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According to the work of Albert and Whetten, the task of managing organizational identity is often neglected until an organization reaches a point where it is unavoidable. This may happen in situations when an organization has experienced significant growth, downsizing, or fostered multiple identities that have become irreconcilable.
Professional identity formation is a complex process through which the sense of oneness with a profession is developed, with some of the difficulty arising out of balancing personal identity with professional identity. [5] Professional identity begins to form while individuals gain their educational training for their profession.
Organizations can do this by "creating a need for meaning via sense breaking" [44] by causing people to question their old values against the new, better values and dreams offered by the company. So, controlling identity and identification benefits the company because it makes for more satisfied employees who stay longer and work harder.
In the United States, diversity, equity, and inclusion (DEI) are organizational frameworks that seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination based on identity or disability. [1]
Primary identification is the original and primitive form of emotional attachment to something or someone prior to any relations with other persons or objects: [6] "an individual's first and most important identification, his identification with the father in his own personal prehistory...with the parents". [7]
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.
Work engagement is the "harnessing of organization member's selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances". [1]: 694 Three aspects of work motivation are cognitive, emotional and physical engagement. [2]
Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.