The Hawthorne Studies And The Norms Of Behaviour In The Workplace

The management theory can be traced back to industrial revolution and factory development of the 19th century (Bartol, Tein, Matthews, Ritson and Scott-Ladd 2006, p. 16). The historical part of the management perspective includes deepening the understanding of the code of conduct of the workplace. Indeed, Hawthorne's research certainly made a lot of contributions to this. It also changed the focus of management research compared with classical management. In this article, Hawthorne's research will deepen the understanding of the code of conduct of the workplace and explain how to identify the impact of researcher's team relationship experience on job performance.

The remainder of this paper criticizes the reason behind the counterproductive workplace behavior that affects the scope of the workplace norms, overall strength, and ways to minimize these behaviors In a specific way. So all these points will be analyzed sequentially. Many factors influence counterproductive behavior, including the intent of damaging the behavior of the organization and its stakeholders and the intent of damaging them. An important aspect is to find reasons behind why employees are involved in these abnormal behaviors.

Anti-productive behavior is the norm of the workplace, its popularity is gradually increasing. Clearly, the situation at the workplace is different, so employees are also affected. These abnormal behaviors of employees not only harm organizations, but also other members of the organization (Spector & Fox, 2002). Behavior in counter-productive workplaces is the behavior of the members of the organization, contrary to the legitimate interests of the organization (Sackett, 2002). These are intentional and unintentional actions for various reasons and motives.

Organizational behavior is defined as "an interdisciplinary field that studies individuals and their behavior in the organizational environment in the workplace environment" (Miner 2005, p. 3). Organizational behavior focuses on the emotions, emotions and emotions of people in the workplace and studies stress in the workplace environment, employee-managerial relationships, physical environment, group dynamics, and compensation / punishment systems. Miner (2005) emphasizes the importance of employee perceptions, thoughts, and actions in influencing organizational culture. When workers are not happy, they do not have productivity (Luthans 2002a). However, to ensure excellent performance and high productivity is a multidimensional process. The value of an organization changes over time, and the behavior of employees is not static. As a result, organizational action is the focus of organization development.