Essence of Organization Identification - Article Example

Lеаdеrshiр and Оrgаnizаtiоn Dеvеlорmеnt Journal Name Institution Lеаdеrshiр and Оrgаnizаtiоn Dеvеlорmеnt Jоurnаl Introduction Sometimes, in the analysis of a company or business venture, the analysts are forced to providing the differentiation between perceived image and the actual reality of the company. In this endeavor, the analysts sometimes find themselves torn between the two terms. Often, image is mistaken for similarity and vice versa. The way people, and precisely employees identify themselves with the organization in which they work for is very important. The attachment that these workers get and their commitment to a certain employer are the key ingredients of organization identification. This fosters their loyalty, altruism and even determines their retention capacity. To this end, this paper will examine how this organization identification comes about. This will be done through an analysis of an article, Image and similarity: an identity orientation perspective to organizational identification by Gonzalez and Chakraborty (2012) Summary of the article Gonzalez and Chakraborty (2012) link the employee loyalty, altruism and retention in an organization to the special identification and tie that these employees have towards the specific organization. Gonzalez and Chakraborty (2012) argue that employees feel less and less pressured to go out and seek better offers elsewhere if they have the special connection between themselves and the organizations in which they work for. This link is found in the organization’s image, mission, reputation as well as characteristics of other individuals in the realm of this organization. According to Gonzalez and Chakraborty (2012), people achieve a sense of purpose and even some pride if they live in an environment where they have found organizational associations in their places of work. If the organization gives the personnel a chance to have a space in which they can express their opinions and contribute their values, then these personnel will feel more attached to this organization. People will always try to seek out associations whose values, beliefs and norms are in congruence with their own. This is how people identify themselves with these organizations. In the same manner that makes people get attracted to the organizations that fit into what they believe in, people will more often than not get attracted to other people who share their beliefs as their own. This differentiation in the quality of values, beliefs and other attributes bring about the essence of the nature and quality of the relationship between the individual and others in the organization. However, Gonzalez and Chakraborty (2012) state that sometimes it is impossible for these people to bring out a definitive identification with others at the face value. As a result of this, most times the issue of similarity is inferred. It might be impossible to have the deep- rooted attributes at a glance. The demographic factors such as size, age and even experience of the other members of a particular organization is most times the determinant factor that leads to these people identifying themselves with others who have the same attributes. Key learning points from the article A number of points could be identified in this article and these points are highlighted in the following discourse. According to Gonzalez and Chakraborty (2012) and Ashforth and Mael (1989), organizational identification falls under the levels of social identification where a member of the organization believes completely about what the organization stand for and adheres to these beliefs to an extent that they become self-defining. In other words, the individual perceived identify of the organization culminates into a reality. This perception of identity is considered as being very important to the management of the organizations as they stand to benefit most. This is because the workers would have the necessary motivation to work even harder if they feel that there is a connection between them and the organization in which they are affiliated to. Another point that Gonzalez and Chakraborty (2012) have brought out in this article is the effect that organizational identity and similarity has on the employees’ image. The implication is that the higher the regard given to an organization, the higher the image that the employees in this organization will have. Every person feels appraised when he or she is accrued or attached to an organization which has a good public image (Bhal et al 2009). The employees will feel motivated to work for the company and at the same time they will acquire loyalty and altruism towards this company. This is an important aspect in the employee retention in many of these organizations. The employees will feel settled and satisfied if they are in a position where they feel appreciated. For this reason, their productivity will be enhanced. As such, it becomes the responsibility of the organization management to ensure that they identify well with the employees. Gonzalez and Chakraborty (2012) state that the leaders of the organizations are instrumental in ensuring that the image of the organization is kept perfect. These leaders are perceived as being the public images of the companies in which they work. As such, it is their duty to ensure that the company creates, gains and maintains a good public image. A good public image is a very convenient and a good feature for any company (Stole, 2008; Hanzaee, K and Farsani, 2011). It is the duties of these leaders to ensure that the organizations that they lead maintain the good public image they create. Perceived similarity according to Gonzalez and Chakraborty (2012) implies that the employees can identify themselves with the organization in which they work for only if the organization has a good image, both in the public and inside the company itself. Statement analysis From this article, a number of statements have been identified and they are analysed in the following paragraphs. Statement 1: leaders of the organizations are responsible for uplift of organizational image As seen earlier on in the introductory portions of this paper, leaders of the different organizations are deemed responsible for the creation of a good image for the organizations they run (Gonzalez and Chakraborty, 2012). Harris (2012) concurs with this statement by adding that since the management of the organization is tasked with propelling the organization to greater heights, it is their duty as well to ensure that the organizations they run are well branded and the image is satisfactory. A good image of an organization makes it more appealing to other people and people start having a perceived identity to the organization. Statement 2: Perceived similarity in an organization leads to employee retention The concept of employee retention is also attached to how well the employees identify with the organizations that they work in. if the employees feel appreciated and needed in the places of their work, chances are that they become attached to the organization and their loyalty is maintained (Gberevbie, 2010; Hutchens, Tischey, Deutsch, 1982). The employees will identify themselves with the organization if they feel that the organization has their best interests at heart. Statement 3: A good image fosters identification From the article, it can be observed that a good image mostly fosters the good relationship between the company, the employees and other members of the society. People will always try to identify themselves with the organization whose image is considered to be impeccable. This implies that the society values quality and quality in an organization can be measured by how the organization is viewed both internally and externally. If the brand or the image of the organization is considered to be good, then the people will struggle to identify themselves with these organizations (Gonzalez and Chakraborty, 2012; Harris, 2012; Taylor et al 2006). Statement 4: There is cohesion between the perceived image, perceived similarity as well as perceived identification Perceived image, perceived similarity as well as perceived identification are the key points in which the organization has to adhere to in the event of creation of their brand as a company. These three concepts are interrelated. When an organization has a good perceived image, it’s likely that there will be perceived identification to the organization from all corners. The employees, the external as well as the internal effects will be put in place to achieve this identification when the image is good (Gonzalez and Chakraborty, 2012; Gberevbie, 2010; Hughes & Rog, 2008). Critical analysis of this article The two authors, Gonzalez and Chakraborty (2012), have tried to bring out the concept of image and similarity, linking it to the identification in an organization. From the article, it can be observed that the authors dwelled more on the perception of image than upon the similarity aspect. Though the authors have succeeded in bringing out this connection between image of an organization and the perceived identification, they have not clearly brought out the connection between the similarity and the identification in the organization. Similarity has been ousted from the image. But through the identification process, the two have been interlinked in a chain. Without one aspect, the other cannot be. However, this isn’t entirely the case in the real world. Sometimes, one aspect may be present even if the other aspect is absent in the actual scenario. Put in this way, the authors could be said as to have dwelled more on one aspect while ignoring the other or failing to bring about a clear cohesion between the three concepts. In the data collection, analysis and sampling part, the authors have come up with samples which they have used to collect their data. However, they have not clearly shown how they narrowed the sample size to the figure that they used for this analysis. This could imply that some form of biasness could be present. For a random sample, a proper rationale as to how the result was derived and arrived at needs to be outlined to avoid confusion and get rid of biasness. Application of the concept to UAE business environment Akoum (2008) states that the UAE is one of the fastest rising hubs of conducting business in the world. Companies are set up every day to take advantage of the business flow in this region. As a result of this, the concept of image and similarity has take root in the region. Organizations are keen upon achieving a good image, both in the public as well as in the internal structures of operation of these companies. This allows them to have a higher degree of employee retention while at the same time achieving a competitive edge in the market. The culture in the UAE is very accommodating. The political system allow for creation of a conducive environment for competitive business conduct. Lesson from this article In brief, the article has embarked upon the discussion of the following matters. One of the lesson learnt here is that image perceives similarity and this leads to perceived identification. Another lesson is that the leaders of the different organizations are very instrumental in retaining the good image of the companies. The organizational image is mostly created by the influence of the leaders of this particular organization. The leaders are the spokesman of the organizations. As such, they are responsible for the image of their organizations. They stand out in the public as well in internal dimensions of the organization. Gonzalez and Chakraborty (2012) believe that through the process of interaction, and sharing of ideologies and beliefs with others, they achieve organizational reality. The kind of group that an individual keeps and associates with is instrumental in making this person achieve what he or she wishes (Searle & Hanrahan, 2011; Sigler, 1999). For instance, being a member of a prestigious group allows the person to have a self of heightened self esteem. This allows the individual to absorb the characteristics, strengths and perceptions of the members in this group. As such, the individual attains a sense of belonging. The same applies for the external aspect of the organization. According to Gonzalez and Chakraborty (2012), the perceived external image of the organization and its identification stems from the perceived similarity between the organization’s members and their leaders. To quantify their argument, Gonzalez and Chakraborty (2012) did a research using 212 different respondents in different sectors. it was found out from this study that students in colleges and universities exhibited a lower degree of organizational identification when compared to the respondents from the business fraternity. Gonzalez and Chakraborty (2012) also found out that people like to have and be associated with their organizations at a time when these organizations are positively regarded. The same applies to the external image of the organization. If the external image of the organization is perfect, the persons working in this organization will to reinforce their perceived similarity with these organizations to an extent that they even actually become attached to these organizations. Conclusion From the discussion that has been conducted above, it has been observed that the two authors have successfully brought about the interrelationship between the perceived image, perceived similarity and perceived identification. In conclusion, it has been shown that if the leaders of the organizations apply these concepts well, they are in a good position to steer their companies to heights of excellence. References Akoum, I.F., (2008).Conducting business in the UAE: A brief for international managers. Global Business and Organizational Excellence, 27 (4): 51–66. Garg, P& Rastogi, R., (2006). New model of job design: motivating employees' performance. Journal of Management Development, 25 (6):572 – 587. Gberevbie, D.E., (2010). 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