If performance evaluations are only conducted through the supervisor, this creates an asymmetry of
information between the supervisor and subordinate.12 Asymmetry of information in this case is where
the subordinate has access to more information regarding their performance than the supervisor. In
some situations the supervisor does not have the technical knowledge or the time to monitor everything
their subordinate does. This can reduce the chances of getting caught engaging in counterproductive
behaviours and therefore allows such behaviours to go unnoticed.
It is important to be aware that these human resource functions mentioned above are not based on
research and are therefore purely ideas at this stage.
Counterproductive work behaviour
Page 8 of 13
Solutions for reducing counterproductive behaviour at work during the selection phase of employment
and within human resource functions are discussed below. Unstructured interviews, and integrity tests
will be discussed at the selection phase. The human resource functions of 360° feedback, performance
and outcome based pay incentives, and group and individual incentives, will be discussed.
Reducing Counterproductive work behaviours through selection
An unstructured interview is an interview with no set questions. It is freer flowing than structured
interviews as the interviewer is able to ask follow up questions. Unstructured interviews are believed to
be more informative in regards to a potential employee’s personality as the interview candidate relaxes
making them more likely to open up and give candid responses. Through unstructured interviews,
interviewers are better able to predict which candidates are likely hold characteristics likely to lead to
counterproductive behaviour, such as candidates who lack self-control.13