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    Sohail Khan
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    Counterproductive conduct in organizations drains the positive effects of productive behavior and goes against the organization's real interests. It is defined as intentional behavior by an employee that harms the organization. Counterproductive conduct includes property damage, theft, substance abuse, harassment, and absenteeism, among other things. While these actions may satisfy immediate employee needs, they could ultimately undermine the organization's interests. Both productive and counterproductive behaviors play important roles in organizational effectiveness and are important aspects of organizational psychology.

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    Counterproductive conduct in organizations drains the positive effects of productive behavior and goes against the organization's real interests. It is defined as intentional behavior by an employee that harms the organization. Counterproductive conduct includes property damage, theft, substance abuse, harassment, and absenteeism, among other things. While these actions may satisfy immediate employee needs, they could ultimately undermine the organization's interests. Both productive and counterproductive behaviors play important roles in organizational effectiveness and are important aspects of organizational psychology.

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    © All Rights Reserved
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    12 views1 page

    Document 4

    Uploaded by

    Sohail Khan
    Counterproductive conduct in organizations drains the positive effects of productive behavior and goes against the organization's real interests. It is defined as intentional behavior by an employee that harms the organization. Counterproductive conduct includes property damage, theft, substance abuse, harassment, and absenteeism, among other things. While these actions may satisfy immediate employee needs, they could ultimately undermine the organization's interests. Both productive and counterproductive behaviors play important roles in organizational effectiveness and are important aspects of organizational psychology.

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    © All Rights Reserved
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    of 1

    COUNTERPRODUCTIVE:

    Counter-profitable conduct then again drains the constructive outcomes of


    beneficial conduct in the association. It is characterized as any purposeful conduct
    showed by an individual from an association that is in opposition to the
    association's real advantages. Counter-gainful conduct comprises of property and
    creation-based abnormality that disregards the understood or express principles
    of by and large acknowledged working environment conduct, and includes
    practices, for example, liquor and medication misuse, lewd behavior, robbery and
    representative truancy among others. These practices may serve prompt
    necessities of a representative however could eventually decimate the interests
    of an association. Both profitable and counter-gainful practices assume basic
    functions in authoritative efficiency, other than being significant part of
    hierarchical brain research.

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