1. DSpace @ Delhi Technological University
  2. UNIVERSITY SCHOOL OF MANAGEMENT AND ENTREPRENEURSHIP
  3. MBA
Please use this identifier to cite or link to this item: http://dspace.dtu.ac.in:8080/jspui/handle/repository/17999
Full metadata record
DC FieldValueLanguage
dc.contributor.authorGUPTA, ISHA-
dc.contributor.authorGOGIA, NEHA-
dc.date.accessioned2020-09-07T10:41:07Z-
dc.date.available2020-09-07T10:41:07Z-
dc.date.issued2020-07-20-
dc.identifier.urihttp://dspace.dtu.ac.in:8080/jspui/handle/repository/17999-
dc.descriptionINTRODUCTION As per the World Health Organization (WHO), in response to direct financial losses in legal treatment, medicines, police and indirect revenue losses, electricity, performance, domestic consumption, private investment, tourism, etc., 1.4 million people around the world die from violence every year ("Violence and Prevention of Injury," 2014). India is the fourth largest crime mitigation spendor (US$ 186 billion). As indicated by information from WHO and World Bank on working environment misuse, India positioned first in 2002, losing US$ 7.598 million in incapacity balanced life-years (DALY; "Monetary Value of Disability-balanced," 2008) to mishandle and positioned ninth as far as financial expense of US$ 3.640bn. This information speaks to cost brought about as a consequence of a violence. Work environments are simply portrayals of the way of life they live inside. In India, a single violent accident at Manesar's Maruti Suzuki plant cost the life of a manager, the factory workers were being investigated for murder as well as the plant was shut down. This violent and fierce accident led to a loss in revenue of US$ 500 m. The company's share price plummeted and the business suffered a loss of US$ 570 million ("Maruti Suzuki Faces Costly," 2012). (Bhalerao, year 2015) This explains the need for inculcating nonviolent behaviour in the workplace which can be achieved when the workers are satisfied with their job, are appreciative of the work of others and learn to constructively deviate from the norms set by the organisation. Is gratitude a part of your culture at work? It isn't for many organizations. Few workers take time to think on the things they appreciate in the workplace, and research indicates that expressing appreciation in the workplace is not always the case; a new study conducted by the John Templeton Foundation found that only 30% of people express their gratitude to a coworker several times a week and only 20% express their appreciation to boss several times a week. A full 35% of employees never thank their boss and 29% never thank a coworker. Such surprising results indicate that gratitude is far from being a core component of the workplace culture. that leads to positive outcomes. Grateful people are better at taking responsibility, are more polite and open to fresh ideas, all of which have important consequences for the workplace. Grateful people are better at taking responsibility, are more polite and open to fresh ideas, all of which have important 2 consequences for the workplace. Gratitude also encourages prosocial behaviour, which among team members may lead to social bonding and cohesiveness. It follows that the degree to which people are focusing on and recognizing what they are thankful for at work may be associated with positive results. Also people who agree to disagree in such a way that it benefits the organisation as a whole in achieving its goals and objectives effectively and efficiently are those who deviate from the norms in a constructive and positive way. These people ensure that even if they are disobeying the senior’s orders, it leads to creative solutions to the problems of the organisation. Linking Gratitude, CD and NV Gratitude is a crucial virtue that a lot of people have sought to develop over time.In general public and social science studies, we've seen a sharp rise in the study of gratitude and life satisfaction in the last decade (Garg, 2018).Gratitude is coupled with other concepts, namely Constructive Deviance and Nonviolent Workplace behavior which will promote organizational well-being. The association that each variable have with Constructive Deviance makes it possible for gratitude and non-violence also to be linked, and Constructive Deviance will actually explain this relationship. This research is intended to examine this relationship between gratitude, constructive Deviance and Non violence. Furthermore, Gratitude and Non-Violence literature suggests that they both share similar concepts; namely, they are connected with well-being and quality of life. While the complicated relationship between Gratitude and Non-Violence may be difficult to understand, conceptual similarities exist between both constructs which suggest a possible relationship between them. Rationale behind this claim is 2 fold :- ● High Dispositional Gratitude leads to Higher Prosocial Behavior First, more prosocial conduct includes people with strong dispositional respect (Barlett & DeSteno, 2006; Garg et al., 2019). There are numerous reasons for correlation of gratitude and altruistic actions, perhaps one of the most popular hypotheses is that the recognition of receiving unearned generosity from others may often lead people to engage in generous conduct towards others. When a person gets a benefit from another human, he / she is expected to return the favor, even though it is costly to him / her. This results in a process 3 of concrete actions that contributes to optimism and non-violence within the group. (Garg, 2017a). ● Gratitude leads to relationship formation and maintenance Secondly, gratitude plays a crucial responsibility in establishing and maintaining relationships. Beneficiaries of gratitude tend to form stronger, longer-lasting relationships (Algoe et al., 2008), and people experiencing more grateful relationships experience greater satisfaction with their relationship (Garg, 2017b). Similarly, nonviolence also encourages happiness and well-being in families. Employees who encounter increased gratitude and respect from co-workers can form long-term relationships with them, creating an atmosphere which promotes more constructive deviance and non-violence to be developed at the workplace. Our study aims to investigate empirically the relationship between gratitude, non-violence, and constructive deviance.en_US
dc.description.abstractEXECUTIVE SUMMARY Purpose – While violence is prevalent in most of the organizations these days, unfortunately, scholars and researchers hardly paid attention in developing a nonviolence-based organizational culture. The aim of this research is to examine the relationship between gratitude, constructive deviance and non-violence workplace behaviour. Design / Methodology – Data collected is subjected to thorough measures of reliability, validity and common method bias. We have used correlation and regression to examine the relationship between the 3 variables- gratitude, constructive deviance and nonviolence workplace behaviour. Findings – Findings show a positive association between gratitude, constructive deviance and nonviolence. We have also discussed the theoretical implications, practical implications, limitations and scope of the research. Value/ Originality – It is one of the interesting studies which explores the effect of gratitude and constructive deviance on non-violent workplace behaviour. Results of this study will help HR managers to use this study for making their employees grateful and to prevail a peaceful and nonviolent work culture in the organisation.en_US
dc.language.isoenen_US
dc.subjectINFLUENCE OF GRATITUDEen_US
dc.subjectCONSTRUCTIVE DEVIANCEen_US
dc.subjectNON-VIOLENT WORKPLACE BEHAVIOURen_US
dc.subjectHigher Prosocial Behavioren_US
dc.title“INFLUENCE OF GRATITUDE & CONSTRUCTIVE DEVIANCE IN DETERMINING NON-VIOLENT WORKPLACE BEHAVIOUR”en_US
dc.typeThesisen_US
Appears in Collections:MBA

Files in This Item:
File Description SizeFormat 
“INFLUENCE OF GRATITUDE & CONSTRUCTIVE DEVIANCE IN.pdf1.37 MBAdobe PDFView/Open
Show simple item record


Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.