The 5 Types of Individual Behavior
Rank
1
Individual Behavior
Organizational Citizenship
2
Task Performance
3
Counterproductive Work Behaviors
Reason for its Rank
Organizational citizenship should
be ranked the highest because it
is responsible for creating a
healthy environment that is
suitable for working through
organizational citizenship
behaviors (OCBs). OCBs not only
improve the company’s public
image but also creates a work
environment where individual
talents can be maximized and
ideas appreciated, all crucial for
organizational effectiveness.
The way employees perform their
specific duties has a direct
impact on organizational
effectiveness. How employees
perform their roles contributes
largely to the overall success of
the organization. It falls second
to organizational citizenship
because employees would not
be able to perform well, despite
having the skills and abilities, if
the environment is not
conducive to working.
While OCBs improve image and
work environment,
counterproductive work
behaviors (CWBs) endanger
them, hence it is ranked third.
Positive OCBs and good
performance would not sustain
an organization if it is negated by
CWBs. If not properly addressed,
it might be a destructive factor
for the organization.
4
Joining and Staying with the Organization
5
Maintaining Work Attendance
If employees have positive OCBs,
good performance, and little to
no CWBs, then the next priority of
the organization is to retain such
people. This ranks below the first
three because, from the
perspective of the organization,
it is crucial to have those three
first before retaining the people
having them. Strategically, it is
not wise to keep people who do
not bring value to the
organization.
While work attendance is also
important it is the least priority.
During this time, organizations
have become more flexible with
work schedules as long as all
required tasks are met. The
pandemic has also shifted the
culture when it comes to work
attendance, as some are now
offering work-from-home setups.
Frequent absenteeism may also
be minimized if OCBs promote a
positive work environment while
tasks left because of absent
coworkers may be distributed
among competent people.
Lastly, work attendance may
have the least impact to
organizational effectiveness
since solutions for such are
simpler than the first four.