When employees don’t perform well, leaders often accept blame, but not when they act inappropriately.
It seems as though leaders are shielded from liability when subordinates exhibit inappropriate behavior at work by an unspoken rule. According to the research, this perception of workplace deviation is incorrect surprisingly frequently. Whether or if employees engage in deviant activities is strongly influenced by their leaders. Employee actions that go against organizational standards in ways that endanger businesses and their workers’ well-being are considered workplace deviance. Sometimes these actions are focused against specific people, such as when an employee hits or insults a coworker or engages in office gossip.