Management of misbehavior in organizations is important. Managers are responsible for addressing problem behaviors that can negatively impact performance and culture. Misbehavior takes many forms such as sexual harassment, aggression, bullying, incivility, fraud, substance abuse, cyberslacking, and sabotage. Properly managing misbehavior requires recognizing the types of misbehavior, understanding the key factors that influence it, and taking active steps to prevent and correct issues.
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Managing Misbehavior (prepared by: Melisa R. Sumbilon)melisasumbilon
Human and Administrative Behavior in Education - Chapter 8 (Managing Misbehavior)
Submitted by: Melisa R. Sumbilon
Submitted to: Dr. James L. Paglinawan
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Managing Misbehavior (prepared by: Melisa R. Sumbilon)melisasumbilon
Human and Administrative Behavior in Education - Chapter 8 (Managing Misbehavior)
Submitted by: Melisa R. Sumbilon
Submitted to: Dr. James L. Paglinawan
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
What is Harassment
What is Workplace Bullying
Look at some statistics
Implications on the workplace
Responsibilities of employers/supervisors
Legal Obligations
Minimizing the Risk
Assessment Task
Five Steps to Prevent Abusive Conduct and Workplace BullyingAnderson-davis, Inc.
This checklist will assist you in writing a comprehensive abusive conduct policy and walk you through the key elements of an effective, engaging and interactive story-based anti-bullying/abusive conduct prevention training course.
The checklist provides excerpts of three definitions of abusive conduct, identifies what to include and what not to include, and euphemisms to avoid in an abusive conduct policy and its distribution. The list identifies the key elements of how to write a story-based and engaging abusive conduct prevention training course and topics to include, i.e., intervention, policy as a ‘living’ document, when supervisors should document and contact HR/EEO, four changes in CA law. It also notes the new Tennessee and California guidelines covering anti-bullying legislation and abusive conduct.
Important: Most of the policy and training checklists’ guidelines and suggestions also apply to writing a comprehensive anti-harassment policy and creating/vetting engaging and story-based harassment prevention and resolution training.
Professor Tim Bentley
Director of Healthy Work Group
Associate Head of School of Management, Massey University
Private Bag 102904, Albany, Auckland 0745
t.bentley@massey.ac.nz
(Invited, Wednesday 26, Ilott Room, 3.50)
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
What is Harassment
What is Workplace Bullying
Look at some statistics
Implications on the workplace
Responsibilities of employers/supervisors
Legal Obligations
Minimizing the Risk
Assessment Task
Five Steps to Prevent Abusive Conduct and Workplace BullyingAnderson-davis, Inc.
This checklist will assist you in writing a comprehensive abusive conduct policy and walk you through the key elements of an effective, engaging and interactive story-based anti-bullying/abusive conduct prevention training course.
The checklist provides excerpts of three definitions of abusive conduct, identifies what to include and what not to include, and euphemisms to avoid in an abusive conduct policy and its distribution. The list identifies the key elements of how to write a story-based and engaging abusive conduct prevention training course and topics to include, i.e., intervention, policy as a ‘living’ document, when supervisors should document and contact HR/EEO, four changes in CA law. It also notes the new Tennessee and California guidelines covering anti-bullying legislation and abusive conduct.
Important: Most of the policy and training checklists’ guidelines and suggestions also apply to writing a comprehensive anti-harassment policy and creating/vetting engaging and story-based harassment prevention and resolution training.
Professor Tim Bentley
Director of Healthy Work Group
Associate Head of School of Management, Massey University
Private Bag 102904, Albany, Auckland 0745
t.bentley@massey.ac.nz
(Invited, Wednesday 26, Ilott Room, 3.50)
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Stuart spoke at the 2014 International Association for Human Resource Information Management (IHRIM). He discussed social media in the modern workplace – how HR can protect the organization and use social media strategically.
The Power of Customer Misbehavior - AKF Partnersmfisher5kavika
The Power of Customer Misbehavior explores the idea that customer misuse of features is the key to viral growth through product development based on this information. This book introduces the concept of self-identity as a motivator for participation in social networks as well as product purchases. Additionally, The Power of Customer Misbehavior covers several technological features such as the user interface and page load time and their impact on user adoption and retention.
http://akfpartners.com/books/the-power-of-customer-misbehavior
Classroom Management for Teaching Artists - Creating a Learning EnvironmentHarlan Brownlee
How do we learn about the world? How do we express who we are? The arts, by their very nature, present an opportunity to engage the imagination of students and can create a learning environment where students connect all of their talents and skills in a successful manner.
This workshop designed specifically for Teaching Artists introduces concepts and practices for creating an environment conducive to learning. Based on classroom management strategies and practical application, the workshop asks participants to integrate concepts presented into arts activities and then reflect on them.
PUNCTUALITY AT WORK
The issue of TIMELINESS perhaps you think that is not related to the prevention of accidents. However, although this ratio is not too lean and there indirectly.
PUNCTUALITY AT WORK
Visit in Youtube the channel INDUSTRIAL SECURITY
INCLUSIVE EDUCATION: HOW TO PROMOTE POSITIVE CLASSROOM BEHAVIOUR IN STUDENTS?Roudhahtul Isa
Halifah Husaini (08D0013), Aisah Lamit (08D0047), Roudhahtul Isa (08D0008), Diploma in Primary Education session 2008/2011.
PRESENTATION TOPIC: HOW TO PROMOTE POSITIVE CLASSROOM BEHAVIOUR IN STUDENTS?, Semester 5 (Year 2010), Course facilitator: Dr. Koay Teng Leong, Course name: INCLUSIVE EDUCATION, UNIVERSITI BRUNEI DARUSSALAM.
Sub-topics:
Presented by Halifah Husaini (08D0013):
- Relationship Building Strategies
- Social Skills Instruction
Presented by Aisah Lamit (08D0047):
- Antecedent Based Interventions
- Self Management Interventions
Presented by Roudhahtul Isa (08D0008):
- Group Oriented Management Systems
- Behavior Reduction Interventions
All rights reserved.
We always expect medicinal and magical effect to solve behavioral and attitudinal problems of students. Students are human being. Human beings possess millions of observable and non-observable traits. Generally, educator becomes judgmental rather than an alert and minute observer. Every single act of student will not come under misbehaviour. A wise educator perceives different human traits on different layers and find out the logical solutions of students’ misbehaviour. We need not worry to create Utopian Society. We deal with smart kids (technological smart if not academicals smart). We always need to handle these smart kids with care, love and affection. Never ever leave a space for a student to form a negative outlook for you. Always keep open interaction with students to form a positive attitude towards learning, academic, peers and school. We should always try to repeat and remind the essence of good behaviour. The desired changes in the students’ behaviour will be observed -------time----time -----time ---------will be there ----keep patience –remind----repeat--------keep doing proper effort------ --- Rajeev Ranjan
www.rajeevranjan.net
This presentation is personally made to share the information about Classroom Management to the rest of the colleague after I was sent to attend the Positive Classroom Management and Bullying Seminar.
Workplace bullying demonstrates a lack of which one of the three types of organizational justice?
What aspects of motivation might workplace bullying reduce? For example, are there likely to be effects on an employee’s self-efficacy? If so, what might those effects be?
If you were a victim of workplace bullying, what steps would you take to reduce its occurrence? What strategies would be most effective? Least effective? What would you do if one of your colleagues was a victim?
What factors do you believe contribute to workplace bullying? Are bullies a product of the situations, or do they have flawed personalities? What situations and what personality factors might contribute to the presence of bullies?
Prevent Disruptive Behaviors from Escalating at Work (brochure for leaders)Karen Clark Salinas
This brochure includes information about the Johns Hopkins Continuum of Disruptive Behaviors at Work, characteristics of tough bosses vs bully bosses, and how to get support from Safe at Hopkins.
An insight into counterproductive work behaviordeshwal852
The concept of CWB in recent years has generated high interest among organizational researchers and practitioners because of its pervasiveness in organizations. Organizations want and need employees who
will do those things that aren’t in any job description. And the evidence indicates that those organizations
that have such employees outperform those that don’t. Dissatisfied employee is more likely to be
motivated to engage in counterproductive work practices such as breaking organizational rules, withholding effort, stealing, taking long breaks and working slowly. These acts should be curtailed as it obstructs the success of the organization. The present paper makes an attempt to discuss counterproductive work practices with reference to pertinent literature.
Dr Annie Wyatt discusses workplace bullying - what is and isn't bullying and what to do if you are the target.
Presented on behalf of emPOWER Magazine and emPOWERonline.com.au
To listen to the full webinar visit www.empoweronline.com.au.
The Author personally conducts the Lecture-Workshop in your Country. She lives in Tagaytay City, Philippines. To Reserve a Workshop Date in your Venue, please call her directly: Local (Philippines): 09295197788 or International: (63) 9266787938.E-mail: wellnesspilipinasinternational@gmail.com. E-mail: ambassadorzara@gmail.com
ARRANGEMENT & FEES:
Professional Fee: (Philippines):
P10,000 per talk provided the Organizer will fetch and bring back the Speaker in Tagaytay City.
For Companies Without Transportation Arrangement, Speaker's Fee is P15,000 for Private Companies
Hotel Accommodation and Plane Tickets c/o Organizer (for out-of-town)
INTERNATIONAL Professional Fee: $1,000 USD per talk
Hotel Accommodation and Plane Tickets c/o Organizer
FYI: Ambassador Zara Jane Juan conducts the Training herself to fund the Peace Missionary Programs of Sailing for Peace because she doesn’t receive donations to prevent corruption.
PEACE VIGIL Programs are:
Initiating Peace: Interfaith Interracial Intercultural Worldwide Prayers to End Terrorism
Educating Peace: Wellness for Peace Education on Climate Change Worldwide
Innovating Peace: Climate Change & Peace Building Eco Forum and Symposium
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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8. SELECTED MISBEHAVIOR: SEXUAL HARASSMENT
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Home Referenc
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10. SELECTED MISBEHAVIOR: SEXUAL HARASSMENT
Home Referenc
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Misbehavior How can a manager recognize
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a behavior as sexual
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Misbehavior
harassment?
Bullying
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Misbehavior
Selected
Fraud
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Misbehavior
Substance Abuse at Work
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Suggestion for
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11. SELECTED MISBEHAVIOR: AGGRESSION AND VIOLENCE
Home Referenc
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physical injury
12. SELECTED MISBEHAVIOR: AGGRESSION AND VIOLENCE
Home Referenc
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Misbehavior
climate of fear, uncertainty,
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anger, and hostility
Selected
Misbehavior
This type of climate creates
Suggestion for
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Respect
stress for employees
Privacy in the
Workplace
Suggestions for
Monitoring
Employee
13. SELECTED MISBEHAVIOR: AGGRESSION AND VIOLENCE
Home Referenc
es
Samples of Sexual Harassment
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Management of
and acts of aggression in the
Aggression and Violence
Misbehavior workplace may be the result of:
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Incivility
Misbehavior
poor management observation
Selected
Fraud
and anticipation skills
Misbehavior
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increased insecurity
Suggestion for
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increased pressure for more
Respect
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longer work hours
Theft
Suggestions for
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Employee
14. SELECTED MISBEHAVIOR: BULLYING
Home Referenc
es
Samples of
Misbehavior Bullying – repeated
Management of actions, that are directed to
Misbehavior
another worker,
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Suggestions for
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Employee
15. SELECTED MISBEHAVIOR: BULLYING
Home Referenc
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Samples of Sexual Harassment
Misbehavior
The behaviors of a bully are
Management of
intended to and hostile actions
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Fraud
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Substance Abuse at Work
become an accepted pattern
Suggestion for
Building Trust & over time
Cyberslacking
Respect
Privacy in the Sabotage thrives when supported
Bullying
Workplace by the organization’s culture
Theft
Suggestions for
Monitoring
Employee
16. SELECTED MISBEHAVIOR: INCIVILITY
Home Referenc
es
Samples of
Misbehavior Workplace incivility – involves
Management of
acting rudely, discourteously, or in
Misbehavior a demeaning manor toward
Key Factors in
Organizational others
Misbehavior
It is a lack of respect for others
Selected
Misbehavior It appears to be on the increase
Suggestion for outside and inside the workplace
Building Trust &
Respect Incivility can cause workplace
Privacy in the
Workplace conflicts and detract from
Suggestions for productivity
Monitoring
Employee
17. SELECTED MISBEHAVIOR: INCIVILITY
Home Referenc
es
Samples of Sexual Harassment
Misbehavior
Being civil or polite with regard
Management of
to Aggression an organization is
others in and Violence
Misbehavior preferred
Bullying
Key Factors in
Itconstitutes organizational
Organizational Incivility
Misbehavior citizenship behavior (OCB)
Fraud
Selected
Misbehavior
Firms are using training and
Substance Abuse at Work
education programs to
Suggestion for
Building Trust & eliminate this
Cyberslacking
Respect
Privacy in the Objective
Sabotage is to involve
Workplace participants in practicing civility
Theft
Suggestions for and proper etiquette
Monitoring
Employee
18. SELECTED MISBEHAVIOR: FRAUD
Home Referenc
es
Samples of
Misbehavior
Fraud – the intentional act of
deceiving or misrepresenting in
Management of
Misbehavior
order to induce another individual or
Key Factors in
group to give up something of value
Organizational
Misbehavior A study of over 12,000 employees
Selected
found
Misbehavior 90 percent engaged at some time in
Suggestion for workplace misbehaviors such as fraud,
goldbricking, and sick time abuses
Building Trust &
Respect
33 percent actually stole money or
Privacy in the
Workplace
merchandise on the job
Suggestions for
Monitoring
Employee
19. SELECTED MISBEHAVIOR: FRAUD
Home Referenc
es
Samples of
Misbehavior Fraud is Harassment
Sexual a combination of
Aggression and Violence
motive and opportunity
Management of
Misbehavior
The opportunity
Bullying to commit fraud is
Key Factors in
Organizational addressed through internal control
Incivility
Misbehavior
systems Fraud
Selected
Misbehavior Ensuring fairness, good working
Substance Abuse at Work
Suggestion for conditions, and sound leadership are
Cyberslacking
Building Trust &
Respect available can help reduce the motivation
Privacy in the to resort to fraud
Sabotage
Workplace
Theft
Suggestions for
Monitoring
Employee
20. SELECTED MISBEHAVIOR: SUBSTANCE ABUSE AT WORK
Home Referenc
es
Samples of Sexual Harassment
Substance abuse among workers
Misbehavior
represents billions of dollars in
Aggression and Violence
Management of
Misbehavior
organizational financial loss
Bullying
Key Factors in Non-users are also at risk
Organizational Incivility
Misbehavior Research concludes that workers’
Selected
Fraud
substance abuse is a personal
Misbehavior characteristic and has less to do
Substance Abuse at Work
Suggestion for with working conditions
Building Trust & Cyberslacking
Respect There is no accurate test that can
Privacy in the Sabotage
predict current or future substance
Workplace
Suggestions for
abuse
Theft
Monitoring
Employee
21. SELECTED MISBEHAVIOR: CYBERSLACKING
Home Referenc
es
Samples of Cyberslacking – the use of the
Misbehavior
Internet for personal reasons
Management of
Misbehavior It is a form of virtual goldbricking
Key Factors in Personal cyberslacking can also
Organizational
Misbehavior place a burden on an organization’s
Selected computer network
Misbehavior
Employees who access
Suggestion for
Building Trust & pornography sites on office
Respect
Privacy in the computers may also contribute to
Workplace
sexual harassment behaviors
Suggestions for
Monitoring
Employee
22. WHERE DO CYBERSLACKERS SURF?
Home Referenc
es
Samples of Area of Surfing Amount of Time (%)
Misbehavior
General News 29.1%
Management of
Misbehavior Investment 22.5%
Key Factors in
Organizational Pornography 9.7%
Misbehavior
Travel 8.2%
Selected
Misbehavior Entertainment 6.6%
Suggestion for
Building Trust &
Sports 6.1%
Respect
Privacy in the Shopping 3.5%
Workplace
Other 14.3%
Suggestions for
Monitoring
Employee
23. SELECTED MISBEHAVIOR: CYBERSLACKING
Home Referenc
es
Samples of Electronic monitoring of
Sexual Harassment
Misbehavior employees on the job is now
Management of practiced byand Violence
Aggression
many U.S.
Misbehavior
organizations
Bullying
Key Factors in
Organizational E-mail, computer
Incivility files, and
Misbehavior
interactions with customers
Fraud
Selected
Misbehavior Organizations have used
Substance Abuse at Work
Suggestion for electronic monitoring
Building Trust & Cyberslacking
Respect information to fire employees
Privacy in the Sabotage
who mix personal and
Workplace
Suggestions for
organizational business
Theft
Monitoring
Employee
24. SELECTED MISBEHAVIOR: SABOTAGE
Home Referenc
es
Samples of Sabotage – involves damaging or
Misbehavior
destroying an organization’s or
Management of colleagues equipment, workspace,
Misbehavior
Key Factors in
or data
Organizational
Misbehavior It is an expression of aggression
Selected or violence by something tangible
Misbehavior
Sabotage targets include:
Suggestion for
Building Trust & people
Respect
Privacy in the equipment
Workplace
operations
Suggestions for
Monitoring
Employee
25. SELECTED MISBEHAVIOR: SABOTAGE
Home Referenc
es
Samples of Angry employees covertly
Sexual Harassment and
Misbehavior
overtly resortand Violence to:
Aggression
to sabotage
Management of
get even
Misbehavior Bullying
Key Factors in correct a perceived wrong
Organizational Incivility
Misbehavior take revenge
Selected
Fraud
make a statement to others
Misbehavior
Attempts to Abuse at Work
Substance minimize sabotage
Suggestion for
Building Trust & appear to focus on treating
Cyberslacking
Respect
Privacy in the employees Sabotage honestly
fairly and
Workplace
Theft
Suggestions for
Monitoring
Employee
26. SELECTED MISBEHAVIOR: THEFT
Home Referenc
es
Samples of Theft – the unauthorized taking,
Misbehavior
consuming, or transfer of
Management of
Misbehavior money or goods owned by the
Key Factors in
Organizational
organization
Misbehavior
Stealing is not limited to tangible
Selected property
Misbehavior
Data, information, and intellectual
Suggestion for
Building Trust &
Respect
property can and are stolen
Privacy in the
Workplace
Theft is a serious issue that
Suggestions for managers need to address
Monitoring
Employee
27. SELECTED MISBEHAVIOR: THEFT
Home Referenc
es
Samples of Electronic surveillance is
Misbehavior
increasingly used to stop or
Management of
Misbehavior
catch thieves
Key Factors in
Organizational
Misbehavior Organizations have also
Selected increased their use of honesty
Misbehavior
or integrity tests to identify
Suggestion for
Building Trust & theft-prone job candidates
Respect
Privacy in the
before hiring them
Workplace Use of these tests is inconclusive
Suggestions for
Monitoring
Employee
28. MOTIVES AND INTENTIONS OF A PERSON TO STEAL:
Home Referenc
es
Samples of Sexual Harassment
Misbehavior
Aggression and Violence
Management of
Misbehavior Bullying
Key Factors in
Approach Support
Organizational Incivility
Misbehavior Motive Motive
Selected
Fraud
Misbehavior
Substance Abuse at Work
Even the Score
Suggestion for
Cyberslacking Thwart Motive
Building Trust &
Respect
Motive
Privacy in the Sabotage
Workplace
Theft
Suggestions for
Monitoring
Employee
29. SUGGESTIONS FOR BUILDING TRUST AND RESPECT
Home Referenc
es
Samples of 1. Listen assertively to what an
Misbehavior
individual is saying about work
Management of
Misbehavior conditions, your style, fairness of
Key Factors in
Organizational
rewards, and needs
Work to help employees improve
Misbehavior
2.
Selected
Misbehavior themselves and grow
Suggestion for
Building Trust &
3. Lead by being an exceptional role
Respect
Privacy in the
model in terms of integrity, ethical
Workplace behavior, and civility
Suggestions for
Monitoring
Employee
30. SUGGESTIONS FOR BUILDING TRUST AND RESPECT
Home Referenc
es
Samples of
Misbehavior
4. Display courtesy with individuals at
Management of
every level, status, and location
Misbehavior
5. Never lose your temper
Key Factors in
Organizational
Misbehavior
6. Never angrily reprimand, bully, or
Selected intimidate an employee privately or
Misbehavior
publicly
Emphasize employee strengths not
Suggestion for
Building Trust & 7.
Respect
Privacy in the weaknesses
Workplace
Suggestions for
Monitoring
Employee
31. PRIVACY IN THE WORKPLACE
Home Referenc
es
Samples of Privacy in the workplace is an
Misbehavior
important issues facing
Management of
Misbehavior managers and employees
The managerial perspective on
Key Factors in
Organizational
Misbehavior
privacy can include:
Selected
Misbehavior drug testing
Suggestion for electronic workplace searches
Building Trust &
Respect
surveillance by tape recording or
Privacy in the
Workplace video
Suggestions for monitoring off-duty conduct
Monitoring
Employee
32. PRIVACY IN THE WORKPLACE
Home Referenc
es
Samples of
Employers currently have leeway
Misbehavior in monitoring any form of their
Management of employees’ communication
Misbehavior
Organizations can utilize testing if
Key Factors in
Organizational the test:
Misbehavior
is designed to predict a person’s ability
Selected
Misbehavior to perform
is relatively non-invasive
Suggestion for
Building Trust &
Respect
results are private
Privacy in the e.g., medical, drug, psychological, or lie
Workplace
detector tests
Suggestions for
Monitoring
Employee
33. SUGGESTIONS FOR MONITORING EMPLOYEE COMMUNICATION:
Home Referenc
Adopt and communicate a policy –
es
Samples of 1.
Misbehavior state clearly what will be done and how
Management of
Misbehavior 2. Only monitor for legitimate
Key Factors in organizational reasons
Organizational
Misbehavior 3. Keep track of all monitoring
Selected
Misbehavior 4. Be fair, reasonable, and use common
Suggestion for
sense
Building Trust &
Respect 5. Do not invade employees’ off-duty
Privacy in the
Workplace
behavior – do not intrude into your
Suggestions for
employees’ life off-the-job
Monitoring
Employee
34. REFERENCES
Home Referenc
es
Samples of
Misbehavior Ivancevich J., Konopaske R.,
Management of Matteson M. “Organizational
Misbehavior
Behavior and Management: 7th
Key Factors in
Organizational
Misbehavior
Edition” pp.201 – 222
Selected
Misbehavior
http//:www.gifs-paradise.com
Suggestion for
Building Trust &
Respect
Privacy in the
Workplace http//:www.google.com(images)
Suggestions for
Monitoring
Employee
35. THANK YOU!..............................................
Home Referenc
es
Samples of
Misbehavior
“ A Man who
Management of Cannot behave
Misbehavior
Key Factors in
Himself;
Organizational
Misbehavior Cannot behave
Selected Others
Misbehavior
as Well…….”
Suggestion for
Building Trust &
Respect
Privacy in the
Workplace
Suggestions for (Anonymous)
Monitoring
Employee