Organizational citizenship behavior and employee performance
Discuss about the Management Theory and Practice for Citizenship Behaviour.
“Organizational citizenship behavior, employee engagement and proactive behavior on employee performance”
Organizational citizenship behavior is considered as a factor that can help the company to survive in the competitive market. In organizational citizenship behavior, it is seen that it is related with the individual commitment within a company. It is not a part of the contractual task of an individual. It has a connection with the overall performance of the employees who are conducting their routine activities. It is seen that if organizational citizenship behavior is not possessed in the individual then it can be difficult to conduct the activities with proper efficiency and dedication. Organizational citizenship behavior assists in maximizing the overall performance of the company. If the employees who are conducting the routine activities of the company have the commitment level to conduct the activities with efficiency then it will help to bring improvisation in their activity (Becton, Carr, Mossholder & Walker, 2017).
Also, it is seen that there are many employees who do not have commitment towards the activities of the company then, in this case, it has been seen that employee performance goes down and activities are not conducted in the right direction. The company should ensure that the employees are committed towards the activities as it is seen that if they are not committed or have the responsibility of commitment then it can also give a negative effect on the entire profitability and growth of the organization (Spitzmuller & Ilies, 2016). OCB also impact the overall efficiency of the workforce at the time of crisis management. For instance: to help others can reduce the overall intergroup conflict and also permit the managers to emphasize the various pressing manners. The workers who are having OCB behavior can also devote maximum time in the long-term planning matters. It is essential for the top management to motivate the employees so that organizational citizenship behavior can be enhanced in the individual (Harwiki, 2016).
When the employee possessed organizational citizenship behavior then it has been seen that the company can easily achieve the overall competitive advantage. Competitive advantage is important for the company to achieve so that it can be easy for the company to enhance the satisfaction level of the customers. It is seen that committed employees give their best towards the assigned activities and if they give their best then customers also receive good services. So, through this, it is seen that satisfaction level of the customers also enhances in an effective manner. In this, the focus is given to the behavior of the employees. There are many employees in the organization and each and every employee has different behavior towards the activities. So, it has been analyzed that it important for the employees to be committed towards the activities so that it can be simple to accomplish overall goals and targets of the company (Steele, 2016).
Impact of OCB on employee efficiency and customer satisfaction
For instance: It has been seen that in conducting the activities of the hotel it is important or the employee to be committed so that the activities or the food can be served in a proper manner to the customers. If food is served in a proper manner then it can help to enhance the customer satisfaction which can lead to achieving profits of the company. Therefore, the impact which can be analyzed is related to the customer’s satisfaction, productivity level and also towards the overall growth of the company.
Employee engagement is related with the involvement of the employees in conducting the operations of the activities in an effective manner. It is the connection and commitment of the employee’s exhibit towards the company and it can also lead to enhancement of the overall productivity level of the employees. It is important for the employees as it gives direction to the employees to conduct the activities and also company can achieve positive results in context to the goals and objectives of the company (Alagaraja & Shuck, 2015).
Performance of the employees is related to the engagement level in the activities. It has been seen that if employees are engaged in the activities then it can be easy to enhance the overall performance level. When employees give their best than they achieve a positive outcome and this can also lead to high level of motivation in the employees. When the employees are motivated then they give their best and involvement towards the activities is also more, so it has been seen that employee engagement boosts the morale of the employees and help them to give their best towards the overall activities of the company (Shields et al., 2015).
It is important for the managers to focus on the motivation theory so that employee engagement can be enhanced. The managers should take into consideration Maslow hierarchy of needs so that needs and wants of the customers can be satisfied. There are five factors in the theory. First is related to the physiological needs in which the basic needs should be satisfied with the employees so that they can be satisfied (Strauss, Parker & O’Shea, 2017). Next is related with the belonging needs in which trust and friendship are involved. Esteem need is also the factor in which the employees should be given respect so that engagement can be enhanced. The last is self-actualization need which will help to realize the potential and also seek to the personal growth of the employees (Albrecht, Bakker, Gruman, Macey & Saks, 2015). So, this is one of the effective theories that should be considered so that activities can be conducted effectively.
Employee engagement and its impact on performance
The employees are also focused towards the overall activities which are assigned to them. To enhance the overall efficiency it has been seen that employee engagement is important, as it can help to bring more efficiency in the overall activities which are performed by them. Employee engagement gives a positive impact on the overall performance of the employees (Mone & London, 2018). It has been seen that when an employee is engaged or involved in conducting the activities then it can reduce the absentees of the employee. When the employees are dedicated towards the overall activities then turnover rate and rate of retention of the employees enhances. When the employees retain in the company then it can be easy for them to give their best towards the overall activities performed by them (Bedarkar & Pandita, 2014).
Enhancement in the employee engagement can also help to bring improvisation in the overall operational efficiency. It is also for the top management to focus on effective communication so that employee engagement can be enhanced effectively. If the engagement of the employee is enhanced than it can be simple to conduct the activities in the right direction (Anitha, 2014). For instance: if the employee is dedicated or engage in the activities then it can be easy to achieve positive results.
Proactive behavior is related with the behavior of the individual which is related to the change-oriented and also self-initiated. Proactive behavior involves conducting the activities in advance by considering the future situation. Also, the individuals focus on change orientation and also have the self-initiated behavior. In this, it is seen that the individual conduct the activities by keeping in mind the overall activities and also the activities are managed in such a manner that it gives a positive outcome.
Proactive behavior gives a positive impact on the employee performance as activities are conducted in the right direction. It has been seen that when an individual is proactive then they take charge of themselves and conduct the activities according to their values and beliefs. So, when an employee conducts the activities by focusing on the values then it can be clearly stated that the results are positive which are received after finishing the activities. Proactive employees think of future and conduct the activities with proper care so that in proper direction goals and objectives can be accomplished. Once the employee raises their self-awareness they have a clear focus on what to achieve or what their aim is at the time of conducting the activities in an effective manner. As employees are aware of the activities their overall performance level enhances and they conduct their activities with proper dedication so that goals and targets of the company can be accomplished effectively. The proactive behavior of employees gives various benefits to the company also. When there are proactive employees in the company then it can be easy to enhance the motivation level of the other employees and also it creates a good working environment in the workplace which gives a positive impact on the activities conducted by the other employees. Proactive is considered an asset of the company as they help to focus on the overall goals and objectives of the company (Jiang, Hu & Crant, 2016).
Motivation theory and hierarchy of needs in employee engagement
Therefore, by analyzing the paper it can be concluded that in the first phase that Organizational citizenship behavior is one of the factors that helps the employees to give their best towards the activities. In the next phase, the discussion is made on the impact of employee engagement on employee performance in which it is seen that if employee engagement is there then it can be easy to accomplish goals and objectives effectively. The last phase focuses on the proactive behavior on employee performance and it has been analyzed that this helps the employee to grow in the future and also shows right direction to the employees of the company.
References
Alagaraja, M., & Shuck, B. (2015). Exploring organizational alignment-employee engagement linkages and impact on individual performance: A conceptual model. Human Resource Development Review, 14(1), 17-37.
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308.
Becton, J. B., Carr, J. C., Mossholder, K. W., & Walker, H. J. (2017). Differential effects of task performance, organizational citizenship behavior, and job complexity on voluntary turnover. Journal of Business and Psychology, 32(4), 495-508.
Bedarkar, M., & Pandita, D. (2014). A study on the drivers of employee engagement impacting employee performance. Procedia-Social and Behavioral Sciences, 133, 106-115.
Harwiki, W. (2016). The Impact of Servant Leadership on Organization Culture, Organizational Commitment, Organizational Citizenship Behaviour (OCB) and Employee Performance in Women Cooperatives. Procedia-Social and Behavioral Sciences, 219, 283-290.
Jiang, K., Hu, J., & Crant, J. M. (2016). Proactive personality: A twenty-year review. In Proactivity at Work (pp. 211-243). Routledge.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Spitzmuller, M., & Ilies, R. (2016). Organizational Citizenship Behaviors–A New Look at an Old Phenomenon at Different Levels. The SAGE Handbook of Industrial, Work & Organizational Psychology: V1: Personnel Psychology and Employee Performance, 89.
Steele, C. R. (2016). The Impact of Gender Role Stereotypes on the Evaluation of Organizational Citizenship Behaviors. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 14883). Briarcliff Manor, NY 10510: Academy of Management.
Strauss, K., Parker, S. K., & O’Shea, D. (2017). When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain. Journal of Vocational Behavior, 100, 15-26.
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