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How a Lot of Employees Cheat a Little at Work
Tyler BrittinRodney WilliamsKaitlyn Korenz
Nidhi PatelZach Heissler
Why do people cheat?Dan Ariely, in Our buggy moral code, believes people cheat after
evaluating these 3 questions:1. What is the probability of getting caught?
2. How much do I gain from cheating?
How much punishment would I get if I got caught?
*Most people only cheat a little*
Factors that influence cheatingAriely believes that there are 2 forces that drive cheating:
You want to feel good about yourself
You can cheat a little and still feel good about yourself
We feel that if other people in our group cheat, it is more okay for us to cheat.
Unethical Workplace Behaviors1.Absenteeism / Presenteeism
2.Deviant Workplace Behaviora. Property Deviance
b. Production Deviance
c. Political Deviance
d. Personal Aggression
3.Withdrawal Behavior
4.Lack of Satisfaction
Absenteeism and PresenteeismMost obvious and recognizable form of “cheating”
Very serious and not well received by employers
Combines a couple bad behaviors
Production deviance
Property deviance
AbsenteeismObvious job dissatisfaction
Shows lack of respect and care for employer and coworkers
Serious negative effects on the company
Unable to accomplish normal tasksGetting behind scheduleAbsence from meetings can be
embarrassing
PresenteeismCan be mildly associated with theft
Collecting a paycheck for little to no work performed
Employee taking advantage of office resources for no return
Creates workplace tensionsCoworkers feel angry over having to pick
up extra work
Coworkers assume you feel entitled
Allows for increased cheatingMuch more difficult for employers to
detect
Coworkers may cheat together to cover their backs
Who Gets Hurt?Both the guilty and the company are being hurt by this problem
Individual obtains terrible reputation
Company recognizes issue, possible termination
Coworkers recognize issue, difficult office relations
Cheating will get you nowhere
Company feels pressure
Absent or just absent minded, an employee is not pulling their weight
Same as giving a paycheck to a rock
Other employees get annoyed
Deviant Workplace BehaviorProperty deviance
Sabotage
Theft
Production devianceMisuse of company time and resources
Political devianceGossiping
Incivility
Personal AggressionHarassment
Property DevianceInvolves either left or destruction of facilities or resident’s property
Examples Include:Sabotaging equipment
Accepting kickbacks
Lying about hours worked on timesheets
Stealing from the company
Production DevianceBehaviors that intentionally reduce the efficiency of work output, such
as wasting resources and substance abuse.
Examples include:Leaving early
Taking excessive breaks
Intentionally working slow
Wasting resources
Effects on an organization:Sub- optimal job performance
Low productivity
Low staff engagement
Decrease productivity of coworkers
Political DevianceBehaviors that intentionally disadvantage other employees, such as
gossiping and incivility.
Examples include:Showing favoritism
Gossipping about co-workers
Blaming co-workers
Effects on an organization:Hostile work environment
Absenteeism
Low productivity
Personal AggressionHostile, verbal, and physical actions directed toward other employees
such as harassment and abuse.
Examples include:Sexual harassment
Verbal abuse
Stealing from co-workers
Endangering co-workers
Effects on an organization:Psychological impact (e.g. anxiety)
Absenteeism
Hostile work environment
Decreased morale of co-workers
Withdrawal BehaviorThe actions employees take to avoid doing work
Examples include:
Social media usage
Napping on the job
Being late
Calling out sick
Effects on an Organization
- Lower Productivity
- Misuse of company resources
Social MediaTwitter
Snapchat
Youtube
Reasons for Unethical Social Media Use In The WorkplaceEscape from unsatisfying jobEscape from demanding jobEscape from a non- demanding job
Reduce boredom
Entertainment and pass time
Nap Time“ Ehh, I think i’m gonna catch some quick zzzzz’s!”
Late and calling out sick“57 percent of salaried employees said they would take a sick day
even if they weren’t really sick (cnbc).”
➔ Thats a huge percentage, over 50% and that's not including non salary.
●“According to a YouGov poll, one in five Americans (19 percent) arrive late for work at least once a week while just under half (48 percent) are never late(forbes).”
●The studies also show that millennials are late more than the older crowd(forbes).
Progression ModelA model that argues that the various withdrawal behaviors are positively correlated with one another.
All of these behaviors stem from the fact that one rather do something else to avoid work.
Unethical work behaviors stem from…………..
Lack of Job Satisfaction“Why do I work?”
“Is it really worth it?”
“I need the money.”
Job Characteristics Theory
Dan Ariely's Ted TalkDan talked about jobs needing to have some type of meaning.
People only do work for certain reasons.
- But are you happy?
- Is it just for the money?
●FUTILE WORK vs. MEANINGFUL WORK
- Futile means incapable of producing results.
- What type of work do you want to do?
Ikea Effect Idea that people value objects more if they can build it on their own.
Products are more meaningful if customers apply effort to produce the desired product.
What’s the point?People are more motivated if they can enjoy the
work they are doing
You have to keep people motivated
You have to build a culture in the workplace that allows the employees to enjoy what they are doing
How are you gonna work to keep your employees motivated?
Unethical work behaviors stem from... High Job Demands/ Stress
- Stress due to meeting deadlines, pressure to succeed or “get ahead” can cause an employee to engage in unethical behaviors
Self-Interest and Personal Gain
Misguided Loyalty-Employees may lie because they feel they are being loyal to their organization or boss
Things that give satisfactionPayPromotionSupervisionCo-WorkerWork Itself
Referenceshttp://www.cnbc.com/id/41494142
http://www.forbes.com/sites/niallmccarthy/2014/12/03/how-often-are-americans-late-for-work-infographic/#5b3eb57f4ac2
Colquitt, Jason A., Jeferry A. LePine, and Micheal J. Wesson. Organizational Behavior. Print. Essentials for Improving Perfomance and Commitment.
Robinson, S. L., & Bennett, R. J. (april, 1995). A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study. The Academy of Management Journal, 38(2), 555-572. Retrieved February 3, 2016.
Ariely, D. (2013, February 3). Ted-ed. Our Moral Buggy Code. https://www.youtube.com/watch?v=Gomg-PrQUTk
Ariely, D. (2013, April, 10). Ted-ed. What makes us feel good about our work? https://www.youtube.com/watch?v=5aH2Ppjpcho
Effect of Social Media pertication in the Workplace on Employee Productivity (n.d). Retrieved February 05, from http://www.academia.edu/6196750/Effect_of_social _media_pertication_in_the_Workplace_on-EmploEmp_productivity
Common Reasons for Unethical Behavior. (n.d.). Retrieved February 05, 2016, from https://hr.blr.com/HR-news/HR-Administration/Workplace-Ethics/Common-Reasons-for-Unethical-Behavior