Organisation Citizenship Behavior Among The Employees in Automobile Industry

The world is looking forward to high performance organizations, which would provide high job satisfaction to their employees and would also cherish excellence and effectiveness. This could be achieved if we could develop organizational citizenship. Organizations have shifted away from the use of strict hierarchical structures and individualized jobs. Instead, somewhat autonomous team-based work structures have been implemented, and this implementation has increased the importance of individual initiative and cooperation. As a result of this trend, organizational citizenship behavior (OCB), or behavior that contributes indirectly to the organization through the maintenance of the organization’s social system. OCB play a vital role in the achievement of the goals of the organization. The HR managers and the top level executives/ management has to take necessary steps to improve the level of OCB, ultimately it would increase the level of team sprite, loyalty and moral of the employees. An attempt is to made to find whether personal the factors contributing to OCB. Organisation Citizenship Behavior Among The Employees in Automobile Industry Introduction: Organization Citizenship Behavior (OCB) has been studied / attempted by the researcher scholars and practitioners, since it contribute to the growth and effective functioning of an organization. The success or down fall depends not only by the style of the functioning of the management but also by the behavior exhibited by the employees. Organ defines concept of OCB as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization. The review of literature shows that it can be identified as helping, sportsmanship, organizational loyalty, organizational compliance, individual initiative, civic virtue and self-development. Objective of the study  To study the personal profile of the employees.  To study level of Organizational Citizenship Behavior.  To identify whether any personal factors are associated with Organizational Citizenship Behavior. Types of Citizenship Behavior 1 Altruism At helping a specific person in face-t-face Altruism – voluntary actions that help another person with a work problem – instructing a new hire on how to use equipment, helping a coworker catch up with a backlog of work, fetching materials that a colleague needs and cannot procure on his own. The other kinds of Altruism are helping Co-workers. Courtesy, peacemaking and cheer leading. Helping co-worker Includes all voluntary forms of assistance that organizational member provide each other to facilitate the accomplishment of tasks and attainment of goals. Helping co-workers includes behaviors ranging from helping a co-worker with a heavy workload and sharing resources, to calling attention to errors and omissions and providing instruction in the use of new technology when one is not required to do so. a) Courtesy Subsumes all of those for rightful gestures that help someone else prevent a problemtouching base with people before committing to actions that will affect them. Providing advance notice to someone who needs to know to schedule work. b) Peacemaking Actions that help to prevent, resolve or mitigate Unconstructive interpersonal conflict. c) Cheerleading The words and gestures of encouragement and reinforcement of co-workers’ accomplishment and professional development. 2. Sportsmanship Citizen-like posture of tolerating the inevitable inconveniences and impositions of work without whining and grievances. 3. Organizational loyalty Identification with and allegiance to organizational leaders and the organizational leaders and the organization as a whole, transcending the parochial interests of individuals, work groups, and departments. Representative behaviors include defending the organization against threats; contributing to its good reputation; and cooperating with others to serve the interests of the whole. 4. Organizational Participation Interest in organizational affairs guided by ideal standards of virtue, validated by keeping informed and expressed through full and responsible involvement in Organizational governance. This includes attending non required meetings, sharing informed opinions and new ideas with others, and being willing to deliver bad news and support an unpopular view to combat. 5. Individual initiative Another dimension that several researchers have identified as a form of citizenship behavior is called individual initiative. This form of OCB is extra-role only in the sense that it involves engaging in task-related behaviors at a level that is so far beyond minimally required or generally expected levels that it takes on a voluntary flavor. Such behaviors include voluntary acts of creativity and innovation designed to improve one’s task or the organization’s performance, persisting with extra enthusiasm and effort to accomplish one’s job, volunteering to take on extra responsibilities, and encouraging others in the organization to do the same. All of these behaviors share the idea that the employee is going “about and beyond” the call of duty. 6. Civic Virtue Is responsible, constructive involvement in the political process of the organization, including not just expressing opinions but reading one’s mail, attending meetings, and keeping abreast of larger issues involving the organization. 7. Conscientiousness Is a pattern of going well beyond minimally required levels of attendance, punctuality, housekeeping, conserving resources and related matters of internal maintenance. 8. Spreading Goodwill It the means by which organizational members voluntarily contribute to organizational effectiveness through efforts to represent their organizations to wider communities in a beneficial light, whether it be describing one’s organization as supportive and caring or describing an organization’s goods and services as being high quality and responsive to customer’s needs; instances of spreading goodwill contribute to organizational effective-