ORGANIZATIONAL CITIZENSHIP BEHAVIORS Flashcards
“An individual behavior which is not
rewarded by a formal reward system… but that,
when combined with the same behavior in a group,
results in effectiveness.”
Dennis Organ (1988)
is a term that’s used to describe all the positive and
constructive employee actions and behaviors
that aren’t part of their formal job description.
Organizational citizenship behavior (OCB)
TYPES OF ORGANIZATIONAL CITIZENSHIP
BEHAVIOR
Altruism
Courtesy
Sportsmanship
Conscientiousness
Civic virtue
in the workplace occurs when an employee helps or assists another employee without expecting anything in return.
Altruism
is polite and considerate behavior
towards other people, in this case, other
employees.
Courtesy
is about an employee’s ability to
be a good loser. It’s about being able to deal with
situations that don’t go as planned– or negative
surprises– and to not demonstrate negative
behavior when that happens.
Sportsmanship
is characterized by self-control and discipline that exceed minimum expectations. In the workplace, this means employees not only arrive on time and meet deadlines but also plan ahead to ensure their
colleagues aren’t overwhelmed with additional work during their absence
Conscientiousness
refers to how well employees
represent their organization outside of formal
settings, such as discussing the company
positively with friends and family. It can also be
shown through participation in events like
fundraisers or team charity runs. As a form of
organizational citizenship behavior, civic virtue
fosters community and companionship, leading to
higher job satisfaction and improved performance.
Civic virtue
BENEFITS OF OCB
Boosts Employee Morale
Increases Work Meaningfulness
Enhances Employee Performance and Productivity
Improves Social Interactions
Reduces Stress
Creates a Sense of Community
OCB promotes a
positive workplace, inspiring employees to go
above and beyond, fostering a cycle of positivity
that boosts overall job satisfaction.
Boosts Employee Morale
Engaging in
OCB fosters connection to organizational goals,
providing purpose and boosting engagement and
enthusiasm.
Increases Work Meaningfulness
Research shows that OCB
enhances performance, as motivated employees
boost productivity, improve work quality, streamline
processes,
and foster teamwork, driving
organizational success.
Enhances Employee Performance and
Productivity–
OCB fosters
trust, teamwork, and effective communication,
reducing conflicts and enhancing collaboration
among employees.
Improves Social Interactions
A workplace with OCB fosters
support, reducing stress, burnout, and job-related
anxiety while enhancing overall well-being.
Reduces Stress
OCB fosters a strong organizational culture, enhancing employees’ sense of belonging and boosting retention by creating a supportive and connected environment.
Creates a Sense of Community
arises when Organizational
Citizenship Behaviors (OCBs) exhaust employees,
causing stress and reducing future OCB participation.
Though job performance may stay high, the extra effort
leads to emotional and cognitive burnout.
Citizenship Fatigue
THEORIES OF MOTIVATION
Maslow’s Hierarchy of Needs
Herzberg’s Two-Factor Theory
Intrinsic vs. Extrinsic Motivation
individuals have a hierarchy of
needs ranging from physiological needs to
self-actualization.
Maslow’s Hierarchy of Needs
Herzberg distinguished between hygiene factors,
which include extrinsic factors like salary and working
conditions, and motivators, which comprise factors
such as recognition and achievement.
Herzberg’s Two-Factor Theory
stems from internal factors within
an individual. It is characterized by a sense of personal
satisfaction, enjoyment, or fulfillment derived from
engaging with or performing an activity or task.
Intrinsic motivation
comes from external stimuli,
typically in the form of rewards or punishments.
Examples of extrinsic motivators include performance
bonuses, incentives, recognition, promotions, or
advancement opportunities
Extrinsic motivation
This leadership style involves inspiring and motivating
employees by creating a compelling vision of the future
and empowering them to contribute meaningfully to
organizational goals.
The Role of Transformational Leadership
OCB: Best Practices
- Set an Example
- Reduces Stress
- Connect the Qualities of OCBs with Company Goals
- Don’t Over-Regulate
Leaders need to exemplify the types of behaviors they
want employees to take on. Cultures are established at
the top, and if workers see leaders being considerate,
jumping in to help when they can, participating in
events outside of work, helping to plan charity events
sponsored by the organization, then workers will have
a frame of reference for engaging in OCB
- Set an Example
OCBs have been cited for their significant impact on
interpersonal
relationships
and
strengthening
co-worker bonds. If a culture of collaboration and
cooperation is established early on, workers will see
themselves playing a vital role in supporting who they
work with. If goals and objectives are explained in a
way that encourages workers to look out for the team
- Reduces Stress
Each principle of Organizational Citizenship Behavior:
altruism, courtesy, conscientiousness, sportsmanship,
and civic action should be connected with company
goals and values. They do not have to be named the
same or referenced directly, but the qualities these
characteristics reference should be included in any
verbiage that relates to company goals or objectives.
This will help encourage a culture represented by
OCBs
- Connect the Qualities of OCBs with
Company Goals
what makes them so valuable to leadership is that the
number of OCBs that workers engage in can tell
leaders how productive or engaged employees are. It
also takes away the voluntary nature of OCBs which
reveals an element of choice.When presented with the
opportunity, workers need to have the freedom to
decide to be altruistic, show courtesy, be
conscientious, have sportsmanship, or engage in civic
action.
- Don’t Over-Regulate
