Meanwhile, various constructs have been developed to conceptualize the term of OCB, some were human relationship focused that are different from Organ for interest in OCB and the related concepts like pro-social behaviour (George, 1990); extra role behaviour (van Dyne et al. 1995); civic organizational behaviour (Graham, 1991); contextual performance behaviour (Motowidlo, 1993) as stated by podsakoff et al, (2000) but these constructs logically is the same as posit by (Nadeem Almed et al, 2012).
Organ, (1988) generally considered as the father of OCB therefore, defined OCB 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 organisation”.
Organ’s definition captured three critical aspects that are central to OCB. (1) That OCB are thought of as discretionary behaviours, which are not part of the job
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Consequently, Podsakoff et al (2000) summarized those OCB measures into seven common themes or measures.
Furthering these classifications of organisational citizenship behaviour; the organisation of this section however is mainly drawn from Organ (1988) five measures of OCB; which the researcher adopts only three measures for testing of hypotheses. The measures adopted are altruism, courtesy, and civic virtue. The reason has been that these three measures target at helping co-worker, preventing problems from occurring which lead to peaceful teamwork and finally a behaviour that is directed at organisational
The definition of OB can be found in the textbook for Organizational Behavior (Hitt, Miller & Colella, 2011), but OCB can essentially be summed up as how far an employee or ‘associate’ is willing to go, using their organization’s guidance on good employee behavior and expectations in order to perform their duties and jobs. This also includes how much help that associate is willing to give others, seek out others when needed, and willingness to take steps to help improve the performance of their jobs and the efficiency of the company. This may or may not include customer service and as the text also states, “expending extra effort to bring positive publi...
Langton, Nancy, Stephen Robbins, and Timothy Judge.Organizational Behaviour: Concepts, Controversies, Applications. Fifth Canadian Edition. Toronto: Pearson Canada, 2009. 141, 574-84. Print.
McShane, S. L, Olekalns, M, Travaglione, T 2013, Organisational Behaviour: Emerging Knowledge: Global Insights, 4th Edition, McGraw Hill Australia Pty Ltd, North Ryde.
...ow that the OCI styles have been evaluated in relation to this organization, I will address the results from the perspective of what should and should not be changed. The examples of the Humanistic-Encouraging and Self-Actualizing are acceptable right now. I feel that the company does well with those styles. Mainly, I think that the organization needs to reduce the aspects that are associated with the Avoidance style. The practice of pushing decisions upward, as explained before, impacts job satisfaction in a negative way. If this were reduced, the employees would be far more empowered, and would in turn serve the customer more effectively. A happy customer usually makes a happy organization, and vise versa. Some of this could be accomplished, I feel, by eliminating one level of approval on adjustments. Workflows would be more efficient, and employees would experience higher job satisfaction.
Organisational encompasses how well the staff work together, the quality of staff training and the aims, objectives
Organizational Behavior, as defined in our text, is the study of human behavior in organizations (Schermerhorn, Hunt & Osborn, 2005, p. 17). How organizations behave within their ranks is in my opinion what truly can make them successful. The concepts of culture, diversity, communication, etc; need to be addressed so that employees can work well together and business can run smoothly.
Robbins, Stephen P & Langton, Nancy. Eds. Organizational Behaviour. Scarborough: Prentice Hall Canada Inc. 1999.
...ocedures. The section deals with how to comply with the procedures in the code of Ethics. They have included steps that should be taken if there has been any violation of the code of ethics witnessed by an employee.
Langton, N., & Robbins, S. P. (2007). Organizational behaviour: concepts, controversies, applications, second Canadian edition. (4th Canadian Edition ed.). Toronto: Pearson Education Canada.
The main decision that was made was based on the needs of those who attended OCM BOCES, as they are the main stakeholders in the company and therefore are the main driving force in this move. The intent of the move was not only better their education, but create a better learning environment and make them feel more comfortable while they were there. OCM BOCES wanted to send the message that the kids in their programs have the same opportunities as the the other children have in their home districts. Seeing as this was not the case in the old location, they knew it was time for a change.
Morley, M., Moore, S., Heraty, N., Linehan, M. and Maccurtain, S. 2004. Principals of Organisational Behavior: An Irish Text. 2nd ed. Dublin: Gill and Macmillan.
Groups of people which more than 2 peoples who work interdependently toward some purpose defined as organizations. Then, organizational behaviour defined the study of what people think, feel and do in and around organizations. Organizational Behavior is field of study that investigates the impact that individuals, groups and structure have on behavior within organization. It is the knowledge about how people act within organizations. It applies broadly to the behavior of people in all types of organizations, such as schools, business, government, and services organizations. Organizational behaviour is for everyone in every level, and employees are expected to manage themselves and work effectively with others in workplace.
Stephen Robbins and A.J.B UBRIN think organisational behavior (OB) includes three interrelated influence and contact area of research: the behavior of the individual level, the group level and the organisational level behavior.
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...
People who want to have a successful organization in business world; first they should be able to define OB which helps the organizations to be more effectively. “Organizational behavior is a study and an application of knowledge about how people, individuals and groups act in organizations” (Clark, 2000). Frankly, OB can help to indentify people behavior and to have a work relationship among the worker. Moreover, it can affect an organization to enhance its profitability and innovation by showing organization resources which can depends on customers. As well, it helps to achieve a job satisfaction by understanding the importance elements of motivation, communication and leadership.