Organsiation behavior - Essay Example

However, what is easy to assume is that any organization is extremely dependent on its people. Without people a company would not be able to exist or operate. So, it can be said that people are one of the most important assets of a business, because people are the ones who perform such organizational activities as planning, producing goods or services, and managing operations, among others. For that reason it can be easily understood that companies strive for the best talent. However, outstanding professional skills of an individual are not enough for one to be effective in an organization.

In order for an individual to work in line with the company, one must have values and goals similar to those of the company. This forms a feeling of belonging to an organization, which is called organizational identification (Gemmiti 2008, 6). This particular phenomenon is the major topic of this paper. In particular, the goal of the given work is to examine what specifically the concept of organizational identification entails, as well as how it is related to employees’ job performance, commitment, and CSR activities carried out by a company.

Body Dutton, Dukerich and Harquail (1994, 240) present a deep analysis of the concept of organizational identification. . As it was already stated, organizational identification refers to individual’s knowledge of belonging to an organization. In particular, as Gemmiti (2008, 6) outlines, organizational identification implies employee’s being psychologically and emotionally bound to a group of people that make up the organization. This psychological attachment is, then, expressed in employee’s showing certain types of behavioural patterns, including job commitment and improved performance.

Furthermore, since organizational identification involves person’s belonging to a group, the individual is likely to show mostly positive behaviours if organizational identification is strong. This is expressed in positive word-of-mouth publicity supported by the individual and, as Bartels (2006, 1) stresses out, in-group favouritism. So, strong and positive organizational identification of employees ensures that people support the organization in all the aspects of its operations. It is, thus, also true in relation to acceptance of changes and innovations, as well as lower absenteeism and turnover rates.

The perception of self and the general self-concept of a person with positive organizational identification are modified as the person’s goals get aligned with organizational goals and values (Meyer, Becker, and Van Dick 2006, 665). So, it can be said that the person-organization interaction is two-sided. While organizational identification of an individual impacts the overall performance of a company, company’s values and strategies, in their turn, influence individual’s self-perception.

For that reason it is important for companies to develop their