TIMA- ADE UNIVERSITY

ORGANIZATION BEHAVIOUR

CHAPTER TWO
TYPES OF INDIVIDUAL BEHAVIOUR IN ORGANIZATION
Task performance.

Organization citizenship.

Counter productive work behaviours.

Joining /staying with the organization.

Maintaining work attendance.

 TASK PERFORMANCE
Goal –directed activities that are under the
individual’s control .

Some are more important than others , but only by

considering all performance dimensions can we fully
evaluate an employee’s contribution to the
organization .
 TASK PERFORMANCE

Task performance represents physical behaviour as

well as mental processes that support the organization
objective .
ORGANIZATIONAL CITIZENSHIP
Behaviours that extend beyond the employee’s normal
job duties.

Organizational citizenship , refers to behavior that

extend beyond the employee's normal job duties .
ORGANIZATIONAL CITIZENSHIP
That organizational citizenship behavior are highly
related to each other and are influenced by the same
characteristics.
 COUNTERPRODUCTIVE WORK BEHAVIOURS
Potentially harmful voluntary behaviours enacted on
an organization’s properly or employees‘.
Scholars have recently identified five categories of
{CWBs}
Abuse of other’s {insults and nasty comments }
Threats {threatening harm }
Work avoidance {tardiness}
Work sabotage {doing work incorrectly }
Overt acts {theft }.
JOINING AND STAY WITH THE ORGANIZATION

What many corporate leaders are chanting about

these days is the need to attract and keep talented
employees the simple fact is the if qualified people
don’t join and stay with the organization.
JOINING AND STAY WITH THE ORGANIZATION
JOB SATISFACTION
A persons attitude regarding his or her job and
work content .

Joining and staying with the organization is a

fourth category of work –related behavior .
 Maintaining work attendance
What causes people to be absent from work?
Situations factors such as a snowstorm or car
breakdown , certainly influence work attendance .
Ability is also a source of absenteeism , such as when
employees are incapacitated by illness or injury .
Motivation is a third factor . Employees who
experience job dissatisfaction or work-related stress
are more likely to be absent or late for work because
taking time off is a way to temporarily withdrew from
stressful or unsatisfying condition
Maintaining work attendance
Absenteeism is also higher in organization with
generous sick leave because this benefit limits the
negative financial impact of taking time a way from
work .

Two of the most stable factors is value and

personality .