Future Workplace: Essential Components of Workplace Citizenship
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Future Workplace: Essential Components of Workplace Citizenship
The workplace is dynamically transforming owing to advancements in technology. The nature of dealings in working as well as constant changes makes it dynamic. It is, therefore, imperative that citizenship work-place values have to get embraced so as to cope with rising challenges. Education institutions of learning carry the role and act as touch bearers in guiding prospective employees.
The modern workplace dynamics are going to influence methods of workplace citizenship conduct in establishments and the potencies of dealings among citizenship conduct, its forebears and significances. It is, therefore, essential to investigate essentials values of the workplace-citizenship that are adequate for future workplaces, and this go to the objective of the investigation. New focuses of obligation have emerged; as an instance, the obligation to the superintendent and to the work-group.
The investigation is essential in that it is going to unearth values that learners ought to embrace in their learning so as to get prepared for future workplace that is getting dynamic all the time. Workplace citizenship values are the key to getting an all-round person. It is through attainment of these values that one is going to be capable of working well in a modern workplace. The modern workplace requires the ability to adopt changing work atmosphere. An individual ready to be part of a team, be able to communicate, and give back to the society in individual capacity and as part of the company-corporate social responsibility.
According to Shahin, Naftchali, and Pool (2014), communication is the act of transferring a message from one point to another. In order for messages to be effectual, it must pass through a means with no interferences. The facts have to be in a means understandable to the two parties involved. In an organization, communication can be in both ways-top to down or down to top. Information allows the organization to act on issues at hand thus saving the company of losses. Conversely, it gives the directive so that urgent matters get done in a proper manner (Shahin, Naftchali, & Pool, 2014).
In a working atmosphere where there is diversity in culture, professionalism, and background, communication ought to be open and honest. It implies that there is freedom of expression with no intimidation boost morale of the employees. It gives them a sense of belongingness. In the other hand employees’ assessment get carried out properly and allow the firm realizes the set objectives through uplifting employees’ morale (Zhao, Peng, & Chen, 2014).
According to Shen et al. (2104), communication brings a transformation in attitude. Kamil et al. (2014) asserts that when there are healthy communication people involved tend to change the perception of things. In matters if change in the organization, resistance is not going to be an obstacle. The attitude of employees gets twisted for the benefit of the organization and thus permitting them to embrace change in a positive manner. The advancement of technology gets to twist the manner in which business get executed. Social sites and socialization have taken center stage and businesses nowadays get done and promoted via social sites. Communication is thus a workplace citizenship value that cannot be done down in the business. Positive communication via the social sites gets to let the firm be famous in a short time. The company brand names that get famous get to attract clients-thus making the company’s sales volume rise (Shen et al., 2104).
Team-work being another value of workplace citizenship calls for in-depth scrutiny. It is getting involved in a team for a common achievement. According to Sarikwal and Gupta (2014), teamwork is conducts that enable an individual be active team-member relations, and the team comprises more than two people with a binding interest. In an organization, all workers have to work together as a group so as to get the objectives of the organization gets realized. When other people get to work against the set objectives, the organization vision as well as mission gets frustrated. It works best when all the team members have the same level of experience (Sarikwal & Gupta, 2014).
In solving hard tasks, team-work takes the role in that every member of the team gets to take a role so as to contribute. Diverse views and perspective of solving a problem get to get unveiled. In the end, quality solutions prevail that the organization is going to take for its benefits. In an instance where there are numerous tasks to get accomplished, it is easier and faster done when all group gets to do it together (Yun et al., 2007).
When there is cooperation in a team, tasks get tackled together, and hence efficiency of work gets attained. It lessens the amount of workload with sharing of ideas as well as responsibilities. The pressure of work on every employee get reduced this allowing one to get thorough work done on roles assigned. In this case specialization gets to be utilized properly in that every employee get to carry out a task that best suit him or her. It, therefore, calls for the team leader to consider the interest of the employees, speed and efficiency in order to avoid work overwhelming one person in the team (Yun et al., 2007).
In the investigation by Yun et al. (2007), they assert that the teamwork creates a unifying factor in the organization. There is interaction in the team and workers get to enhance their relationship with one another in the organization through creation of strong bonds. It creates improvement in the relationship, respect, and cohesion in the team. Furthermore, team-work gets to augment accountability. The members of the team get to command respect and self-esteem to the member of the group. There is a spirit of transparency since every member strives hard not to let down the members. They endeavor to work to their best so as to achieve success. To the establishment, it is going to be of beneficial since efficiency is going to go up and hence productivity (Yun et al., 2007).
It is as well a chance were the members of the group get to learn from one another. Members with little experience get to learn from members with experience. Additionally, members get to learn skills that are new. It is, therefore, through teamwork that employees get exposed to varied aspects of work through interaction with experienced members. It is an advantage to the organization in that it was going to get succession people in the management structure (Yun et al., 2007).
Corporate social responsibility is taking voluntary responsibility of the action in relation to the surrounding environment. It relates to the social, economic, as well as environmental. All these ought to be done in such a manner that it becomes sustainable for the good of the organization, the society, and the environment. It is essential in the success of the business via encouragement of social values that get shared. The management mitigates social and environmental factors and takes full use of the opportunities presented in a competitive global environment (Shen et al., 2104).
According to Kamil et al. (2014), the organization engages itself in numerous activities as one of the strategies in the endeavor of ensuring sustainable business, as well as the society and the environment. Corporate social responsibility looks at the environment. It is the surrounding within which the organization operates. It encompasses human beings, markets, regulatory sectors, governments, and the suppliers. It enforces demand in which the client’s preferences dictate the quality, and price that the firm can provide. Furthermore, constraints are imposed from available technology that is not adequate, regulations from the government, and the legal actions that might get encountered. On top of this, opportunities are provided as a result of new opportunities emerging in the market. The environment exhibits an essential role in the organization’s performance. It influences the establishment in a positive or a negative manner (Kamil et al., 2014).
The organization gets to have an interest and a concern with the health and safety of the people. It is essential to recognize the outstanding uniqueness of the firm’s accountability for a variety of responsibilities concerned in the major tasks, the understanding and role they play in the community. As a mode of yielding back to the society in terms of health, the firm in a number of occasions organizes heart disease awareness, breast cancer awareness, and new fire prevention strategy. The company is going to strive and offer the best products in the market with a top notch quality. The positioning on quality boosts trust and self-assurance in the market. It positions the company in a lime-light where clients still go for the products despite high prices (Sarikwal & Gupta, 2014).
In conclusion, workplace citizenship encompasses values that can concurrently acquire altogether by a potential employee so as to fit in a modern workplace. The dynamism of the workplace as a result of the changing work environment call for people who are dynamic and flexible to suit these constant changes for the benefit of the organization.
Corporate social responsibility allows people to take care of the concerns of the firm as well as these of the surrounding community as a way of giving back. Team-work allows workers to learn, enhance unity, and increase efficiency. In doing all these, communication prevailing ought to be healthy and honest for the free exchange of ideas. Learning these values is of great importance to the learners in preparation for a dynamic workplace. It gives learners an advantage of entering the job market well prepared for the dynamism. In the analysis, all the values of citizenship in work-place when accompanied together result in high organization’s throughput.
References
Kamil, N. M., Sulaiman, M., Osman-Gani, A. M., & Ahmad, K. (2014). INVESTIGATING THE
DIMENSIONALITY OF ORGANISATIONAL CITIZENSHIP BEHAVIOUR FROM ISLAMIC PERSPECTIVE (OCBIP): EMPIRICAL ANALYSIS OF BUSINESS ORGANISATIONS IN SOUTHEAST ASIA.
Sarikwal, L., & Gupta, J. (2014). The Relationship between High Performance Work Practices
and Organizational Citizenship Behavior: The Role of Positive Psychological Capital. Available at SSRN 2391596.
Shahin, A., Naftchali, J. S., & Pool, J. K. (2014). Developing a model for the influence of
perceived organizational climate on organizational citizenship behaviour and organizational performance based on balanced score card.International Journal of
Productivity and Performance Management, 63(3), 290-307.
Shen, Y., Jackson, T., Ding, C., Yuan, D., Zhao, L., Dou, Y., & Zhang, Q. (2014). Linking
perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator. European Management Journal, 32(3), 406-412.
Yun, S., Cox .J., Sims, H.B, Salam, J.,S., (2007). Leadership and Teamwork: The Effects of
Leadership and Job Satisfaction on Team Citizenship. International Journal of
Leadership Studies, Vol. 2 Iss. 3, 2007, pp. 171-193
Zhao, H., Peng, Z., & Chen, H. K. (2014). Compulsory Citizenship Behavior and Organizational
Citizenship Behavior: The Role of Organizational Identification and Perceived Interactional Justice. The Journal of psychology, 148(2), 177-196.
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