Final answer:
Organizational Citizenship Behavior (OCB) refers to individual discretionary behaviors that, while not officially rewarded, contribute to an organization's effectiveness. This encompasses altruistic actions and helping behaviors that go beyond job requirements, fostering a positive organizational climate and indirectly benefiting the individual.
Step-by-step explanation:
The behavior described in the question falls under the concept of Organizational Citizenship Behavior (OCB), which refers to individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, but that nevertheless promotes the effective functioning of the organization. OCB exemplifies actions where employees go beyond their specified job requirements to contribute to the organization's success. This includes behaviors such as helping colleagues, volunteering for additional duties, and other forms of altruistic behavior in the workplace.
Despite being discretionary and lacking formal rewards, these behaviors foster a positive work environment and can lead to indirect recognition and benefits for the individual, such as enhanced reputation among peers and managers. Moreover, OCB can impact team dynamics and organizational performance positively by creating a cooperative and productive atmosphere, addressing the potential for the free rider problem where individuals might otherwise be inclined to minimize their contributions.
Building on the principles of the law of effect, which suggests that behavior that is followed by positive consequences will likely be repeated, OCB aligns with the naturally rewarding nature of contributing to a shared goal. This behavior is important for the cohesion and overall success of an organization, even in the absence of formal mechanisms of reward and punishment.