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Organizations contain personalities from diverse backgrounds. Indicatively, there are also multicultural combinations in most work environments. These disparities are critical in organizational culture. Organizations set their cultures to attain effective performance and success. All employees are expected to act in an appropriate manner. This is because uniformity in work culture and behavior is critical for efficiency (Hersen & Thomas, 2002).
Apart from the expected work behavior, individual character and conduct is important. This is because it directly influences the level of work out put. It is vital for all team members within an organization to be in an appropriate mental state. Behavioral disparities amongst individuals are always noticed. These diversities negatively influence work processes. The human resource must note the disparities between normal and abnormal employee behaviuor. This might have a potential effect. For instance, it may increase the level of organizational performance.
There are various methodologies applicable in determining the disparity between normal and abnormal behavior. There are very minimal notable differences. However, in determining them, the physical, psychological and cultural elements must be considered. Only fully operational personalities have the rationality to define a normal conduct. This definition is always depicted in their actions within the organization (Schultz & Rogers, 2010). In an organizational context, the abnormal persons are associated with non-compliance to rules.
These categories of personalities do not follow organizational procedures or policies. On the other hand, the normal personalities have the rationality to follow regulations. They also adhere to the stipulated operational procedures. Apart from this, they are always highly motivated and dedicated to fulfill their career ambitions. Abnormally behaved persons depict a tendency for chaos, lack of initiative and ill motivation. A person with an abnormal behavior is likely to be stressed. They indicate signs of burnout and are more likely to engage in drug or substance abuse.
Individuals who behave inappropriately depict emotional disturbance. Such behaviors are mostly irrational and deviant. They are also unique from the normal pattern of behavior and work processes required within the organization. Abnormal persons depict inimitable behaviors. Observably, such individuals frequently contravene basic organizational norms. These kinds of personalities have faulty reality perceptions. Their general outlook also communicates a lot.
For instance, they appear to have some level of personal distress (WCA, n.d.). Generally, abnormal behaviors are maladaptive. It is also noteworthy to indicate that such behaviors are also self defeating. Other dangerous traits might be depicted in the behaviors of a deviant person. However, it is critical to observe that a lot of psychological as well as emotional issues influence behavior. Therefore, people should not rush to judge others based on these indications. Perhaps, this exemplifies the need to have a professional psychologist within every organization. Particularly, this applies to the personnel department.
The organizational culture greatly determines the behavior pattern displayed by individuals (Mayo Clinic, 2011). It is observable that the pertinent culture within a particular work environment is vital. This is because it may blur the customary differences between the two elements. The attitude of the workers may be displayed in how they feel towards their roles. A normal behavior at work must meet some criterion. For example, it must be compliant with the predominant attitudes or convictions of all workers. Poor organizational performance might cause abnormal behaviors amongst the staff. The management plays a significant role in shaping the behavioral patterns within an organization. Poor leadership leads to the development of abnormal behaviors. This is because the leadership might increase the level of depression amongst the workers.
High levels of expectations and anxiety may be linked to abnormal behaviors. Low self esteem also constitutes an abnormal behavior. Irrationality is largely associated with an abnormal behavior. These groups of workers always depict unnecessary depression syndromes. They are also maladaptive and highly irritable. The abnormal personalities lack the skills to appropriately communicate with others in the organization. Excessive smoking includes some of the unhealthy lifestyles associated with abnormal behaviors. Disturbing characteristics have also been associated with the abnormal people (Hersen & Thomas, 2002). Some of the distinguishing features include high level of dedication to organizational goals. This is also applicable in identification of the abnormal behaviors. Apart from this, commitment to work and satisfaction include other distinguishing elements.
Various theoretical models explain the reason for existence of behavioral disparities. However, the basic aspect is the determination and examination of the context that creates the differences. This implies that particular behaviors remain distinct to specific organizational contexts. Ideally, an observable abnormal behavior within an organization might not be directly associated with a mental complication. These two concepts are very distinct. Moreover, there are various factors that influence their interplay (Schultz & Rogers, 2010). Evidently, the personnel departments within most organizations associate factors of inefficiency with abnormal behavior. This explains why abnormal behaviors might be accepted within some organizations. Conclusively, the differences between abnormal and normal behaviors are eminent. Therefore, there is an emergent need to examine and differentiate these two concepts.
References
Hersen, M. & Thomas, J. C. (2002). Handbook of mental health in the workplace. Thousand Oaks, CA: Sage Publ.
Mayo Clinic. (2011). Work-life balance: Tips to reclaim control. Web.
Schultz, I. Z. & Rogers, S. (2010). Work accommodation and retention in mental health. New York, NY: Springer.
WCA, (Wellness Council of America). (n.d.). Engage your employees. Web.
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