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Importance of leadership traits
Attributes of effective leaders
Organizational citizenship behavior
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INTRODUCTION TO THE TOPIC
Organization citizenship behavior has been emerging as an interesting topic for any organization these days. Katz and Kahn (1996) were the first people to identify this kind of autonomous behavior in workplace. The term Organizational Citizenship Behavior (OCB’s) was first coined by Dennis Organ and his colleagues (Cf. Bateman & Organ, 1983; Smith Organ, & Near, 1983). Organ (1988: 4) defined Organizational citizenship behaviors as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization. By discretionary, we mean that the behavior is not an enforceable requirement of the role or the job description, that is, the clearly specifiable terms of the person’s employment contract with the organization; the behavior is rather a matter of personal choice, such that its omission is not generally understood as punishable.” Organizational citizenship behavior occurs when the individuals in organization implicitly go beyond the formal boundary of work required to do by him/her. Organization citizenship behavior can also be said to be the choice of individual to work beyond any limitation or expectations of their employers for the overall betterment of the organization. This is completely voluntary action and the employee’s work beyond the expectation of their organization. Organization citizenship behavior is gaining much attention in today’s organizations as it has several positive implications on the organizations. Organization citizenship behavior makes the employee more committed to the organization willingly and helps in promoting overall health of the organization. The employee...
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...vior. Penner et al., (1997) also found that the various intrinsic and extrinsic motive of the employee drive them for OCB.
b) Groups cohesiveness
Work groups have a great impact upon the attitude and the conduct of group members. The group with high cohesiveness has more “we” feeling rather than “I” feeling. There is more cooperation and positive work environment when the group has high cohesiveness. The researchers are also trying to explore if this kind of cohesive behavior on groups have any impact upon the citizenship behavior they show. Cartwright (1968) observed that the cohesiveness has a positive impact upon intragroup communication, favorable interpersonal evaluation, and also it influence higher OCB if it matches with the group norms.
c) Employee attitude
d) Leaders Behavior
e) Organizational justice
f) Job satisfaction
g) Organizational commitment
High cohesiveness is an effective tool in the success and effectiveness of an organization. However, in order for ...
They identify with the group and get support by strengthening their relationships with each other. Also, cohesiveness increases an individual and group performance (More, Vito & Walsh, 2012). In cohesive groups that value productivity, it is typical to expect the highest levels of performance. On the other hand, cohesiveness can become pathological as well. When there is a conflict between the objectives and the needs of its members, cohesiveness has a negative effect on their performance. In addition, cohesiveness of a group discourages individuality, critical thinking, and innovation (More, Vito & Walsh, 2012). Any ideas or behavior outside the group is seen as illegal, divisive, and absolutely
The role of communication on cohesion development cannot be captured simply by looking at the frequency of communication. While communicating with an individual is essential for cohesion development, what is also critical to the formation of cohesion is the perceived source from which communication is occurring over time. The appraisal of the source of communication (e.g., advice or hindrance) can function as a moderator for the development of cohesion. If an individual is seen as a source of hindrance, this appraisal alone will negatively impact cohesion development. . In general, individuals seen as sources of hindrance are viewed negatively. When communicating with an individual that is viewed as a source of hindrance, this will be reflected in the relationship between these individuals. Team members who are not inclined to have positive feelings between each other will be less likely to interact positively. Over time, these relationships are less likely to develop a sense of cohesion and their related behaviors. Alternatively, sources of advice are generally viewed positively. When a team member see another as a source of advice, they are more likely to interact positively together over time. A greater sense of positive associations with individuals facilitates a sense of cohesion. This perception of positive associations with individuals facilitates cohesion-building among group members over
It is proven that teams who work well together perform and have a higher rate of success compared to teams who do not work well together or communicate with each other. A recent article with regards to leadership discussed the topic of group cohesion and how this is a factor for success. The article discussed several situations, one about a business company, one about a sports team and one about a military operation. The article closely analyzed the leaders of the three situations and discussed the similarities and differences between the three. The main similarity between was there focus on cohesion. The article contained facts about how the business was operating and how that in recent years, production and sales as increased drastically, and one factor for this increase was the CEO implemented a mandatory team building exercise each
What is organizational behavior? Prior to this course, I had never known that much of what is organizational behavior and in which ways it can impact the organization. Initially, over the course my knowledge about OB was expanded.
It is important to distinguish the difference between teams and groups. The main difference is that teams work altogether toward a common goal whereas groups can work altogether but for their own objective. It is important to highlight that a group does not necessary need a leader to follow but a team does and this leader will set directions to achieve the goal. In teams people are more committed as they share their ideas, they know the purpose of what they are doing and what the others are doing, they understand better individual objectives and team objectives whereas in groups, generally people are just told what they have to do without further explanations. Because in a team people get to know each other, it builds trust and enhances communication but in groups, people do not really know each other, do not trust or communicate effectively with each other. In teams it is frequent to see constructive conflict as people talk more openly and more honestly but in group it is quite rare. Eventually, people in teams are more involv...
Conscientiousness is a discretionary behaviour that goes well beyond the minimum role requirement level of the organization, such as obeying rules and regulations, not taking extra breaks, working extra-long days (MacKenzie et al, 1993, 57: 107-142). Conscientiousness is a prototype of going well beyond minimally required levels of attendance, punctuality, and housekeeping, penchant towards conserving resources, and overall giving an impression of being a responsible citizen of the organization. If the employee is highly conscientious it implies that he is highly responsible and needs less supervision (Podsakoff and MacKenzie, 1997: 133-151). Altruism and conscientiousness are the two major or overarching dimensions of OCB (Borman et al., 2001: 52-66). Conscientiousness is used to indicate that a particular individual is organized, self-disciplined, accountable and hardworking. Organ (1988) defined it as dedication to the job which exceed formal requirements such as working long hours, and volunteer to perform jobs besides duties. It is interesting to note that Kidder and McLean Par...
The Importance of Group Work in Today's Organizations. It could be argued that in order to be successful, modern organisations must actively develop strong and cohesive work groups. Why do you need to be a member? Is it true that there is no room for the individual in today’s organisation? The rapid progression and improvement in information and communication technology has led to modern organisations finding new ways to work.
It is a well-established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge, they have to invest in human resources, and placing their employees on top priority. This notion has led to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance of employees, organisations must motivate their employees, and engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promote the environment that promotes the organizational commitments and organizational citizenship behavior.
Organizational behavior is the study of the many factors that have an impact on how people and groups act, think, feel, and respond to work and organizations and how organizations respond to their environments. (George & Jones, 2005) Organizational behavior is particularly important to managers, who are responsible for supervising the activities of one of more employees.
Leadership is the action of leading a group of people or an organization. Management is the process of dealing with or controlling things or people. Leadership and management play a big part in the behavior within an organization. Leadership and management play hand in hand to accomplish goals within an organization. I believe that the traits and qualities needed in a good leader to be successful are the ability to delegate, communicate, inspire, motivate and supportive. There are many other qualities and traits also linked with being a good leader but the ones that I have listed above have helped me personally develop as a manger and colleague towards my co workers. As a leader you should have the capability to delegate. You are a key component to keeping structure within the organization, having the ability to delegate enables you to resolve and move forwards with issues and maintain productivity. In correlation with delegation, communication is an also a very important quality for a leader to have. An effective leader will communicate to all his employees properly and make sure they have good understanding of what needs to get done.
Lastly, the reflection back is very important to the corrective emotional experience. What I found useful about group cohesiveness is knowing that you are never alone at first; the members feel alone, but they are others who have gone through the same things they have. Group cohesiveness gives members a sense that they belong and are welcomed. The group members are initially very supportive and accepting of new and old members.
There are various challenges faced and even more opportunities for organizational behavior to assist workers in improving the workplace as a whole, people skills, productivity, and customer service. Understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior is a key component to organizational Behavior. The bottom line is that the more tuned into the needs of its employees, the more successful a company is likely to become. A company will absolutely benefit a great deal so long as employees and management alike are able to control and monitor their attitudes for the appropriate
After About four weeks of taking Organizational behaviour, we have covered a broad spectrum of subject from motivation to personality and behaviour theories has well has the process of individual learning, and how they are met in everyday business life. This essay simply summarise my understanding of the course with my personal experiences has a way in which I relate a few of the theories and topics learned in the span of these few weeks.
When analyzing a group and its development, there are several points to consider. The greater the similarity in member attitudes and values brought to the group, the greater the likelihood of cohesion in the group. Group cohesion will be increased by success in achieving the groups’ goals, low frequency of required external interactions and under conditions of abundant resources.