Social Identity Processes in Organizational Contexts

Question: Discuss about the Social Identity Processes in Organizational Contexts. Answer: Introduction The main objective of this paper is the identification of the importance of personality to accomplish organizational position. It has been observed that in the organizational process, during the recruitment of employees the managers emphasize on the personality trait as compared to the talent and expertise. This paper attempts to explain various reasons that make the aspect of personality an important factor to determine the organizational management in the recruitment of employees. Organizational progress includes accomplishment of different roles and skills that depend on personality traits (Bolino et al. 2013). The unique traits of personality of a person such as creativity, discipline, integrity and interpersonal communicational styles are elemental in providing a satisfactory customer service and to handle pressure. The assignment will therefore, investigate the importance of a good personality traits for the success of the organization and will evaluate the developmental aspect s in the organizational behavior. Theories of organisational behaviour This theory has been developed in the early twentieth century by Frederick Taylor and had four key principles: 1) To find an efficient way to perform and succeed in the organizational setting, 2) Coordinating all the employees and expert in each task, 3) Supervising employees and workers by punishments and rewards as the motivation for them and 4) To control and plan effectively during the end of the task (Champoux 2016). Taylor was effective in the improvement of the rate of production by using his theory of classical organization. His techniques contained hiring skilled workforce and equipments. He also investigated the production in the organization. He combined various parameters that helped to yield productivity in the organization. His theory yielded good results in business organizations that were simple but it failed to perform in an effective manner in the other organizations having modern structure. Contingency theory was constructed by an native psychologist of Austria named Fred Edward Fiedler. It is based on the fact that any course of action depends on the situations that occur internally and externally. It comprises of three factors that are the relation between the member and the leader in the organization, structure of the task and the power of the position. These factors play a pivotal role in the growth of the organization (Greenberg and Colquitt 2013). It was proposed by Ludwig von Bertalanffy in the year 1928 who was a Hungarian scholar. According to this theory all the segments of an association are related to each other and the transformation of one variable can affect others. It says that a system can easily be an open one or a closed one and an open system can interact with the environment and a closed system cannot interact with the environment (Rice 2013). Evaluating potential organisational problems and formulation of proactive managerial interventions Culture is characterized by various traditions and the history of individuals. It includes individuals having same ethnicity, nationality, religion and dialect. (Bolino et al. 2013). Organizations include various individuals of different backgrounds and cultures. A hierarchical culture cannot fit social ability and help in the building of aptitude comes in. An association that is equipped socially helps in uniting learning about various individuals and changes them into guidelines and practices that help in the success of the organization (Hogg and Terry 2014). Importance of diversity: It means to respect and accept various differences in different cultures. The individuals in the organization have different cultural backgrounds and belong to different races, religion and speak different languages. They shift to different areas and get along with and mix with individuals belonging to different communities and religion. Studies suggests that variables like residence, sexual orientation and socio-economic status plays a upper hand to the racial discrimination in the current scenario. As an example, a Vietnamese couple that moved to America, and brought their kids up in a rural zone, the youngsters might recognize the European American pop culture instead of Vietnamese culture of their folks just due to prolonged exposure (Judge and Robbins 2015). By understanding such conditions can help in the better understanding of diversity that is complex in nature. Self-assessment of culture: It is important to be aware of various cultural practices in an organization. Physical distance plays an important in some cultures while interacting socially (Langton et al. 2013). It is mistreated if an individual touches the hand of the other person with whom he or she is interacting with and it should be prevented. The organization should perform a self- assessment of culture for it individuals to help them in adjusting people from different cultural backgrounds (Pinder 2014). Understanding the dynamics of difference: There are various factors that can affect the interaction the interaction between different cultures. For instance, Native Americans and African American have experienced mistreatment and are discriminated by individuals belonging to different cultures. These experiences suffered by the cultural group can transfer it to other generations and affect them in a negative manner. The organization should help the interaction of individuals belonging to different cultural groups. Teamwork plays an instrumental role in the path of success of any organization and the individuals should respect each others culture that will help in communicating effectively and making the organizations to reach new heights (Langton, Robbins and Judge 2013). Integrating knowledge of culture: The organization should help in instilling knowledge of different cultures by developing various programs and policies. The employees must be trained in an effective manner to provide knowledge of various cultures. Adaptation of diversity: Adaptation of diversity is very important for the individuals in the organization. The members should respect and value the tradition and culture of all the members that will help them in communicating effectively (DuBrin 2013). Recent developments in organisational behaviour. Globalization: Organizations have changed the workplace ambiance and style in the hopes of catching up with the upbeat and dynamic corporate world. The manner or coordination and cooperation adapted by different corporate organizations has changed in significant ways in the present century .Thomas Friedman highlights this marvel in his book "The world is level" that there are few kinds of changes that has aided in the globalization of business. There I genuine desire of worker to improve his insight and morph into an efficient masterpiece of effective business strategy by keeping in mind various problem brought by the worldwide economy to reach his goal (Crane and Matten 2016). Emerging employment relationship: Shifting paradigms in the organizations have made it extremely important to consider a part of the emerging representative relation issues that can affect the businesses in the decades to come. By understanding these emerging issues can aid the administrative body to arrange better and effective reaction to the transformations in the workplace environment. The relationship of a boss and the employee is additionally demonstrating change in the present-day period. The employee should be provided adaptable working hours to perform to their best. Administration now invites upward correspondence and cooperation of lower level representatives in the basic leadership prepare. Change of workforce: The statistics of the workforce has changed in the present century. This is because of various elements such as a maturing populace, work deficiencies and migration. Another reason that has changed the workforce is the adjustments in the states of mind of laborers (Champoux 2016).The organizations need to adjust their enrollment, preparation and administration procedures to adjust to evolving workforce. The bosses may need to go up against less talented specialists at first and create them, instead of just contracting experienced individuals. Employing workers from abroad can help to achieve success in the organization Management of Knowledge: Administration of information is an organized action that increases the ability of an association to obtain, share, and use learning for its survival and achievement. The choices we make are depend on the information of some kind. To improve these activities and their principle characteristics and choices, it is important to grasp the method of administering the information. Research studies have explained that reliable culture is an important hindrance to utilize scholarly resources. They emphasize on four separate routes in which culture lays a profound impact on the hierarchical practices integral to information creation, sharing, and utilization. The very first is the doubt about what information is and which learning merits overseeing. The second route is the connection among various individuals and authoritative learning. The social communication that decides how learning can be utilized as a part of specific circumstances is the third component. And the fourth and last route is the procedure by which information is created, legitimated, and circulated in the associations (Holsapple 2013). Conclusion It can be concluded that organizational behavior is the way by which the individuals in an organization interact with each other and with the customers. A fruitful and effective organizational setting can be easily deduced by a healthy and mutually respectful relationship between the environment of the organization or workplace ambiance and the operational structure of the organization. Organizations that are open systems largely rely on the organizational atmosphere. The environment of an organization is determined by organizational behavior in both the staff and the management. As explained above, organizational personality involves communication, interpersonal, time management skills and respecting each other culture along with the ability of integrity and a proper organizational environment can not be effectively established without these traits. References Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior.Journal of Organizational Behavior,34(4), pp.542-559. Champoux, J.E., 2016. Organizational behavior: Integrating individuals, groups, and organizations. Routledge. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier. Greenberg, J. and Colquitt, J.A. eds., 2013. Handbook of organizational justice. Psychology Press. Hogg, M.A. and Terry, D.J. eds., 2014. 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