly used to stop or catch
thieves
 Organizations have also increased
their use of honesty or integrity
tests to identify theft-prone job
candidates before hiring them
Use of these tests is inconclusive

27. Suggestions for Building Trust
and Respect
1. Listen assertively to what an individual is
saying about work conditions, your style,
fairness of rewards, and needs
2. Work to help employees improve
themselves and grow
3. Lead by being an exceptional role model
in terms of integrity, ethical behavior, and
civility

28. Suggestions for Building Trust
and Respect
4. Display courtesy with individuals at every
level, status, and location
5. Never lose your temper
6. Never angrily reprimand, bully, or
intimidate an employee privately or
publicly
7. Emphasize employee strengths not
weaknesses

29. Privacy in the Workplace
Privacy in the workplace is an
important issues facing managers and
employees
The managerial perspective on privacy
can include:
drug testing
electronic workplace searches
surveillance by tape recording or
video
monitoring off-duty conduct

30. Privacy in the Workplace
Employers currently have leeway in
monitoring any form of their
employees’ communication
Organizations can utilize testing if
the test:
is designed to predict a person’s ability to perform
is relatively non-invasive
results are private
e.g., medical, drug, psychological, or lie
detector tests

31. Suggestions for Monitoring
Employee Communication:
1. Adopt and communicate a policy – state
clearly what will be done and how
2. Only monitor for legitimate organizational
reasons
3. Keep track of all monitoring
4. Be fair, reasonable, and use common
sense
5. Do not invade employees’ off-duty
behavior – do not intrude into your
employees’ life off-the-job

32. References:
Ivancevich J., Konopaske R., Matteson
M. “Organizational Behavior and
Management: 7th Edition” pp.201 – 222
http//:www.gifs-paradise.com
http//:www.google.com(images

33. Acknowledgement:
Credits to Dr. James L. Paglinawan, CMU College Secretary
for allowing the reporter to download and adapt his
PowerPoint presentation entitled ‘Action Research: A Review
of the Basic Concepts’ from slideshare.com
Australian-AID PAHRODF, Overview of the CIP
PowerPoint Presentation

34. “ A Man who
Cannot behave
Himself;
Cannot behave
Others
as Well…….”
-Anonymous-