Identity, Culture, and Organisation

Identity, Culture, and Organisation Introduction Organisations have recently encountered forces from some sources that encompass rivals, shareholders, and clients, which have caused them to adopt a â€Å"lean on mean† policy. For workers, this move has caused rationalisation and cutting back every expression demonstrating real or potential unemployment. Irrespective of the expression selected, this tendency has made many employees to reconsider concerns of dedication, faithfulness, and the identity of workers.Advertising We will write a custom essay sample on Identity, Culture, and Organisation specifically for you for only $16.05 $11/page Learn More The usual mental treaty was typically relational with shared confidence supposedly at the core of the union between workers and employers (Gioia et al. 2010). In line with this comprehension, workers at National Health Service in the United Kingdom showed faithfulness and dedication whereas employers provided job security, future of the pro fession, as well as training and development. The sense of the new psychological treaty argument affirms that there exists a decrease in the dedication and fading away of identity with bosses. The notion of reduced identity has also been studied in academic literature, which discloses that identity in organisations is associated with motivation, confidence, dedication, and nationality (Zachary et al. 2011). Due to identity in organisations, there could be a great improvement in performance. In academic research, there are two different points of views, viz. the view of multiple identities and that of trade off. This paper discusses these two competing perspectives in the context of National Health Service and explores the function of identity dynamics at occupations, stating their significance, and elucidating them theoretically. Organisational identity At the level of an individual worker in the National Health Service, the termination of organisational mooring lines denotes the la ck of logic, belonging, and management, and thus the optional focal points for identity have turned out to be higher-flying. There are implications that workers presently focus on the externalities of organisations with adherences to the line of work or the internalities of organisations in the form of occupation or project teams. Therefore, apparently the concern of identity has recently turned out to be more intricate with dissimilar concentrations on identity (Clark et al. 2010). Research vividly offers varying concentrations on identity and loyalty with the occupation or career. Additionally, numerous academic advancements exist in the National Health Service though there is a lack of empirical activities specifically concerning the subject of nested identities. Two different points of view can be obtained from abiding academic research (Ravasi Phillips 2011).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15 % OFF Learn More One of the viewpoints presents multiple identities and affirms that varying concentrations of identity do not require being in a contest, but are in agreement with one another. People might identify with their direct co-workers, identify with the standards of their bosses, and as well feel dedicated towards their occupation (Ashforth, Rogers Corley 2011). A good example that can demonstrate this assertion is the case of a physician who may closely identify with co-workers in the healthcare sector, identify with the standards and goals of the National Health Service (NHS), and have loyalty and links with the health profession. A different viewpoint proposes that trade offs associations exist amid various centres of identity (Grimes 2010). In this regard, when a person identifies with his or her medical co-workers it is at the cost of the career and organisation. In an attempt to revisit the medical correlation, if a physician identifies with his or h er medical professional co-workers, it complies with the fact that the state of identity with the NHS and medical career reduces. Role of identity dynamics at work Delineating and considering identity in National Health Service Identity in the National Health Service has become a significant theoretical lens to discuss the association involving a worker and boss and in addition, it has been identified as a cognitive association between the description of the organisation and the description of self. Essentially, powerful identities in organisations come up when people integrate the discernment of the standards of the employer into their own point of view (Schreyà ¶gg Sydow 2010). Therefore, personal and organisational standards are well suited. A progression like that comes up from two approaches. One of the approaches is the similarities with a boss where people choose to join organisations whose standards equal their own established convictions (Edwards Edwards 2012). The secon d approach is emulation where the individual convictions of a person vary in the course of employment to turn out to be strongly matched with those of their boss. The theoretical foundation of the work in the sector focuses on the theories of social identity and self-categorisation. Organisational identity assesses the progression of the way workers describe themselves via their association with the boss (Dutton, Roberts Bednar 2010). The practice of identification in the National Health Service fundamentally hails from social evaluations between employees and their characteristic groups. Therefore, identity is outlined by the awareness of employees that they belong to particular social groups in conjunction with a number of psychological and value importance to them of their group devotion.Advertising We will write a custom essay sample on Identity, Culture, and Organisation specifically for you for only $16.05 $11/page Learn More Concisely, people descri be themselves by getting into social sets that carry significance to them; for instance, physicians could describe themselves as partaking in a health profession whose objective is to assist in taking care of individuals in the society (DeRue Ashford 2010). Additionally, physicians will participate in the health career, which is an impressive profession, and thus in this manner boost their confidence and self-identity. In a bid to elucidate the identity of a person, a second practice of social evaluations arises between groups. Individuals in a similar social group are viewed to be compatible (Balmer 2008). In this regard, dissimilarities with other individuals are augmented, thus resulting into the uniqueness and attractiveness of the groups of compatible individuals. The insinuation of the practice of social identity is that people describe themselves via group membership and assign to features of the group, and thus the more powerful the identity, the more the mind-sets and cond uct of a person are controlled by the standards of the group. Organisational identity is a precise demonstration of social individuality (Arendt Brettel 2010). Organisational identity has normally been associated with three interrelated aspects namely: Constructive organisational fit Emotional dedication Internalisation The difference between organisational identity and the outlined aspects is that organisational identity is self-definitional (Scott 2007). Therefore, employees possess organisational standards and convictions instead of merely embracing them. Research on identity Currently, the idea of organisational identity has focussed on two major themes. One of the themes is the roots of identity and the other is the connotations of organisational identity (Weber Dacin 2011). Research has revealed that particular aspects boost organisational identity in the National Health Service with the likelihood that the identity of employees with their boss is higher if: Members of a group are compatible with them Organisational standards are similar to personal standards Term increases The personal characteristics imply a higher inclination to identify with the organisation (Tlili 2008) There is little or no conflict involving group identities As aforementioned, many studies have examined the results of organisational identity. Research on organisational identity has also revealed that organisational recognition constructively relates to job satisfaction and motivation and it negatively relates to turnover objectives as well as real turnover (McLeish Oxoby 2011). Theoretical explanations The Rising Organisational Identity Programme As emphasised earlier, some variations to the employment affiliation have cropped up and brought about restored identification with career and workgroups (Powell 2007). A significant topic that has not been adequately studied is the character of the affiliation between career, group identity, and identity of the organisation (Roone y et al. 2010). Future research should aim at demonstrating whether identities are corresponding and matching or whether strong recognition with the career could occur at the cost of other kinds of identity.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The argument of multiple identities In self-identity studies, it has been suggested that a person will be a member of numerous social groups with all of them partaking in the general sense of identity. Nevertheless, â€Å"these identities will not bear identical meaning or value and could be organised subconsciously in a nested structure; therefore, employees may embrace multiple identities† (Ahlgren Tett 2010, p.25). In the case of a National Health Service, multiple identities could arise from affiliations with the organisation, co-workers, career, or departments. In an excellent situation, standards and convictions of these unique societies will be corresponding and mutually buttressing (Edwards Peccei 2010). Therefore, an employee will identify with various kinds of identities like those with the group, career, and organisation. The argument of trade off The connection involving career and organisational identity Due to the lack of a strong relationship within Nationa l Health Service, workers have deliberately taken up optional basis of identity. The standard organisational term has decreased, but workers stay in the same occupation for elongated terms and thus identify with lasting social group, viz. their career (Christian 2011). In brief, a higher trade off involving career and organisational identity exists. With regard to the downsizing incident, career identity has become more powerful while organisational identity has become weakened. The inconsistencies of recognition for industrial scientists have been studied with professional principles being in disagreement with the ones embraced by their bosses (King, Felin Whetten 2010). This conflict of identities is anchored in the idea that employees are administered by two sources. One of these sources is the managerial standards and cultural principles of the organisation. The second source is the principles of occupational societies, as well as â€Å"collegial management†. This fixati on to a professional society is based on the perception that since â€Å"trained consultants are believed to have interiorised the principles of the career, professions support right to govern their own activity† (Alvesson 2012). Due to hiring trained workers in the National Health Service, workers anticipate a particular degree of independence and the organisation supposes that they will carry on with the occupation at hand. Therefore, the conflict turns out to be a query of reliability between the influences of position in an organisation against the influence of technology, knowledge, and ability. The aforementioned inconsistency presupposes that there will be a clash between organisational and occupational identity (Akerlof Kranton 2005). Nevertheless, the philosophers of organisational identity propose that the affiliation between career and organisational identity in the National Health Service has brought about unconstructive and constructive affiliations. The affili ation involving group and organisational identity Contending literatures disprove enhanced identification with career, but aim at renewed concentration on groupings in organisations. Few practical researches have evaluated these groups, and one of them is the practical research by Haslam in 2004. Haslam (2004) reveals that workers identify more powerfully with their groups as compared to identification with their bosses and in fact, the group is a more powerful forecaster of constructive employee approaches. Haslam’s affirmation hinges on the allegation that identity is more enhanced in smaller groups for they are more probable of structuring distinct societies with common principles due to maintained interaction (Smith 2011). Conclusion Organisational identity has turned out to be a significant topic in organisations, and specifically National Health Service, in the modern age due to the creation of unions and acquirements and the supremacy of organisations where it is prog ressively hard to understand organisational confines. The view of reduced identity has also been studied and unveils that identity in organisations is connected with motivation, confidence, dedication, and nationality. Due to identity in organisations, there could be a great advancement in the performance of National Health Service. In academic studies, two different points of view exist and they consist of the view of multiple identities and the view of trade off. This paper demonstrates that with the increase in organisational identity, there is a corresponding increase in the group and career identities. Similarly, when organisational identity is poor, group as well as career identity will as well be poor (Edwards 2009). Therefore, at the extremes seems to be enhanced occupation-associated identity or poor occupational associated identity. This outcome reveals the authority of characteristics mainly supported by the strong constructive association between the requirement for iden tity and command of organisational identity. Reference List Ahlgren, L Tett, L 2010, ‘Work-based learning, identity and organisational culture’, Studies in Continuing Education, vol. 32 no. 1, pp. 17-27. Akerlof, G Kranton, R 2005, ‘Identity and the Economics of Organisations’, The Journal of Economic Perspectives, vol. 19 no. 1, pp. 9-32. Alvesson, M 2012, Understanding organisational culture, Sage, London. Arendt, S Brettel, M 2010, ‘Understanding the influence of corporate social responsibility on corporate identity, image, and firm performance’, Management Decision, vol. 48 no. 10, pp. 1469-1492. Ashforth, B, Rogers, K Corley, K 2011, ‘Identity in organisations: exploring cross-level dynamics’, Organisation science, vol. 22 no. 5, pp. 1144-1156. Balmer, J 2008, ‘Identity based views of the corporation Insights from corporate identity, organisational identity, social identity, visual identity, corporate brand identity and corporate image’, European Journal of Marketing, vol. 42 no. 10, pp. 879-906. Christian, L 2011, ‘Discerning the unique in the universal: the notion of organisation identity’, European Business Review, vol. 23 no. 6, pp. 632-654, Clark, S, Gioia, D, Ketchen, D Thomas, J 2010, ‘Transitional identity as a facilitator of organisational identity change during a merger’, Administrative Science Quarterly, vol. 55 no. 3, pp. 397-438. DeRue, D Ashford, S 2010, ‘Who will lead and who will follow? A social process of leadership identity construction in organisations’, Academy of Management Review, vol. 35 no. 4, pp. 627-647. Dutton, J, Roberts, L Bednar, J 2010, ‘Pathways for positive identity construction at work: Four types of positive identity and the building of social resources’, Academy of Management Review, vol. 35 no. 2, pp. 265-293. Edwards, M 2009, ‘HR, perceived organisational support and organisational identif ication: an analysis after organisational formation’, Human Resource Management Journal, vol. 19 no. 1, pp. 91-115. Edwards, M Edwards, T 2012, ‘Procedural justice and identification with the acquirer: the moderating effects of job continuity, organisational identity strength and organisational similarity’, Human Resource Management Journal, vol. 22 no. 2, pp. 109-128. Edwards, M Peccei, R 2010, ‘Perceived organisational support, organisational identification, and employee outcomes’, Journal of Personnel Psychology, vol. 9 no. 1, pp. 17-26. Gioia, D, Price, K, Hamilton, A Thomas, J 2010, ‘Forging an identity: An insider-outsider study of processes involved in the formation of organisational identity’, Administrative Science Quarterly, vol. 55 no. 1, pp. 1-46. Grimes, M 2010, ‘Strategic sensemaking within funding relationships: The effects of performance measurement on organisational identity in the social sector’, Entrepr eneurship Theory and Practice, vol. 34 no. 4, pp. 763-783. Haslam, S 2004, Psychology in organisations, SAGE Publications Limited, London. King, B, Felin, T Whetten, D 2010, ‘Perspective- Finding the organisation in organisational theory: A meta-theory of the organisation as a social actor’, Organisation Science, vol. 21 no. 1, pp. 290-305. McLeish, K Oxoby, R 2011, ‘Social interactions and the salience of social identity’, Journal of Economic Psychology, vol. 32 no. 1, pp. 172-178. Powell, S 2007, ‘Organisational marketing, identity and the creative brand’, Journal of Brand Management, vol. 15 no. 1, pp. 41-56. Ravasi, D Phillips, N 2011, ‘Strategies of alignment Organisational identity management and strategic change’, Strategic Organisation, vol. 9 no. 2, pp. 103-135. Rooney, D, Paulsen, N, Callan, V, Brabant, M, Gallois, C Jones, E 2010, ‘A new role for place identity in managing organisational change’, Managem ent Communication Quarterly, vol. 24 no. 1, pp. 44-73. Schreyà ¶gg, G Sydow, J 2010, ‘CROSSROADS- Organising for Fluidity? Dilemmas of New Organisational Forms’, Organisation Science, vol. 21 no. 6, pp. 1251-1262. Scott, C 2007, ‘Communication and social identity theory: Existing and potential connections in organisational identification research’, Communication Studies, vol. 58 no. 2, pp. 123-138. Smith, E 2011, ‘Identities as lenses: How organisational identity affects audiences evaluation of organisational performance’, Administrative Science Quarterly, vol. 56 no. 1, pp. 61-94. Tlili, A 2008, ‘The organisational identity of science centres’, Culture Organisation, vol. 14 no. 4, pp. 309-323. Weber, K Dacin, M 2011, ‘The cultural construction of organisational life: Introduction to the special issue’, Organisation Science, vol. 22 no. 2, p. 287. Zachary, M, McKenny, A, Short, J, Davis, K Wu, D 2011, ‘Franc hise branding: an organisational identity perspective’, Journal of the Academy of Marketing Science, vol. 39 no. 4, pp. 629-645.

Finding Darwin's God Assignment Example | Topics and Well Written Essays - 750 words

Finding Darwin's God - Assignment Example Miller holds the point that thought scientist might explain their understanding of the Universe in terms of the quantum physics theories; however, every theory has its influence from the supreme creator called God.   Quantum theory of physics observes the Universe as a combination of smallest or discreet parts such as atoms, nuclei, and subnuclear parts. Miller observes that these discreet particles, when combined in a random fashion, might have chances to result in unpredictable happenings in the world. In other words, the microscopic particles identified by quantum physics would combine to end up in macroscopic events; this unpredictability, Miller calls as the central property of matter. On the other hand, God, who created innumerable things in the same way as the combination of discreet particles influence the world with unpredictable events. Miller’s argument tries to build strong logical compatibility between the quantum theory, the evolution made by God, in terms of u npredictability, Miller seems to have maintained an acceptable logical statement that science and religion have unpredictable things in common. This could be understood in with the help of many events, which has happened in the course of years. If the scientists could consider the first report of Tsunami, Katherina and various tremors occurrences as unpredictable, then the same could also be argued in terms of some supernatural influence holding the earth. In this sense, Miller wins his argument.  Miller observes that creationists have the belief that natural science ends up with supernatural conclusions, but he differentiates religion and natural science clearly. There exists meaning for everything made by God and hence his creation holds his identity, so there is nothing-logical present in evolution and thus they believe that there is God argues creationists whereas evolutionists argue that there is logical reasoning for everything in the world.

Unit 3 Introduction to American Court System Essay

Unit 3 Introduction to American Court System - Essay Example Moreover, this system declines a hierarchical model of searching justice and favors the coordinate model (Dammer & Albanese, 2010). The coordinate model exercised by this system divides authority for developing, giving evidence and deciding on the verdict. This division checks power among the eventual decision makers. Therefore, this system manifests the public’s sovereignty, eliminates government abuse, and finally averts lawyers’ abuse. The rule of evidence incorporated by this system has an overall effect on the capacity of the system to identify truth because of delay. Subjection of both parties on the same formalities results to scant comfort. This will not guarantee a fair result because it is inadequate at the conceptual level (Leo, 2009). Moreover, inequality amid the parties leads to unjust advantage for the trial because the rules of evidence support the accused. This system is also deficient because of its inequality. This is because substantial responsibility is within the power of the lawyers for the accused. This is a weakness of this system because there is no representation for the accused. Conclusively, this system requires a neutral fact seeker. It encourages the contrasting sides to search and present their most persuasive evidence. However, the fact seeker is forbidden from making judgments before winding up the

Critical Analysis of Two Primary Schools Essay Example for Free

Critical Analysis of Two Primary Schools Essay A critical analysis of the All Saints Primary School and Liverpool College Prep School websites. All Saints homepage immediately stresses the importance of learning together and demonstrates the emphasis that is placed upon religion within in the school. Their mission statement is presented as being â€Å"All Saints is a community where God’s light in each individual is nurtured and loved, allowing his spirit to shine in each one of us within our Catholic environment†. This is in contrast with Liverpool College which instead chooses to focus upon academic attainment on its homepage, stating: â€Å"High academic achievement is our primary aim and our results in national tests show that our standards are some of the best in the city and far above average in mathematics and English†. Both websites are extremely informative to the browser and offer detailed information on issues such as admission and behavioral policies. There is also a message from both headmasters outlining their visions for the schools. The schools contrast however in their ethos, religion appears to play an integral role within all aspects of All Saints whereas there is no mention of it within the Liverpool College website. Although both schools place a great importance upon producing an environment in which every child matters and feels secure. Liverpool College Prep School also displays information concerning tuition fees, whereas All Saints website being a voluntary aided school is free of cost to prospective pupils. Both schools however do demonstrate the significance they place upon extra-curricular activities by dedicating pages on their websites to the opportunities that are available to pupils within their school. The websites of both schools also outline the curriculum the school adheres to as well display their anti-bullying policies so they are accessible to all. The two schools display information for parents and offer advice and support in how they can effectively support their child through primary education. On the All Saints website this page is accompanied by a behavioural policy which the children are expected to comply with. Liverpool College asks parents to contact the school if they would like to receive a copy of the behavioural policy.

Pygmalion and Society at the Time Essay -- Papers

Pygmalion and Society at the Time In this essay I will be discussing Bernard Shaw's representation of Edwardian Society in 'Pygmalion'. Shaw was a member of the Fabian Society; a collection of middle class people who believed that capitalism had created an unjust and unfair society. They were concerned about the unreasonable and imbalanced class system of the time and wanted to 'reconstruct society', creating an equal and fair civilisation with no class divide, which was so blatantly obvious due to the ignorance between classes. The rich lived lifestyles of luxury; the men would earn livings through land and property they owned and through careers such as scientists, lawyers and accountants. In the summer, they enjoyed a whole season of entertainment at their London house for tea and dinner parties, dances and visits to the theatre. In winter, they had holidays abroad and spent weekends at each other's country houses. The men went shooting and hunting and the ladies entertained themselves horse riding. Meanwhile, the poor were struggling on the dirty streets earning a pittance for manual jobs in workhouses and places similar. Conditions for them were sometimes so bad that they were forced to live in ridiculously over-crowded houses with other poor families. They could not afford new clothes or even food at times. They could certainly not afford luxuries like the rich enjoyed. The setting of Eliza's home and Mrs. Higgins' home show the both the pitiable living condition of the poor and the far from modest living conditions of the wealthy. Eliza can only afford the basic needs; a place to sleep, one set of clothes and limited light... ...h man, 'I sold flowers not myself.' Eliza's ability to reprimand Higgins is a bit of a shame for Higgins, as he is being scolded by someone who he had always considered lower than him. This illustrates again the fact that money does not buy you respect or manners and does not make you a good person. Shaw wanted the middle classes to realise and consider the working class. He was convinced that the way to alleviate the problem of poverty in society was to provide equal opportunity for all. This message is depicted in Eliza's transformation. Shaw also attacks middle class values and brands them hypocrites. He suggests that exposure to working class values might do them some good and teach them a valuable lesson. It is an influential message from start to finish and will persuade many people to consider others more.

Reflection Paper on Sensory Evaluation

Corook, Mark Lester F. 2009-17733 FS 131 – Reflection Paper The journal article â€Å"Sensory food science in the changing society: Opportunities, needs, and challenges† written by Hely Tuorila and Erminio Monteleone is about the trends in sensory food science showing its history and its evolution over the past 15-20 years. The progress in research methods and instruments were also presented in the article. Also, it talked about the significance of sensory evaluation to the food industry, and the future opportunities and challenges in the field.The topic was a good one and is relatable to FS 131. As a Food Technology student, this article is of great help on appreciating the course and the role of sensory food science to the industry. According to Tuorila and Monteleone, sensory food science has extensive function to food production and marketing – no food or beverage is worth producing and marketing without at least an approximate idea of the acceptability of it s sensory quality. I strongly believe this statement since I think that consumer perceptions are highly relevant to commercial success of foods and beverages.By reading the article, I realized that sensory evaluation is of great value to both the tactical and strategic research goals of the food industry. A brief history of the field was also presented in the paper. Pangborn (1989) stated that sensory food science evolved from the need for scientifically sound sensory evaluation of foods. By reading this journal, I realized that sensory evaluation is really related to the behavioural sciences, such as psychology, and to biology, nutrition and heath sciences.I also realized that sensory evaluation functions like chemical, physical and microbiological characterisation of products. As I read the trends in the field, I realized that the research methods have grown immensely. I read from the article that for sensory evaluation to be scientifically sound, many skills and training are requ ired. But sadly, not all of us appreciate this fact. New methods and instruments were summarized in a big table. It can be seen that computers played an important part on the progress of these methods.They are very important since they make data entry more convenient and less prone to errors. Also, internet is also an essential part of the development due to its use in data collection for various sensory tests (home use tests, online FGDs). I recognized the potential of the discipline to enhance liking for healthy foods. â€Å"New foods for the weight control market naturally require sensory testing and consumer acceptance research. † Also, I believed that sensory research is a necessary tool in defining optimal sensory properties of a product. I realized the significance of sensory evaluation to catering services.Sensory evaluation can be utilized to gather systematic sensory information across cultural preferences and to define acceptable options. Thus, the discipline helps in understanding the character of cuisines of different populations, which is very essential for businesses. Also, through reading the paper, I realized that there are great opportunities for sensory research and that in our changing society, new issues relevant to sensory science are likely to emerge. Thus, I see the need for high level basic training and opportunities for college students to specialize in the field, and proper funding for sensory research.

Resolution Case - 987 Words

Resolution case â€Å"Abbington Youth Center† Lidia Blandolino Anna Clara Cucinelli Antonina Navarra Antonia Iero 1) What assumptions are implicit in Mr. Thomas’s determination of a breakeven point? His first assumption Is that Abbington Youth Center, being a Non-profit organization, doesn’t need a profit, so he calculated the breakeven point with a profit that is equal to 0 ( total revenue=total costs). His second assumption is that he doesn’t take in consideration the differences among the three programs but he computes the breakeven point using the averages( fees per student and variable costs per student) of the center. He didn’t point out from the beginning that he included salaries in the fixed costs. His third assumption is that the†¦show more content†¦We also computed the breakeven point for each program. As we can see, the numbers of students are not the ideal ones, and they probably need to be redistributed. At the same time, since Ms Fineberg would like to have a profit of $ 10.000, we decided to compute another breakeven point considering this profit, which results to be 103. So 103 students are enough to have the profit we need. However we have already 115 students and we are in a short-run so we cannot eliminate some students, for this reason we decided to keep 115 children with the profit of 55.705. 4) Based on the information of Exhibit 1, Ms Fineberg is considering eliminating the After School Program. What advice would you give her? Dear Ms Fineberg, After the analysis of Exhibit 1 we suggest you not to eliminate the After-school program because on this way you would eliminate the program’ variable an fixed costs and the its revenues but the overhead fixed costs would stay on the same level. 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