Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Organizations must tread a careful balance between not demanding that employees perform tasks that go above and beyond their job description yet still encourage employees to take a vital and interested role in giving back to the organization. They must also tread a delicate balance between striving to micro-manage employees to ensure ethical compliance and showing that they trust employees to follow ethical guidelines using their own discretion. As noted by Singh, Pathardikar, and Bandyopadhyay (2012) most organizations trust employees in a manner that is not “readily monitored or enforced” (p.26). The authors call this model that of Organizational Citizenship Behavior (OCB) which is an important component of enhancing organizational performance but which is still at the discretion of the individual employee. Employees are encouraged to become good organizational citizens or “good soldiers” that go above and beyond their personal needs and tasks in a manner that adds to organizational value but does not place undue burdens on employees (Singh, Pathardikar, and Bandyopadhyay, 2012, p.26). Employees must also be sufficiently aware of organizational values and needs so that they are able to act autonomously.
The OCB model runs counter the conventional view of the firm that its sole ethical consideration...
The concept of OCB suggests that employee conduct within the construct of the firm and outwardly must uphold some standards and obligations to the community. Furthermore, it also argues that the type of behaviors reinforced in the model is beneficial for the organization’s overall health, particularly in a newly globalized era where serving a diverse range of consumers and employees is so essential. It is also important that employees are able to interact with a wide range of individuals for the organization to function smoothly.
Influencing positive organizational behavior in a values-based fashion has been shown to have a strong, positive influence in encouraging OCB versus transactional carrot and stick methods. In general, factors such as “demographic factors, gender, employment category, and the level of education had significant impact on OCB,” and employees which believed that the organization was strongly supportive of individuals possessing their types of demographic or personal characteristics had higher levels of OCB (Singh, Pathardikar, and Bandyopadhyay, 2012, p.30). This underlines the fact that both for the good of the organization itself as well as for the well-being of employees, organizations must seek to embrace a diverse system of…
Teams and Organizational Structure: Denise Morrison Introduction Organizational leadership is the determining factor when it comes to the success of an organization. In most cases, the leader is expected to come up with the strategic plan meant to take the company forward and ensure growth in every sector. The importance of leadership has in particular developed interest in the recent past as both employees and consumers are critical of the way the
Management Philosophy Management's principal characteristic is the directing and leading towards the achievement of predetermined objectives. An organization runs and works based on defined specific objectives, and the role of management to direct efforts and resources towards the achievement of these objectives. Over the decades, different management approaches and strategies formulation entail in an attempt to find the most suitable approach that can effectively and sustainably direct towards achievement of organizational
Organizational Behavior Employees in public sector organization are known to be -- and in many instances expected to be -- more flexible and more committed when it comes to putting in extra hours and extra effort to complete important assignments for the organization and the community. That concept is believed to be true because public sector organizations are more focused on the betterment of the community rather than on profit, power,
In this area the facilitators are the human resource personnel. The contribution of HRM to ethics in organization is widespread. Human resource management serves with models and theories to implement an ethical environment for the development of organization. First and foremost relates to performance management. This is a sort of theory that involves performance appraisement, compensation, selection and training. The improvement through this process leads to motivation in employees.
Organizational Commitment and Job Satisfaction Creating and sustaining organizational commitment in employees needs to get beyond the short-term strategies managers and leaders often rely on to temporarily increase job satisfaction. The core aspects of job satisfaction on the part of employees that lead to long-term organizational commitment are predicated on creating opportunities for growth, job enrichment, enlargement and potential for professional growth (Humborstad, Perry, 2011). The intent of this analysis is
(Southwest Airlines Corporation) The employees are always put first at Southwest Airlines, and according to the CEO Herb Kelleher, who was responsible for founding the company Southwest Airlines, the philosophy that employees come first is deeply embedded in the psyche of the company, and if the employees of the company are happy and contented and fully satisfied with their work, then they will most definitely take better care of the