In his essay “Why We Procrastinate,” Estroff Marano states that procrastination damages oneself and hinders one’s progress. Moreover, he feels, as a nation, we fail to recognize the grievousness of this bad habit, and the consequences that occur with this learned behavior. According to the author alcohol consumption, deception, and lack of engagement are a few of the destructive and costly outcomes. Marano concludes that with therapy, procrastinators can replace their harmful habits with healthier ones. I agree with Marano that chronic procrastinators have undesirable patterns of behavior that prevents them from being successful and impedes them from having healthy relationships.
Overall, the outcomes of the study suggest that conscientiousness acts as a two-edged sword that elevate performance and trigger the stress reaction of employees when they are faced with stressful situations. On the other hand, job demands with aspects such as physical, psychological, social, and organizational may become stressors when they require a high degree of efforts (Schaufeli & Bakker, 2004). The meta-analytic study of Michel et al. (2011) indicated that work social support and family social support are negatively related to WHC and HWC. Scholars have some disagreement on whether they should conceptualize workaholism as an addiction, some researchers go as far as calling workaholism a positive addiction.
The authors states that the mainstream emotional researches have distinguished between Guilt and shame. This model argues that both the emotions differ in the origin of transgression. Authors argues that when people attribute their transgressions to their global and stable self, the y experience shame but when people attribute their transgressions to transient actions they experience guilt. Thus shame is often viewed as more devastating to people’s self-concepts and self-esteem than guilt. Some scholars argue that shame typically involves being negatively evaluated by others and guilt involves being negatively evaluated by oneself.
Through the regression analysis, Riketta attempts to address the causal effect issues by establishing that the job attitudes of the employees have a strong effect on the organizational commitment of the employees and not on their satisfaction with their roles. Despite creating a base for understanding the causal-effect relationship, Riketta does not provide a clear explanation of the efficiency of the measurement methods used to determine the recommended level of organizational
Workplace deviant behavior at work has increasingly emerging as an important phenomenon in organizations because of the negative and adverse effects it brings. Workplace deviance behavior at work also has become the focus of an increasing number of research studies (Ones, Viswesvaran & Schmidt, 1993; Robinson & Bennett, 1995; Sackett & DeVore, 2001). Organizations need to bear the cost of lost productivity when employees engage in behaviors when they fail to turn up at all without any reasonable excuse. Example for workplace deviant behavior is sexual harassment and steal the organizational property also harm the effectiveness of the organization. Sexual harassment also another form of workplace deviant behavior and has reported to cause job
It harms the virtue standards and decency making the world as we know, full of evilness. This was portrayed through the character of Ralph and it shows how being influenced by the surroundings can play a part in the change of your personality. This evilness is given off to others which later will spread foulness. The hatred that we as human spread might also come off as dangerous. This dangerous image rubbed off into the character Jack, and this reveals to the reader how power that comes into the wrong hands can be a hazard to society.
Therefore, the argument of this essay would be based on the negative impacts of fear on the human behavior and its diminishing effects not only on society but also on people. To begin with, the essay would focus on Lars Svendsen’s examination of fear and
Management should also examine the problem and act on it quickly, if not then frustration sets in and a feeling of apathy is generated leading to service failure. Customer abdication that is primary caused by service failure eventually destroys the customer’s natural life value or the customer’s net present value (NPV). However, there are some losses of probable future revenues due to fact of service failure, which could also bring about unsatisfied customers/consumers to join in, in negative behaviors, which could deter probable new
Lee’s performance from the perspective of destructive leadership behavior. Although there are various definitions of destructive leadership, the behavior of Mr. Lee could be considered as leadership destructiveness no matter which one is used. We also analyze the reasons for his destructive behavior through the toxic triangle theory, which illustrates that the interplay among the leader’s characteristics, the susceptible followers and the conducive environments contributes to the occurrence of destructive leadership (Padilla, Hogan & Kaiser, 2007). Finally, we come to the construction of a utility team requires both external and internal supervision as well as a selecting procedure which can screen out inappropriate applicants; or else this team might create a vicious circle of inefficiency and ends with
It is noticeable that organizations and employees face various problems owing by cynicism, which is demarcated to person’s taking adverse feelings about the association, like to frustration, disappointment, bleakness and the harmful emotional state unified by facing exhaustion condition, which is defined as a variety of negative feelings such as exhaustion, fatigue, depression and misery(A.Shahzad et al. 2012) Matrecia (2005) stated that cynicism is a reaction to the history of personal and social experiences that yield readily to the changes elicited by environmental influences which lead toward the deviant behavior. These counterproductive turns might take numerous procedures such as absence, work lazing, stealing, physical & vocal violence, deception, to term some rare of the several aspects of deviating or counterproductive behavior of workers. .Judge et al. (2006) proposed an optimistic relation in between organizational cynicism and deviant work behavior.