Organization and Reengineering of Schools
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Transcript of Organization and Reengineering of Schools
Organizational Citizenship Behavior
and
School Performance
Organization and Reengineering of Schools
The City SchoolThe City SchoolSouthern Region Southern Region
Group LeaderNaila Durrani – PAF Chapter
Southern Region
Zehra Tariq - Prep Boys, PECHS
Farida Karbalai - Sr. Boys, PECHS
Naheed Aamir - Jr. C, PECHS
Farrina Khan - Jr. Girls, PECHS
Sadiqa Maaz - Quetta Campus
Uzma Khalid – Jr. Branch, Quetta
Afshan Syed - TCK II, Quetta
Humaira Tabassum - Pre Jr. Quetta
Maria Mahpara - PAF Chapter
Farzana Bandukwala - PAF Chapter
Rukhsana Afroze - PAF Chapter
Sarwat Arbab - Defence Campus
Rehana Sohail - Defence Campus
Neemat Shamoon - Darakhshan Campus
Asma Zareen - Darakhshan Campus
Asma Jan Ghaznavi - TCK I, Gulshan
Group Members
Neelofar Masood - TKS, Gulshan
Gulrukh Ahmed - Jr. D, Gulshan
Asifa Durr-e-Shahwar – Gulshan Campus
Erfa Iftikhar - Gulshan Campus
Zaibi Kanwar - TCK, F.B.Area
Nuzhat Zaidi - TCK Jauhar
Tazeen Rizwan - Sr. Boys, N. Nazimabad
Farheen Shafiq - Jr. B, N. Nazimabad
Ghazala Saeed - Jr. Boys, N. Nazimabad
Mehran Region
Aliya Khalid - Jinnah Campus
Parveen Qureshi - TCK, Qasimabad
Ishrat Fatima - Jamshooro Branch
Rehana Sana - TCK Sukkur
Anjum Raza - Nawab Shah, Senior
Nabila Asghar - Pre Jr. Hyderabad
Fauzia Abbas- Liaquat Campus
Aftab Ahmed -Jinnah Campus
There is a striking similarity between a state and an organization.
A state or country works for the development of its
citizens. In addition to providing rights to them, it can
motivate its citizens to contribute to their duties.
Similarly, in an organization driven by a strong
leadership, employees can be helped to understand the
importance of their role and to go beyond the call of
duty by making them citizens of the company/school.
Basic Concept ofOrganizational Citizenship Behaviour (OCB)
Individual behaviours of employees that are
beneficial to the organization and are
discretionary, not directly recognized by
formal reward system but rather a matter
of personal choice.
Definition of OCB
Components of OCBAttitude
Job Involvement
Job S
ati
sfact
ion
Organ
izat
iona
l
Comm
itmen
t
Accountability
AttitudeAttitude
Positive or negative feelings/thoughts about objects, people or events.
Attitudes are important because they affect job behaviour.
Cognitive: Often comes from personal values
Affective: The feeling component
Fairly paid salary
Good Interpersonal relations with employer and co-workers
Motivation through appreciation or bonuses
Opportunities for promotion
Appropriate (happy and hygienic) environment
Up to date equipment/ resources
Job security
Empowerment and trust
Assigning task according to the employees’ interest and talent Clear cut working policy
Professional training and personal grooming
Job SatisfactionJob Satisfaction
Self determination
Contribution to company’s success
Supportive to co- workers
Trusting the organization
Freedom to set one’s own workplace
Job InvolvementJob Involvement
The strength of an individual’s identification with an organization.
Affective Commitment
Positive emotional attachment
Continuance Commitment
Cannot afford to leave due to economic and social costs
Nominative Commitment
Perceived obligation to remain
Organizational CommitmentOrganizational Commitment
Accountability
Acknowledgement
Job satisfactioncommitmentinvolvement
Unfair Appraisals
Job Dissatisfaction
Withdrawal/ Turnover
AttitudeThe school ethos and culture is based on positive attitude.
Job InvolvementLoyalty with the organization and performance of duty not related to the reward system but by choice.
Job SatisfactionCompetitive salaries and opportunities for professional development through in-service and on job training.
Organizational CommitmentHigh commitment with the organization creating The City School family.
AccountabilityA fair system of appraisals and promotions.
Where Do We Stand Now?Where Do We Stand Now?
High Organizational PerformanceHigh Organizational Performance in relation to Organizational Citizenship behavior has certain theoretical consideration which suggest the aligning of People, Strategy, and Process through:
(Gravenkemper & LePla 2009)
Keeping this theoretical framework of high organizational performance in mind, specific suggestions can be made to Reengineer the existing practices in The City Schools.
Recommendations
Better communication at all levels through regular
meetings, interactive sessions and newsletters.
Provide forum for collective problem solving.
Increase delegation
Development of a more effective and comprehensive
system of staff selection.
In the grasslands,somewhere on the African continent,success can be defined in terms of life and death,Survival is a strong motivator.Here’s a short story …
When the light comes in the Eastern sky and you sense that the sun will soon steal the comfort and security of the night, the gazelle starts to stir. He knows that if, during this day, he does not run faster than the fastest cheetah, he may be caught and then he will be killed.
Not far away, the cheetah stretches out his powerful muscles and thinks of the day ahead, He knows that if he does not run faster than the slowest gazelle, he will surely starve.
The moral of this story …
It doesn’t matter whether you are a gazelle or a cheetah … …when the sun is up … … you had better be running.