What is organizational citizenship behavior and how OCB can be good for the organization?

Organizational citizenship behavior (OCB) refers to the behaviors of individuals that promote effectiveness in organizational functioning. OCB accomplishes this effectiveness by providing a positive social and psychological environment in which task work can flourish.

How OCB is good for the organization?

Benefits of OCB

OCB can boost employee morale. It increases people’s levels of work meaningfulness. It is good for employee performance and productivity; in fact, research shows that OCB positively predicts performance. It creates better social interactions between employees.

What do you mean by organizational citizenship behavior?

Organizational citizenship behaviours (OCBs) are individual, discretionary actions by employees that are outside their formal job description. … Employees who are willing and happy to go beyond formal job requirements will help organizations cope with change and unpredictable circumstances.

What are examples of organizational citizenship behavior?

Examples of OCB include cooperating with others, volunteering for additional tasks, orienting new employees, offering to help others accomplish their work, and voluntarily doing more than the job requires (Borman & Motowidlo, 1993).

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How can we promote organizational citizenship behavior?

There are a number of things managers and leaders can do to encourage acts of OCB.

  1. Create an environment that actively encourages positive OCB. …
  2. Motivate your employees by offering non-monetary incentives for workers who behave appropriately.
  3. Educate your staff by promoting OCB through training.

Why is organizational citizenship behavior important?

Organizational citizenship behavior (OCB) refers to the behaviors of individuals that promote effectiveness in organizational functioning. … OCB is important to employees insofar as it enhances social connections that influence job performance.

What causes organizational citizenship behavior?

This study addressed the role of motives in organizational citizenship behavior (OCB). Three motives were identified through factor analyses: prosocial values, organizational concern, and impression man- agement. … The current interest in OCB can be traced back at least to Katz (1964).

How can you enhance engagement and citizenship behaviors of your employees?

The basic best practices are no more (and no less) than the following:

  1. Pinpoint the cause of underperformance.
  2. Encourage communication.
  3. Deliver ongoing feedback.
  4. Offer new challenges.
  5. Focus on learning and job training.
  6. Set clear expectations.
  7. Create a good workspace.
  8. Offer competitive compensation and benefits.

What is an example of organizational citizenship behaviors or good things that people do at work that are not in their job description?

OCB has been defined as participating in activities or actions that are not formally a part of the job description, but that benefit the organization as a whole (Borman, 2004). For example, OCB includes volunteering for extra work, cooperating with colleagues, and sharing ideas.

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Which of the following is true about organizational citizenship Behaviour OCB )?

Which of the following is TRUE about organizational citizenship behaviour (OCB)? OCB enhances company performance and is highly valued. Which of the following is an example of being an efficient organization or employee? predicting certain behaviour depends on the context of a structured situation.