Employee Misbehavior & Brand Image: Analysis of Devi Ahilya University

This report examines the impact of employee misbehavior, specifically focusing on a case of harassment at Devi Ahilya Vishwavidyalaya, Indore, and its subsequent effect on the university's brand image. It highlights the urgency of addressing such issues, emphasizing the potential degradation of corporate culture, reduced productivity, and faltering employee trust and commitment. The report identifies the lack of direct administrative intervention as a contributing factor to the problem. It recommends immediate actions, including the introduction of a nepotism policy, implementation of a Zero Tolerance Policy (ZTP), and providing financial assistance for relocation to mitigate risks and ensure employee safety. The analysis concludes that addressing workplace harassment is crucial for maintaining brand image, employee productivity, and overall organizational efficiency. The report provides SMART recommendations for the organization to ensure effective management and control to minimize occurrences related to employee harassment and bulling. Desklib provides similar solved assignments for students.

Running head: EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
Name of the student
Name of the university
Author note

1EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
Letter of transmittal
To,
Subject: Exploring the case of employee harassment in Devi Ahilya Vishwavidyalaya, Indore
Dear Sir,
It is to bring to your notice that I have taken the initiative of exploring the case of
employee harassment in Devi Ahilya Vishwavidyalaya, Indore with the purpose of identifying
the major point of concerns and the urgency of resolving the same. Moreover, I developed the
assessment with the purpose of identifying the immediate course of activities that might be
considered by the institution with the purpose of resolving the concern. I have made use of the
existing databases with the purpose of improving my capability of researching on the topic from
various credible sources.
Regards,
From,

2EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
Executive summary
The report aimed at identifying the different concerns that are associated with employee behavior
in an organization. In this connection, the research evaluated the case of employee harassment
and bullying in Devi Ahilya Vishwavidyalaya, Indore. The research enveloped an insight on the
urgency of the situation and the different aspects that might be affected through the harassment
activity. Lastly, the research concluded through the enumeration of immediate actions in the
form of SMART recommendations for the case organization with the purpose of resolving the
concern.

3EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
Table of Contents
Introduction......................................................................................................................................4
Description of the problem on the misbehaving employees and the urgency of the issue..............4
Recommendations............................................................................................................................7
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

4EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
Introduction
Employee misbehavior is one of the severe and critical issues that are being faced by
most of the organizations while tainting their brand image. Organizations take the initiative of
developing policies and incorporating a positive workplace culture for improving the brand
image (Nasreen, Rathore & Ali, 2017). However, the misbehavior of the employees might
create a negative impact on the organizational objectives. The report will take the initiative of
studying the adverse impact of employee misbehavior towards a female employee in Devi
Ahilya Vishwavidyalaya, Indore. The report will not only analyze the situation and the urgency
for resolving the issues but also enumerate a list of recommended activities for the organization
to mitigate and prevent such practices in the institution.
Description of the problem on the misbehaving employees and the urgency of the issue
The case organization Devi Ahilya Vishwavidyalaya, Indore, encountered a significant
challenge due to misbehavior of an inebriated employee. It has been observed that a male class
IV employee, Arjun Nakwal, misbehaved with a female clerk in the IET campus
(Freepressjournal.in, 2020). The frightened female clerk lodged a written complaint to the
university administrators and the administrators forwarded the compliant to the ICC. However,
the male staff apologized for his activities after he came back to his senses, which went
unaccepted. The major aspect of the problem is related to employee harassment and the lack of
security of the female staffs working in the organization. The misbehavior of the employee or
workplace harassment and bullying elated situation would not only affect the quality of the
operations but the brand image of the venture.

5EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
According to Mohamad and Suhaimi (2019), the loss of brand image through
misbehavior of the employees affect the capability of an organization in improving the capability
of the same in improving the operational processes. On the other hand, Tenbrunsel, Rees and
Diekmann (2019) opined that the employee misbehavior related issues in the organizations
might incapacitate the organization in empowering its productivity and sustenance in the
different markets. The absence of direct intervention of the organization’s administrative council
and the application of legal affairs in the different workplace harassment related situation have
encouraged the direct involvement of the employees in different harassment and bullying
practices. The urgency of a situation related to employee harassment is specifically based on the
degradation of the corporate culture that is being followed by the organization and the
minimization of productivity (Jung, Park & Yoon, 2017).
On the contrary, the misbehavior influenced the degrading brand image of the
organization which would create a negative impact in the job markets. According to
Westermann-Behaylo, Van Buren and Berman (2016), the issues relating employees’
misbehavior might affect the capabilities of an organization in improving the trust and
commitment of the employees. Bozarth and Budak (2017) stated that the harassment and
bullying related activities affects the capability of the organizations in empowering and
motivating the employees towards work. The critical aspects of staff wellbeing, in the mental and
physical aspects, are disrupted through the harassment and bullying related activities. From the
case scenario, it might be noted that the organization faced an elevated issue of staff misbehavior
and harassment which might affect the rate of staff commitment towards the operations.
According to Tenbrunsel, Rees and Diekmann (2019), staff commitment towards the
organizational processes are based on trust of the employees relating to safety and security of the

6EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
same while operating towards achieving the common goals of the venture. The case organization
failed to provide the employees with a secured mode of operations while failing to regulate the
employee behaviors, resulting to workplace harassment.
The urgency of the situation that is being encountered by the organization is based on the
compromised brand image of the organization and the faltering trust and commitment of the
employees. Moreover, the organization’s administrative council held little responsibility of
handling the contingency as they passed the complaint to the ICC which might again taint the
managerial operations of the venture (Freepressjournal.in, 2020). The continuation of the
workplace harassment related cases in the organizational setting would affect the productivity of
the workforce and maximize staff turnovers. Bozarth and Budak (2017) stated that staff
turnovers incapacitates an organization in retaining the commitment of the skilled and
experienced workforce while focusing to achieve the common goals of the venture. In this
connection, the concerned case organization is facing an elevated risk of retaining the
commitment of the skilled and experienced employees due to the workplace harassment related
activities.
The absence of adequate monitoring and controlling activities incapacitated the
organization in empowering the trust and confidence of the employees while directing their
efforts towards achieving the common goals. It has been observed from the case that the
defaulter continued to visit the campus even after the incident which increased the concerns
related to the protection of the female clerk. The wide of Arjun was employed in the organization
and was allocated with a quarter inside the campus.
Therefore, even though Arjun was terminated from his services he continued to visit the
campus. The admittance of Arjun in the campus after he apologized to the clerk and was denied

7EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
has increased the risk of misbehavior threatening the personal security of the female clerk who
lodged the written compliant (Freepressjournal.in, 2020). The urgency of the situation for the
organization is based on the need of minimizing the chances of the risk occurrence in the
organization affecting the brand image and the commitment of the employees. On the other hand,
failing to adhere to the safety and security based needs of the employees would affect the
capabilities of the organization in retaining the trust and loyalty of the employees. The different
chafes in the organizational operations are based on the effective functioning of the different
systems in accordance with the common goals of the venture. Minnotte and Legerski (2019)
stated that the key aspects of change in the organizational operations are based on the effective
functioning of the different systems in accordance with the common goals of the venture.
Therefore, the organization might take the initiative of formulating immediate recommendations
with the purpose of resolving the issue that is being faced by the workforce due to misbehavior
of the employees and thereby regulate the same in a disciplined approach.
Recommendations
Number Specific Measurable Attainable Relevant Time bound
1. The
organization
might take
the initiative
of
introducing
the Nepotism
policy
The
introduction of
the nepotism
policy in the
organization
would reduce
the rate of
employment
The concerned
organization
upholds a
well- managed
hierarchy
structure
which would
support the
The relevance
of the policy is
specifically
based on the
fact that the
organization is
bound to allow
Arjun into the
The overall
time period
that might be
required by
the
organization
for
implementing

8EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
provided by
the
organization
to the relatives
of an existing
employee and
thereby reduce
employee
harassment
related
concerns by
4%
same in
developing the
policy and
implementing
the same as a
part of the
regulatory
action for
minimizing
the chances of
workforce
harassment
and life
threatening
acts
campus,
holding a
quarter, as his
wife is an
existing
employee in the
organization.
The
implementation
of the nepotism
policy would
allow the
organization in
eradicating the
harmful
elements from
the campus
itself (Gulin,
2019)
the policy will
be 2 weeks
2. The
organization
is must
implement a
The
enumeration if
the ZTP
provision in
The
application of
the ZTP
provision is
The
implementation
of the ZTP
provision in the
The ZTP
policy will be
implemented
by the

9EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
ZTP (Zero
Tolerance
Policy)
provision in
the
organization
the
organizational
setting would
allow the
organization
in
significantly
reducing the
employee
harassment
related
concerns by
20%
feasible for the
organization
as it might be
well planned
and executed
by the strong
HR
department of
the venture
organizational
setting would
allow the
organization in
empowering
direct
intervention of
the
administrators
in managing
the workforce
and resolving
issues relating
to employee
harassment
(Brock, Garde
& Weldon,
2018).
organization
within 1 week
from the
occurrence
3. Immediately
the
organization
might provide
financial
The
immediate
financial
allowance
related activity
The strategy is
applicable in
the
organizational
setting as the
The application
of the strategy
would allow
the
organization in
The strategy
might be
implemented
by the
organization

10EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
allowance for
lodging to
Arjun’s wife
while
providing the
same with
three months’
time to
evacuate the
quarters and
relocate to a
different
place, away
from the
campus
would allow
the concerned
organization
in minimizing
the rate of risk
occurrence
related to
employee
harassment by
10%
venture holds
huge financial
funds and
sheer
management
capabilities.
The improved
management
capabilities
would allow
the
organization
in imposing
the strategy.
negating the
risk of
employee
harassment by
the same
person, based
on his grudge
against the
female clerk.
The strategy
would also take
the initiative of
providing the
female
employee with
a provision,
even though a
relocation
which would
allow the
venture in
adhering to the
interests of the
in 3 days from
the date of the
incident

11EMPLOYEE MISBEHAVIOR AND BRAND IMAGE
existing
employees.
Conclusion
Therefore, from the above analysis it might be stated that workplace harassment affects
the brand image, productivity and commitment of the employees towards the managerial
efficiency. The case organization suffered a fatal blow of employee harassment by another class
IV employee which has posed a elevated risk of losing the brand image while threatening the
wellbeing of the female employee. Therefore, the research developed an identification of the
major concerns that are being faced by the organization along with the urgency that is being
encountered by the same. Moreover, the research also enumerated list of three recommend
activities for the organization with the purpose of ensuring effective management and control to
minimize occurrences related to employee harassment and bulling.