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This 5 page paper explores this concept. Examples from different industries are provided. Bibliography lists 3 sources.
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5 pages (~225 words per page)
File: RT13_SA706OCB.rtf
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& Hoy, 2005,p. 35). Within all organizations there are generally tasks to be performed. However, the actors involved can do those tasks in such a way as to provide sustenance
for an organization or to stifle it. An important aspect of contributing to the organization is to act with heart. One should truly care about what they are doing because
the caring emerges in the end result. One important part of this type of behavior is the willingness of actors to go above and beyond the call of duty (DiPaola
& Hoy, 2005). In other words, some people do what their job descriptions say and no more. They punch out at exactly 5 oclock for example. Others come in early
to get the job done, even if they are not paid overtime money. The willingness of people to go above and beyond what their formal obligation is has been thought
to be important in terms of rendering good performance in the organization (DiPaola & Hoy, 2005). If everyone merely did the minimal amount of work required, and did not do
any more, the organization would not progress very far. Attitude matters in the world of work. Organ remarks that there are two dimensions as it respects this issue and they
are generalized compliance and altruism (DiPaola & Hoy, 2005). Altruism is important because it sees people go all out to assist others and compliance is something that is aligned with
doing things properly (DiPaola & Hoy, 2005). An example of altruism might be that a co-worker does the work of another because he or she is out sick and does
not want them to get behind. An example of compliance is doing what one is told without argument. Of course, no organization wants people to be like robots, but if
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