1. Define citizenship behavior and discuss its categories and subcategories. Giv
ID: 399341 • Letter: 1
Question
1. Define citizenship behavior and discuss its categories and subcategories. Give examples.
2. Define task performance and explain its dimensions. Give examples.
3. Compare and contrast affective commitment and normative commitment. Give examples.
4. Carrie owns an event management firm. She believes that employees who carefully follow instructions and a well-written manual of procedures tend to have maximum productivity. She closely oversees the work of her employees and controls the timing, scheduling, and sequencing of work activities. She discourages any deviation from standard practices. How will this affect the job satisfaction of employees working in Carrie's firm? Do you agree with her views?
5. Describe the nature of hindrance stressors, and give one example each of three different hindrance stressors.6. Compare and contrast extraversion and neuroticism. Explain the negative implications of neuroticism.
Explanation / Answer
Define citizenship behavior and discuss its categories and subcategories. Give examples.
Citizenship behaviour is defined as voluntary action and behaviour that are not required by workers and are not vital to perform their regular job; however they benefit team, support and encourage better business functioning and competence.
There are five types of citizenship behaviours: -
1. Altruism: - This is defined as a citizenship behaviour where a person helps another person but does not expect anything in return. E.g. an individual might choose to help a team member to complete the work deadline, even though that is not their daily work and is not necessarily related to their daily work
2. Courtesy: - is defined as employees being considerate, courteous and polite to the people they work with. E.g. a team member can be talking to another team member regarding the problems they are facing which are impacting their performance at work.
3. Sportsmanship: - When employee is generally in positive frame of mind and decides to stay positive even when things are not working their way or they are facing frustrating or annoying situations at work. E.g. employee not complaining, cribbing or gossiping about the manager who recently gave negative feedback to the employee
4. Conscientiousness: - When employee goes over and beyond the call of duty to fulfil their work commitments. E.g. coming in early to work on project and working to ensure that team meets project deadline.
5. Civic Virtue: - When employees represent the company in positive light and talk positive about the company. This can be in or outside business. They take pride in the projects started by the company and participate with great fervour. E.g. Social event organized by the company is totally managed by its employees who do everything in their power to make the event a success.
Define task performance and explain its dimensions. Give examples.
Task performance can be defined as performance of an individual on given task or how do they perform on a given task. It is measured either as accuracy of the task or response time of the task. It is used to quantify individual performance.
Dimensions of task performance: -
1. Task Quantity: - amount of work done by the employee or total volume of work completed by employee. This acknowledges hard-work of employee
2. Task Timeliness: - The delivery of work as per the schedule or adhering to the project timelines. It acknowledges employees who perform work on time and meet deadlines regularly.
3. Task Quality: - Qualitative analysis of work or quality of work done keeping in mind work standard, errors in work and any necessary rework. This acknowledges employees who work as per the quality standards to regularly give good quality of work with no/few errors and mistakes.
4. Efficient use of resources: - Employee who uses various resources like time, money, materials and time of their team members. This acknowledges employees who work within the given means and do not waste any resources.
5. Impact of customers/Value Add: - Employees performing tasks are constantly meeting and exceeding the expectations of internal as well as external customers. This acknowledges employees who meet/exceed standard expectations of internal as well as external customers.
6. Self-Reliance and Productivity: - This acknowledges employees who need no/minimal supervision to perform their tasks and that too with no/minimal errors. The employee uses his time to be effective and productive in terms of fulfilling their commitments, setting priorities and managing time accordingly.
7. Team Contribution – employee is able to help his team mates to get the projects completed and meet the deadlines with good quality. This shows cohesiveness of team.
8. Enhancing Capabilities and Skills – The employee is learning new things and attending trainings to attend new capabilities and add to their current skills. This increases their knowledge and helps the company to use their expertise whenever and wherever required helping company in a positive way.
9. Company Alignment & Compliance – The employee is clear about organizational goals and aligns themselves with those goals, values, mission, culture as well as processes and procedures.
Compare and contrast affective commitment and normative commitment. Give examples.
Affective commitment is defined as worker’s positive emotional attachment. It can be said to be “desire” factor of organizational commitment. An employee with effective commitment identifies strongly with the goals and vision of the company and desires to continue being the part of organization. The employee is committed to the organization as they “want to”. These commitments are inspired by education, age, tenure, sex; but, these influences are neither dependable nor strong. Although these qualities can be seen, they have no clear definition. E.g. A person might be working in an organization since past 10 years and have been committed to the organizational goals since then. But they might change the organization if a better opportunity comes their way.
Normative commitment can be defined as the employee commitment to the organization because they feel that it is their responsibility to be the part of organization. These feelings may be due to the fact that organization made an effort for the individual employee and employee now thinks that it is his responsibility to give back to the organization. E.g. the organization might have invested time and money on the individual’s training and now employee thinks it is his moral obligation towards the organization to work for them.
Normative commitments value loyalty whereas affective commitment does not have any such value. In normative commitments, organizations incentivize and reward the loyal employees whereas in affective commitment there are rewards only for your work. Organizations are able to retain talented employees and train them for higher work commitments. In affective commitments, employees can only take trainings what they would like to and there is no organizational investment.a
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