Counter-productive workplace behaviours
- Production deviance
- Resistance and resistance to change
- Turnover, the intention to leave and incitement or inducement of others to leave
- Wilful procrastination
- Decision deviance
- Passive aggressive behaviours and other forms of overt and covert aggression.
A sense of injustice
- Distributive injustice - whether you get the rewards and recognition you believe you should for the work you do, your level of operating (expertise) and to some degree, your educational and intellectual background.
- Procedural injustice - This refers to how decisions are made. In particular whether
- They are consistent across all people,
- How free of bias they are,
- Whether the information used to arrive at a decision is accurate,
- Whether or not there is a working mechanism to correct an incorrect decision
- The decisions comply to ethical and moral standards
- That the outcomes or consequences of the decision have been acknowledged.
- and whether or not one has any input or control over decisions made.
- Interactional or Interpersonal injustice - This breaks down to two elements:
- Whether people feel they have been treated with dignity and respect, and
- How honest and correct the information communicated is.
A. Been in an undesirable environment for a prolonged period of time and
B. they have given up hope that they can have any effect or influence on the situation and
C. that they feel they cannot escape from it.