The Importance Of Job Performance And Organizational Citizenship

Analyzing jobs for an effective performance management framework, measuring employee’s skills and skill gaps should be properly measured. Job design is dependent upon the analysis of the job and the

As individuals start working for the common good, they will become more mature and as a result will be promoted (Argyris’s Maturity Theory). This way, employees will be more involved in the managerial position to which they were promoted, and it will also serve as an example for other employees to follow and look up to.

This special behavior has become a lively research field investigated by organizational sociologists, psychologists, and management researchers. However, whereas most of the studies appear to deal with the phenomenon from a behavioral/functional perspective the natural orientation of citizenship to the political science arena is overlooked. Whereas altruism appears representing the help to specific persons. Generalized compliance is a factor defined by a more impersonal sort of conscientiousness. It implies more of a "good soldier" or "good citizen" syndrome of doing things that are "right and proper", but doing them for the sake of the system rather than for specific persons. In the view of Smith et al. (1983), the two elements represent distinct classes of citizenship. The political aspect of citizenship consists of three elements:

The shared assumption linked here is the assumption that employees are naturally helpful toward each other. If they see a fellow employee in need of help, they more often than not stop what they are doing and help in any way possible. Ultimately, this shared assumption leads to numerous amounts of organizational citizenship behaviors (OCBs), which are voluntary efforts to help other employees outside the normal day-to-day operations. At Brattle Square Florist, OCBs have become habitual among its

An employees performance will depend on a number of factors – skill, knowledge, competence, aptitude, attitude and behaviours amongst other. Motivation is important as the level of motivation an employee has will determine how these factors are applied. Each employee will be motivated differently and is affected by a change by a range of variables. Motivation is fluid and will change throughout an employees life.

According to Principles of Management, (2012) Job performance refers to "the level to which an employee successfully fulfills the factors included in the job description." There are various components that can impact someone's job performance such as an individual's own capabilities and stress. Other factors that impact an individual's job performance is how they perceive the organization applies rules nd fosters relationships. An example of how SAS agrees with this and understands the importance of interpersonal relations and the impacts to job performance is seen in how they select managers. SAS emphasizes the value of supporting people by ensuring that any person considered for a management position has

We have seen that this supervisor or person responsible for performing the job performance analysis will see a particular skill as important if he is proficient at this skill, and he will see it unimportant if he is not proficient at a particular skill. Therefore, the supervisor will see the employee who has the same skill set as the supervisor, as a good employee, and the employee who does not have the same skill set, as a bad

Employee/team member turnover may be mostly a negative issue, yet it can become positive if only controlled by the organization correctly and appropriately. Turnover is often utilized as an indicator of the organization performance and it can easily be observed negatively towards the organization’s efficiency and

People when they are looking for a job. Of course, they are willing to perform well. No one is willing to just come to work to waste time. Every employees’ goal is to show the best of what they have. As result, when employees perform poorly, managers should investigate the root of the problem. In case I face such of this problem. I will try to compare my workers’ current performance to their previous performance, at least for the last six month, then I will start to watch them closely on how they deal with all of their coworkers inside of the department they work at. After that, I will watch them closely, but not directly. I am not going to stay behind of their shoulders. There is no place for coincidences when employees are performing poorly.

I have had jobs where I have very little job satisfaction and can personally relate to the effects that it had on my daily work. By being in a job where I feel committed and satisfied I can tell that my work is more thorough, my attitude is more positive, and I enjoy what I am doing more. Having a more positive attitude about the job I am doing makes me more apt to go above and beyond the expectations that are set for me. On the other side, I have also had jobs where I dreaded getting up and leaving in the morning. I made excuses for being late, rationalized why my work wasn’t 100%, and was often in a bad mood. I have also had co-workers who act like they don’t care about their jobs, turn in lazy work, and can be unpleasant in the office. It not only affects their personal work but the work of others around them. A negative attitude in the workplace creates an atmosphere of distrust among employees and causes employees to attempt to achieve success at the expense of each other.

CUC100 will help you to build these skills and to reflect on the value of university study and what it requires of you. The unit aims to give a solid foundation in the key “academic literacies” that will help you to succeed at university and beyond.

Job stress can lead to poor health and even injury. Third, negative affectivity, or attitude, refers to a person’s way of looking at the world. High levels of negatives affectivity have been shown to be statistically significant in predicting poor job performances. In other words, poor attitude tends to mean poor performance."(http://www.cdc.gov/niosh/violhomi.html).

As companies and managers around the world continue to tackle this ever growing issue many western companies have begun to implement strategies to combat the symptoms of lost productivity caused by absenteeism, however, even within western cultures, these tactics don’t work as planned. Many factors play a role; however, some companies are gaining success from various tactics used to combat absenteeism and tardiness. In a world full of different motivations and cultural differences, it can be difficult for companies to have a full success; however, with careful planning and cultural understanding companies can begin to battle against this costly crisis in the workplace.

Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).

Improper and Unrealistic Personnel Policies – Due to favoritism and nepotism which are in the industry the workers generally become frustrated. This also results in low efficiency, low productivity, unfavorable relationship between employee and supervisor, which in turn leads to long period of absenteeism. Also, Misbehavior by the supervisor and difference of opinions with the management may also contribute to the absenteeism.