Organizational Citizenship at ARC Organization

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Organizational Citizenship at ARC Organization

The importance of organizational citizenship has grown in hospitals and other medical facilities in recent years because of the COVID-19 pandemic. The ARC organization is not an exception because the company strives to improve the lives of people with developmental disabilities. This post will discuss activities supporting internal and more significant communities of ARC and their importance; methods to encourage workers to participate in those activities will be argued.

Employees can support a companys internal community by voluntarily supervising their new colleagues. When new workers enter the team in a hospital, they might experience stress because of the new environment and work ineffectively at the beginning. To avoid cases like this, almost every company offers free training with supervisors for new employees. However, sometimes such simple practices are not enough for the employees to adapt (Mousa et al., 2020). Consequently, the voluntary help of colleagues who had been working in the company longer to the new workers in their first weeks is what can serve as the support of the internal community.

Such actions are necessary because they enable the company to develop and grow. The company needs effective workers who complete tasks on time. Therefore, employees must support one another to keep processes within the company active and unstoppable. Hence the above-mentioned voluntary help to colleagues satisfies the internal need of the company. In addition, it positively affects organizational citizenship behavior by affecting the engagement factor (Mousa et al., 2020, p. 10). Increasing engagement of employees impacts their workplace happiness, consequently positively affecting the OCB.

Employees support the greater community by working for a socially essential mission. The ARCs mission is to provide people with developmental, intellectual, and other disabilities with all possible opportunities for a good life. Working with people to achieve such a mission can be considered morally good. Consequently, employees of ARC who share the companys mission are helping the greater community by supporting the underprivileged parts of it.

The alignment of employees and the organizations mission is essential because it is workers primary source of inspiration. The study written by Mousa et al. (2020) provides the criteria which can be used to measure employees workplace happiness. As was mentioned, workplace happiness directly affects workers organizational citizenship behavior. The requirements are for the worker to feel proud of their job and find it meaningful (Mousa et al., 2020). Helping people with developmental disabilities is a life-changing job for the patients who come to the ARC. Therefore, employees of the ARC most probably have a high level of OCB. Consequently, the organization has the potential to develop and bring more value to the greater community rapidly.

As an employee, I can encourage others to participate in the identified activities by establishing good relationships with colleagues, making relevant recommendations to the head nurse, and participating in significant company events. These methods will help show my enthusiasm as a worker and probably inspire other workers. There might also appear to be a competition factor, which can positively affect ARCs development of organizational citizenship.

To conclude, an activity supporting an internal community of ARC is the voluntary supervision of new workers, which is vital because the company has such a need. The action that commits to a greater community is the job that ARC does, and it is important because there should be an organization that takes care of underprivileged people. Lastly, I can implement activities that inspire my colleagues with my enthusiasm and cause a competitive spirit to drive the organizations development forward.

Reference

Mousa, M., Massoud, H. K., & Ayoubi, R. M. (2020). Gender, diversity management perceptions, workplace happiness and organisational citizenship behaviour. Employee Relations: The International Journal, 42(6), 1249-1269.

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