Organizational Behavior (OCB): Meaning, Nature, And Scope

Discussion

Describe about the actual meaning, as well as nature plus the scope of this concept named Organizational Behavior(OCB)?

Organizational Citizenship Behavior even known as OCB has critically been analyzed as well as explored and even researched by many scholars since twenty five years. Additionally it has constantly been an area of immense interest as well as charm for every scholar who is interested in learning the facts about the way people behave within the organization (Allen, 2006). OCB in fact refers to the voluntary performance plus behaviors which is exhibited by employees at the time when they are within the firm and are a part and parcel of the organization. This paper is an effort towards understanding the actual meaning, as well as nature plus the scope of this concept named OCB. The paper even will try its level best to research as well as analyze several dimensions of the concept that are within (Deckop, Jurkiewicz and Giacalone, 2010). There also exist very thorough discussions on all the dimensions of OCB which are supplied by scholar named Organ in 1988. This paper also makes reference towards some other degrees till which the concept extends and is provided through several other scholars along with passing time.  At the time while a person remains in a firm like an employee, there are guaranteed behaviors which they are probable to carry out. Such behaviors also abide upon them by the rules as well as regulations of organization where he/she is working in. However employees at times also display convinced behaviors that also move beyond the real need of the duty. OCB generally is all about an additional role of the behavior within the staffs (Jones and Jones, 2010). It means that behavior which is actually over and above the normal path towards performance of any task and also is beyond the field of any legislations as well as rules plus regulations (Bolino et al., 2006). The idea plus concept of OCB was initially brought in and was also studied within US. As a result of the vitality of appropriate citizenship intended for the firm, understanding all the real nature plus original sources of OCB that have been since years considered as of higher priority for all the firms and also for researchers. This even constantly has been seen as the field of vital interest intended for many scholars (Lagomarsino and Cardona, n.d.).

When defining the concept of OCB several literatures have in reality identified two critical approaches named as role behavior and extra role behavior. The later is one which that beyond any particular role and needs or requirements plus also is not anyhow known by any kind of formal system for reward. It is correctly said by group of scholars named Armario, Castro and Ruiz that it actually is not at all easy to discriminate amid “role” and the “extra role” performance taking into consideration a managerial and also an employee consciousness of the subordinates’ works and performances that never correspond and even subject towards pleasure of the subordinates in the workplace. Various researches also have pointed towards truth that there are five necessary personality elements which affect every variances in human personality as well as such dimensions also are named as Big Five dimensions which are alienated in terms like conscientiousness, civic virtue, sportsmanship, altruism and lastly courtesy (Ma et al., 2013). All such dimensions even wrap organizational behaviors such as helping other staffs, coordinating with the colleagues, following all the rules of the firm, participating in all dealings of firm as well as not lodging complaints against silly things plus trying to adjust to the extent he/she could. Altruism refers to support and help provided to others by the staffs. It actually means helpfulness. Podsakoff plus his followers in year 2000 established altruism like being considerably linked to act out all evaluations plus correspondingly resulting into hopeful affectivity and behavior (Kim, 2006). Conscientiousness as stated by them is flexible behavior that also goes away from least role requirement phase of the organization, such as obeying all the rules plus regulations plus also never taking any extra breaks and working for long hours plus extra days (Turnipseed, 2005). It is also very attractive to learn that 1scholar named Kidder & McLean Parks in the year 2003 posited the fact that males in fact are extra probable to get occupied in conscientious behavior in contrary to women considering the fact that males in reality have preconception towards the equity above impartiality (McLean Parks, Kidder and Gallagher, 1998).

Conclusion

OCB typically refers to behaviors that positively affect any organization and also impacts its members as well as staffs (Poncheri, 2006). It can even be known as the defending organization while it is destined or is controlling peers towards any kind of investment within the firm (Tan, 2002).

As per the researchers OCB gets exaggerated through instilling within the workers a proper insight into the way through which proficiency can be attained in their jobs (Lagomarsino and Cardona, 2003). Also there is a influential proof that such idea of OCB merely is an outcome consistent together with few social exchange relationships. Organizational doubts came out as all causes related to OCB shifted towards the firm (Dick et al. 2006). OCB even yields crucially superior results in the long run in contrast to short run intended for the organizations (Tan, 2002).  Importance of OCB also could be understood via argument given by scholar named as Koys which he provided in year 2001 as well as recommended that the OCB has fundamental impact upon actual profitability of any firm but not upon any type of pleasure or satisfaction amongst customers. Also people who are indulged within OCB turn out to be a form of the organizational treatment based upon reciprocity. Real ‘excellent’ resulting labors also are build as strongest link amid performance as well as practical contribution which is a very supporting-form of OCB, that was established by scholars named as Turnipseed & Rassuli in year 2005.

Staff stance even was thought to sway consequent citizenship in the organization. Positively, because this arrives to include supple behaviors, such as the form in which employees perceives the organization (Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences, 2006). Outcomes also designate that insight of citizenship carry out forecast of the general performance consistently well throughout the carrying of task. Conclusions drawn from the researches of the scholar named as Yorges in the year 1999 recommends that building of an ambiance that can actually result into damaging penalty, primarily concerning OCB as to huge rivalry throughout the firm. It also is argued by the scholars about OCB that for the staff’s, those commitments that are lower in the value and the payment-for-result system has been observed to be extra curb intended for tempting them within the firm and the OCB (Poncheri, 2006). There even exists a conviction amongst theorists. This conviction says that as some additional staffs are engaged in OCB; firm tends to grow into additionally successful business. Fascinatingly, the research undertaken by Deckop in year 2006 shows that the vital factor influencing staff’s behavior is his/her age. Age has been said to have major effect on OCB. Even OCB is enacted distinguishingly in the several different cultural backgrounds. What actually refers to come out as a good citizen may also be different from one nation to other and even from one organization to other. Staffs that perform citizenship behaviors also might be further likely to sketch out help from all the firms (Yorges, Weiss and Strickland, 1999). Elements that are still being studied to bring in some significant relationship together with the Organizational Behavior also are essentially three elements. These factors can be said as Civic culture, Conscientiousness as well as Altruism (Ueda and Ohzono, 2013).

Conclusion:

This research and paper has been attained from several review of many dissimilar papers and from a survey of approximately 500 people segment workers, Smith & Brown within year 2002 actually found that bulk of them also undertook at least one of the well-known type of the OCBs.  It was also seen that OCB was an area of vital interest for every researcher who intended to study the human behavior within the firms and also was interested to know the actual way in which people react within the firms towards various changes and alteration and differing situations. Even there exist major and crucial research upon all the individuals plus organizational owned OCBs as well. Many phases have also been developed till today to evaluate plus measure many dimensions of concept. Such paper has even touched all the dimensions as well as has put and effort to make proper transitory reference towards all the dimensions that were discussed by many scholars before in the past times. It is till date recognized that still there exits plenty of room for the research to be undertaken within this area and yet the field lacks resources which pose an extremely grave limitation towards this issue. Coming down to the conclusion, it also is advised to all the future scholars and researchers to include the real backgrounds such as Tenure, payment, Salary and even the Job Satisfaction in addition to the dimensions considered before and also Organizational Commitment must be indulged within the study so that a more precise and exact result could be drawn out.

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