Organizational Citizenship Behavior

What is disposalal citizenship air (OCB)? Describe in your own way. Organizational citizenship behavior (OCB) is behavior that goes beyond the basic requirements of the labor, is to a large extent left to ones own discretion, and is largely beneficial to the organization. OCB comes about as a result of job satisfaction. As employees that are highly satisfied with their jobs are more likely to think that they are being treated fairly , therefore trust in the organization and their employer is likely to arise .This then leads employees to be more willing in helping out during extra hours voluntarily, volunteering for extra job activities, avoiding unnecessary conflict etc This is OCB. How is OCB assorted from normal working behavior? OCB is different from normal working behavior in the sense that the employee goes out of his normal working behavior to get concern (Allen, T. D. , 2006 ) into helping others and go beyond the normal expectations of their jobs.As a normal working beha vior would be doing the tasks being asked of you and forced upon you as it is in your job description, but OCB differs from normal working behavior as OCBs are employee behaviors that, although not critical to the task or job, serve to facilitate organizational functioning (Lee and Allen, 2002, p 132). If you are a manager, how do you motivate your subordinates to exhibit more OCBs? Use the theories you have learned from different chapters.Firstly I would like to emphasize the sizeableness of OCB to managers and the organization as a whole as successful organizations need employees who will do more than their usual job duties and provide performance that is beyond expectations and as I have mentioned before OCB describe actions in which employees are willing to go above and beyond their prescribed role requirements. Therefore reiterating the intuitive feeling that these behaviors are correlated with indicators of organizational effectiveness, therefore showing us that OCBs are cr ucial for managers.Now, how to motivate subordinates to exhibit more OCBs, using Herzbergs two-factor theory that suggests that motivation factors (which admit achievement, recognition, responsibility, growth, and work itself) are strongly related to job satisfaction. I freighter then say that if I was a manager I would have to marque the jobs of my employees challenging, exciting , interesting and satisfying as employees who find their jobs to be such things, tend to tolerate demanding supervision, avoid complaining, focus more on positive sides, and grant organizations minor faults.These kinds of behaviors are typically related to OCB. (Herzberg et al. s 1959) Since hygiene factors are related to an individuals job dissatisfaction, one can expect that hygiene factors may also influence an individuals OCB. Therefore as a manager I would focus on placing hygiene factors such as job security, fringe benefits, and good work conditions so that dissatisfaction from the lack of the se factors doesnt occur and OCB is therefore encouraged.Allen, T. D. (2006). Rewarding good citizens The relationship between citizenship behavior, gender, and organizational rewards. Journal of Applied Social Psychology, 36, 120-143. Lee, K. , & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131-142. Herzberg, F. , Mausner, B. , & Snyderman, B. (1959). The motivation to work. New York Wiley.