Sample Assignment on Organizational Behaviour
Added on 2021-06-15
11 Pages2872 Words24 Views
Leadership Management
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ORGANIZATIONNameCourseDate
1BackgroundThe issue of dis-identification has been addressed by Costa and Peter (2009) in aseemingly different approach, and to an extent similar, to what Marya (2014) purports of thetopic. Dis-identification entails the way the employees tends to alienate or distance themselvesfrom the dominations created by the managerial positions. Costa and Peter (2009) explains therelationship between the employee and employer and the issues that separates or creates the gapbetween the two of them. However, they adds the issue of self-alienation, that is directly relatedto the issue of dis-identification since individuals in the organization may tend to alienatethemselves from the managerial domains and construct their own authentic identities.Additionally, Costa and Peter discusses the causes of self-alienation and their connotation to theaspects of identity in the contemporary organizations. However, Marya (2014) relates theecology of identification in the contemporary organizations with the organizational practices andpersonal divergent values. To Marya, the identification of oneself is determined by some factorssuch as the values one have, among others which are a product of orientation to theorganizational performances. The purpose of this study, therefore, is to expand insight intoidentification by building theory about how identification emerges when members differ inwhich organizational values they hold to be important.OrganizationCosta and Peter (2009), an organization is a social unit, which is developed and managedto attain a requirement or to pursue collective aims. According to Scot, Richard and Gerald, allfirms have a management structure which defines the relationships among various undertakings,
2subdivides, the members, signs roles, tasks, and power to undertake different responsibilities.1Organization are open system-they impact and are impacted by their setting.The issue of relational ecology in organizations is insinuated by Marya (2014) in hisarticle, where he creates on the theory of identification development due to diversification ormember’s differences on organizational values. Sorokin and Pitirim argues that individualswithin an organization have different opinions which they term to be important in relation to thedevelopment of identification.2 Therefore, due to the varying opinions among individuals withinan organization, there arise dis-identification and conflict whereby, these conditions may affectan organization’s performance adversely. Interactions among individuals within an organizationmay result in both identification and dis-identification. Interactions amongst individuals withinan organization involve different ideas and opinions whereby, a particular group of people’sviews may be similar but differing from another group. Under relational ecology, identificationhappens when bottom-up interactive procedures between members of a firm are combined andleadership top-down interpretations and portrayals.On the other hand, the issue of dis-identification is reinforced by Costa and Peter (2009),where he drives it to the concerns of workers’ separation from the managerial domination withinan organization. The workers create identities which they consider to be more reliable in theirorganizational operations. Employees within an organization may find it more unreliable to usetheir own true identities but may use identities such as names which are easily understood byemployees. Usually, employees within an organization tend to move away from theorganization’s authority3. Ward and John purports that workers will tend to perform better in the1Scott, W. Richard, and Gerald F. Davis.Organizations and organizing: Rational, natural and open systems perspectives. (Routledge, 2015), 67-712Sorokin, Pitirim.Social and cultural dynamics (Routledge, 2017), 192-199.3 Ibid., 67
3case where they have set their own self-goals regarding the achievement of the company’s goalrather than when the goals are being set on their behalf. 4The employees have set their ownpersonal aims; they will drive themselves in terms of sense of direction at what time to ensurethat they perform their tasks to their capabilities to meet their goals. On the other hand, set goalsby the company for its employees usually does not have better outcomes as it is against theworkers will. Therefore, the employees should be given an opportunity to express themselves interms of goal setting.According to a research done by Saulters, Mary Margaret, Mary K. Hendrickson, andFabio Chaddad, identification is related with helping performances and social care, informationsharing, work satisfaction, creativeness and structural control.5 Identification results to behaviorsthat assist organizations to meet their set goals. Existing research, however, has either focused onhow multiple identities attributes manifest and management at the organizational level or hasemphasized the potential for conflict and mutual dis-identification among members.To know about the processes through which identification emerges when members holddifferent organizational values to be important. The researcher used an example of a sociallyresponsible retail firm, ‘Natural foods “(a pseudonym), whose identity includes the economicvalue of revenues and growth, as well as societal standards of health, environmentalsustainability, and public welfare. This analysis done by Mirowsky and John illustrated howidentification can emerge in the presence of divergent values and behaviors among members6. Organizational Identity and Member Identification.4Ward, John.Keeping the family business healthy: How to plan for continuing growth, profitability, and family leadership. (Springer, 2016), 106-111.5Saulters, Mary Margaret, Mary K. Hendrickson, and Fabio Chaddad. "Fairness in alternative food networks: an exploration with midwestern social entrepreneurs."Agriculture and Human Values( Routledge, 2018), 1-11.6Mirowsky, John.Education, social status, and health. (Routledge, 2017), 24-37.
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