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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.
Organizational Identity is to not simply be an organization that provides commodities and services or to take stands on the salient issues of the day, but to do these things with a certain distinctiveness that allows the organization to create and legitimize itself, its particular "profile," and its advantageous position [1]. [11]
Organizational identification is how much a person defines themselves as part of an organization they are a part of. It also refers to prosperity of the individual at the company. It relates to multiculturalism since at any organization there are bound to be a lot of people with a lot of different backgrounds.
Organizational Information Theory (OIT) is a communication theory, developed by Karl Weick, offering systemic insight into the processing and exchange of information within organizations and among its members.
Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature.
Researchers have found that a desire for quality (rather than profits) is associated with professional identification. [6] Organizations tend to be concerned with efficiency and profitability, whereas professions care mainly about providing the highest-quality service (as defined by the professions), almost regardless of cost or revenue considerations (Freidson, 2001).
An organizational chart, also called organigram, organogram, or organizational breakdown structure (OBS), is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs. The term is also used for similar diagrams, for example ones showing the different elements of a field of ...
The organizational diagnostic phase is often integrated within an overall OD process, commonly called 'a consulting process'. An example of such a process is: Entry → Diagnosis → Action Planning → Implementation → Termination [4]