Document Type : Research Paper
Author
PhD in Public Administration, Bu Ali Sina University, Hamadan, Iran
Abstract
Introduction and objectives
As long as the behavior of the employees is in harmony with the desired norms and values of the organization, the possibility of achieving a better performance of the organization is provided, and on the other hand, the emergence of unethical and inappropriate behaviors with the organization's culture introduces the phenomenon of "employee behavior deviation" whose negative impact on achieving goals forces the organization to react against such behaviors. Encouraging ethical behavior and avoiding unethical behavior in organizations is an important strategy in managing human resources and increasing organizational productivity, so long as policies to modify unethical behaviors and actions in the organization are effective tools for realizing ethical goals and preventing issues such as corruption and conflict of interests and continuous observation has played an important role in creating a positive organizational culture and a competitive advantage for the organization. Despite the emphasis on and significance of ethical behavior, there is always the possibility of deviant and unethical behavior of people in organizations; because according to some researchers, most people are capable of deeply unethical behavior and the potential of individuals and organizations in unethical behavior is limitless. Based on this, the type and method of encountering deviant behaviors can raise the question of what principles and rules should be used to correct or prevent deviant behaviors of employees, the answer to which can be influenced by two management approaches. Based on religion and management independent of religious teachings, the purpose of the current research is to analyze the principles of reforming or dealing with deviant behavior of employees, emphasizing the approach of management based on religion.
Research method
In the current research, which is applied in terms of purpose and exploratory, in terms of nature, and in terms of approach, it is among qualitative researches, thematic analysis method as one of the most common methods of qualitative research was used to extract and analyze data. In the first step, by studying Nahj al-Balagheh, descriptive codes related to the purpose of the research were identified, and based on individual diagnosis and exchange of opinions with some experts familiar with Nahj al-Balagheh texts, hidden or hidden themes in the descriptive codes were identified and introduced. In the next step; Based on semantic and practical affinity and similarity, basic exploratory themes were classified in the form of separate classes and categories, and for each class, the organizing theme was determined. Then, the identified organizing themes were categorized and titled based on an overarching theme. In order to verify the scientific accuracy of the data and analyzes of the current research, the concept of "reliability" was used through two review strategies during coding and confirmation of the opinion of experts related to the research; So that the primary descriptive codes and basic themes and organizing themes were extracted, they were given to two experts who are familiar with Nahj al-Balagha texts and organizational concepts, and along with the continuous back and forth interaction of the researcher with the experts, finally the concepts related to the topic were identified and determined. They answered the research question.
Research findings
In the current research, in order to interpret more deeply and understand more precisely the concepts in Nahj al-Balagheh regarding reform or "behavioral reform", the words of the Commander of the Faithful Imam Ali (peace be upon him) in the sermons and letters and wisdom of Nahj al-Balagheh are studied and analyzed in order to confront or The correction of deviant behaviors in the work environment, the principles and rules of "behavioral correction in the organization" should be analyzed. With the inductive analysis of the research data, it was found that encountering deviant behaviors can be planned in two stages before the appearance of deviant behavior and after the appearance of deviant behavior. The findings show that in the stage before the occurrence of deviant behavior, organizations need to comply with the principles called "primary and preventive principles", which include spreading the culture of condemning mistakes in the organization, drafting and communicating the law on dealing with wrongdoers, monitoring and continuous evaluation of people's behavior, training and teaching the skills of ethical and pleasant behavior to employees, and observing meritocracy in recruiting and employing people. At the stage of revealing the deviant behavior of the employees, in order to correct the deviant behavior, the organization needs to pay attention to and observe other principles under the title of "secondary and executive principles", which include the readiness to accept the declaration of wrongdoing by the wrongdoer, appropriate moral tolerance in dealing with the wrongdoer, confidentiality and Not revealing people's mistakes in front of others, observing justice in dealing with wrongdoers, chastity punishing wrongdoers for deviant behavior.
Discussion and conclusion
Modifying and preventing people from committing deviant behaviors is one of the important goals and basic concerns of managers in organizations; because deviant behavior causes damages to the individual and the organization. However, in this research, an attempt was made to introduce the principles and rules of dealing with deviant behavior by assuming that humans may engage in immoral and deviant behavior. The result of the research shows that organizations can pay special attention to the two stages before and after the occurrence of deviant behavior in order to correct deviant behavior. One of the important results of the current research is that, the first step in modifying the deviant behavior of employees is to focus on preventing and inhibiting the occurrence of such behaviors. Also, with the assumption of observing all aspects and necessary measures for prevention, there is a possibility of errors and misbehavior from employees in administrative and organizational environments, and accepting such an assumption, the type of dealing with the wrong person and the behavior methods of the organization to correct behavioral deviations are very important. It is possible that the result of the present research stated that at this stage, we should focus on the principles called secondary and executive principles, in order to modify the deviant behavior that occurs continuously within the framework of religious teachings, deal with the deviant person and provide the preparations for compensation and modification of the deviant behavior.
Keywords
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