Organizational Citizenship

Many staffs observed that their essential task is to perform the job that was assigned to
them, avoiding behaviours that could be seen irritating, and providing services and
completing job which is considered to be beneficial and valuable to the organization.

Organizational citizenship behaviour is simply interacting with the actions and the
reactions that are not meant to be done by the staffs of the organization. Moreover,
they are not crucial to the task that has been assigned to the individuals by the
organization, but could be beneficial to the team and might even boost greater
organizational productivity and proficiency. This is commonly classified as a staff whose
“performing over and beyond,” or “pushing their limits to the top.” And usually they
believe that their job is something more than just a pay check and exert their self
beyond their limit to process the job and make the working environment operate easily;
even if it has a little connection to their basic job description. Generally, these kinds of
behaviours are judged as a positive trait by superiors and organizational leaders, and the
prominance and effect of these behaviours should be taken care off.

Types of the Organizational Citizenship Behaviour

Lots of techniques can be performed by the staff that can show how loyal the staffs are , but
there are several types and standards that the staffs can represent them when engaging in
Organizational Citizenship Behaviour. Everyone in the organization personify an example of
how an employee could exercise those tools in their working hours.

Altruism

It simply means that when an individual decides to help other individual without expecting
anything back in return. In the business world, this would probably would take the form of
an employee chose to aid other employee to complete an assignment or a batch of duties
even if the task is not related to them, but rather possess the feeling that they need to get it
done.
Courtesy

Its having respect towards other employees in the workplace, despite of their roles, ranks,
or the positions that they may possess in the company. like avoiding laud talking in the
workplace weather it’s with a client or colleague, solving co-workers personal problems that
might affect their performances.

Sportsmanship

It’s an appropriate, ethical and fair behaviour while engaging in a work with other members.
In other words in various situations an individual has made up his mind from the very
beginning to stay calm and will have a good spirit even if he / she loses or the thing that he /
she predicted did not happen.

Conscientiousness

It having a moral responsibility to preform the task carefully and at the same time treat the
others equally and to be fair with them, and trying their best to put a lot of effort into the
given job. like arriving at work early to complete a job, coming up with a new idea to reduce
the time that used to process in a job that wasn’t outlined in their job description but, were
meant to serve other colleagues.

Civic Virtue

Civic virtue is seeding the qualities that is essential for the community’s prosperity. tightly
connected to the moral of citizenship, generally visualized as the devotion of citizens to the
mutual interest of their society even if its going to cost them their own interests. Like when
an employee represents the company that they are working for so positively, and this might
happen internally or externally in the organization that they are working for. In other words,
it boosts a feeling of socializing and firm the personal bonds among the co-workers. Staffs
would be able to engage in this sort of Organizational Citizenship Behaviour by speaking
about the bright side of the organization to the customers or the audiences. Like engaging in
charities activities that the company’s participating in.
The Advantages of Performing the Organizational Citizenship Behaviour
Concept.

Exceptional leaders constantly seek for staffs who cultivate the principles that texture the
Organizational Citizenship Behaviours Concept. Having said that, exceptional leaders may
urge these acts which will eventually have a positive impact on the organization itself like :

Setting an Exceptional Model

Leaders have to set an exceptional quality that they want their employees to have them.
Giving back to the society is beautiful and it shows how the organization cares about their
beloved community, so , if the leaders decided to participate in any charity events and have
the privilege to serve the community then they have to take the opportunity and help the
people who are in need for help , and in that way the staffs will follow their leaders
footsteps and will march for the help for those who are in need for their support and
embrace the real meaning of the Organizational Citizenship Behaviour.

Motivating Teamwork

Organizational Citizenship Behaviours have shown a tremendous effect on intensifying co-

worker relationship among each other. And If the objectives of the organization were
demonstrated in a way that might urge the staffs to seek out for the team that acquire the
qualities that will help the team to overcome any obstacles that they might encounter in
performing their tasks.

Bond the Qualities with the Objectives

All the principles and types of the Organizational Citizenship Behaviour like, altruism,
courtesy, conscientiousness, sportsmanship, and civic virtue trait must be connected with
company’s goals and objectives. And it’s not necessary to point them exactly with the OCB’s
principles, it’s enough to refer them with the company’s values and objectives that
represent the core meaning of the OCB’s.
Recommendations

Avoid Over-Regulating

Giving the fact about the principles of Organizational Citizenship Behaviours that if it must
be regulated or think of it as a part of the task. Well the thing that makes those principles so
important and valuable to the leaders is the types of OCBs the employees are engaging in
can inform the leaders about their personalities and how productive the employees are.
And by Over-Regulating It might take off the gracious nature of OCBs which exposes the
element of choice. And having the opportunity to decide among the types that made the
OCB’s principles such as the altruistic type, the courtesy type, be conscientious, have
sportsmanship spirit, or engaging in civic virtue act will be taken away or in other words the
staffs will be busy to obey the laws and eventually will avoid to serve or even aid the
community.

Communicate with your staff effectively.

By communicating with your staff emotionally you may succeed to build some kind of a trust
and eventually improve the leadership communication like by sharing constant updates and
the vary reasons behind your decisions that you made in the company or department.

Aiding the staffs constantly about the company’s new procedures.

By updating the team members about the new procedures of the company for the given job
the team will appreciate the courtesy of the initiative that has been taken by the leader.
And by collaborating with the team members the tasks will be performed perfectly and on
timely manner. And might add some sense of responsibility.

Taking their feedback seriously.

Giving some interest on the comments that been made by the team members will
absolutely add some meaning to their opinions that might help observing the barriers and
try to come up with a solution that will help to overcome any obstacles that they might
encounter at the time of processing the given task.
References

 Human Resource Management: Functions, Applications, and Skill Development Third

Edition by Robert N. Lussier, John R. Hendon ( 2018 ).
 Fundamentals of Human Resource Management by Raymond Noe ( 2017 ).
 The Oxford Handbook of Organizational Citizenship Behaviour (Oxford Library of
Psychology) by Philip M. Podsakoff, Scott B. Mackenzie, et al ( 2018 ).