What is OCB?
Organizational Citizenship Behavior
Organizational Citizenship Behavior
Organizational citizenship behavior (OCB) is discretionary employee activity that is not explicitly part of the job description and which tends to promote the organization. This behavior is also not a part of the official system of rewards and compensation. The term was first defined by Dennis Organ in 1988. It is not a thoroughly-defined concept by nature, though an employee who embodies the qualities of OCB is often easy to recognize. While an employee who engages in OCB may not be specifically recognized for those actions, such behavior will often be rewarded indirectly. This is partly because employees who practice OCB tend to be committed to their jobs and the overall health of the organization. They are also often adept at the core functions of their jobs, which can lead to formal recognition that includes unspoken appreciation for OCB. Some common traits observed in organizational citizenship behavior include good sportsmanship, active involvement in all professional and social company activities, and general acceptance of the rules and culture of the organization. An employee who practices OCB will typically be an exceptionally strong team player who maintains goodwill among co-workers and keeps the spirits of others upbeat. Another strong element of OCB is personal initiative. A worker with good OCB will often be able to take charge of a situation with little direction. This kind of employee typically has an innate understanding of what needs to be done in order to promote organizational goals. Employees who practice OCB tend to be strong ambassadors for the company brand as well. (For more Information visit this link)
The most effective and basic way to change/optimize human behavior is giving them immediate feedback on specific behavior (positive reinforcement theory; Fischer et al., 2013). The incentive is most powerful when set immediately after the performed behavior. Unfortunately the typical situation in organizations is that the classic organizational incentive (salary, bonus) is payed weeks or months after specific performance behavior. From a scientific psychological perspective this is far too late for a proper effect. The OCB coin fixes that psychological problem by providing a fully decentralized, anonymous and easy to use additional organizational token/currency. In addition, employees for example can use our ERC20 OCB coin as an intelligent feedback system and optimize their decisions based on a permanent trial-and-error mind stream.
„Nudging“ means that we can set external nudges or incentives so that human decision making automatically becomes more rational and evidence-driven rather than being based on intuitive processes and rule of thumbs/heuristics (Thaler, 2010). For example, a typical and psychologically very powerful nudge is ‚feedback‘: As soon as we give individuals imminent feedback on their behavior, we have best chances and effect sizes to change the individual‘s behavior toward the positive. The OCB coin is designed to easily set nudges for your workforce and leaders of all hierarchies. Our unique smart contract protocol is the perfect tool for leaders and executives to provide an intelligent behavioral decision architecture around their employees and teams.
Motivation is a “force” that directs behavior towards some sort of reward, and that energizes and sustains behavior in order to facilitate attaining this reward. The strength of motivation is determined (among other things) by the subjective value of the reward signaled by the incentive. One of the factors that influence the subjective value of a reward is how close it is in time. The closer the reward is, the greater is its subjective value and the stronger is the motivation it generates. The farther away the reward is, the smaller is its subjective value and the weaker is the motivation it generates. The stronger the motivation, the more automatically behavior is directed, energized and sustained. The weaker the motivation, the less automatically behavior is directed, energized and sustained. With our automated system, the OCB coin rewards a behavior immediately improving the motivation of employees.
You can tie the OCB coin to all sorts of organizational behaviors and decisions. You can incentivize prosocial and cooperative behavior among team members, saving paper or CO2, submitting creative ideas or critique. Your employees will have a much greater sense of impact, direction and organizational commitment. Via the OCB governance functions your employees will also experience much more voice and impact on organizational decisions.
It is basic human desire to strive for self-efficacy, controllability, and behavioral contingency. Employees want to have their voice heard and prefer to have democratic impact on organizational decisions. Our OCB token therefore can be used also as a voting coin. You can easily set up organizational or team-based votes, polls and elections. For example, you can let decide your employees where to invest your yearly organizational charity budget. Moreover, you can go as far as letting your employees vote for or against their leaders‘ strategies and plans. The OCB coin helps you to easily incorporate modern elements of new work and humanistic leadership. Flat hierarchies and organizational citizenship behavior is inherent in the code DNA of our ERC-20 OCB Token.
Our OCB coin is designed to be a white label coin; that is, you will have your own company XYZ coin that helps to set up a fun and challenging additional organizational currency system. We know from psychological research that gamification elements can dramatically foster interpersonal benchmarking and positive challenge in reaching organizational aims. If you have ever played tennis without counting the points (just warming up) or later with counting points in a regular game, you know the motivational difference induced by gamification: you run much faster and harder when every point counts. Our OCB coin smart contract protocol is your perfect companion to set up positively rewarding gamification elements. You can employ all sorts of game elements and associated token rewards to our code. Your employees will have more fun and motivation while working on your business targets.
Attention is a concept studied in cognitive psychology that refers to how we actively process specific information in our environment. As you are reading this, there are numerous sights, sounds, and sensations going on around you—the pressure of your feet against the floor, the sight of the street out of a nearby window, the soft warmth of your shirt, the memory of a conversation you had earlier with a friend. Think of attention as a highlighter. As you read through a section of text in a book, the highlighted section stands out, causing you to focus your interest in that area. But attention is not just about centering your focus on one particular thing; it also involves ignoring a great deal of competing for information and stimuli. Attention allows you to „tune out“ information, sensations, and perceptions that are not relevant at the moment and instead focus your energy on the information that’s important. (For more Information visit this link). The OCB token helps organizations to highlight important information through our incentivization model and gamification elements, improving employees attention and making them more efficient. Incentivizing the attention of employees towards security information inside organizations is a good example of how the OCB token can help organizations to make their employees aware of the dangers and consequently making them safer.