Perceptions and Attributes

Perceptions and Attributes
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Perceptions and Attributes
There are rewards and punishments for good and bad behaviors, respectively. If at all I decided to drag myself to work despite the gloomy weather; I would have a higher chance of improving my profile. Bonuses and increment of salaries are often the results and rewards of hard work in various organizations. In fact, on such gloomy days, only a few employees show up for work; therefore, giving us an upper hand. It is unfortunate, however, that I may also be tempted to hit snooze and go back to sleep. These actions will be followed by severe punishments along the lines of probation, salary decrement or permanent termination of my job. Obviously, unlike my first choice of leaving for work, the managerial staff may not condone the incompetence of skipping work. It is even more punishable when other employees manage to present themselves at work, regardless of the weather.
“Bad” behavior may be rewarded at work in various ways. Fore mostly, it is evident that some organizations act obliviously of “bad” behavior (Sekerka, 2016). It is necessary for the managerial staff to take into consideration all the “uncouth” behavioral presentations in an organization. By acting in such a manner, it becomes easier to discourage unacceptable habits. “Bad” behavior in organizations is also rewarded through promotion or recognition of incompetent employees (Sekerka, 2016). For instance; if a staff member is abusive but hardworking, they should be affiliated with incompetence.

The fact that their hard work ‘placates’ their abusiveness should not be an avenue to ignore their bad behavior (Sekerka, 2016). Acting in such a manner only goes to show that “bad” behavior is tolerated in most organizations. The rewards of bad behavior are also seen when rogue employees are treated better than the competent ones.
There are people who work harder than others. Firstly, each person leads a different life; with varied priorities and; therefore, the input that one exhibits is directly proportional to their responsibilities and lifestyle(s) (DuBrin, 2013). If a person is struggling to pay school debts, a car loan and mortgage; they are bound to work harder than an individual who is only handling a few bills. Also, there are personality differences that bring about these disparities apropos of hard work. Workaholics are used to working all the time hence; they cannot be compared to individuals that only work a few hours. The latter may, in fact, be more hard-working due to their perspective(s) and outlook of life. Importantly, each person has specific goals to achieve thus explaining the differences in productivity (DuBrin, 2013). Individuals that only have short-term goals [such as bills] cannot necessarily be compared to people that work to save for the future.
There are ethical considerations in the employer-employee relationship (Millar, 2012; Hellriegel & Slocum, 2011). Most employees have complained on sexual harassment in the workplace. It is unfortunate that some employers use black mail to harass and sexual abuse their employees. The illegalities surrounding this kind of behavior place it under the ethical considerations in the workplace (Millar, 2012). Unfortunately, also, some employers resort to favoritism in the workplace. All employees should be treated equally and judged upon merit; and not on favor, bias or preference. It becomes unfair when the ‘favorite’ employee is promoted, given bonuses and even offered a salary increment.
References
DuBrin, A. J. (2013). Fundamentals of organizational behavior: An applied perspective. New York: Pergamon Press.
Hellriegel, D., & Slocum, J. W. (2011). Organizational behavior. Mason, OH: South-Western Cengage Learning.
Millar, G. (2012). Walking the Walk. Training Journal.
Sekerka, L. E. (2016). Ethics is a Daily Deal: Choosing to Build Moral Strength as a Practice. Cham: Springer International Publishing.