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The first is strengthening the employee's commitment by reacting strongly to abusive supervision so that the employee knows that the behavior is not accepted. Holding the employee at high esteem by reminding them of their importance, or setting up programs that communicate concern for the employee may also strengthen employee commitment.
The relationships employees have with their organization are crucial, as they can play an important role in the development of workplace deviance. Employees who perceive their organization or supervisor(s) as more caring (or supportive) have been shown to have a reduced incidence of workplace-deviant behaviors.
Negligent supervision is closely related, as it occurs where a party fails to reasonably monitor or control the actions of an employee. A variation of negligent retention or supervision is negligent training, which arises where the employer's training of the employee fails to prevent the employee from engaging in the acts that injure the ...
A disciplinary counseling session is a meeting between a supervisor and employee. It may focus on a specific work place incident, or may be the result of a performance appraisal. A particular aspect of the employee's performance or conduct may have been identified by the supervisor as requiring attention, or the employee's overall performance ...
Subordinate participation – By allowing employee participation in the evaluation process, there is employee-supervisor reciprocity in the discussion for any discrepancies between self ratings and supervisor ratings, thus, increasing job satisfaction and motivation. [54] Use multiple raters to avoid the likely bias with using only one rater.
Employee silence can occur in any organization, most often in organizations where communication is suffering. Employee silence causes the most damage when employees and supervisors do not meet on a regular basis. In a virtual workplace this is also true. In a virtual workplace the only in-person communication is in small discussion groups.