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Midterm orgb 300

Presentation about how people cheat a little at work

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Midterm orgb 300

  1. 1. How a lot of employees cheat a little at work And how punishing them can be counterproductive Alix Kesselman Felix Garcia Sarah Pons Shihao Tang
  2. 2. Introduction  People cheat at work for a number of reason Employee feels frustrated or dissatisfied The work itself is most strongly correlated to job satisfaction for most people
  3. 3. Introduction  People cheat at work for a number of reason Employee feels burnt out due to stressors Stressors include: Role Ambiguity Time Pressure Work-family conflict Financial uncertainty
  4. 4. Introduction  Organizations have the task of diminishing those cases  We want to guide you through what, we believe, is the most beneficial outcome Cheating in one aspect in life leads to cheating in other aspects as well.
  5. 5. The Effects of Positive & Negative Reinforcement
  6. 6. Good Behavior  Positive Reinforcement Rewards & Incentives Motivate Your Workers Encourage Your Workers Guide them to meet levels of expectation
  7. 7. OUTCOMES Heightened Job Performance Maintains Employee Morale Creates Sustained Behavior Expectations Fulfilled Conditioned & Strengthened Employees
  8. 8. Poor Behavior  Negative Reinforcement Management tool Motivate employees and control their behaviors by getting rid of unfavorable conditions as long as the employees continue to perform as expected.
  9. 9. Unpleasant Condition Removed Encourages Employees to Perform Better Reaching Positive Desired Behavior Examples Random Drug Testing Removing Weekly Meetings Close Monitoring Adjusting Hours OUTCOMES
  10. 10. Unpleasant Condition could become worse More control could lead to more stress However, in many cases, it could make a negative impact Consequences Higher costs Lack of Trust Lower morale OUTCOMES Less efficient and long-lasting
  11. 11. Positive behavior followed by positive consequences (manager praises the employee) Positive behavior followed by negative consequences (manager stops nagging the employee) Negative behavior followed by removal of positive consequences (manager ignores the behavior) Negative behavior followed by negative consequences (manager demotes the employee)
  12. 12. Possibilities of Positive Reinforcement How to make people commit with the organization, in order to avoid cheating.
  13. 13. How to do it?
  14. 14. Actual Benefit  Help developing employees’ continuance commitment to the organization, as well as affective commitment.  Advantage direct and effective.  Disadvantage Expensive.
  15. 15. Actual Benefit - Example  Corporate Welfare: Increasing employees’ commitment by concerning their daily life.  Example: Company restaurant, shuttle bus, gym, employee discount etc.
  16. 16. Actual Benefit  Reward By awarding outstanding employees and hard-workers to praise their performance and also encourage others.  Share the cake For upper managers, binding their interest with the organization by giving an amount of company shares.
  17. 17. Relationship Building  Developing employees’ commitment by building a friendly, close relationship with their peers, supervisors and organization as a whole.  Advantage effective and less costly.  Disadvantage Time-consuming
  18. 18. Relationship Building Example  Organizational activity: Holding party and seminar to enhance communication between employees and arouse organization awareness.
  19. 19. Relationship Building Example  Daily supervision Building closer working relationship between employees and managers. Let supervisor be a part of the group. Avoiding cheating with closer supervision.
  22. 22. “ ” While a person who cheats at work may get the money, they are really cheating themselves out of what could be a great experience Ben Michaelis, PHD Huffington Post