EMPLOYEE MISBEHAVIOUR AND MANAGEMENT AMONG ACADEMIC AND NON-ACADEMIC STAFF OF THE UNIVERSITY OF ABUJA, NIGERIA

People come into organizations with different values, attitudes and idiosyncrasies. Organizations try to manage employee behaviour towards the achievement of organizational objectives. It is recognized that majority of employee behaviour may be positive and directed towards the accomplishment of meaningful goals. A number of reviews of the organizational behaviour literature suggest that organizational researchers tend to focus primarily on positive descriptions of what occurs at work. However, managing employees is incomplete without discussing, anticipating, and addressing the management of employee misbehaviour (MEM). There is increasing concern regarding negative workplace behaviour. Employee misbehavior which is considered as negative anti-social or deviant workplace is obviously costly, reduces performance and can impact the entire organization negatively. The popular press has presented numerous stories of violent acts, financial fraud and malfeasance, sexual harassment, examination malpractice, identity theft and discriminations as misbehaviours in Universities. We cannot therefore ignore misbehaviour in organizations. It needs to be confronted and managed. Managing employee misbehaviour involves taking an active position in that managers are responsible to act, solve, and correct problems. It also involves actions taken by mangers to prevent, control, or respond to misbehaviour. The paper is a study of organizational misbehaviour among academic and non-academic staff of the University of Abuja. It identifies what constitutes misbehaviour and examines the process and procedures for managing misbehaviour in the University as well as staff awareness of these acts of misbehaviour and the procedures for management.