week 6

Question 1

Homophily

Answer 1

Homophily, the term coined by Lazarsfeld and Merton (1954), refers to the pervasive tendency of people to associate with people similar to themselves

Homophily refers to the widely documented fact that people tend to interact more often with “similar” others.

Question 2

Deviance

Answer 2

Deviance is commonly characterized as voluntary behaviour aimed at hviolating organizational norms, coupled frequently with intent to arm the organization or those within an organisation (see for example, Robinson and Bennett, 1995).

Definitions of deviance are constructed through social interaction with others regardless of the behaviours in which individuals engage;

Question 3

labeling theory

Answer 3

The application of labeling theory can advance our understanding of how individuals, within the context of organizational change, might come to be defined as ‘troublemakers’ or ‘deviant’ without changing behaviours that were once considered acceptable or engaging in specific norm violations;

By using labeling theory in organizational studies, researchers can contribute to discussions surrounding the construction of organizational norms and explore whether these are developed and enforced by those in powerful positions on the basis of their own values and morals (Becker, 1963 as in Bryant & Higgins, 2010)

Question 4

Typology of workplace Deviant Behaviour

Answer 4

Personal Aggression:
Production Deviance:
Political Deviance:
Property Deviance:

Question 5

Personal Aggression:

Answer 5

Sexual harassment
Verbal Abuse
Stealing from co-workers
Endangering c0-workers

Question 6

Production Deviance:

Answer 6

Leaving early
Taking excessive breaks
Intentionally working slow
Wasting resources

Question 7

Property Deviance:

Answer 7

Sabotaging equipment
Accepting kickbacks
Lying about hours worked
Stealing from the company

Question 8

Political Deviance:

Answer 8

Showing favouritism
Gossiping about co-workers
Blaming co-workers
Competing non-beneficially

Question 9

Definitions of Constructive deviance:

Answer 9

Definitions of Constructive deviance:
“intentional behaviors that depart from the norms of a referent group in honorable ways” (Spreitzer and Sonenshein 2003:209).
“voluntary behavior that violates significant organizational norms and in doing so contributes to the well-being of an organization, its members, or both” (Galperin 2003:158).

Question 10

What Triggers Constructive Deviance and Why? 10

Answer 10

Taking charge
Extra-role behaviors
Creative performance
Expressing voice
Issue selling
Whistle-blowing
Prosocial behaviors
Prosocial rule breaking
Counter-role behaviors 
Of the Big Five personality traits, extraversion is the only trait that is consistently related to, and has in fact a positive relationship with, constructive deviance

Question 11

What Separates Constructive From Destructive Deviance?

3

Answer 11

Social exchange/reciprocity, have been argued to underlie both constructive and destructive deviance
A high degree of organizational misidentification, a relationship that occurs when someone views himself or herself strongly in opposition to his or her organization, to anti-organizational crimes or crimes against an organization
Weick (2002) suggests that holding an ambivalent attitude may allow people to break out of deep-rooted ways of thinking

Question 12

Employee Voice

Answer 12

Voice is employees’ expression of challenging but constructive opinions, concerns, or ideas about work-related issues (Tangirala & Ramanujam 2008)

“Voice” is dissent expressed openly and clearly in a constructive fashion within organizations to people who can influence organizational decisions and actions (Kassing, 2000, p.61).

Question 13

Characteristics of voice behavior

3

Answer 13

Discretionary: Voice behavior is discretionary. It is not required by organizations or management, or outlined in one’s job description (Van Dyne et al., 1995).

Challenge-oriented: with the aim of changing the status quo and making constructive changes (LePine & Van Dyne, 1998; Morrison & Phelps, 1999; Van Dyne et al., 1995). The examples include expressing constructive recommendations to others, communicating one’s own opinions even when these opinions are different from others, or encouraging changes that improve group performance.

Potentially risky: Voice behavior may (1) be associated with discomfort (Milliken et al., 2003); (2) gain a negative public image or label (Ashforth & Humphrey, 1995; Milliken et al., 2003); or (3) damage the relationship with others and thus destroy social capital (Adler & Kwon, 2002).
Due to the high risk of voice behavior, employees are more likely to remain silent than to voice their thoughts (Milliken et al., 2003; Morrison & Milliken, 2000).
Employees usually engage in a calculated and deliberate decision-making process before speaking, which helps them evaluate the cost-benefit of voice behavior (Ashford, Rothbard, Piderit, & Dutton et al., 1998; Morrison & Phelps, 1999).

Question 14

Mandated Voice vs Voluntary Voice

Answer 14

Mandated Voice - e.g. codetermination and legislation

Voluntary Voice - e.g. collective bargaining and grievance procedures

Question 15

Defensive voice

Acquiescent voice

Answer 15

• is motivated by a desire to protect oneself by making excuses, shifting focus, blaming others, or taking credit for accomplishments.
• reflects disengagement or resignation (e.g., expressing support despite personal doubts)

Question 16

Positive Impacts of Employee Voice from HRM perspective

Answer 16

First, valuing employee contributions might lead to improved employee attitudes and behaviors, loyalty, commitment, and more cooperative relations.
Second, it could lead to improved performance, including increases in general productivity and individual performance due to lower absenteeism and greater teamwork.
Third, it could improve managerial systems by tapping into employees’ ideas, knowledge, and experience and promoting greater diffusion of information.