Organizational Citizenship Behaviors: Going Beyond The Call Of Duty

How far would you go beyond your job role, job description or responsibilities to achieve a company’s goal without a shred of self-interest?

Organizational citizenship is perceived as an extra-role prosocial behavior that benefits  the employer and dramatically enhance the effectiveness and productivity of  an organization.

Additionally, job performance is influenced by a variety of factors such as:

• the presence or non-presence altruism
• personal attitudes and potential
• levels of enthusiasm
• motivation and persistence
• assistance to and from others
• easiness and compliance in following and adhering to rules, procedures and organizational policies
• ability to achieve the perceived organizational objectives

Consequently, dependent on internal and/or external factors, each employee will chose the level or degree to which they will perform, often directly linked to managerial feedback and evaluations, short-term and long-term reward allocations.

Organizational citizenship is a multidimensional/multifaceted phenomenon that often determines the organization’s culture, performance and success. It is therefore imperative for management to promote and reward such attitudes.

Have you ever engaged in organizational citizenship behavior?  What motivated such behaviors? How have your efforts been rewarded?

Image Credit, renjith krishnan

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