Going Above and Beyond: Organizational Citizenship Behaviors
Have you ever helped a coworker with a task they were having a tough time with, even though it was not expected of you? Or dropped a team member home when their car broke down?
Such behaviors are generally never expected within an organization and are very rarely acknowledged within targets or goals. They are voluntary, unexpected acts that individuals perform without a direct benefit or expectation. Yet, a workplace where people are willing to go out of their way to help out their team is often a more conducive and enjoyable environment to work in.
To get technical about it, according to research in organizational behavior, these behaviors are called Organizational Citizenship Behaviors or OCBs. As a citizen of an organization, a sort of microcosm of society, members of a team may feel invested in the outcomes or improvement of the organization as a whole rather than focusing merely on their formally assigned tasks. It requires individuals to go above their self-interest for the sake of some sort of long-term good for a company. While it is performed by an individual, it is often seen at the group level; that is, an organization greatly displays and benefits from OCBs performed by its members, which promotes these behaviors even further.
OCBs can come under many forms, including-
- altruism- being generous, helping a team member with their work without being assigned it
- sportsmanship- being willing to let inconsequential grievances slide for the sake of the overall morale of the team
- conscientiousness- going beyond a basic job description and focusing on outcomes or following the guidelines of the organization without any repercussions for not doing so
- civic virtue- feeling a sense of community with the organization, perhaps by standing by the organization even when in a different environment
- courtesy- being invested in preventing conflicts, treating others with dignity and respect
OCBs are a tool for mutual development.
Get Maithili Saralaya’s stories in your inbox
Join Medium for free to get updates from this writer.
A common adage goes, “fake it till you make it.” A common behavior for high-performing people is to select work that fulfills them in their aspirations, always striving to do better.
Individuals are often selective in the OCBs that they select and are more likely to pick up tasks that are in alignment with their future goals or interests. Therefore, OCBs are very often beneficial for an individual as well, as they can lead to the formation of the path toward their goals. The tasks that they pick up could often lead to them developing skills that they had not anticipated and could showcase their interest and talent in a particular area. The stepping stones would be formed through such actions even without their knowledge.
How can OCBs within an organization be encouraged?
Such behaviors are often nebulous and difficult to deal with. They cannot be expected or formalized, and rightly so — else, it might lead to problems with work-life balance or unfair expectations. Encouraging such behaviors in a subtle way can lead to positive outcomes for the organization as a whole, along with the individuals within it.
Our previous blog on self-determination spoke about the conditions under which an individual feels completely self-determined and in control of their circumstances. Incidentally, there is a strong link between ownership and feelings of possession. When a team member feels a high degree of possession over the outcomes of their organization, they feel more inclined to put efforts into improving them, which happens when they feel self-determined within the context of their work. They must feel a high degree of individuality, respect, community, and competence.
Examples of such initiatives taken by individuals can be seen with Hevo Data itself. An unexpected technical fault in December of last year saw a number of individuals across the engineering team from various functions coming together to find a speedy resolution. They were not required to do so, but through their coalition, they were able to come to a rapid conclusion on the issue.
OCBs are a product of individuals as well as their environment. A highly self-determined and self-possessed individual would be attracted to an environment that would encourage them, uplift them, and give them the space to express themselves through the way they choose to contribute to the organization. And this could be through formal responsibilities and unseen behaviors as well. The organization must strive to create a sense of community, camaraderie, and mutual respect that uplifts each and every individual.
