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There are multitudes of external factors that may influence an organizations identity. For example, a city with oppressive civil rights laws is likely to affect the diversity of an organizations identity within its jurisdiction accordingly and vice versa. Factors such as competition also play a major role in the identity an organization may assume.
Organizational identification correlates to the relationship between self-identification and commitment to an organization. [9] Organizational identification instills positive outcomes for work attitudes and behaviors including motivation, job performance and satisfaction, individual decision making, and employee interaction and retention.
Identity management theory explores the role of face, negotiation, and identity convergence in regard to intercultural communication. IMT seeks to explain how the development of interpersonal relationships is the means by which cultural identities are negotiated. [1]
Workplace communication is the process of communicating and exchanging information (both verbal and non-verbal) between one person/group and another person/group within an organization. It includes e-mails, text messages, notes, calls, etc. [ 1 ] Effective communication is critical in getting the job done, as well as building a sense of trust ...
Identity negotiation refers to the processes through which people reach agreements regarding "who is who" in their relationships. Once these agreements are reached, people are expected to remain faithful to the identities they have agreed to assume. The process of identity negotiation thus establishes what people can expect of one another.
An illustrative example of this theory in action is when an organization provides a conducive work environment (hygiene factor) along with regular employee recognition programs (motivator). This combination can significantly contribute to a motivated workforce, more inclined towards engaging in OCB.
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Projected identity: The self-presentations of the organization's attributes manifested in the implicit and explicit signals which the organization broadcasts to internal and external target audiences through communication and symbols. Desired identity (also called "ideal" identity): The idealized picture that top managers hold of what the ...