What is the behavior of organizational citizenship?

Organizational civil behavior (OCB) is a discretion activity of employees that is not expressly part of the job description and which tends to promote the organization. Also, this behavior is not part of the official reward system and compensation. The deadline was first defined by Dennis Orgon in 1988. It is not a thoroughly defined concept, although an employee who embodies the properties of the OCB will often be easily recognized. This is partly because employees who practice OCB tend to be determined by their employment and overall health of the organization. They are also often adept from the main functions of their work, which can lead to formal recognition, which includes unspent recognition for OCB.

Some common features observed in the behavior of organizational citizenship include good sports behavior, aczation for all professional and social activities and general acceptance of the rules and culture of the organization. An employee who practices OCB will usually be an exceptionally strong team player who keeps a goodThe will among collaborators and maintains the spirits of other positives.

Another strong element of organizational citizenship behavior is a personal initiative. A good OCB worker will often be able to take over the situation with a small direction. This type of employee usually has congenital understanding of what needs to be done to support organizational goals. Employees who practice OCB are also strong ambassadors for the company brand.

Although the behavior of organizational citizenship, according to its nature, is removed from the official positions of the organization, it is not completely unnoticed. Some companies have tried to define this relative to the determination of employees, at least on an individual basis so that the employee can be recognized and supported. There are some who question the validity of the OCB concept for these types of organizational efforts.

Some people who are skeptical about the concept of organizing behaviorThe citizenship also claimed that jobs no longer have a structure that would allow this phenomenon. The argument is that although most of the positions were well defined, they are now often more supple. It is therefore probably more difficult to distinguish between the events that are part of the work and those that go beyond what is expected from the employee.