Productive & Counterproductive Behavior

Productive & Counterproductive Behavior

Behaviors, especially as they relate to employment, can be excellent indicators of the success or failure of an organization. Behaviors within an organization can be categorized as either productive or counterproductive. Productive behaviors contribute in a positive manner to an organization’s goals and objectives (Jex & Britt, 2008). Counterproductive behaviors do just the opposite and undermine the goals and objectives of an organization. Companies often implement strategies to increase productivity and prevent counterproductive behavior.

Productive behaviors are those that help the company reach its goals and increase its value. Three common forms of productive behaviors at work are job performance, contextual performance, and innovation. Overall performance is comprised of task performance and contextual performance (Motowidlo & Van Scotter, 1994). Task performance is defined as performing job duties as prescribed by the job role. Contextual performance is carrying out voluntary tasks that fall outside of the ordinary job requirements. Innovation occurs when ideas or processes are created that help an organization get closer to achieving its goals. Individuals that exhibit productive behaviors while working are usually those considered high performers in the organization.

Counterproductive behaviors can be defined as behaviors on the part of an organization member that can be viewed as contrary to the interests of the organization (Gruys & Sackett, 2003). Examples of counterproductive behavior range from absenteeism and tardiness, to workplace violence and everything in between. These behaviors harm the organization, the people who support the organization, and the people whom the organization provides products or services for.

Organizations are impacted by the behavior of those employed by them. Positive, productive behavior impacts the organization positively, and counterproductive behavior hurts it....