A Case Study

on

Occupational Deviancy

by

Dorcas Rochelle P. Astudillo

Human Behavior in the Organization

Dr Abby Escobar-Balagan
Introduction

Many theories arise from this deviancy and crime in the workplace. Ruggiero et al.

(1982), who suggested that ‘‘occupational deviance’’ can be attributed to environmental

aspectsof the job, specifically coworker occupational delinquency and personal

characteristics of the individual worker.Felson (1980) suggested that structural changes in

routine activities led to higher property crime rates when essential elements converged.

Throughout my years of working,work ethics has receive more backlash and negative

comments among clients and ourselves. Honesty, integrity and accountability is becoming

shrouded with one’s sense of saving-face and popularity.

Workplace deviancy, such as being late or feigning sickness are those who are lazy,

feels hostility towards the institution and/or looking for another better opportunity. These are

the ones who does nothing or achieve nothing during the working hours

All this becomes a problem to those who are in-charge, the human resource and at

time the owner/s of the business. Such deviant behavior, represses the income and creates

more liability. This also gives emphasis on how occupations can structure criminal

opportunities (Green, 2001)

Deviant behaviors in the workplace have long been an issue, attributing to personal

conflicts and environment hazards. Rules and regulations are being updated every now and

then, it is still not enough to lessen the problem.

1
Observation

This study is based on my observation and interview on some of my colleagues, also

experiences of my own from my first employer to my present one.

Being late is one of the main deviant behaviors that have been present in our

organization.

I have been late for sometime as well, my attention was called by my immediate

supervisor. The number of days that I was late was brought down to a minimum. That was

only on my case, I was new then about three months old in the organization.

It has not escaped my eye that more than one of my officemates was constantly late.

One of them was late for a full hour, logging in at 9AM when our time in was supposedly

8AM. And yet there were no reprimanding done to address the late of the employee

Another who was constantly late has blamed either traffic or the distance of their

house from the office and yet there those further than her and would make it in the office 10-

15minutes before the time in.

And “Ma’am” who would go home early on Fridays since her home is two hours and

half away from the City. I go home to the same place as she is but I still go out at after 5pm

One of my immediate supervisor, once told me that actions done by “senior”

employees were not reprimanded immediately and so reprimanding them no would be futile,

just because “you cannot teach old dogs new tricks”. Likewise, telling me that seniority has

its perks, and having a say on their time is one.

I was also told that one of the constant latecomer was a close relative of a person who

was once a leader of our organization, she was dubbed “untouchable”. She was of a well-to-

do family. And has her own family with a husband that earns more than what they need.

2
Conclusion

Undoubtedly, politics and seniority rules hat of the organization, although I look

forward to the new regime of the PNP governing our organization since there will be strict

implementation of rules pertaining the deviancy common in the organizational setting.

Recommendation/s

There should be strict monitoring of the said attendance, and reprimand should be for

all. Since everyone is working their own fill supporting their families with their hard earned

salaries.

References

Felson, M., L. E. Cohen (1980) Human Ecology and Crime: A Routine Activity Approach,

Human Ecology, vol. 8, p. 384-406

Green, Gary (2001) ‘Occupational Crime’, in David Luckenbill and DennisPeck (eds)

Encyclopedia of Criminology and Deviant Behavior. Volume II:Crime and Juvenile

Delinquency, pp. 404–9. Philadelphia, PA: Brunner–Routledge.

Ruggiero, M., Greenberger, E., & Steinberg, L. D. (1982). Occupational Deviance among

Adolescent Workers. Youth & Society, 13(4), 423–448.

Sutherland, Edwin H. (1940) ‘White-Collar Criminality’, American Sociological Review

5(February): 1–12.