Free Essay on Navigating Workplace Destructive Behaviors: Strategies, Consequences, and Remedies

Introduction

In their paper published in 2018, Ahmad and Zafar argued that sometimes junior employees might engage in insubordination, which includes intentional refusal to obey orders assigned rightfully to them by senior employees. It may take other forms, such as refusing to respect seniors' warnings (Ahmad & Zafar, 2018). The impact of such behaviors includes decreased productivity, a decrease in employee commitment, and low company reputation. Toxic behaviors spread very quickly as people work around (Ahmad & Zafar, 2018). such individuals may start to believe that the company has a high tolerance for disruptive behaviors (Petrou, 2018). If they started with one person over time, most of the employees might begin to behave differently.

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Remedies

The MAFB management team emphasizes the importance of understanding employee’s behavior to identify suitable methods that the problems can be solved. The key to avoiding malicious behavior in an organization begins with the recruiting process (Ahmad & Zafar, 2018). Hiring the right manager will reduce possible future issues. Before engaging an employee on a long-term basis, the management should try and understand how an individual is likely to behave under various circumstances. Hence it can go a long way in decreasing possible future problems; also, to be able to manage employees’ problematic behaviors, they must have outstanding leadership skills. In every company, problems start when leadership skills are lacking. Managers and the people occupying high-ranking offices in an organization should have competent communication skills (Bonner, 2016). Communication skills give managers the ability to lead and inspire others. Managers should struggle to understand the employees' communication styles and how they wish to be communicated with. Failing to identify the most suitable method to use when speaking to employees turns them off and makes it difficult for those employees to present their grievances to such managers in the future (Ahmad & Zafar, 2018). When communication is low, it is not easy to identify and solve problems among the employees. Employees may be facing various issues, and they lack the right forum to talk it out; they end up using inappropriate means to speak their minds, which includes managing inappropriate behaviors.

In order to manage destructive behaviors in places of work, managers must ensure fairness in their daily routines. Every employee should be assigned to perform loads of work, depending on their competencies and resources at their disposal (Petrou, 2018). The business goals must be made clear to everyone in the organization; this will ensure that every person understands where the company is and where they are going and, therefore, precisely what should be done in each situation. Every team player should be well-mentored to achieve the goals of the business. Employees who perform extraordinarily should be appraised by family. It ensures that people are competing ethically and have a similar sense of direction, eliminating time for engaging in poor behavior that might harm the organization.

To ensure that employees are engaging only on behaviors beneficial to the organization, they are working for innovative thinking and engagement. Poor behaviors develop when people lose a sense of belonging and an understanding of direction (Lawrence & Kalmar, 2017). There is a need to ensure that employees are well engaged by giving enough room for independent thinking and developing a solution to specific problems without the constant supervision of their employers. They should be made to feel like partners who are part of the system. It is essential to make the employees understand that they can develop a feasible on their own to problems affecting the company. The climate of innovative thinking must always be encouraged among the workers. When there is a clear understanding of the reasons why the company exists, and each employee feels like part of the process, then there is no space for engaging in habits that might ruin the company. In cases where the management identifies, that one or more employees are not behaving appropriately. It is advisable to give clear behavioral feedback as early as possible. The rules and regulations for destructive behaviors should be made very clear to every person in the organization (Quratulain & Khan, 2015). An employee whose behaviors are not satisfying should be given a clear warning, and if they do not change, actions should be taken against them without hesitation. Taking strict action against employees with lousy behavior will act as a lesson to them and those with a similar mentality.

It is the responsibility of every organization to ensure that they set the standards in which they would like their organization to be identified. It includes treating customers as a priority, and employees should be made to understand that. A customer must always be respected, and they are given priority. Values such as honesty, integrity, and ethics must never be compromised, and every employee must be taught to respect each other.

Consequences of Bad Behaviors

Negative behaviors may have severe impacts on the performance of an organization. Also, the organization's destructive culture may make it difficult for the organization to attract and retain various talents that will make it move to the next forward in the industry. Customers need to be served in a place where they are sure they are treated fairly. Therefore, they may avoid organizations in which employees are disrespecting them or are having disputes openly.

Harmful behavior may impact the health of participants negatively. When employees are in constant fights with each other or with their bosses, their psychological health deteriorates at very high rates. Their morale and job satisfaction go down, and this may result in absenteeism. Employees who cannot stand each other's presence are likely to find any possible excuses to stay away from their working station. They are likely to fake sickness or any other emergency (Quratulain & Khan, 2015). As are, the company may lose in terms of the absence of hired employees. Even when they are presented, their productivity is very low compared to other motivated employees. Besides, it may make the company suffer losses that it might have avoided if employees' behaviors were right.

Toxic employees are a spark that causes the departure of other well-talented and competent employees. Some people may choose to avoid conflict by avoiding interaction with employees with poor behaviors (Ahmad & Zafar, 2018). In an account that, it causes the good one to start finding employment somewhere else to prevent the business. It is challenging to see well-experienced employees, and losing one may be very expensive for a company. Therefore, it is essential to ensure that an organization is free from toxic behaviors and that all employees work in harmony as members of one team.

An employee with destructive behaviors who does not listen to anyone may engage in risky activities not only for the business but also for other employees. For example, those working in engineering fields that require high standards of safety measures may put the whole company in jeopardy if they fail to observe basic standards. When employees have formed a behavior of insubordination, they may oppose basic things to feel like winners. In the event, an accident occurs, then every person in the factory or workshop will be in great danger (Lawrence & Kacmar, 2017). Therefore, it is essential to ensure that such employees are well displaced or are their services are terminated. In other areas, employees who tend to have malicious behavior and are responsible for doing business on behalf of an organization may make the organization incur significant losses. It is likely to happen if the potential customer is treated in a way that is not appropriate (Bonner et al., 2016).