Human resource factors Organisational factors such as processes in place within human resources can effect whether someone engages in counterproductive work behaviour

Human resource factors

Organisational factors such as processes in place within human resources can effect whether someone

engages in counterproductive work behaviour. Human resource functions that can encourage

counterproductive work behaviour are, the incentive structure, outcome based performance evaluation,

and conducting employee evaluations through only one source. These human resource methods are

discussed below.

Incentive structure

Discontinuous incentives can encourage counterproductive behaviours.12 These are where the

employee has a target they need to achieve to get their incentives. If they do not reach their target the

Counterproductive work behaviour

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employee will not get the incentive no matter how close or far they are to achieving their target. This

can encourage counterproductive behaviour as employees might start doing whatever is necessary to

reach their targets.12 For example, if the target is a sales target, an employee might start making claims

the product cannot meet, resulting in unhappy customers. If the incentive is a high proportion of the

employees pay, this will also make engaging in counterproductive behaviours more attractive.12

Outcome based performance evaluation

Outcome based performance is where the focus on an employee’s job is the outcomes they achieve.12

When attention is placed on outcomes, generally less focus is placed on how employees go about

getting these outcomes. This makes it easier for an employee to reach targets through

counterproductive behaviours as they are less likely to get caught due to actions not being monitored.12

Using only the supervisors perspective for performance evaluations

 

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