Workplace Deviance

Today, it’s not enough for companies to make a profit. We also expect managers to make a profit by doing the right things. Unfortunately, no matter what managers decide to do, someone or some group will be unhappy with the outcome. Managers don’t have the luxury of choosing theoretically optimal, win-win solutions that are obviously desirable to everyone involved. In practice, solutions to ethical and social responsibility problems aren’t optimal. Often, managers must be satisfied with a solution that just makes do or does the least harm. Rights and wrongs are rarely crystal clear to managers charged with doing the right thing. Ethics is the set of moral principles or values that defines right and wrong for a person or group. Workplace deviance is unethical behavior that violates organizational norms about right and wrong. Ethical behavior follows accepted principles of right and wrong. Workplace deviance can be categorized by how deviant the behavior is, from minor to serious, and by the target of the deviant behavior, either the organization or particular people in the workplace. Company-related deviance can affect both tangible and intangible assets. Property deviance is unethical behavior aimed at company property or products. Political deviance is using one’s influence to harm others in the company. Personal aggression is hostile or aggressive behavior toward others. Examples include sexual harassment, verbal abuse, stealing from coworkers, or personally threatening coworkers. Another kind of personal aggression is workplace violence.