Organizational Citizenship Behaviors have been linked with organizational performance. Yet most managers do not consider citizenship behaviors as a hiring criteria or part of what makes a good employee. Citizenship behaviors are also ignored in most formal reward programs. I would like you to consider when citizenship behaviors are and are not beneficial? Are there times when citizenship behaviors are more beneficial than task performance? Do you think managers know how to measure citizenship behaviors? Should employees be punished (or rewarded) based upon behaviors that are voluntary and not part of their official job description?