people want to utilities a social identity in order to show their knowledge

8/8/2019 People Want to Utilities a Social Identity in Order to Show Their Knowledge

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Name Muhammad Faisal Kaimkhani Group 14

Q1: Why do people want to utilize a social identity when interacting with other people?

And why might people choose to identify with a low-status group?

People want to utilities a social identity in order to show their knowledge, status, power,

prestige emotions and distinctions in a given environment. In certain level an individual

identification is rest on comparison and distinctions between in- group members and out-group member’s conceptual components motivated by an individual underlying self

esteem. (Tajfel1972.p293,J.C Turner 1972,Hogg 2000c) One's identity is comprised of

both one’s own internal identity and an open social identity. People want to show theirs

attributes as a member of a certain group with in which one falls such as one’snationality, his political affiliations, organization work group etc in an organization level

social identity plays a tremendous role in shaping of characteristics of an individual in a

complex networks of intergroup relations in terms of self esteem and prestige.

People some time give more emphasis on their professional and organizational identitythan ascribed identities which in my sense shows one’s affiliations and trust in an

organization. People want to peruse their Self identity in order to gain positive self esteem in an organization. Self identity helps any one in reducing uncertainty in order to

gain self enhancement which help them in avoiding the risk to their prestige. (Hogg

2001)

People can choose to identify with low –status group for job satisfactions,organizational commitments and against high level employees with low job satisfactions

and organization commitment. People with low-status group consider that their status

position is legitimate outcome of procedures response positively to any kind of merger than their counterpart high level which response more negatively due to high level of

legitimacy. People with low level status in organization have low level of in-grouporganization bias than high level.(Turner J,C 1978 and Brown) An individual thinks thatlower Status groups has more in commons than high ones`` it is the group with which an

individual most commonly interacts and through which other members of the

organization interact with him or her``(R.M karamar,1981,pp.204-205).

Q2: The phenomenon of salience is treated in the period of the chapters included in the

readings.

a: What is meant by salience? b: Discuss how the salience of different social identities could deliberately affected in

order to ensure that employees hold a strong positive organizational identification?

Salience is the pronounced features of identification ranked in salience hierarchy drawn

on the basis of identity theory and social identification theory.(Tajfel and Turner,1986)

Salience shows the relative position of an individual in an organization according to their internal and external norms. An individual has two relevant salience norms in an

organization according to their identities and position in an organization which may be

subjective importance for any higher level identities to situational relevance to low level

identities. Salience is the feature of an individual identification which shows an



individual’s goals, values and key attributes to enact the identity in an organization.

(Brewer 1995,M E Brown 1969.R.M Kramar,1991,Lawler1992)

There are generally two social identities in any organization or group which arehigher order identities and lower order identities. Salience of these two social identities

can deliberately affected in the case of external enemies picking fights which got inroad

due to distinctive physical proximity between higher level identities employees with lowlevel and these distinctive can be overcome by responsible manners such as

interdependence, communication channels etc.Suppose there is an issues in an

organization related to social stereotypes and historical inequities may threatenedmembers demography. There may be some sort of unjust ice to the people while in the

process of hiring, promotion and in giving rewards by targeting demographic salient

categories of any individual members which may result in fostering backlash and

resentments against the different categories members which are the laudable historicwrongs.(e.g Day,Cross,Ringsies and Williams,1999) The salience of lower level identity

in any organization may be affected if higher level identity not admitted or appreciate its

premium qualities in any organization for instance a supervisor may be ordered to

perform acts that are contravene the percepts of her prayer group.(Barnent andMiner,1992) If there is not greater overlap in between identity and generalization of

identification so that salience of different identification in any organization or group willnot be correlated to each other. There may be a clash if any marketing company is not

hiring its team on the basis of marketing salience such as an individual having multiple

identity can respond to an issue on the perspective of his gender and ethnicity.(Hogg and

Terry 2000)

Q#3: Westenholz reviews five different stories on various attempts to introduce industrial

revolution in Scandinavian companies. which of these approaches stories seem ,in theorymost promising to you encouraged the development of the shared social identity

(organizational identity) among workers and managers in an industrial organization? Use

also contributions in Hogg and terry to peruse your line of argumentation.

The major factor of Autonomous work group is that it provide social identity to an

individual by empowering them in decision making according to their status and role andframing standards for quantity and quality on the basis of feedbacks from internal or

external sources. The formations of unions in the Scandinavian countries is the result of

this theory which help then in eroding the long tradition of interest based bargaining and

injustice laws and regulations and thus Autonomous work group theory created physical proximity between connected tasks and groups.(inspired by Lewin experiment)

I will personally like Autonomous work group theory of development

of industries in scan avian countries because it give liberation to people fromunnecessarily restrictive traditions,ideologies,assumptions,power relations and identity

formations which is a key hurdle for any organization in prosper and distort opportunities

for autonomy which provide satisfactions to people’s wants and need .Sweden alsoexperiencing at any how the critical theory in order to give expansion to its industrialized

network and a key model to other Scandinavian countries. Autonomous work group also

helps in transforming the pillar of bourgeois theory into practical theory which in return

help in construction of self in an individual. The major factor behind the success of



critical theory is the democratic dialogue whish researcher tried to implement in

Scandinavian countries which give boost to the idea that everybody should take active

part in dialogue and give their points of views. (The critical organization theory by MatsAlverson) The best example of Autonomous work group is the story of Volvo in Sweden

which involved employees in the implementation process at small and highly varying

degree. In my opinion critical theory provide an open approach to top management whileinteracting with employees and help them in generating innovative ideas and avoid

backlash between lower level identities with high level identities. Critical theory give to

the win win situation in any organization to both employees and management because it bond them in co-ordination and help them in decision making, task distribution,

formation of internal and external leadership and implementation of individual

operations.(Fordest concept with Thomas sandberg)

References

• Hogg, M.A. & Terry, D.J. (2001) “Social identity theory and organizational

processes”. Philadelphia, in Hogg, M.A & Terry, D.J. (2001)”social identity processes in organizational contexts. PA: Psychology press.

•

• Ashforth, B.E. & Johnson, S.A. (2001) “Which hat to wear? The relative salience

of multiple identities in organizational context”. In Hogg, M.A & Terry, D.J.

(2001) social identity processes in organizational context. Philadelphia, PA:

Psychology press.

• Ashforth, B.E. & Johnson, S.A. (2001) “Which hat to wear? The relative salience

of multiple identities in organizational context”. In Hogg, M.A & Terry, D.J.

(2001) social identity processes in organizational context. Philadelphia, PA:

Psychology press.

people want to utilities a social identity in order to show their knowledge

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