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The success of an organization may be dependent on limiting the potential for deviant behavior, and if necessary, reacting to deviant behavior in a positive way. Focusing on the successful management of deviant behavior in the workplace and the role of the organization in creating conditions for this behavior is a crucial topic of study for those interested in Organizational Behavior and Human Resource Management. Managing Organizational Deviance goes beyond questions of control to also consider ethical dimensions of conduct. As a result, it teaches students who will go on to inhabit organizations to become familiar with the ethical implications of deviant and dysfunctional behavior in addition to managing this behavior in an effective way.
Managing Organizational Aggression
Managing Organizational Aggression
On December 30, 1999, the Radisson Hotel in Tampa, Florida, was filled with guests. Many were college football fans in town for the “Outback Bowl,” whereas others had arrived early to celebrate the coming of the new millennium. All plans were abruptly put on hold at 3:10 pm, however, when a hotel employee named Silvio Izquierdo-Leyva drew a gun and began firing on coworkers. In the end, four of his fellow employees were killed and three others were seriously wounded. A fifth person was also killed by the employee moments later in a failed carjacking attempt. A stunned coworker said, “We had no [problems] with him &…. He just snapped” (“Hotel Worker Kills Five,” 1999).
Almost exactly a year ...
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