Final answer:
Counterproductive work behaviors (CWBs) include a range of voluntary actions detrimental to an organization such as threats and work avoidance. Management plays a key role in preventing these behaviors by creating a safe work environment and understanding predictive factors. Balancing work and life commitments can also reduce the incidence of CWBs. True is the correct answer.
Step-by-step explanation:
Counterproductive work behaviors (CWBs) indeed include actions such as threats and work avoidance. CWBs are voluntary behaviors that are detrimental to the well-being of an organization and can manifest in various forms, such as aggression towards colleagues, insubordination, theft, or purposeful inefficiency. Understanding the nuances between workplace violence and CWBs is crucial for addressing these behaviors effectively.
Workplace Violence vs. Counterproductive Work Behaviors
Workplace violence is a severe form of CWB and includes any act or threat of physical violence, harassment, intimidation, or other threatening behaviors in a work setting. Actions like sabotaging equipment or making threats fall into this category. These behaviors often come with warning signs including radical changes in behavior, intimidation, and escalation of conflict.
The Role of Management in Preventing CWBs
Management has a responsibility to provide a safe environment for employees and to intervene when signs of potential workplace violence emerge. This intervention may include involving a supervisor when an employee feels intimidated, as well as understanding the underlying factors that contribute to CWBs. According to Greenberg & Barling (1999), factors such as a history of aggression, alcohol consumption, perceived unfair treatment, and job insecurity can predict instances of workplace violence.
Theory X and Theory Y offer contrasting views on employee motivation and behavior management. Theory X assumes that individuals inherently dislike work and responsibility and therefore need to be controlled and directed. On the contrary, Theory Y posits that people find work to be a natural activity and are motivated by their goals and responsibilities. A manager's approach to preventing CWBs can be influenced by these theories, dictating whether they utilize a system of rules and punishments or one that emphasizes rewards and personal accountability.
Work-Life Balance and Its Impact on CWBs
The balance between work demands and family obligations can also have an impact on CWBs. When employees struggle to meet responsibilities in both domains, the resulting stress may lead to behaviors that negatively affect the workplace. Employers can help by offering supportive policies and benefits that help employees manage work-life conflict, ultimately reducing the potential for CWBs.