Any job has its fair amount of easily recognizable employees that form categories in which they slip into as a result of their attitude and work habits. Their work habits establish what kind of employee they are, but their attitude influences their personality and the way they treat others at work that include: customers, coworkers, and even their employers and bosses. The general size of a company may have an affect on the overall number of annoying workers that they employ. The slacker, the complainer, and the know-it-all are three types of annoying employees that can easily create a miserable and frustrating workplace for others. To start off, one of the most agitating employee is the infamous slacker, who is commonly found in any business. Slackers have mastered the skill of working hard to get utterly zilch done! Working with someone who is straight up lazy can become a physical burden, as well as decrease performance and the happiness of others in the workplace. Work can become a mega crappy place to be if a colleague frequently neglects to put enough time or energy into t...
This takes a lot of personal recognition from the employees to make sure no bad mood from an employee is being shown to a customer.
When workers work overtime, they display a high degree of commitment to the task at hand and are thus usually compensated for the extra hours they put in. However, this is only possible when there is mutual respect between the employees and employers. An employer who is negligent of the effort a worker puts in his/her work creates job dissatisfaction and distance in the workplace. Beth Shulman in her work The Betrayal of Work, introduces the pharmacy technical assistant, Judy Smithfield. Her job requires accuracy and scrutiny, which is often very time consuming. Without sufficient help, she finds herself working six days a week. Logically, considering the difficulty of her task, reasonable compensation, respect and appreciation should follow. However, her customers are ignorant and can be angry and impatient despite the effort she makes. How can one be satisfied working in such conditions? Commitment means nothing to her employers. Thus she is not a source of profit for the upper classes; her duties are simply essential but don’t deserve monetary merit in their
People can learn to stand up for themselves or change a situation when someone or something at work has caused stress or unhappiness. A job challenge may get worse over time and usually doesn’t go away on its own. The sooner an individual begins to adapt in the situation, or in how he or she responds to it, the easier it will be to ...
Incivility can affect many different aspects of our lives. A few are causing anger problems, being in others’ way, making it difficult for somebody to concentrate, and causing workers to skip work. However, at least in the workplace, this issue can be helped (if the company is willing). Although on a small scale, incivility and rudeness may seem insignificant, they have proved to be quite problematic.
The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation.
Murnoe, S. (2014). "How Personality Affect Work Behavior". Available: http://smallbusiness.chron.com/personality-affects-wor-behavior-45940-html. Last accessed 18th February, 2014.
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done. Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes ones duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each as well...
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
Different types of people are all around, some can be found as irksome to others. Three types of annoying people exist in the world. The three types of annoying people are people who are new employees at stores, people who walk vicious dogs, and people who do ignore public signs. New people who come to work are very irritating.
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
Problems of behavior are addressing employees for hurting the company morale or turning off potential clients and coworkers. I once worked for a company whose top employee would never take a task that he considered "beneath him." The bosses did not want to let him go because of his production. But I heard all his other colleagues complain about him under their breath because of his attitude. In that same company, I worked with individual who finds it challenging to meet goals however, has very good morale and standards. They often pull down the production average of the entire team which may at time cause conflict at work.
Consequently, helping us (managers) to get a better grasp on the situation and being able to identify something about the individual that makes up the overall behaviors. During these circumstances, the person in question is active in the development and outcome to which created this interactive change. Although, not everyone displays the same characteristics, for some diverge more characteristics than others; such as those characteristics that include the following, reasoning, emotional, motivational, and capability. Though, there are many different types of behavioral situations, the two most noticeable types are those that consist of the following aspects; the impartial and the idiosyncratic views. As we are all aware, these behaviors if not understood can affect an individual’s overall performance. Therefore, it’s imperative for managers to study these interactional approaches regarding the situations that involve more than one individual, and “the elements to which make up these factors of changing behaviors that affected their personalities, perception, attribution, attitudes, emotions, and ethics” (Nelson & Quick, 2017, pg.
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
People in the type A group tend to be more aggressive in pursuing their goals, noticeably impatient, and very time urgent. They always feel the need to double up their effort and speed to achieve their goals. On the other hand, is the type B personalities who are very cautious, patient, and good at working on long term goals even if the results looks bleak at the first instance. These two different traits react to stressful work demands differently. While Type As tend to be very good at meeting deadlines, they do not react well when they feel being slowed by other team members. In other words, generally they do not make good team players. The Type B might be a slower and takes so much times to achieve certain goals but he/she can fit very well with others and tends to make them better by the virtue of his/her patience. Using the person-job fit model, individuals with no patience for failure or people dragging them can be put in jobs with less or no human interface. Work related stress can be best handled by an individual with patience and decorum (p. 471). The Stress Management Framework used by most organizations aims the secondary intervention on the individual and how he/she reacts to the situation. Not all stressors or strains can be eliminated especially if the nature of the work demands it. Instead, employers redirect efforts to make the individual employees strong enough to deal with it
There are various challenges faced and even more opportunities for organizational behavior to assist workers in improving the workplace as a whole, people skills, productivity, and customer service. Understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior is a key component to organizational Behavior. The bottom line is that the more tuned into the needs of its employees, the more successful a company is likely to become. A company will absolutely benefit a great deal so long as employees and management alike are able to control and monitor their attitudes for the appropriate