Why is Identity Important in Organizations - Assignment Example

Why is Identity Important in Organizations? Introduction Identity can be understood as the fact of an individual organization or an object being what is really is. It is that quality or belief that makes something different from the rest. With respect to an organization therefore, identity can be understood to mean that distinguishing character that the given organization has (Gioia, Schultz, & Corley, 2000, pg.43). Therefore organization identity can be defined as those set of statements that the members of a given organization perceive as central, enduring and distinctive to their organization. This therefore influences the behavior of members as well as leaders of the given organization. Organizational identity implies that internal viewpoint that the employee has about the organization and as such they are the central attributes of that organization, what makes it distinctive and unique and the continuing aspect despite change in objectives in the organizational environment. Therefore these three attributes constitute the identity of an organization and are a basis for the employees of that particular organization to identify with it. It therefore explains what one is with regards to the organization (Lin, 2004, p. 54). This essay therefore seeks to review literature and analyze theories to explain why identity is important to an organization using Municipalities as an organizational context. Finally, this paper will provide a summary conclusion that reiterates the findings discussed in the essay. Discussion In order to understand why identification is important to an organization it is prudent to take a look at theories relating to identification. First is identification theory. This theory entails three components among them the solidarity feeling with regards to the organization; behavior and attitudinal support with the given organization; and the shared characteristics perception with other members of the organization (Lin, 2004, p. 63). Having provided these three components of the identification theory, an analysis of the Municipalities as a context organization will thus be used to explain how important organizational identity is. Municipalities refer to towns or cities that have cooperate status. They imply to the ruling body of the local governments in the respective towns or cities they exist. These municipalities therefore function as the welfare producers and suppliers for their visitors, investors, citizens and companies. Therefore given their importance to the communities they serve there is need to improve their functioning to enable better services. Since they are nonprofit organizations, their success is measured against the achievements of their set objectives. Thus their efficiency as well as efficacy can be well achieved through identity focus (Lin, 2004, p. 69). Identification enables the employees of the municipality have the solidarity with regards to the organization. Employee solidarity ensures a unity of interest among the employees of the municipality (Hsu, & Elsbach, 2013, pg.51). This is a very important because it builds strong ties between the members of the municipality labor force. These strong ties are beneficial to the company because it boosts workers’ productivity. Personal connections among employees of the municipality are critical in providing a sense of commitment on the side of employees. Additionally, solidarity brings a sense of a piece of mind which enables the workers to develop loftier goals and objectives quite critical for the growth of the organization (Besharov, & Brickson, 2015, pg.42). This enables the employees to make best decisions which will progress the organization. Employee’s solidarity enables them help one another towards the achievement of the common goal. This will therefore lead to employee’s skills development where the weaker ones can be lifted up through support and mentoring. This will ensure that the employees with low self-esteem have their self-esteem boosted due to improvement of their weak areas. Employees who have solidarity will be free to share information and exchange ideas among themselves. This flow of information is critical for steering the organization forward towards meeting its objectives. This implies team work can be applied in the daily activities of the employees. Teamwork enables better ways of achieving results since different skills can be brought on board, employees with solidarity due to identification thus are able to pull their manpower, skills and creativity together towards a common interest and the working to the benefit of the Municipalities (Anteby, & Molnar, 2012,pg.75). Additionally, Solidarity as a component of identification has tremendous impact on the employee well-being which will be translated in their work output. Solidarity enables employees coach one another so that they can well achieve their objectives. It has been said that we are only as first as our weakest leg. When employees have solidarity, the weakest of the team gets to be coached as well as mentored to endure they can move forward as a team. The implication of this can be felt on the overall achievement of the objectives set by the municipality since their output is measured against the objectives. Solidarity will further enable employees respond to their fellows in situations of stress or work burnout. This ensures that employees psychosocial issues are addressed and are thus feeling supported at work place (Haar, Roche, & Taylor, 2012, pg.80). This kind of support boosts an employee’s morale to work and makes them feel valued by the fellow workers. Solidarity will make employees relate well among themselves and that implies good interpersonal skills which will reflect well to the public. A good public image of the organization boosts the customers’ communities’ confidence in the municipality making it easier the municipality to achieve its objectives. Secondly, identification enables behavior and attitudinal support with the given organization (Restubog, Zagenczyk, Bordia, & Tang, 2013, pg.55). This component of identification as asserted by the identification theory is necessary for ensuring that the employees of the municipality can achieve their organizational goals. Employee behavior is very critical for the performance of an organization. Employee behavior affects the operation expenses of the Municipality. In most cases such expenses sometimes don’t get noticed by the management or perhaps the employers. However, they tend to have great implications on the organization. The effects on the financial operations of the municipality include the following: high employee turnover related expenses; employee productivity in terms of output per capita, financial implications of employee absenteeism, cost of health car due to employees unhealthy lifestyles; cost implications of poor employee attitudes (Consult, 2013, p. 31). This are but some of the areas that employee behavior presents challenge on the performance of an organization and in our case Municipalities. Understanding that Municipalities measure their performance based on achievement of objectives, employee behavior will directly affect the achievement of the set out objectives. Instances such as absenteeism will make employees not able to achieve their objectives in time. Action plans set against time will not be implemented accordingly. This leads to stagnation and regression which works negatively towards the image of the municipality. As such the investors, citizens or companies that expected certain programs to be executed by the Municipality to aid their operations will be disappointed. Employee behavior thus as an identity component of an organization is important towards steering forward the organization and ensuring its goals are met. Additionally, attitude support enables employees to grow one another in relation to their interpersonal skills. Good attitude from the side of employees will impact on the quality of service delivery that the municipality targets towards the community or citizens. Good employee attitudes will ensure commitment to customer service. Organizational identity ensures that employees of the Municipality have positive attitudes as component of identity. Positive attitude is good for customer service. The citizenry who the municipality targets with their services as well as investors will feel comfortable working with an organization that has good attitude. This good attitude of the employees ensures that the municipality gains a good relationship with the citizens, investors and general community. The good relationship is critical for achievement of the set out objectives by the municipality in that the policies they formulate will have public confidence, the citizens will participate well in the programs initiated by the Municipality among other benefits. Moreover, the good relationship earned will boost the public image of the Municipality (Hogg, & Terry, 2014, pg.41). The third component of the organization identity as asserted by the identity theory includes the shared characteristics perception with other members of the organization. This component is critical to the overall performance of the municipality. A shared characteristic perception implies there is a common perceived interest, way of doing business and among other semblances. This has the advantage of giving a picture to the public which paints the image of the organization. When the Municipality adopts organizational identity issues of corrupt deals and preferential treatments are mitigated. This is because the employees sort of provide services to clients without prejudice. The manner of operation is the same ensuring that the citizenry do not have a preference service person. This implies a shared characteristic perception which can only be realized if organization identity is in place. This means the municipal or local government will have a culture inculcated across the employees that is distinct and strategic (Fullan, 2014, pg.64). The organization culture that is distinct has the following benefits to the municipality as it provides service to the citizens and other stakeholders: The culture will have an influence on how the employees interact while at the work place. This will involve the employee motivation as well as loyalty to wards the management. Employee motivation implies good working Morales and thus better achievement of the set out objectives (Lowe, n.d). This culture will also promote healthy competition at the work place. The competition will mean that the municipality workers will strive to quickly and effectively achieve their objectives in time. The overall implication is a better performance of the Municipality. Organizational culture as a component of organizational identity will also present certain policies predefined to guide and give employees direction at their work place (Cameron, K. S., & Quinn, 2011, pg.67). This will enable the employees of the Municipality work effectively to achieve their objectives within the set deadlines. Further, the culture of the organization will create a brand for which the organization image will be derived. Culture will bring together the employee of the municipality in a platform that is common. This will enable equal treatment of the organization employees promoting equality. Unity is another importance of culture as a component of organizational identity. Unity ensures that employees from different technical backgrounds can work together towards a common goal to deliver on the objectives of the company. Healthy working relationship between the Municipality employees is another outcome of culture. This will also enable the employers to mark out the best from the employees. Culture will thus develop an individual employee’s habit ensuring there are committed towards the goals of the organization (Mnagement Study Guide, n.d). A healthy competition is another outcome of culture as a component of organizational identity. The municipality will have a competitive spirit among its employees which will result in to good output. Competitive employees will imply that the set out objective will be competitively achieved making the municipality’s performance that is measured against the objectives show well (Cameron, K. S., & Quinn, 2011, pg.88). Additionally, competitive spirit among the employees will ensure targets are met or surpassed translating to a good overall performance of the organization (Mnagement Study Guide, n.d). Conclusion This essay has therefore found out that Identity is the fact of an individual organization or an object being what is really is or quality or belief that makes something different from the rest. With respect to an organization therefore, identity is those set of statements that the members of a given organization perceive as central, enduring and distinctive to their organization. These three components have been broadly discussed detailing how each one of them is of importance to an organization. The essay used Municipality as a context to explain the benefits towards the citizens, the employees and the organization as well. The essay therefore identified the importance to include: unity, direction; solidarity; loyalty; competition; employee attitude; among other many impacts discussed in line with the specific component. This therefore implies that any organization that targets to grow and progress its output needs to adopt an organizational identity as a tool to realize this positive changes. Organizational identity is therefore affect both the behavior of employee; satisfaction of the employees; and the overall effectiveness of the organization. These factors constitute the success or the performance of an organization. For a nonprofit organization like the Municipality which has its output measured against the objectives. Organizational identity can provide the best point to execute organizational change that will transform and build the Municipality. Reference Gioia, D. 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Lin, Y. Y.-S. (2004). Organizational Identity and its Implication on Organizational Development . Minesota: University of Minesota. Lowe, K. (n.d.). The Importance of Culture in Organizations. Retrieved April 23, 2015, from Chron: http://smallbusiness.chron.com/importance-culture-organizations-22203.html Mnagement Study Guide. (n.d.). Importance of Organization Culture. Retrieved April 23, 2015, from Mnagement Study Guide: http://www.managementstudyguide.com/importance-of-organization-culture.htm Read More