Organizational Identification

Word Count
webster university
MNGT 5590
Organizaonal Idencaon
MNGT 5590, Fall 2018
Management and Leadership
in the Graduate School
Webster University
The Role of Organizaonal Idencaon
Organizaonal idencaon (OID) is a model with the employee and the company share
the same goals and values. Organizaons are complex enes. They have di2erent departments, values,
visions, ideas, and personalies that make each one of them unique. There is nothing wrong with these
with being di2erent. In truth, they are part of what makes each organizaon unique from the next.
However, understanding that while organizaons are di2erent, the individuals within an organizaon,
are di2erent from each other as well. Individuals are unique and have their own ideas of the
environment around them and of business. It should be the overall objecve of the organizaon to
enfold that uniqueness, yet sll have their employees idenfy with how the organizaon does business.
Organizaons have values, goals, visions, and desires just like anyone else.
Organizaonal idencaon (OID) is the degree with which the organizaon and the people in
the organizaon share the same values, goals, ideas, and visions. As the people in the
organizaon share the values of the organizaon; the organizaon begins working more like
a well-rehearsed football team as opposed to di2erent groups sta2ed by di2erent
Envision, for a moment, a baseball team. A great team would have the coaches and
players all working together for a common goal, which is to win the game. Envision the team
as the organizaon and each player as an employee. What would happen if each player had
their own unique values or goals for the team. What if the player had di2erent ideas for the
team instead of what the coaches wanted? If the players and the coaches are not working in
unison, the win is much more unlikely. This is an unlikely model.
This is precisely why OID is so important. Organizaons want their employees to
idenfy with the organizaonal goals and values so they have a be<er chance of being
successful. When employees idenfy or agree with these aspects of the organizaon, they
have more pride about their work and the organizaon that they work for. The employees
display more job sasfacon. The teams Organizaon Idencaon will manifest itself in in
customer service and product quality.
Communicaon and Social Identy Theory in OID
Social Identy Theory (SIT) is well established in organizaons. Hogg and Terry found
that SIT is very helpful in explaining a number of variables that are relevant. There is increasing