Implications of Organisational Identification Essay

Implications of Organisational Identification - Essay ExampleA clear and meaningful strategy support by the staff is a key component of organizations functional efficiency and financial success, if the organization is a for-profit occupation. So, the question managers frequently ask themselves is how to achieve that state of business performance when the association is totally supported by its employees in all of its goals and urges. Devotion, loyalty, hard work, passion and efficiency is what each business wishes to see in its employees. However, it is not always easy to hire or bring up employees that face themselves as a part of the company. Still, a potential solution exists. The concept of organisational identification is what sack up help an employer to achieve such(prenominal) a goal. Since organizational identification is a rather important sight of organizational behaviour, the goal of this paper is to research and analyse various aspect of organizational identificatio n. In particular, the give work will present the concept of organizational identification in relation to employees performance, business intercourse and corporate social responsibility. Body According to Dutton, Dukerich and Harquail (1994, 240), organizational identification refers to how a person perceives ones own identity and self-concept in relation to organizational identity. It means that organizational identification is about how an man-to-man sees oneself in the organization, how organizational goals and strategies are aligned with those of the individual. So, it can be said that organizational identification is the breaker point to which employees associate themselves with the employing organization, as well as what common attributes the organization and the individual have. Belonging to a authentic gathering, such as family, race, sex, company or society, for instance, forms social identity of an individual that is persons knowledge and feeling of belonging to som e social group (Tajfel 1972, 31). On the other hand, individuals are the ones who help such groups to survive. The domineering effect of persons feeling as a part of some group is in-group favouritism (Bartels 2006, 1). Such favouritism leads to individuals being cooperative towards other members of the group, singling that group out, and cover corporate citizenship behaviour in an organization. So, in relation to corporate environment, such in-group favouritism is called organizational identification. Mael and Ashforth (1992, 104) pose organizational identification as persons perception of oneness with or belongingness to an organization, where the individual defines him or herself in terms of the organization(s) of which he or she is a member (Mael and Ashforth 1992, 104). The resent studies prove that strong and positive organizational identification has a very positive impact on organizational behaviour and performance. In particular, employees with positive organizational id entification show better performance, lower absenteeism, and higher levels of job satisfaction (Riketta and train Dick 2005, 490). For that reason it might be suggested that companies devote more attention to the level and state of their employees organizational identification. This will improve individual performance of the people, as well as the performance of the whole organization. A research conducted by Efraty and Wolfe in 1988 tends to