SummaryProblems related to counterproductive behaviour within organizations can be included in sciences on management and organization, namely in organizational behaviour. Human aspect of company functioning is difficult to overemphasize, as the regularities that steer human behaviour within a company must take into account the so-called humanistic factor (the whole symbolic sphere where a man exists, a sphere which is an inherent element of organizational reality). This sphere influences the decision making process to a great extent, what according to some authors is an essence of management. The analysis will be based on the following definitions of dysfunctional behaviours within an organization 'dysfunction and pathology which drive men are a state of disappearance or not establishing social norms like legal, ethical or professional. They refer to individuals and broader structures, where individuals transfer harmful behaviours (both intended and not intended). They may contribute to induction of unexpected behaviours. The actions which are contrary to the expected ones, in other words -referring to the praxeological terminology -are counterproductive and they prevent organizations from reaching their goals. The aim of the analysis is to create a theoretical model that would explain the emergence of counterproductive actions within organizations existing in a turbulent environment. The second aim is to indicate methods of management allowing prevention of organizational pathologies. The pro-productive organization model will be approached from the perspective of strategic management, which is targeted mainly at achieving and maintaining competitive supremacy. The outcome of the analysis is to indicate directions of empirical research and to pose research worth-testing hypothesis.
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