Discussion

In every organization, there is an appropriate employee behavior and appropriate employer behavior which needs to be maintained. Any form of misconduct can bring unwelcomed situations and consequences. Appropriate behavior is not only associated with problem behavior but also to some extent it decides how the organization will operate (Langton, Robbins and Judge 2013). The entire accuracy of appropriate behavior is also integral to the success of the organization. Thus, there is no doubt that it is highly advisable by experts to work and maintain the appropriate workplace behavior. The importance that appropriate behavior holds in a company is the reason for me to write this report. The report aims to discuss the concept of appropriate workplace behavior and the reasons that make appropriate workplace behavior vital. The report also presents some suggestion based on the information discussed and the things that should be included in the updated code of conduct.

Every workplace has a different working environment. However, the environment needs to be safe and secure for employees to work comfortably. While some believe in easy and friendly environment as the best behavior some tend to believe that strict rules are the only to maintain the decorum of the organization. Atmosphere, ethos and environment are the deciding factors of organization behavior. It is important to know what appropriate behavior is and what is inappropriate.  However, the concept of appropriate and inappropriate are variable that can change according to time, place and situation (Alias et al. 2013).

The pattern of actions and interaction of an organization’s members which have the potential of impacting on organization in direct or indirect way is the workplace behavior. An efficient and harmonious working environment is the aim of workplace in order to build the appropriate workplace behavior (Young et al. 2015). The entire concept is in relation to every member of the organization including employees, employers and to some extent clients, customers and stakeholders. Many a places are faced with difficult situations that causes damage to the workplace environment. It is not only the responsibility of one particular position but the entire organization. Both managers and employees need to be aware of their rights and obligations in the workplace. The specific rule involves understanding of the limitation and the extent after which lines should be drawn. Behavior beyond the drawn lines would be considered inappropriate specially the area that is in relation to the “grey areas”. These are the vague areas which are often misinterpreted (Ismail et al. 2015).

Appropriate workplace behavior are crucial in workplace for significant reasons. Appropriate behavior in workplace can enhance the overall growth of the organization and productivity. Moreover, it has the potential of taking an organization to places that are achieved with exceptional dedication. The matter of concern is not the benefits of appropriate workplace behavior. The major concern is the damage inappropriate behavior can cause to the organization. Inappropriate behavior may include behavior such as disrespectful talking to sexual harassment. Sexual harassment, bullying and discrimination are present ongoing issues currently found in the workplace (Purayidathil 2013).

Importance of appropriate workplace behavior

The way a person in the organization behave affects several aspects of our job and it can affect the company’s health as well. Our behavior that are less than exemplary are capable of costing company money as well as our job. Therefore, it is vital that we present best of our behavior in the workplace. It is not necessary to make things extra pleasant or sugarcoated however keeping things in the professional way is the appropriate behavior.

Company’s image is created by the company’s workplace behavior. Employees are the face of business that make business’s reputation. Customers remember the experiences that they receive when one is experienced with good behavior. Often customers decide on companies based on their behavior and the type of service they provide in involving general rules of social etiquette (Nasurdin, Nejati and Mei 2013).

Work disruption is a flaw of organization that occurs through inappropriate behavior. While there is inappropriate behavior occurring, it becomes a distracting event for other employees and it interrupts the workflow. The time that is lost in the event is expensive which cannot be gained back. Also, frequent disruptive behavior at work is also a ground of termination.

Many opportunities are lost when inappropriate behavior is dominant in the organization. Employers and employees spend way too much productive time in resolving the damage caused by the unwanted events. Employees create bad image and create obstacle for themselves in promotion and other increments. Office interaction is majorly effected by inappropriate behavior. While talking to the co-workers it is important to make things create and professional. Polite behavior between employees encourage pleasant working environment. Apart from transparent human behavior, each member should perform with a clear mindset. Office politics is a good example that shows the ways people can act in cunning way and create problem in the decorum of the organization (Pitaloka and Sofia 2014).

In order to understand the needful measures to bring change in the code of conduct, it is important to understand what precisely the appropriate behavior in our place of work is. To understand what appropriate behavior as per the organization is, simple methods can be analyzed. The factors can range from using different skills such as being polite to other members, providing extraordinarily cooperative as well as helpful to other members of the organization or even meeting tight deadlines (Abas et al. 2015).

In order to understand the appropriate behavior of organization thinking about the personal qualities and traits can be given a thought. These aspect includes:

• Working well when in the team or the group
• Keeping up a positive attitude towards every co-workers, the workplace and the tasks of the job
• A vivid and suitable appearance, taking into account for the job that we do
• Being responsible and punctual for work.

The ways one can establish appropriate workplace behavior are :

1. Following workplace behavior trends and best practices: it is depended on the size of the workplace behavior that is governed by human resources or another individual. It requires outlining the policies clearly that would involve
2. The policy created should be diverse involving every aspect explicitly such as intolerance with regard to race, gender, ethnicity, nationality, sexual orientation or any other classification.
3. Anti-bullying and anti-harassment policies needs to be created in order to create a respectful workplace along with professionalism.
4. Paying attention to the employee engagement trends is a vital process of ensuring a healthy workplace.
5. The higher authorities should be aware of the small incidents that may impact the workplace atmosphere such as minor disputes, online harassment or even sexual harassment. Higher authorities needs to be aware of the incidents and take actions accordingly.

Conclusion:

By the above discussion, it is made clear that appropriate behavior in workplace is an important aspect. Since any form of misconduct can bring unwelcomed situations and consequences it is important that it taken care by the management. Not only the importance of appropriate behavior but also the significance of maintaining the behavior is vital for every organization. It is important to maintain the behavior of the entire organization as it is a lengthy process of gaining reputation in the market which can be damaged if the concern is not paid heed. Therefore, it can be concluded that appropriate behavior in workplace is an absolute necessity in every organization and by the recommendation provided above it is possible to have a workplace that would deliver appropriate behavior. There are ways as well that would help avoiding inappropriate behavior in the workplace. In the end it is only about the ethics, etiquettes and disciplines that would be able to make workplace a better environment.

References:

Abas, C., Omar, F., Halim, F.W. and Hafidz, S.W.M., 2015. The mediating role of organizational-based self-esteem in perceived organizational support and counterproductive work behaviour relationship. International Journal of Business and Management, 10(9), p.99.

Alias, M., Mohd Rasdi, R., Ismail, M. and Abu Samah, B., 2013. Predictors of workplace deviant behaviour: HRD agenda for Malaysian support personnel. European Journal of Training and Development, 37(2), pp.161-182.

Ismail, K., Norwani, N.M., Yusof, R., Muhamad, S.I.S., Jaafar, H., Ibrahim, A.H., Ali, A.H. and Ariff, M.S.M., 2015, February. Organizational climate as a predicting factor in influencing SME’s employee turnover rate. In Interdisciplinary Behavior and Social Sciences: Proceedings of the 3rd International Congress on Interdisciplinary Behavior and Social Science 2014 (ICIBSoS 2014), 1–2 November 2014, Bali, Indonesia. (p. 125). CRC Press.

Langton, N., Robbins, S.P. and Judge, T.A., 2013. Fundamentals of organizational behaviour. Pearson Education Canada.

Nasurdin, A.M., Nejati, M. and Mei, Y.K., 2013. Workplace spirituality and organizational citizenship behaviour: Exploring gender as a moderator. South African Journal of Business Management, 44(1), pp.61-74.

Pitaloka, E. and Sofia, I.P., 2014. The affect of work environment, job satisfaction, organization commitment on OCB of internal auditors. International Journal of Business, Economics and Law, 5(2), pp.10-18.

Purayidathil, J., 2013. Enhancing work environment and working relationship for employee retention: a case study of project management section, Jyo Electronics.

Young, W., Davis, M., McNeill, I.M., Malhotra, B., Russell, S., Unsworth, K. and Clegg, C.W., 2015. Changing behaviour: successful environmental programmes in the workplace. Business Strategy and the Environment, 24(8), pp.689-703.