PSYCH-M 226 IO PSYCHOLOGY
Reviewer: 2nd Semester
CHAPTER 11: COUNTERPRODUCTIVE
BEHAVIORS AND EMPLOYEE
DISCIPLINE
Counterproductive Behaviors - behaviors that
explicitly run counter to the goals of an
organization.
 The most commonly studied
counterproductive behaviors have been
tardiness and absenteeism and their
impact on organizational commitment and
withdrawal; alcoholism and its relationship
with increased absence from work; and
the effect of substance abuse on work
performance and increasing antagonistic
behaviors
Other forms of counterproductive behavior include
gambling in the workplace (such as using the
internet to gamble), its financial, legal, and
psychosocial consequences on the employee, and
the adverse effects on the workplace.
Counterproductive Behavior in Philippine
Organizations
Employees consider workmates as friends and
that relationships go beyond work to affect
personal lives. Likewise, Saito et al (2011)
suggested that Filipinos tend to be more motivated
and productive when working in groups or teams
with face-to-face interaction.
Given this collectivist culture, counterproductive
behaviors may involve interaction with other
people or may be motivated by social relationships
PAKIKISAMA (Filipino Value) - means to be
concerned about, to be supportive of, and to
concede to public opinion in social situations in
order to achieve group cohesion.
EMPLOYEE TURNOVER
According to the 2011 Labor Turnover Survey
conducted among 700 large enterprises in Metro
Manila, turnover rate across industries is at 8.5
percent. However, the story is different in the call
center industry where about 27 percent of call
center agents leave their companies only after six
months to a year of service.
Employee turnover remains a fundamental
concern for organizations because of its costs.
Since an organization will have to rehire and
retrain new employees to hill in a position turnover
costs include lost productivity-what would have
A.V
been productive time had the employees not let
the organization in the first place.
New employees will also need time to adjust to
their work and to meet organizational standards
and goals.
PREDICTORS OF TURNOVER
A 2008 study by Carbonell in the Philippines found
that employees prioritize factors like cooperation,
growth opportunities, and relationships with
supervisors over pay and benefits. The study
surveyed 1,678 employees from various
companies and found that eight factors predicted
the intention to quit, including compensation
quality and company vision. Age and position in
the organization also influenced employees'
decisions to stay or leave, with older and
managerial employees tending to stay longer.
Trust and cooperation are important but not
enough to retain employees; opportunities for
growth and quality of compensation also play
significant roles. Another study found that work-life
conflict, organizational support, and job fit are
important predictors of turnover. Organizations can
reduce turnover by focusing on increasing
employees' self-worth, competency, and the
meaningfulness of their tasks.
BURNOUT - a syndrome of emotional exhaustion,
depersonalization, and reduced personal
accomplishment.
 Intention to quit is high when employees
feel too exhausted or burnt out from labor.
RELATIONAL AGRESSION - aggression
demonstrated between groups or individuals with
the intention of destroying relationship structures in
the organization. It can take the form of verbal or
non-verbal action meant to utilize sociability
processes to create animosity.
RUMORS - spreading rumors can be either
positive or negative. However, the majority of
rumors are typically negative, sometimes leaning
on the offensive or the derogatory. These rumors
can range from valid and reliable facts, to false
information aimed to destroy reputations.
 The more familiar one is with the social
environment; the more likely rumors will
spread.
 Similarly, the more familiar people are with
each other, the higher the likelihood that
rumors will occur.
 PSYCH-M 226 IO PSYCHOLOGY
Reviewer: 2nd Semester
SILENT TREATMENT - the exclusion of one's
rivals, making sure that they are "out of the loop"
and are thus less likely to influence agenda.
 By undercutting individuals and making
sure that they are out of the group,
individuals affected by the silent treatment
are ousted in social environments and are
left to work on their own.
BACKSTABBING - the study also looked at
individuals who were the subject of rumors. They
were reported to have low sociability scores that
may have led to little interaction with other
members of the organization. The participants also
reported that they would engage more in
backstabbing individuals with high sociability.
 Since they cannot spread rumors because
of the lack of people who will listen, they
end up demonstrating behaviors meant to
sabotage tasks or duties of the in-group.
These behaviors can range from
demeaning actions to spreading of rumors
to produce public shame.
SEXUAL HARASSMENT - one of the severe
forms of counterproductive behavior, sexual
harassment takes on various forms: it can begin as
cracking sexual jokes, sexual statements such as
sharing one's sexual activities, passing notes with
sexual innuendo, and can move on to making
sexual advances, asking for sexual favors, or even
the extreme of touching oneself sexually in front of
the one being harassed.
DISCRIMINATION - he applied prejudice in which
negative social definitions are translated into
action.
 Those perceived to have less influence,
power or authority in a social setting tend
to be more prone to discrimination.
 Discriminated individuals or groups may
find restrictions to their privileges and
rights Although there are numerous types
of discrimination (such as race, gender,
age, religion, disability), the most common
in the Philippine workplace appears to be
related to gender, gender identity, and
school discrimination.
GENDER DISCRIMINATION - one of the most
common types of discrimination in organizations is
leveled against women workers.
A.V
 Another type of discrimination that exists
in Philippine organizations is against
homosexuals.
 A survey conducted in 2008 by
Hechanova and Soriano showed that
although 69 percent of heterosexual
workers feel comfortable working with
gays or lesbians, 31 percent are willing to
do so as long as they act "straight" with
them.
SCHOOL DISCRIMINATION - another common
discrimination occurring in organizations is based
on perceptions and biases on schools.
 Although employers do have the right to
choose their employees, the bigger picture
is that such stereotyping results in the
rejection of thousands of graduates year
after year simply because they did not
graduate from the Big 3 schools.
Prevalent Counterproductive Behaviors in the
Philippine Workplace
TARDINESS - the most prevalent
counterproductive behavior
 When asked what counterproductive
behaviors they themselves are doing, the
participants admitted that being tardy at
work tops their list. A common reason
cited for tardiness is commuting and
traffic.
GOSSIPING - second in the survey was gossiping
among members of the organization. This is rooted
from the societal and collectivist nature of the
Filipino, as described earlier in this chapter.
INTERNET USE - Ranked third was accessing
social networking sites while working. Though
most would consider this a way of de-stressing
during work breaks, this eats away at company
time.
 When an employee gets too engrossed in
accessing a site, this causes prolonged
breaks. Some employees deliberately
access such social websites even during
regular work hours, resulting in lowered
productivity.
ABSENTEEISM - fourth most prevalent behavior
is absenteeism. This is related to tardiness, where
the employee may need time away from work to
deal with family affairs or care for young children.
FAVORITISM - fifth, interestingly, is the
occurrence of favoritism in the workplace. This is
 PSYCH-M 226 IO PSYCHOLOGY
Reviewer: 2nd Semester
particularly evident when employees struggle for
the same or for limited positions within an
organization
 By playing favorites with their bosses,
they, at the very least, become familiar to
their superiors, and at most are
considered during succession planning.
Dealing with Counterproductive Behaviors
Respondents in the study shared that the time-
tested process of talking directly to the person is
still the number one choice for correcting
counterproductive behavior.
This is done by inviting the erring individual to
his or her direct superior's office, to the
Employee Relations office, or to any higher
office as necessary. As an alternative, superiors
can talk to the employee on the spot to rectify the
actions.
Other procedures used are reprimanding the
employee, either through written or verbal
means, conducting investigations as part of the
due process, and dismissing grave offenders.
LABOR MANAGEMENT RELATIONS (LMR) -
refers to the rules and policies that govern and
organize employment, how these are established
and implemented, and how they affect the needs
and interests of employees and employers.
 The focus of LMR has broadened from the
formation and operation of national and
local institutions and collective bargaining
to strategic human resource policies.
 Disciplining and opposing
counterproductive behaviors, is hinged on
rights of both employer and employees
and should be done within the limitations
set by law.
Management has the legal right to:
1. Hire employees; as subjected to the
limitations found in law, a collective
bargaining agreement and general
principles of fair play and justice
2. Change the working hours of the
employees; for the advancement of the
employer's interest and not for the purpose
of defeating the rights of the employees
3. Prescribe rules; as deemed necessary and
proper for the conduct of its business and
to provide certain disciplinary measures in
implementing these to assure that they will
be complied to. If the rules are violated,
A.V
then management has the right to
discipline its employees.
4. Transfer or reassign employees provided
there is no demotion in rank or a
diminution of salary, benefits and other
privileges.
5. Demote any employee provided it is not
tainted with unfair labor practice.
6. Dismiss an employee pursuant to
company rules and regulations.
On the other hand, specific rights of the employees
are:
1. Self-organization as mentioned in Article
243 of the labor code; this right to organize
cannot be bargained away and in fact
middle managers can form their own labor
organizations as they see fit.
2. Conduct collective bargaining or
negotiation with management, as
stipulated in Article 255 of the labor code.
3. Engage in concerted activities,
including the right to strike in
accordance with law. It should be
stressed that the main purpose of going on
a strike is to enforce their demands. There
are two accepted forms of strike according
to the labor code:
a) Economic strikes whose purpose is to
clamor for higher wages or for other
immediate conditions such as shorter
workday, higher rate of overcompensation,
and other economic benefits.
b) Unfair labor practice strikes where the strike
is held because of unfair labor practices of
the employer and is done with the purpose
of desistance from further committing them.
4. Enjoy security of tenure which is a right
of paramount value recognized and
guaranteed under the Philippine
Constitution. It demands that workers
should be dismissed only for just or
authorized causes and after due process.
5. Work under humane conditions, which
would be:
a. Not exceeding eight (8) hours of work in a
day
b. Paid night diffe erentiall
c. Compensated overtime work beyond the
regular hours of work
d. A rest period of not less than twenty-four (24)
consecutive hours after every six (6)
consecutive normal work days
e. Additional compensation for rest days,
Sunday, or holiday work
 PSYCH-M 226 IO PSYCHOLOGY
Reviewer: 2nd Semester
f. Employees who have rendered at least one
year of service shall be entitled to a yearly
service leave of five days with pay
g. Maternity leave of 60 days for normal
deliveries and 78 for Caesarian; paternity
leaves of seven days; solo parent leaves of up
to seven days
h. No woman, regardless of age, shall be
employed or permitted or suffered to work. with
or without compensation
i. No child below fifteen (15) years of age shall
be employed, except when he works directly
under the sole responsibility of his parents or
guardian, and his employment does not in any
way interfere with his schooling
j. Any person between fifteen (15) and eighteen
(18) years of age may be employed for such
number of hours and such periods of the day
as determined by the Secretary of Labor in
appropriate regulations
k. Any child's employment or participation in
public entertainment or information through
cinema, theatre, radio or television must have
an employment contract approved by the child's
parents or legal guardian, with the express
agreement of the child concerned, if possible,
and the approval of the Department of Labor
and Employment (Republic Act 7658)
l. Safety from sexual harassment acts
6. Living wage or the amount of family
income needed to provide for the
family's food and non-food
expenditures with sufficient allowance for
savings and investments for social
security.
It should be noted that:
a. The minimum wage rates in every region
of the country shall be prescribed by the
Regional Tripartite Wages and Productivity
Board
b. The employer may not unilaterally
eliminate or diminish wage and other
benefits enjoyed by the employees
c. Bonuses are an act of generosity and
cannot be demanded as a matter of right
from any employer
d. The wages shall be paid at least once
every two weeks or twice a month
e. The employer can make necessary salary
deductions if they are consented by the
employee, if these are union dues, if these
are withholding taxes, social security,
PhilHealth or Home Development Fund
(Pag-Ibig) contributions, if they are due to
an employee cooperative, if it is a payment
A.V
for a loss or damaged property due to the
employee, and if it is because of absences
f. The annual 13th month pay is required to
be paid to the employee not later than
December 24 of each year with the
employee having rendered at least one
month of service. Even employees who
have resigned terminated or retired at any
time before the time of payment of the
13th month pay is entitled to this benefit in
proportion to the period he worked during
the year
g. Overtime pay stipulates that the employer
may require an employee to work on
regular holiday but the employee shall be
paid twice or 200% of his regular rate. If
the holiday work falls on the scheduled
rest day, the employee gets 260% of his
regular wage. If an employee does not
work on a double holiday, he gets 200% of
his regular wage; but if he works, he gets
400% of his regular wage.
h. Retirement benefits are intended to help
the employee enjoy the remaining years of
his life, lessening the burden of worrying
his financial support, and are form of
reward for his loyalty and service to the
employer. Retirement is optional at 60
years of age, but compulsory at 65.
7. Participate in policy decision-making
processes affecting their rights and
benefits as may be provided by law.
Employee Discipline and the Labor Code
Beyond rights accorded to employers and
employees, the implementation of employee
discipline is hinged on the Philippine Labor
Code.
The social justice provision of 1987 Philippine
Constitution provides that "those with less in life
should have more in law” echoing the credo of
President Ramon Magsaysay. The labor code
stresses that "construction (of the law is in favor of
labor.”
All doubts in the implementation and interpretation
of the provisions of this Code, including its
implementing rules and regulations, shall be
resolved in favor of labor" (Philippine Labor Code
Article 4 1974). Thus the law is in favor of the
laborer and can exercise their full legal rights
in accordance to the Code. It also stipulates that
it is responsibility of management or the
 PSYCH-M 226 IO PSYCHOLOGY
Reviewer: 2nd Semester A.V

company to protect the rights of both the family or his duly authorized
company and its employees. representative

Their management prerogative to discipline must

be done in good faith. The Constitution Employees in managerial or middle
emphasizes that though management can management posts may be dismissed merely on
discipline its own workers, "no person shall be the grounds of loss of confidence. Loss of
deprived of life, liberty or property without due confidence should not be simulated, nor used as a
process of law" (Section 1 Article III Philippine subterfuge for causes improper, illegal, or
Constitution 1987). unjustified.

DUE PROCESS - defined in the labor code as

"simply an opportunity to be heard or, as applied to
administrative proceedings, an opportunity to
explain one's side or an opportunity to seek
reconsideration of the action or ruling complained
of”

During hearings, evidences are critical in

substantially proving the error of the employee
(substantive cause) and should be showcased in
the rightful manner (procedural due process).

For instance, in dismissing an employee from

work, two notices are required to be given to the
erring employee: (1] the intention to dismiss,
indicating acts or omissions complained against;
and [2] notice of the decision to dismiss and an
opportunity to answer and rebut the charges
against him.

PREVENTIVE SUSPENSION - as part of the

administrative process, most employees up for
dismissal cases are temporarily suspended from
work; this is not a penalty but a mere positive
action so the employee will no longer pose a threat
to the employer or its employees.

The law (Article 282 of the Labor Code) provides

some instances where emplovees can be outright
dismissed from their respective institutions:

1) Serious misconduct or willful

disobedience by the employee of the
lawful orders of his employer or
representative in connection with his work
2) Gross and habitual neglect by the
employee of his duties
3) Fraud or willful breach by the employee of
the trust reposed in him by his employer or
duly authorized representative
4) Commission of a crime or offense by the
employee against the person of his
emplover or any immediate member of his