Deviance in the workplace refers to any behavior that deviates from the norms and expectations set by an organization. This can range from minor infractions, such as arriving late to work, to more severe transgressions, such as harassment or embezzlement. In any workplace, it is essential to have a set of rules and standards in place to ensure that employees are held accountable for their actions.

Identifying deviant behavior in the workplace is crucial as it can have severe consequences for both the individual and the organization as a whole. When left unaddressed, it can disrupt the work environment, hinder productivity, and create a toxic culture. It is vital to have a clear understanding of what constitutes deviant behavior and how to address it effectively.

Types of Deviant Behavior

There are various forms of deviant behavior that can be observed in the workplace. Understanding the different types is crucial in identifying and addressing problematic behavior.

1. Performance Deviance – This type of deviance refers to an employee’s failure to meet the expected standards of performance. It could range from an employee consistently failing to deliver projects on time to purposefully underperforming in their tasks.

2. Interpersonal Deviance – Interpersonal deviance includes any behavior that negatively affects interpersonal relationships in the workplace. This could include bullying, gossiping, harassment or any form of aggression towards co-workers.

3. Organizational Deviance – Organizational deviance refers to actions that are directed towards the organization itself. This could include embezzlement, sabotage, fraud, or any other behavior that goes against the organization’s values and goals.

Identifying Deviant Behavior

Identifying deviant behavior can be challenging as it may not always be obvious. Sometimes, it may be disguised as humor or misinterpreted as personality quirks. One way to identify deviant behavior is by regularly monitoring and evaluating employee performance. This could include performance reviews, feedback from peers and superiors, and keeping track of attendance.

Another effective way to identify deviant behavior is by promoting open communication within the workplace. Employees should feel comfortable expressing their concerns and reporting any problematic behavior they witness. Furthermore, establishing a code of conduct and clearly outlining consequences for deviant behavior can act as a deterrent.

Addressing Deviant Behavior

Once deviant behavior has been identified, it is crucial to address it promptly and effectively. Ignoring or minimizing the issue can result in feelings of frustration and resentment among employees and can ultimately lead to a toxic work environment. Some steps that can be taken to address deviant behavior include:

1. Clearly communicate the issue with the individual involved in a calm and professional manner. Explain how their behavior goes against the organization’s values and affects the workplace.

2. In cases where the behavior is not severe, providing coaching and support to the individual can help in correcting their behavior.

3. For more severe or repeated instances of deviant behavior, disciplinary action may be necessary. This could include a verbal or written warning, suspension, or even termination of employment.

It is essential to handle all cases of deviant behavior consistently and fairly. Doing so will protect the integrity of the organization and send a clear message that such behavior will not be tolerated.

Conclusion

Deviance in the workplace can have a significant impact on an organization’s overall functioning and success. It is essential to have measures in place to identify and address deviant behavior promptly and effectively. Regular monitoring, open communication, and establishing consequences for such behavior can help create a positive work environment where everyone is held accountable, resulting in increased productivity and a healthier workplace culture.