We all know an employee who always goes the extra mile, right? That one person who goes above and beyond for their co-workers and the company. They may not even know it themselves, but what they’re demonstrating is called organizational citizenship behavior. In this article, we’ll take a closer look at organizational citizenship behavior, its benefits, different types, and best practices. Here goes! Show
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Contents What is organizational citizenship behavior?Organizational citizenship behavior (OCB) is a term that’s used to describe all the positive and constructive employee actions and behaviors that aren’t part of their formal job description. It’s anything that employees do, out of their own free will, that supports their colleagues and benefits the organization as a whole. OCB is not something that’s required from employees to do their job and it’s not part of their contractual tasks. Organizational citizenship behavior was first defined by Dennis Organ in 1988 as “an individual behavior which is not rewarded by a formal reward system… but that, when combined with the same behavior in a group, results in effectiveness.” It was that same Dennis Organ who identified five different types of organizational citizenship behavior. We’ll take a look at each of them in the section below. Related (free) resource ahead! Continue reading below ↓ Organizational Development Metrics Cheat SheetDownload the cheat sheet designed to help you manage your organization’s ability to change. Types of organizational citizenship behaviorThe five most common organizational citizenship behaviors, according to Organ, are:
Benefits of OCBWe’ve already mentioned a few benefits of organizational citizenship behavior above, but here is a (non-exhaustive) overview:
Organizational citizenship behavior – 3 Best PracticesAs we’ve seen in the previous section, OCB can have great benefits both for employees and organizations. So how can HR encourage this kind of behavior? We’ve listed 3 best practices. 1. Hire rightThere are certain things you can already include in your selection process to 1) show candidates the kind of organizational citizenship behavior your company encourages and 2) take a potential ‘OCB fit’ into consideration when you hire people. Here are a few examples of what this could look like in various parts of your hiring process:
2. Involve managementManagers play an important role when it comes to encouraging organizational citizenship behavior. First, as leaders, they need to set an example. If people see their manager being polite and considerate, supporting team members where they can, be ‘good losers’, and participating in (charity) events outside work, it will inspire them to do the same on their own level, at least to a certain extent. Second, managers should praise the kind of OCB they’d like to see from their teams. An easy way to give some well-deserved praise in public to employees who’ve engaged in organizational citizenship behavior is during a weekly team meeting. But OCB should also be recognized on a company level, this can be done for instance during a company-wide all-hands meeting. Become an HR Reporting Specialist HR Metrics & Reporting Download Syllabus Another great practice to have in place is something that’s called Cheers for Peers. This can take different forms, for instance, that of an end of week celebration where people thank their peers and colleagues to let them know they had a positive impact. Employees can send in their ‘Cheers’ by email during the week and then these can be read in front of the whole company on Friday. Here are a few examples: “Cheers to James for staying late to help me meet that deadline. You worked super hard and it really made a difference to the project. I owe you one!” “Cheers Sophie for organizing the office party. Everyone had a great time and it was awesome to celebrate all together. Looking forward to the next one!” 3. Rethink performance management?Some companies include their employees’ OCB in their performance management process and appraisals as a way to formally encourage, measure, and reward this. How they do this can differ. A few examples of how organizational citizenship behavior can be integrated into performance management are:
The image below is based on a 2007 research that looked at both the positive and negative effects of incorporating a formal way of dealing with OCB. While there certainly is something to be said for gently trying to encourage OCB by making it a part of the performance management process, there are a few things to keep in mind here. First, organizational citizenship behavior is characterized by its voluntary nature. OCB actions and behaviors aren’t part of an employee’s contractual obligations, they are an added bonus, if you like. Evaluating and rewarding people based on something that isn’t part of the official deal can seem unfair. Map out yourHR Career PathDetermine the direction in which you want to progress based on your HR career goals and capabilities. Try our new tool. Get Started Second, taking into account people’s OCB can create stress for employees as they may feel that they don’t have a choice. It may also create a feeling of injustice as not everyone will have the same possibilities to engage in organizational citizenship behavior due to their personal circumstances. For example, people who have a family with small children may not have time to participate in external company events that take place outside office hours. Third, managers and other people involved in the appraisal process may not always notice their employees’ OCB. In fact, they will probably miss out on plenty of times when one of their team members helps out a colleague with their workload or asks a co-worker how their sick child is doing. While this is only human, it does cause an issue when people are assessed on these behaviors. On a final noteWhile organizational citizenship behavior isn’t something every employee will engage in, it can have tremendous benefits for both your workforce and the organization. As such, it’s worth looking for ‘OCB potential’ in candidates during the hiring process, actively involving managers in setting the right example, and rethinking your performance management to make organizational citizenship behavior an intrinsic part of your company culture. FAQWhat is organizational citizenship behavior? Organizational citizenship behavior (OCB) is a term that’s used to describe all the positive and constructive employee actions and behaviors that aren’t part of their formal job description. It’s anything that employees do, out of their own free will, that supports their colleagues and benefits the organization as a whole. What types of organizational citizenship behavior are there? There are five different types of organizational citizenship behavior: altruism, courtesy, sportsmandship, conscientiousness, and civic virtue. What are organizational citizenship behavior best practices? Best practices for organizational citizenship behavior include looking for OCB potential in your hiring process, actively involving managers in setting the right example, and rethinking your performance management. What are the reward system of an organization?'Reward system refers to all the monetary, non-monetary and psychological payments that an organisation provides for its employees in exchange for the work they perform. ' What is perceived to exist when an employee receives rewards that they believe are fair?Distributive justice refers to the degree to which the outcomes received from the organization are perceived to be fair. What is motivation and reward system in HRM?Reward systems are identified as one of the human resource management (HRM) practices that may impact motivation. Reward systems may consist of several components, including financial and nonfinancial rewards, in fixed and variable amounts. What is performance management and reward system?Performance management and reward management offers tool to an organization to not just retain its skilled workforce but to keep them motivated to perform to their best of ability. What is the function of reward systems in the Organisations?Reward systems are central to the Human Resource Management function. Their purpose is to attract talented individuals, motivate them and retain those that have a better fit with the organization.
What is a reward system in terms of an organization?'Reward system refers to all the monetary, non-monetary and psychological payments that an organisation provides for its employees in exchange for the work they perform. '
What is purpose of reward for employees as well as for organization?Employee reward and recognition has been proven to improve organisational values, enhance team efforts, increase customer satisfaction and motivate certain behaviours amongst members of staff.
What are management function rewards employees?Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
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