[Solution] Workplace Behaviors and Organizational Effectiveness

Workplace behavior is a pattern of activity by the members of an organization that directly or indirectly influences that organization's effectiveness. Important workplace behaviors include performance and productivity, absenteeism and turnover, and organizational citizenship.

Performance behaviors indicate what the organization expects an employee to display at work. In other words, these behaviors represent the contributions of employees in the psychological contract.

Dysfunctional behaviors are those that subtract from the effectiveness of the organization. These include withdrawal behaviors, which involve disengagement from the workplace, specifically in the form of increased absenteeism and turnover.

Select the term that best completes the following sentence.

A type of dysfunctional behavior that involves disengagement from the workplace is a .

View Explanation

Withdrawal behaviors such as absenteeism and turnover are detrimental to organizational effectiveness, and managers try to minimize these behaviors.

Workplace behaviors are anything that employees do that impacts organizational effectiveness, either positively or negatively. Performance behaviors improve organizational effectiveness and are therefore the opposite of dysfunctional behaviors.

How can an organization foster organizational citizenship among its employees? Check all that apply.

• Hire people with personality traits conducive to organizational citizenship
• Ensure that employees are paid correctly and on time
• Foster group social dynamics that cause employees to want to help each other
• Formally reward organizational citizenship behaviors

View Explanation

Some ways in which an organization can encourage organizational citizenship are to hire employees with personality traits that correlate with high citizenship, foster social dynamics at work that create a culture of helpfulness, and reward citizenship behaviors through recognition, bonuses, and praise.

Paying employees correctly and on time is an expected inducement in terms of the psychological contract, and would not motivate employees to do more than their jobs explicitly required.