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Organizational Citizenship Behavior (OCB)

   

Added on  2020-05-16

5 Pages996 Words157 Views
Running Head: Research methodology 1ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB): A BUSINESS MANAGERIALPARADOXPresented byStudent affiliationSupervisor4th, April 2018

Running Head: Research methodology 21.1.Problem statementOrganizational citizenship behavior (OCB) is a discretionary behavior exhibited by employeethat is not part of their formal job requirement but contributes positive to organizationgoals[CITATION Col15 \l 1033 ]. It represents any positive voluntary contribution of an employee tosupport work mates or organization goals[ CITATION Bou15 \l 1033 ]. A managerial paradoxemerges when occupational citizenship behavior is to be employed in an organization. OCBcontributes significantly to organization performance but its pitfall leads to negative groupemployee performance[ CITATION Col15 \l 1033 ]. Organizations that use OCB benefit because it contributes to employee job satisfactions, reducesabsentees, less employee job turnover, and leading to increased productivity[ CITATION Dot13 \l1033 ]. Organizations that employ it benefit substantially as more productivity levels areencouraged. But it is known that organizational citizenship behavior contributes negatively onemployee team performance. It can lead to work related conflicts, unhealthy competitions amongworkers, lead to employee favoritism, and can create dependency syndrome[ CITATION Hur \l 1033]. If OCB is encouraged in organization it can directly influence group performance in theorganizations. Managerial scholars and researchers advocate that OCB should be used inorganizations[ CITATION Arm10 \l 1033 ]. It requires managers to employ strategies to manage thepitfall created by it. The manager decision role is incapacitated because there are few strategiesto use to mitigate them. The current issues of work specialization discourage the use of OCB inorganizations. The concept of ICB still remains a managerial paradox to be researched uponwhereas it gives managers discretional decision on whether to encourage or discourage it. Itbecomes an uphill managerial task to weigh the strength and weakness of OCB in organizations. 1.2.Aim and objectives of the studyThe aim of the study will be to establish the strategies that can be employed to enhanceorganizational citizenship behavior in organizations. In order to achieve the aim the study will be guided by the following research objectives:

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