Presented at the academy of management conference, chicago. The concept was first defined by albert and whetten 1985 and later updated and clarified by whetten 2006, according to whetten 2006 the attributes of an organizational identity are central, enduring. Sociologists and organization scholars seem to be more and more interested in exploring the crossroad of professions and organizations see for example the recent monograph of current sociology on this topic, introduced by its editors, muzio and kirkpatrick entitled professions and organizations a conceptual framework. Aims to clarify the domains of organizational identity, image, and reputation, by employing the concept of the social actor. The process led the organization into an exploration of various aspects of organizational change communication. The dynamics of organizational identity show all authors. I sought to understand how an organization might retain an enduring identity. We further argue that instead of destabilizing an organization, this instability in identity is actually adaptive in accomplishing change.
A theory of organizational image management joseph eric massey walden university email. Organizational identity as a concept for understanding. It argues that organizational identity is a promising concept for researching both continuity and change in higher education institutions, and identifies and describes various uses of organizational identity within universities and colleges, demonstrating the relevance of the concept for understanding current dynamics within the higher. Oct 15, 2016 research on organizational celebrity is in its nascence, and our understanding of the process through which organizations gain, maintain, and lose this asset remains incomplete. The dynamics of organizational identity, mary jo hatch and majken schultz section iii. We consider the following types of organizational flexibility following tsourveloudis and phillis, 1998. Read social identity, organizational identity and corporate identity. In contrast, we highlight how the paradoxical nature of an organizational identity can influence stability and change that identity. The first picks up on our earlier criticism of their work as tautological i. Organizational identity and identification and their impact. Pdf the dynamics of organizational identity semantic scholar. However, numerous empirical studies have also found that universities are undoubtedly changing both due to internal developments and external dynamics. The dynamics of organizational identity mary jo hatch. An empirical study of organizational identitys influence on the strategymaking process.
A social actor conception of organizational identity and its implications for the study of organizational reputation. Organizational identity management oxford bibliographies. T1 organizational identity, image, and adaptive instability. Organizational identity, image, and adaptive instability. Towards an integrated understanding of processes, patternings and products joep p. Organizational identity and its implication on organization. One part of this activity is to manage organizational identity to ensure that the various strategic projections produced by organizational members are coherent and support the new strategic investments. Cornelis bernardus maria cees van riel born 15 june 1951 is a dutch organizational theorist, consultant, and professor of corporate communication at rotterdam school of management and director of the corporate communication centre at the erasmus university, known for his work in the area of corporate communication and reputation management. Organizational identities and institutions dynamics of the organizational core as a question of path dependence. He has coedited two books, crossroads of entrepreneurship 2004 and organizational identity in practice 2006, and is also an associate editor for the journal of management studies. Maximizing performance by achieving clarity, consistency, commitment, and alignment in an organizations purpose, brand, and culture.
Organizational identity, image, and adaptive instability, academy of management. N2 organizational identity usually is portrayed as that which is core, distinctive. Eisenberger r huntington r hutchison s sowa d 1986. For our purposes, organizational identity ie who members believe themselves to be as an organization see albert and whetten, 1985 can usefully be viewed as a special case of organizational image. Organizational identity is a mechanism that mediates between external pressures and. Identity regulation as organizational control producing the appropriate individual, mats. Research interests cognition and human information processing in organizations. Since publishing the adaptive corporation in 1985, alvin and heidi toffler have theorized about what organizations must do not only to survive but to prosper in a socialeconomic environment that is fundamentally different from the industrial era in which they were born. We extend this research by examining which information is the primary catalyst of the celebrity process, how and why this process unfolds, and what the potential consequences are for an organization.
If this is the first time you use this feature, you will be asked to authorise cambridge core to connect with your account. Design and analysis of robust and adaptive organizations. In this article we define organizational analogs for meads i and me and explain how these two phases of. Organizational identity oi scholars study both how such selfdefinitions emerge and develop, as well as their implications for oi, leadership and change, among others. Contrary to albert and whettens description of organizational identity as enduring, identity is dynamically unstable and adaptive. Social identity, organizational identity and corporate. Further reproduction prohibited without permission. Available formats pdf please select a format to send. Understand the creation and maintenance of organizational culture.
Pdf organizational identity, image, and adaptive instability. Balmerw leeds university business school, maurice keyworth building, university of leeds, ls2 9jt, uk, school of. Organizational identity does determin orientation of organization. This is done through applying the internal factors of a theoretical model, comprising of identity, culture and image, at an empirical setting. The effect of organizational culture on organizational image. Social identity, organizational identity and corporate identity. Little is known, however, about how organizational leaders accomplish this crucial task.
Mar 01, 2007 organizational identity and employer image. Refereed journals continued commentary on jones, t. In this chapter, we continue to address the issue of structure with an emphasis on the new designs that companies are implementing to deal with an increasingly competitive environment that focuses on efficiency. Ranging from theoretical contributions to empirical studies, the readings in this volume address the key issues of organizational identity, and show how these issues have developed through contributions from such diverse fields of study as sociology, psychology. Adaptive organizations are capable of modifying processing strategies and structure to maintain high performance. Flexibility in design is the key to success of adaptive organizations. The effect of organizational culture on organizational. Jan 01, 2000 organizational identity usually is portrayed as that which is core, distinctive, and enduring about the character of an organization. This confusion depends in part on the inconsistent use that scholars have made of these terms in the past. This confusion depends in part on the inconsistent use that. Organizational identity, image, and adaptive instability, dennis a. The stronger the organizational identity the greater the organizational identification. National identity, globalization and the discursive. Current scholarship, divided between advocates for identitys temporality and endurance, has not empirically addressed the ways in which certain organizations take steps to retain their central and distinctive features.
Eisenberger r huntington r hutchison s sowa d 1986 perceived organizational from busniess 220 at university of phoenix. Understand the dimensions that make up a companys culture. The concept of organizational identity is often confused with similar concepts such as organizational culture or organizational image. The importance of organizational identity and its role in. Organizational identity leads to maintain and loyalty of customer and employee, conjunction of strategies, achieve to financial goals, and creating a sense of organization purposefulness. This investigation of the fundamental character of organizational identity and identification with an organization is arranged in the form of a provocative discussion between key scholars. Just as an individual has an identity so too does an organization. It assumes a larger perspective than work identity the identity individuals assume when in a workrelated context and organizational behavior the study of human behavior in. We argue that because of the reciprocal interrelationships between identity and image, organizational identity, rather than enduring, is better viewed as a relatively fluid and unstable concept. Eisenberger r huntington r hutchison s sowa d 1986 perceived. For example, when we look at nasas challenger tragedy, its obvious that nasa was so caught up with projecting the idea of being ahead of its time and technologically advanced that they rushed the space shuttle into production without being as carefulthorough as they should have. In introducing their concept of organizational identification, blake ashforth and fred mael started with social identity theorywhich holds that ones selfconcept combines a personal identity based on individual traits with a social identity based on group classificationsand originated the concept of organizational. Through the use of an unconventional, conversational format the reader is drawn into a provocative discussion among key organizational scholars that focuses on three different paradigmatic views of. Towards an integrated understanding of processes, patternings and products, british journal of management on deepdyve, the largest online rental service for scholarly research with thousands of academic publications available at your fingertips.
Organizational identity, culture, and image oxford handbooks. Our findings highlight the role of organizational culture as a source of cues supporting sensemaking action carried out by leaders as they reevaluate their conceptualization of their organization, and as a platform. Some instability in organizational identity is adaptive, encouraging a poised system. In this paper, we present a longitudinal study of organizational responses to environmental changes that induce members to question aspects of their organization s identity. Reading this chapter will help you do the following. The book focuses on three different paradigmatic views. Professional identity, organizational identity, and scientific innovation. As a unit, they are the central attributes that have defined the character of the organization and the cause that it has served over the years. Identity studies focus on how organizations define themselves and what they stand for in relation to both internal and external stakeholders. I elaborate a theory of identity endurance using a case study of the national. Sample and data collection the research is based on a case study of ankara regional office of a multinational pharmaceutical company, which has operations in 100 countries, supply its products to 191 countries and.
Towards a unifying framework organizational identity and employer image. Those leading change in universities need to balance technological, academic and administrative concerns 11, 21. Organizational identity presents the classic works on organizational identity alongside more current thinking on the issues. Organizational identity is a commonly held representation of the organization. Although many organizational researchers make reference to meads theory of social identity, none have explored how meads ideas about the relationship between the i and the me might be extended to identity processes at the organizational level of analysis. Describe what organizational culture is and why it is important for an organization. Bocconi university, department of management and technology, via roentgen 1, 206, milano, italy. This continuity of organizational identity elements is reconstructed in a permanent process of remembering, interpreting, and challenging chreim 2005. Using the example of wikipedia, the free online encyclopedia, we show how a stable state of instability of the organizations collective identity is constantly being reproduced. Identity in organizations investigates the fundamental character of organizational identity and individual identification with an organization.
During periods of strategic change, maintaining the congruence between new configurations of resources and activities strategic investments and how these new configurations are communicated to external organizational constituents strategic projections is an important task facing organizational leaders. One part of this activity is to manage organizational identity to. We further argue that instead of destabilizing an organization. Oct 25, 2008 the content of organizational identity may take the form of answers to general questions about the organizations present identity, but it may also concern who the organization wants to become or how it wants to be perceived ie desired future imagegioia and thomas, 1996, opening itself up to the concerns of external.
Organizations can have multiple identities depending on both differences in how different groups perceive the. Mar 01, 2007 read social identity, organizational identity and corporate identity. Accordingly, it was aimed to identify the effect of organizational culture on organizational identity and organizational image. Organizational identity is a field of study in organizational theory, that seeks the answer to the question. One part of this activity is to manage organizational identity to ensure that the. Commonly held in this context is meant to exclude individual perceptions if they are not shared within a group. Universities are often portrayed as, and have been found to be, quite stable organizational forms where it is difficult to initiate and implement change. Adaptive organizational design in chapter 10, the basic options for organizational structure were discussed. Organizational image, broadly speaking, can be defined as perceptions, either sent or received, by various internal and external stakeholders about a given organization. Sign in here to access free tools such as favourites and alerts, or to access personal subscriptions. The label given to an organization may be stable, but the meaning of the label changes.
832 1041 403 1156 1315 1309 582 579 243 440 60 1088 901 126 54 777 702 1163 886 248 1506 482 277 1389 636 261 937 340 1477 1314 849 321 1405 1240 787 591 1441 1451 426