Organizational Citizenship Behavior Case Study

1504 Words 7 Pages
1. Identify several possible organizational citizenship behaviors (OCBs) that Harry Simpson performed before his performance decline.
Organizational Citizenship (OCB) refers to the activities those are good for the organization. First, the organization citizenship behavior is the employees that complete their own work tasks and take the responsibilities to the work. Second, the organizational citizenship behaviors do not exist as an organizational reward or punishment. Third, the organizational citizenship behaviors help the employees improves the organizational performance.
We know from the case, the productions manger of York Tool and Die Company, Joe Collins spoke highly of Harry Simpson performed before his performance decline. Joe said,
…show more content…
Consider the psychological contract that likely existed between Simpson and management at York Tool and Die. What were some likely components of Simpson’s psychological contract? Explain the change in Simpson’s performance behaviors from the perspective of the psychological contract.
A psychological contract represents the mutual beliefs, and it is seems like perceptions and informal obligations between an employer and an employee. Each side of the employer and employee has unwritten mutual expectations and these expectations are expressed through some qualities such as respect, compassion, objectivity, and trust to deliver to each other.
Between Simpson and his manager, Joe Collins, is existed the psychological contract because they have expectation to each other. It is a type of social exchange relationship. Simpson works hard so that he desires his manager to see his efforts, and provide his more opportunities on his career. On the other side, Simpson’s manager, what his requirements is his employee could finish work efficient and correctly. The relationship between employee and employer is consanguineous and it affects the benefits of each other. Therefore, psychological contracts defined as "promissory, implicit, reciprocal, perceptual, and based on
…show more content…
The certain behavior been performance is based on the intention. It can be predict and the manager and use this theory to predict the attitude and their following behavior. The intentions are derived by attitudes and subjective norms. After Simpson joining the firm, he wants to work hard and have the positive attitude to performance his working. He was conscientious and diligent as the manager’s word. He keeps hard working for 8 years. His positive attitude and good intention derived him to be a valuable person in the firm. He get to the work on time and keep the scarp rate low. That attitude can’t change his behavior until something happened. A valuable person got promote instead of him. He didn’t feel unfair on this promotion, but he loses his positive attitude. He was unhappy with treatment and begin have some negative attitude. He thing his hard work means nothing. After 8 years hard workings he keep the same position and get same pay. He can’t wake harder to be promoted. Those attitudes make him too late to work and his scarp rate keeps rising and he got no punishments. Managers offer to give his 10 years pin, but he think that pin can’t pay rent, so he lose attitude to performance well. After the manager talks to him, the manager didn’t offer him anything that promotes him to hard work, so he keep same manner and act

Related Documents