Disruptive Behavior in the Workplace

Business Research Paper Introduction

The concept of disruptive behavior in the workplace is a complex and serious issue. In most cases, this problem is ignored. Nevertheless, its impact on both employees and employers raises a lot of concerns. Disruptive behavior can be defined as any behavior related to intimidation of co-workers, physical abuse of workmates, or any behavior that adversely affects other people. It can also include aspects of bullying and violence in the workplace.

 

Disruptive behavior can have devastating effects on the entire workplace. Both employers and employees can exhibit aspects of disruptive behavior in their workplace. Destructive characters can be found in small organizations as well as in multinational ones. Undoubtedly, the issue of disruptive behavior in the workplace is highly critical. This paper will deal with the causes and sources of disruptive behavior. Besides, recommendations on what are the best ways of solving this business problem will be given.

Business Research Paper Hypothesis

There are several research questions that have been precisely defined for this research study. They are as follows:

  1. There is a close relationship between disruptive behavior and the operation of the organization.
  2. There is a significant relationship between disruptive behavior and conflicts in the workplace.

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Business Research Paper Purpose of the Study

The main objective of this research study is to identify the causes and sources of disruptive behavior in the workplace. The research findings of the study will help people in the corporate world to understand the nature of high turnout rates. They will be able to realize that disruptive behavior is a contributing factor to conflicts in the workplace. Importantly, research on disruptive behavior will help organizations to evaluate themselves in order to identify aspects of disruptive behavior among their employees.

Ultimately, companies would be in a better position to improve the working environment, hence reducing the prevalence of conflicts in the workplace. A clear understanding of the disruptive behavior in the workplace will enable the management of any organization to provide a safe and productive work environment.

The Concept of Disruptive Behavior

According to Jaffe (2007), any behavior that may affect the smooth flow or functioning of the organization may be referred to as disruptive behavior. In many cases, disruptive behaviors may prevent both employees and employers from carrying out their normal responsibilities. This may delay the operation of the organization. The impact of disruptive behavior in the workplace is not apprehended in the short-term perspective but is realized in the long-term perspective. Notably, all managers of the organization need to address this complex issue in a timely manner. This is to avert significant losses that may arise as a result of its effect on the normal functioning of the organization. Typically, disruptive behavior will continue to escalate if it is not addressed early.

Examples of disruptive behavior are:

  • plentiful conflicts;
  • poor relationships with co-workers, supervisors, and customers;
  • absenteeism;
  • seclusion;
  • slamming doors;
  • unceasing complaints about being treated unfairly;
  • the hijacking of the agenda of the organization’s meetings;

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Warning Signs of Disruptive Behavior in the Workplace

People who display disruptive behavior do not merely wake up one morning and start causing havoc in their workplace. Instead, they slowly develop the urge to clash with their co-workers. In this case, they are able to exhibit some warning signs of disruptive behavior such as:

  • extreme controlling;
  • destruction of the organization’s property;
  • verbal abuse directed towards fellow workers;
  • persistent complaining;
  • withdrawal from normal organization’s activities and workmates;
  • holding resentment and being apprehensive of every person they come across;

Causes of Disruptive Behavior

There are several causes of disruptive behavior in the workplace. The main cause is substance abuse. Employees who abuse drugs such as cocaine or heroin are highly likely to disrupt the normal activities in their workplace. Such characters do not think straight; hence, they may not be aware of any disorder that they are causing. It has been established that people who take hard drugs are not cognizant of their environment. In this case, such workers may not realize the importance of conducting themselves in an orderly manner while performing their duties.

Therefore, some of them may show aspects of destructive behavior. For example, they might slam the door behind them thinking that it does not produce huge bang sound which affects other co-workers. It might seem a comical issue, but this problem is particularly disturbing. Such an employee has the potential of causing other co-workers to panic for no actual reason.

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Another category of drug users that may display disruptive behavior is drunkards. Typically, people who consume alcohol make a lot of noise. Therefore, when they come to the workplace in a state of alcoholic intoxication, they may cause a lot of mayhem at the organization. A drunkard employee may shout the name of a co-worker thinking he is calling him in a low tone. Unfortunately, he is not able to control his volume because of the alcohol taken. Undoubtedly, such characters who abuse drugs are likely to cause disruptive behavior in the workplace.

The second cause of disruptive behavior is oppression. Employees who feel oppressed by the management are highly likely to disrupt activities of the organization albeit unintentionally. A good example of such a case is the nurses’ case. Many of them felt oppressed by the management of the national hospital which was primarily composed of males. In this case, the nurses felt that they were being mistreated by their male bosses because of their gender. This resulted in frustration among the nurses. Inappropriately, the nurses vented their frustration by offering poor treatment to patients. This was a clear demonstration of destructive behavior in the workplace. Evidently, oppression in the workplace can cause employees to display destructive behavior.

The third cause of disruptive behavior in conflict. Most of the conflicts in the workplace are a result of certain expectations not being met (Krohn, 2005). This situation is two dimensional, i.e. employer-employee and employee-employer. In the first scenario, the employee may fail to follow the orders given by his or her employer in a timely manner. This is likely to annoy the employer, and he may take drastic actions to rebuke the employee. In this case, the employer might exhibit certain disruptive behavior towards the employee.

For example, he or she might slam the door behind him or her to show that he or she has been irritated by the actions of the employee. Besides, he can verbally abuse the employee. In the employee-employer dimension, the expectations of the employee might not have been met by the employer. For example, an employer might fail to provide the necessary equipment required by the worker to carry out his work duties. This might discourage the employee who takes this as an intentional aim to delay his work. In this case, he/she might be tempted to show some disruptive behavior towards the employer.

For example, the worker might start being absent from the workplace or absconding his responsibilities. Besides, the employee may continuously complain to the employer about being treated unfairly. Such situations are bound to happen where there is no cordial relationship between the employer and employee. Clearly, conflict can cause disruptive behavior in the workplace.

Unwillingness to work is another cause of disruptive behavior in the workplace. People who are reluctant to work can easily cause havoc in their workplace. Mainly, they do not care if the employer fires them or not. These employees are predominantly from wealthy backgrounds; thus, they do not really need their salary. Furthermore, there are those employees who do not care about their living standards. Therefore, they will behave disruptively just to prompt the employer to dismiss them. Even though these cases are uncommon, they contribute considerably to destructive behavior in the workplace. Manifestly, unwillingness to work is a significant cause of disruptive behavior at the workplace.

Also, resentment in the workplace can cause disruptive behavior. Typically, employees resent being warned by the employer about their conduct. They also resent being given a low pay increase, being treated unfairly, and facing disciplinary actions. When there is a promotion in their workplace and the employee is overlooked only because he is not a relative or friend of the employer, it is bound to increase his resentment towards the employer.

Such resentment results in disruptive behavior among the employees. This is demonstrated by continuous complaints about them being treated unjustly. Such employees may be absent from the organization on any day, hence impelling the employer to fire them. In other cases, employees who resent the employer may hijack the agenda of any meeting in the organization.

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Effects of Disruptive Behavior in the Workplace

Disruptive behavior can have devastating effects on the organization. In most of the cases, it is the employer who bears major losses. Any disruptive behavior by an employee can cause the employer to lose his or her temper. In this case, the employer might react by behaving disruptively like slamming doors and verbally abusing his or her employees.

According to Twombly (2011), disruptive behavior can result in clashes between employers and employees. An employee might have behaved in a destructive manner just to raise an issue, but the employer might have misinterpreted his or her actions to mean demeaning his authority. This may force the employer to verbally abuse the worker. A violent employee is highly likely to respond to the disruptive behavior of the employer.

Eventually, this results in a full-blown clash between the employer and employee. On the other hand, disruptive behavior might result in conflicts among the workers themselves. For example, an employee who disrupts the activities of co-workers could face the wrath of them. Other fellow workers might choose to retaliate, and verbally or physically abuse the troublemaking employee. Clearly, disruptive behavior may cause clashes in the workplace.

Disruptive behavior has a detrimental effect on the entire organization. The disruptive behavior of either the employees or employer may hinder the production. This can result in deterioration of the quality of the products and services offered to customers. Consequently, some of the clients will stop purchasing from the organization; thus, it may experience a loss of orders. Eventually, the organization might run into enormous debts.

Also, the employer may decide to unceremoniously fire a worker as a result of a disagreement in the workplace. In this case, the employee might feel treated unfairly. Therefore, he or she might file for legal disputes against the employer. As a rule, such legal disputes considerably damage the reputation of the company. A well-informed employer would not want to face such a situation. Undoubtedly, the effects of disruptive behavior on the organization are devastating.

Recommendations on Solving the Problem of Disruptive Behavior

The organizations should create a policy that would provide guidance for any kind of behavior in the workplace. This policy should articulate well what entails disruptive behaviors in the workplace. Importantly, the policy should state that such behaviors are not accepted, and anyone who exhibits any of them will be severely disciplined by the management of the organization. The policy should not leave out anything that falls under the category of disruptive behavior, such as intimidation, cynicism, or yelling. The employer should distribute the policy to all employees, and ensure that they all read the contents.

In order to show that they have familiarized themselves with the document, everyone in the organization should append their signature on the policy. In case one is reproached for disruptive behavior, he or she will not have any excuse regarding not knowing that the behavior depicted is a disruptive one. Importantly, the policy will make the employees ready to face the consequences of their actions.

The employer should start a discussion with the disruptive employee. There have been cases whereby some of the employees behave in a destructive manner, oblivious to the organization’s policy. In this case, it is crucial for the employer to have a discussion with the employee concerning his or her disruptive behavior. During this important conversation, the employer should make the worker aware that his disruptive behavior is seriously affecting the operations of the organization.

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Besides, the employee may open up and express his or her displeasure to the employer. This provides a good opportunity to sort out the issues raised by the employee. If it concerns the salary, the employer can opt to significantly increase the pay. Moreover, he/she can reassure the employee that his or her complaints will be addressed promptly. Therefore, the employee ought to stop disrupting other people at the organization and behave orderly.

The hiring process of the organization should be extremely efficient. The employer should be attentive and keen when screening potential workers. Such a process ensures that employees who are willing to work are offered the opportunity to be recruited by the organization. The employer can use several tools such as checking criminal history, effective interviewing and drug testing. This is essential in predicting the behavior of a future employee. Besides, the employer should check past employers’ feedback to be able to determine why the worker left his previous job.

All these measures are necessary for ensuring that the organization only hires qualified employees who have the right mindset to work. An employee who has failed the drug test is highly likely to show disruptive behaviors at the workplace. Clearly, the hiring process is necessary in minimizing the cases of disruptive behavior among the employees of an organization.

Administering of proper disciplinary measures is essential in solving the problem of disruptive behavior in the workplace. If the employer ignores continuous disruptive behavior, it might escalate and have deleterious effects on the organization. Hence, it is important for the employer to take immediate action to prevent impending losses. The employer has a wide variety of choices regarding punishing destructive behavior in the workplace (Philpott and Grimme, 2009). He or she can warn disruptive employees. Besides, he or she has the power to suspend or fire employees who continuously behave disruptively. This must be the last measure to be used so as to minimize the negative effects of disruptive behaviors on the organization.

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Business Research Paper Conclusion

Disruptive behavior in the organization is not exceptional. Every day, organizations have to deal with employees who exhibit it. Besides, even employers behave disruptively in some situations albeit a few ones. Therefore, this issue cannot be ignored. Typically, employers need to be cautious about any employee that shows disruptive behavior. It has been established that the main causes of disruptive behavior are unwillingness to work, oppression, substance abuse, and conflicts. Disruptive behaviors can negatively affect the organization by hampering the production process, leading to the low quality of products and the loss of customers.

Nevertheless, this problem can be solved through discussions, the creation of an organization’s policy and disciplinary measures. In order to minimize the effects of destructive behavior, employees are encouraged to always inform the management about any employee who behaves disruptively. Clearly, disruptive behavior in the workplace has devastating effects and suggested measures need to be implemented to minimize them.

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