GMGT 2070 Class 7:

Bad Apples & Good Citizens at Work

Wei Wang, Assistant Professor
wei.wang1@umanitoba.ca
 PLEASE SIT WITH YOUR TEAMMATES & SAY HI
GMGT 2070 A01, Group Assignment
Team 1 Team 2 Team 3 Team 4
Bouchard, Alex Ahmed Sidad, Yeasin Costa, Bella Enriquez, Julia
Kibasa, Gilbert V. Mann, Amankirat S. Spence, Alix L. Evans, Connor G.
Kohn, Seth E. Poppe, Nelda Kirton, Gabrielle Haramba, Hilda O.
Pragnell, Joey Tycholis, Skyler D. Stubbs, Kennidi J. KING, THOMAS
Whyte, Reese Schnee, Michael C. Tonn, Jaysheel L. Livingston, Jillian M.

Team 5 Team 6 Team 7 Team 8

Hendrickson, Matthew J. Bandmaster, Mohammad Bilal de Groot, Todd M. Dumaine, Ashley M.
Miller, Braden A. Preston, Maximus V. Ford, Ayden B. Loeppky, Carly J.
Salamon, Jayden M. Simpson, Ryan J. Mangat, Armaandeep Muiro, Monica
Verma, Daivan Tieu, Ryan Nguyen, Kathy Serek, Gabby
Sawazki, Michael Makkar, Rohan Vu, Mary Shamainda, Namunza Grace

Team 9 Team 10 Team 11 Team 12

Batla, Ridhima Bilynskyy, Irena A. Hnatiuk, Brody Malhotra, Anmoldeep
Bhardwaj, Keshav Brzak, Daniel P. Scarpino, Giuseppe Ostash, Aiden
Vats, Aryan Dornetshuber, Ben C. Tadesse, Nati Paracha, Hammad A.
Gusniowski, Niko Froese, Emmett D. Zushman, Aidan B. Rajput, Aahan
Ndu, Bryan C. Unrau, Owen D. Raymundo Cuti, Stef Wlasiuk, Mason P.

2023-10-09 I.H. Asper School of Business 2

 PLEASE SIT WITH YOUR TEAMMATES & SAY HI
GMGT 2070 A04, Group Assignment
Team 1 Team 2 Team 3 Team 4
Bergendahl, Anna M. Dallarte, Jacob Aranzanso, Debie Alysa B. Castel, Jade M.
Malmgren, Joel N. Generoso, Sam Austin A. Madariaga, Alex Esteron, Cassandra
Legaspi, Jericho Arora, Garvit Mesina, Clairron P. Stuart, Jenna
Miah, Simran Li, Donglin Oquendo, Bianca H. Wills, Sajana J.
Oyibo Itie, Ufuoma J. Mohamed, Asma Abdikadir Sandhawalia, Sahil Luo, Robinson

Team 5 Team 6 Team 7 Team 8

Fatima, Sayyeda S. Chua, Justin Brennenstuhl, Max N. Kim, Jamie
Husain, Zahara Mazhari Ravesh, Abtin Greeman, Ashanti S. Kukal, Taranjit Kaur
Kris, Fany Springis, Roberts Harder, Miranda D. Neufeld, Bethany T.
Shoemaker, Ryan M. Tayag, Eina A. Rich, Abigail B. Joson, Maria Angelica H.
Vakurov, Tim Woo, Jaehyun Brar, Sukhman S. Arora, Ayush

Team 9 Team 10 Team 11 Team 12

Barg, Danika E. Mohamed, Anas M. Andhavarpu, Tarun Vo, May
Glowatski, Quinn E. Penner, Josh Donald, Trevor J. CHEUK, Hazel
Lawton, Evan J. Tait-Reaume, Logan Notarianni, Marco Enns, Ethan T.
Trylinski, Jessie Wu, Kristin Shamim, Mustaquim Billah Schaan, Eric M.
Yanchishyn, Josh A. Adnan, Ayaan Theriault, Anthony R. Van Deynze, Kyle Z.

2023-10-09 I.H. Asper School of Business 3

 PLEASE SIT WITH YOUR TEAMMATES & SAY HI
GMGT 2070 A05, Group Assignment
Team 1 Team 2 Team 3 Team 4
Kein, Taylor L. Mirera, Benjamin O. Kochan, Alayna S. Gehlot, Devkarn S.
Kopytko, Sean W. Muskan, Komal Nathwani, Dev Kooner, Manvir K.
Miko, Laura M. Nuzhat, Ramisa Rathore, Aaron A. Kulbacki, Braeden J.
Wells, Harriet A. Paul, Kollol Rubeiya, Abdalla Abdulaziz Makram, Ahmed M.
Solis Pacheco, Daniel Schanel, Steven J. Olson, Max

Team 5 Team 6 Team 7 Team 8

Nepomuceno, Elisha Roi Aragon, Veronica L. Bhadouria, Deepak Singh Cvijic, Stefan
Nyabamba, Derek John Mahari, Tawana Neo Chadda, Divyanshu Fanshaw, Aidan F.
Ojeleye, Seun Patel, Damiyana Doyle, Aidan H. Odimegwu, Ikenna C.
Salzen, Colin D. Prokopik, Evgenii Grant, Chavaneigh S. Perrie, Gabe
Thiessen, Kieran A. Lopezvillagran, Nayeli Zakir, Bilal

Team 9 Team 10 Team 11 Team 12

Cook, Brennan Cohaila, Marko I. Ayoub, Khaled A. Cagol, Alvin Jr. S.
Hiller, Paul E. Farikai, Tafadzwa Darji, Avani Ajaykumar Chivers, Jacob C.
MacDonald, Samantha C. Haroon, Usama Iyke, Favour C. Patel, Rit
Medina Morales, Mayte K. Ntwali, Kevin Jamil, Alvaz Peiris, Chanaka
Reimer, Keziah Shymkiv, Olesia Pandey, Asim Salawu, Tobiloba

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By the end of class, you should know…

 What is counterproductive work behavior (CWB) & Different types of CWB

 Abusive Bosses
 How to deal with bad people at work?
 What is Organizational Citizenship Behavior (OCB) & Different types of OCB
 Receiving & Engaging in OCB
#BadCoworkers/Teammates (3 mins)

Think of a bad coworker or teammate you have

worked with or observed before.

1. In what ways were they bad?

2. How did you deal with them?
Counterproductive Work Behaviors

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Abusive supervision

 “Sustained display of hostile verbal and nonverbal behaviors,

excluding physical contact”
Costs of Bad Bosses

 Abusive supervisors’ employees:

• Quit more, less committed, less effective, greater anxiety, burnout, health problems.

 ‘Bad is stronger than good’ as a fundamental psychological

principle (Baumeister et al., 2001)
• Impact of a bad coworker stronger than impact of good coworker; 5x more effect on
mood from negative than positive interaction!
Costs of Destructive Feedback

Destructive criticism:
 Makes certain (competitively
oriented) people want to work
harder, but they end up performing
worse
 And, destructive criticism lowers
trust, erodes relationships, triggers
anger (Raver, Jensen, Lee &
O’Reilly, 2011)
Psychological Safety

 What did Amy Edmondson find in her

study of nursing errors?

• Bad bosses make you feel

psychologically unsafe!

• When surrounded by hostile,

aggressive people, we’re…
 Afraid to admit mistakes
 Unwilling to share ideas
 Unable to improve processes

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The Spread…
 Victims become perpetrators
Being a victim of aggression is a powerful
predictor of aggressive behaviour at work
(Glomb & Liao, 2003)
 Dark side of affective contagion
Spreading mood!
 Defensive behaviours
Covert revenge, withdrawal harm group
processes (Phelps, Mitchell & Byington, 2006)
Costs of Minor Aggression
Incivility: Minor, ambiguous forms of hostility (rudeness, silent treatment, impolite looks, etc.)

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What To Do?
Subtle, low-level hostility is harder to respond to! How to do it?
‣ e.g., Long sighs, ignoring someone, etc.

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Dealing with CWB
 Develop Behavioral Policies
 Define Expectations & Interaction Norms
 Model Good Behavior
 Confront the Problematic Employees
 Find Allies

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#GoodDeeds@Work(3 mins)

Think of a good deed you have observed or

experienced before.

1. In what ways the behavior was good?

2. Who had benefited from this
behavior?
Organizational citizenship behavior

 Organizational citizenship behavior (OCB) is a term that encompasses anything

positive and constructive that employees do, of their own volition, which supports co-
workers and benefits the company.
 Organizational citizenship behavior (OCB) is referred as set of discretionary workplace
behaviors that exceed one’s basic job requirements.
Conceptualizing OCB
Five-factor model (Organ, 1988):
 Altruism: being helpful (e.g., helping new colleagues and freely giving time to others)
 Courtesy: being polite and courteous; prevent conflict (e.g., advance notices,
reminders, and communicating appropriate information)
 Conscientiousness: doing more than just the minimum; attention to detail (prevent
error) (e.g., efficient use of time and going beyond minimum expectations)
 Civic Virtue: showing interest and involvement (e.g. keeping up to date) with the
organisation; defend organisational policies and practices (e.g., serving on committees
and voluntarily attending functions)
 Sportsmanship: tolerating less-than-ideal conditions; accepting of changes and
performs requests without complaints (e.g., avoids complaining and whining)

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The Benefits of OCB

 Percentage of the variance which OCB accounts for in enhancing

organizational effectiveness (Podsakoff et al., 2000):
 Performance Quality: 18%
 Performance Quantity: 19%
 Financial efficiency indicators: 25%
 Customer service indicators: 38%
Encouraging OCB in the workplace

 Office social environment – a working environment that promotes

or is conducive to employees demonstrating OCB.
 Supervisor awareness – training or educating management about
OCB will make them more aware of employee displays of OCB.
 Hiring practices – though the impact of personality on OCB is
small, an outgoing, attentive, enthusiastic employee with a positive
outlook and ‘can do’ attitude will be more inclined to engage in
OCB.
Potential Pitfalls…
 Discrimination. Be especially wary of implicit gendered expectations – research has shown
that men are rewarded for OCB more than women, as women are expected to engage in
certain types of citizenship behaviors (such as being altruistic and courteous) more than men.
 Organizational justice. In addition to the gender bias, if some supervisors reward OCB more
than others, perceived unfairness may increase among certain clusters of employees. This
will not only lead to a decrease in OCB among those not rewarded for it but may have other
side effects related to perceived injustice, such as an increase in counterproductive behavior
(e.g. theft, absenteeism)
 Habituation. If OCB is rewarded regularly, you may find that OCB levels will rise across the
organization over time. What was once considered OCB (e.g. working overtime) may become
an internalized organizational norm, and is no longer spontaneous and voluntary but
expected of workers.

Heilman & Chen, 2005

 Asking for help at work is essential
to a productive, successful, and
fulfilling life. – Wayne Baker

The most meaningful way to succeed

is to help others succeed. – Adam
Grant

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Reciprocity Circle Exercise
Reciprocity Circle Exercise

 Sticky notes (at least 3/person)

 Self-Stick Wall Pad
 Pens
 Step-by-step delivery of exercise
 Name individual resource needs (5 min)
 Write down specific requests or needs for help to get started. Example: We are looking for volunteers for the running club; I need a gym
buddy etc
 Once everyone has written down their requests, participants place the stickies around the room on the walls.

 Connecting requests to resources (10 min)

 Go through the requests from your own group
 Whenever one has a resource or response that may be helpful in addressing a specific request, they write their offer of help,
suggestion, idea, and/or resources
 Put their response besides the specific requests

 Group reflection (5 min)

 Share what you have learnt from this activity
 Watch this TED Talk on Reciprocity Circle Exercise: Power Reciprocity through Giving Circles
Reminders

 Top Contribution Nominations:

https://asper.ca1.qualtrics.com/jfe/form/SV_5BI9NskIYsCg7Ay
 Read chapter 6 on Teams
 Watch: Patrick Lencioni TED talk on Are you an ideal team player?
 Keep working on your SDP and Team Consulting Project; SDP Steps 1 & 2
due by 10pm today
 Continue to sit in teams during the lectures next week

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It is a Wrap …