tatus in the organization, even at the lowermost levels these issues might make a difference, mainly in the presentation of individual teams in the organization (Stephen amp. Timothy 44).The approach of the individual can influence organizational behavior, mainly in individuals that clench responsibility for creating corporate culture, like the top management. For instance, it became discovered that money – oriented personal attitude in a worker have a negative effect on the organizational citizenship behavior (Stephen amp. Timothy 54). Nevertheless, it is not only the worker’s own organizational citizenship that may agonize. bad attitudes shows to affect organizational citizenship of the other employees too (Stephen amp. Timothy 77).Organizational behavior has often been likened to contextual performance. Correspondingly to organizational behavior, this concept emerged in reaction to the realization that looks at job precise work behaviors ignored a substantial portion of the job sphere (Don amp. John 67). Originally, experts in these fields focused only on activities that in a straight line supported the production of the organization. While the job market gets more aggressive, it became essential for employees to go beyond and beyond that gets formally required by the given job description in order to remain competitive (Don amp. John 67). Contextual performance often becomes defined as non- task connected activities and work behaviors that add to the psychological and social aspects of the organization (Jeff amp. Sandra 63).Contextual performance comprises of four dimensions: assistance to others, persistence of enthusiasm, rule and proscribed process following, and openly shielding the organizations objectives. Organizational behavior and contextual performance stake their defining qualities as they both contain of behaviors other than the ones needed to perform the repetitive functions of the job (Jeff amp. Sandra 13). All also require that the behaviors contribute to the

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