Workplace Deviance: Understanding, Preventing, and Resolving Toxic Behaviour

Manager criticising an employee

Introduction

Workplace deviance refers to negative behaviours that deviate from organisational norms and can harm employee morale and productivity. This article will explore workplace deviance, its occurrences, and effective strategies to prevent and resolve such behaviour, including mediation, investigation, and conflict coaching.

Understanding Workplace Deviance

Workplace deviance refers to a broad spectrum of employee behaviours that go against established organisational norms, rules, and ethical standards. These behaviours can take various forms and have detrimental effects on both individuals and the organisation’s overall functioning. Some common examples of workplace deviance include:

  • Bullying: Workplace bullying involves repeated mistreatment, harassment, or intimidation targeted at individuals or groups. It can manifest as verbal abuse, spreading rumours, humiliation, or exclusion. Bullying creates a hostile work environment, leading to increased stress, decreased job satisfaction, and higher turnover rates.
  • Tardiness and Excessive Absenteeism: Consistently arriving late to work or frequently being absent without valid reasons disrupts work schedules, hampers team coordination, and affects productivity. It can create a negative work environment and place an additional burden on other employees.
  • Theft: Engaging in theft, such as stealing office supplies, equipment, or company resources, not only results in financial losses but also erodes trust among colleagues. It undermines the organisational culture and fosters an environment of suspicion.
  • Sabotage: Deliberately damaging or sabotaging work processes, projects, or equipment is a form of workplace deviance that can cause significant disruptions and financial losses. In addition, it negatively impacts productivity, morale, and the organisation’s reputation.
  • Spreading Rumours: Spreading false or malicious information about colleagues or the organisation undermines trust, fosters a culture of gossip, and damages professional relationships. In addition, it can lead to misunderstandings, conflicts, and a toxic work environment.
  • Abusive Supervision: Abusive supervision refers to managers or supervisors who engage in hostile, demeaning, or disrespectful behaviour towards their subordinates. This form of deviant behaviour negatively affects employee well-being, job satisfaction, and commitment to the organisation.

Research indicates that workplace deviance is often influenced by various factors such as job dissatisfaction, lack of commitment, low levels of perceived organisational support, and a negative work climate[i]. Additionally, abusive supervision is a significant predictor of deviant behaviour among employees. [ii]

Preventing Workplace Deviance

As business owners and managers, it is essential to proactively address workplace deviance and create a work environment that discourages such behaviour. Here are two preventive measures that can be implemented:

  1. Establish a culture of respect and open communication which is fundamental in preventing workplace deviance. Encourage employees to voice their concerns and provide feedback without fear of retaliation. Foster an inclusive and supportive work environment where employees feel valued, and their contributions are acknowledged. This can be achieved through regular team-building activities, conflict resolution training, and transparent communication channels.
  2. Implement Clear Policies and Consequences: Clearly define and communicate organisational policies regarding expected behaviour, code of conduct, and consequences for deviant actions. Ensure that these policies are readily accessible to all employees and regularly reinforced through training programs and orientations. Consistently enforce the policies to demonstrate that deviant behaviour will not be tolerated and that there are repercussions for such actions.

Resolving Workplace Deviance

In addition to the preventive measures discussed earlier, integrating mediation, investigation, and conflict coaching can significantly contribute to resolving conflicts and preventing deviant behaviour.

  1. Mediation: Mediation facilitates constructive communication between conflicting parties, preserving relationships and empowering employees. It is cost-effective and allows for quicker resolution compared to formal processes.
  2. Investigations: Thorough investigations provide unbiased fact-finding and promote compliance and accountability. They demonstrate a commitment to addressing workplace deviance and rebuilding employee confidence.
  3. Conflict Coaching: Conflict coaching enhances self-awareness, builds conflict resolution skills, and promotes sustainable resolutions. It equips employees with tools for effective communication and reduces the likelihood of recurring deviant behaviour.

Conclusion

Organisations can effectively prevent and resolve workplace deviance by integrating mediation, investigation, and conflict coaching. Establishing a culture of respect, implementing clear policies, and providing training in conflict resolution are crucial steps. In addition, mediation preserves relationships; investigations ensure fact-based decision-making and conflict coaching empowers employees for long-term conflict resolution. By investing in these strategies, businesses can foster a positive and harmonious work environment, minimising workplace deviance and promoting employee satisfaction and success.

References:

[i] Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.

[ii] Wu, L. Z., & Kwan, H. K. (2018). The effects of job insecurity on workplace deviance: The moderating role of ethical leadership. Journal of Business Ethics, 149(2), 441-452.

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