Productive and Counterproductive Behaviors Paper

Productive and Counterproductive Behaviors in the Workplace Employees within an organization can either contribute positively or negatively towards their employing organization’s overall success and effectiveness. The organizations that ream the most productive behaviors from their employees typically incorporate motivational and leadership activities that encourage these behaviors (Jex & Britt, 2008). This paper will define counterproductive and productive behaviors and describe the impact those behaviors have on job performance and the overall performance of an organization.Counterproductive Behaviors Logic says that employees should want to do well in their jobs. But despite this logic, some employees do not. For various reasons employees will sometimes perform counterproductively towards their employer’s overall goals. Examples of these types of behaviors are ineffective job performance, frequent absence from work, unsafe behavior, turnover, theft, violence, substan ce abuse, and sexual harassment (Jex & Britt, 2008). These types of behaviors can result in high costs for organizations.Detecting Counterproductive Behavior The best way employers can detect counterproductive behavior among employees is to perform routine performance appraisals. There are several methods for performing appraisals, including electronic, production data, and subjective appraisals. Each of these systems has pros and cons to it, and are only marginally effective (Jex & Britt, 2008). The truly best way to detect counterproductive behavior is to interact with employees and monitor their job satisfaction. What Causes Counterproductive Behavior?An employee who does not perform well in his or her job may do so for reasons like lack of ability, interruptions from other employees, or poor task design (Jex & Britt, 2008). As well, poor job performance may result from elements in the organizational climate that provoke poor attitude, or, much less often, because of deep psychia tric problems (Jex & Britt, 2008). Once an employer detects a counterproductive behavior among his or her workforce he or she must try to pinpoint the cause of the behavior. One way of doing this is through the attribution process, in which the mployee’s supervisor would evaluate an employee’s current performance against his or her past performance, his or her performance on specific tasks versus his or her overall performance, and his or her performance compared to other employees. By doing this the supervisor can try to determine the cause of the ineffective behavior and whether it is being caused by internal (lack of ability or motivation, poor attitude, or psychiatric issues) or external (coworkers, poor task design, or lack of tools) factors (Jex & Britt, 2008). Responding to Counterproductive BehaviorOnce a behavior is detected and the cause of the behavior is analyzed, employers must decide how to respond to the behavior. The best first response is to have the e mployee’s manger discuss the counterproductive behavior with the employee in question (Jex & Britt, 2008) and determine whether the behavior can be corrected in order for the employee to retain his or her position. Once the discussion takes place the manager and employee can decide whether further training or coaching would encourage improved behavior or whether an Employee Assistance Program (EAP) would be beneficial (Jex & Britt, 2008).Of course, organizations would be best off to prevent counterproductive behaviors from occurring at all. This can be done by going to the effort and expense of hiring the right employees, possibly by utilizing the tools of selection programs to analyze potential employees skills and personalities. As well, employers should nurture their employees’ skills and abilities to encourage productive job performance. Finally, they should also offer employees frequent feedback and measurement of their performance to help keep them on track with respect to organizational expectations (Jex & Britt, 2008).Productive Behaviors Despite the fact that some employees do not contribute positively to the organizations they work for, most employees try to perform their jobs to the best of their abilities and even go above and beyond their required duties at times. Examples of productive behaviors include positive job performance, organizational citizenship, creativity, and innovation (Jex & Britt, 2008). Assessing Productive Behaviors Organizational psychologists use various models to assess job performance.These models evaluate in-role (technical aspects of a given job) and extra-role (skills that transcend the specific content of a job such as communication skills and being a team player) performance by employees (Jex & Britt, 2008). These assessments allow managers to recognize productive employees and encourage and motivate them to continue in their efforts. Predictors of Productive Behaviors There are several methods that organi zations can use when recruiting employees to predict whether candidates will contribute positively to their organization.These include general cognitive ability, level of job experience, and the personality trait of conscientiousness (Jex & Britt, 2008). By evaluating these predictors, organizations can save themselves time and money by hiring the right people who will contribute to organizational goals without excess coaching, training, or need for reprimand. The Affects of Counterproductive and Productive Behaviors Clearly an organization will be affected by the employees that support it. Employees that contribute positively will help the organization move towards its goals, and, if innovation and creativity are present, possibly even surpass their goals.On the other hand, employees who work counterproductively within an organization, will cost management time and may require additional effort to be spent on reputation management, recruitment, and training (Jex & Britt, 2008). Org anizations would be best served to recruit employees with the most potential to work productively by analyzing their job experience, personality, and cognitive ability before offering an individual a job.References Jex, S. M. , & Britt, T. W. (2008). . Organizational Psychology. A Scientist-Practitioner Approach, Second Edition. Retrieved from https://ecampus. phoenix. edu/classroom/ic/classroom. aspx.

Current Legislation Essay

Introduction As a teacher I must ensure that current legislative requirements are met. Gravells (2008) states that there is legislation that applies to the entire lifelong learning sector. There are also areas of legislation that apply to particular courses. This paper explains the general areas relevant to me and the areas I must also consider in teaching Business Administration and Planning. Legislation Relevant to the Lifelong Learning Sector General Legislation Although ECM refers to learners to the age of 19, OFSTED applies it to the performance of FE colleges. The Protection of Children Act 1999 legislates that teachers must have current Enhanced Disclosure checks by the Criminal Records Bureau (CRB). The Copyright Design and Patents Act 1988 and The Data Protection Act 1998 also apply. Human Rights, Diversity and Equality The six areas of diversity in law are disability, gender, ethnicity, age, sexual orientation and religion / belief. Discrimination is forbidden in these areas by legislation including: †¢Sex Discrimination Act 1975 †¢Race Relations Act 1976 (amended 2000) †¢Human Rights Act 1998 †¢Equal Opportunities Act 2004 †¢DDA – Disability & Discrimination Act 1995 †¢DDA Part 4 Code of Practice 1995 †¢SENDA – Special Educational Needs and Disability Act 2001 Health and Safety Petty (2009) confirms that the sector has a responsibility to provide a safe environment for learners. This is also where specific needs for specific courses arise. Generally, the Health & Safety at Work Act 1974, RIDDOR – Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 and the Management of the Health & Safety at Work Act always apply. For Business Administration and Planning The Health and Safety (Display Screen Equipment) Regulations 1992 is an example of HSE legislation relevant to my own area. Conversely the Manual Handling Operations Regulations 1992 and COSHH – Control of Substances Hazardous to Health Regulations 2002 do not apply to my work. Codes of Practice I am also responsible for fulfilling responsibilities prescribed in Codes of Practice. For example, I must register with the Institute for Learning and comply with their Code of Professional Practice (2009). Colleges may also have Codes of Practice to which I must comply. References Gravells, A. (2008) Preparing to Teach in the Lifelong Learning Sector 3rd ed. Exeter: Learning Matters. Francis and Gould (2009) ‘Achieving Your PTLLS Award – A Practical Guide’. London. Sage Publications Limited. Department for Children, Schools and Families (2004) ‘Every Child Matters: Change for Children’ [online] UK: Available from http://www.dcsf.gov.uk/everychildmatters/ [Accessed 4 February 2010] Office of Public Sector Information (2004). ‘Children Act 2004’. Available from http://www.opsi.gov.uk/acts/acts2004/pdf/ukpga_20040031_en.pdf [Accessed 4 February 2010] Office of Public Sector Information (1999). ‘Protection of Children Act 1999’. Available from http://www.opsi.gov.uk/acts/acts1999/pdf/ukpga_19990014_en.pdf [Accessed 4 February 2010] Office of Public Sector Information (1988) ‘The Copyright Design and Patents Act 1988’. Available from http://www.opsi.gov.uk/acts/acts1988/ukpga_19880048_en_1.htm [Accessed 4 February 2010] Office of Public Sector Information (1998) ‘The Data Protection Act 1998’. Available from http://www.opsi.gov.uk/acts/acts1998/ukpga_19980029_en_1 [Accessed 4 February 2010] Petty, G (2009) Teaching Today 4th ed. Cheltenham. Nelson Thornes Office of Public Sector Information (1975) ‘Sex Discrimination Act 1975’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (2000) ‘Race Relations Act 1976 (amended 2000)’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (1998) ‘Human Rights Act 1998’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (2004) ‘Equal Opportunities Act 2004’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (1995) ‘DDA – Disability & Discrimination Act 1995’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (1995) ‘DDA Part 4 Code of Practice 1995’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (2001) ‘SENDA – Special Educational Needs and Disability Act 2001’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (1974) ‘Health & Safety at Work Act 1974’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (1995) ‘Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (1999) ‘Management of the Health & Safety at Work Act 1999’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Office of Public Sector Information (1992) ‘The Health and Safety (Display Screen Equipment) Regulations 1992’. Available from http://www.opsi.gov.uk/advanced-search/index [Accessed 4 February 2010] Institute for Learning (2009) ‘Code of Professional Practice’. Available from http://www.ifl.ac.uk/professional-standards/code-of-professional-practice [Accessed 4 February 2010]

Pulp Fiction Movie Review Example | Topics and Well Written Essays - 750 words

Pulp Fiction - Movie Review Example The most obvious break from traditional film noir that Pulp Fiction makes is by being shot in color. The iconic image of this style of filmmaking is a perception arrived at through its very name. Film noir means dark film and one of its visual hallmarks is the symbolic use shadows and key lighting. Pulp Fiction introduces a new genre and closes the gap between itself and traditional. A film noir without a femme fatale is hardly a film noir at all. Mia Wallace fulfills the role of femme fatale from the start by almost literally acting as a siren who calls forth Vincent Vega into her lair. The classic femme fatale is a dangerous temptress within whose trap a not-terribly-bright man falls and Mia is certainly seductive enough toward Vince to get him trapped almost to the point of devastation once they return back home. It is exactly at this point that the standard conventions of film noir begin to fall apart. Film noir has a foundation of uncertainty and doubt that gives way to the darker impulses of the human mind. Upon returning back to Mia's house Vincent goes to the bathroom and engages in an interior debate over the intelligence of having sex with his boss' wife. In a standard film noir, any doubt naturally gives way to impulse rather than rationality. Vincent makes the decision to leave with a goodbye and it is only through the action of having doubts and that interior monologue that the subsequent events of the story take place and Mia goes into overdose. Film noir differs from conventional gangster, mobster, and detective movies through the introduction of shadows on the fringes of expected behavior; crooks can show goodness and law enforcement officers can become corrupt. The end is forecast equally well for both: destruction, probably in a violent way. Vincent's decision to give up the satisfactions of giving into the attraction with Mia can be read as a foreshadowing of what eventually becomes the thematic power of the film. Pulp Fiction's narrative is a distinctly non-linear manner shot out of chronological order. Jules seems balanced to become an important character only to disappear entirely for an hour and then make reappearance in exactly the same scene with which he was introduced. That scene includes something rarely found in the dark world of film noir: a reference to the Holy Bible. Jules likes to quote from the Bible before he assassinates and there is in this custom a link back to the wrath of God against sinners. The absence of Jules from the middle section of the film is a necessity that accounts for the non-linear construction. Vincent breaks with film noir tradition by rejecting the advances of a femme fatale, which is something that never happens in a classic noir film. Vincent's rejection is an indication of a more optimistic tone to be found in Pulp Fiction; a tone that contradicts the very root of film noir mechanics. Vincent's rejection of Mia is then compounded by the decision of Jules to reject his lifestyle. The middle part of the film of Pulp Fiction takes places after Jules has come to his decision to take his inexplicable escape from death in the opening of the film as a sign from God that it is time to walk away from his life as a hired assassin. If arranged chronologically the power of the scene in the diner would be taken away because it would become

Dance and Human Development Essay Example | Topics and Well Written Essays - 2500 words

Dance and Human Development - Essay Example Literature is filled with studies of human development which revolved around various disciplines. Human development refers to how an individual develops from infancy to childhood, to adolescence and adulthood; development has a broad connotation. Infants use movement to express themselves and even have their own sense of their surroundings. Charles Darwin studied the theory of evolution by studying how his own child played and reacted to the world, how creativity connected with development. Creativity is first expressed in infancy and as the baby grows. Piaget (cited in Gardner, 1990, p. 2) indicated that infants express themselves through the sensorimotor system, which involves the use of sense organs and motor system; toddlers begin to understand the various symbol systems and the workings of the physical world; young children begin to reason out and argue on logic or morality; and adolescents begin to reason in a ‘formal-operational’ attitude (Gardner, 1990, p. 2). A play is an important creative expression of a child. The world of make-believe shapes the child’s emotional, psychological and mental abilities in dealing with the world around him/her. A play has some neurological implication on a child – it enhances brain growth (Kennedy, 2008, p. 16). This proposal aims to provide an analysis of the relevance of the arts to human development and play. The study will discuss aspects of dance, its history and healing power and its role in the development of human personality, and how it affects the psychological, mental, physical and social well being. The methodology will consist of a review of the literature. Sources will come from books, online or physical library, journals and other valuable sources of information on human development and dance.

Effects of Population Density Essay Example | Topics and Well Written Essays - 1500 words

Effects of Population Density - Essay Example Overall, the population grows in the world, and the population density becomes higher, especially in urban areas and large cities. In addition to physical population density, researchers identify another type of population density known as psychological state of crowding. Therefore, while discussing the topic of population density it is important to take into account not only pure statistics on density, but also the individual’s perceptions of crowding (Jain, 1987). Physical population density may cause negative effects on human behavior associated with intrusion to their territory, abuse of their personal space and/or breaking of their privacy. This paper aims to provide a more detailed analysis on how the concepts of territoriality, privacy, and personal space have become increasingly important as populations become denser. Also, this paper aims to examine the concept of noise and how it affects individuals. Privacy is an integral need of any individual, as it is â€Å"right to be left alone† (Ogden 2008, 20). With the development of Information Technologies and globalisation, the concept of privacy has been extended significantly covering thus the issues of private communication, surveillance, corporate monitoring, etc. Practically all people expect privacy in their lives as this is one of the fundamental human rights declared in the Universal Declaration of Human Rights (Ogden 2008). However, despite such a strong legal buttress, privacy as the human right has many different threats, varying from political and technological to social changes. One of such threats is increased population density (Ogden 2008). Territoriality initially was an important political and geographical term. Nowadays, it is widely adopted in environmental psychology and implies a concept whereas an individual organism or a group of organisms attempts to control a specified territory (Bortman et al., 2003). In other

Business law questions Essay Example | Topics and Well Written Essays - 1000 words

Business law questions - Essay Example The first of these is the belief that the current trajectory of the economy and governmental spending models is unsustainable and will result in a crash of epic proportions once the currency loses its strength and/or a loss of faith within the monetary system is evidenced around the world. However, a secondary and more nuanced approach is that debt and budget deficits in and of themselves are not necessarily a bad thing; rather such an approach seeks to prove that as long as the economy is growing at a commensurately faster rate than is the national debt and budget deficits, then all is well. As a function of analyzing these two approaches and drawing a level of inference from them, this brief analysis will succinctly define both of these approaches and enumerate upon the strengths and weaknesses that both portend. Firstly, with regards to the pessimists approach that the current levels of debt and budget deficits are untenable, one can look to the contrary example of Japan and many other highly developed and wealthy nations around the world to give first hand evidence of the fact that high levels of sustained debt and budget deficits are not necessarily proof that the end of the economic system is soon to be realized. However, just because there are other nations in the world that sustain high levels of debt and continue to experience large yearly budget deficits should not be understood to mean that these factors do not have any effect at all on the overall economic strength of the system. Secondly, the alternative view supports the fact that debt and budget deficits are not necessarily a bad thing; especially considering the extant need that is exhibited within the current economy. Individuals that espouse this approach, such as Paul Krugman, believe that the government and the society at large exhibits a need that must be fulfilled during such difficult

Essays Essay Example | Topics and Well Written Essays - 500 words

Essays - Essay Example A "hit" occurs when the new information presents a match with the data already entered into the database. Maintained by the Federal Bureau of Investigation, IAFIS is the acronym for The Integrated Automated Fingerprint Identification System. It is the biggest biometric database in the world. It is used by all jurisdictions which is a tremendous help in identifying suspects at crime scenes. In addition to fingerprints is also houses a criminal history database. The IAFIS provides "automated fingerprint search capabilities, latent searching capability, electronic image storage, and electronic exchange of fingerprints and responses, 24 hours a day, 365 days a year". (United States Department of Justice-Federal Bureau of Investigation) CODIS is the acronym for the Combined DNA Index System. It is responsible for exchanging and comparing DNA evidence in violent crime scene investigations by and between crime labs within the United States and several international law enforcement agencies. A. Step One - Planning and Direction. The intelligence/analytical process begins and must be run from identifying the main focus of the intelligence. It is responsible for delivering the final product to the law enforcement unit that is requesting it.