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Lecture 4

Lecture 4. Organizational Identity. Objectives. The organizational behaviourists perspective(s) on identity studies The contribution of Albert and Whetten Model of the Moment: Albert and Whetten’s Identity change re an organization’s life-cycle (see page 89).

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Lecture 4

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  1. Lecture 4 Organizational Identity

  2. Objectives • The organizational behaviourists perspective(s) on identity studies • The contribution of Albert and Whetten • Model of the Moment: Albert and Whetten’s Identity change re an organization’s life-cycle (see page 89)

  3. Organizational Identity and Identification • Many scholars approach the identity concept through the lens of organizational behaviour (particularly in the US). • As such, they refer to organizational identity and organizational identification concepts rather than to corporate identity concept. • It is fair to say that the organizational identity perspective forms the DOMINANT academic perspective

  4. What is organizational identity ? • GIOIA (1998) observed that there are three, distinct, philosophical traditions underpinning the examination of the identity concept: • 1: FUNCTIONALIST. Regards identity as a social fact. • 2: INTEPRETATIVE. Focuses on how employees construct meaning of who they are within the workplace. • 3: POSTMODERN. Examines power relationships within an organizationalcontext.FOR THE MAIN: THE ORGANIZATIONAL IDENTITY PERSPECTIVE ADOPTS THE INTERPRETATIVE PERSPECTIVE.

  5. The contribution of Albert and Whetten (1985) • Albert and Whetten’s examination of the identity concept in 1985 entitled “Organizational Identity” (appearing in Research in Organizational Behavior of the same year) is the most influential academic work on identity (from any perspective) • This article launched a distinct tradition of research and scholarship among organizational behaviorists relating to identity studies.

  6. Albert and Whetten……………continued • The organizational identity concept is markedly different from corporate identity in that is focus is mainly INTERNAL with primary importance being accorded to personnel’s affinity with the organisation. • In contrast, corporate identity tends to focus on the distinctive attributes of the organization (which, by implication, subsumes the above)

  7. Albert and Whetten’s tripartite characterization of identity • The above argue that in DESCRIBING an organization or FORMULATING a statement about an organization’s identity the focus should be on those things that are: • CENTRAL, • DISTINCTIVE and • ENDURING

  8. That which is CENTRAL……... 1. It should capture the essence of the organization. • “The criterion on claimed central character”

  9. That which is ….DISTINCTIVE 2. Distinguishes the organization from others • “The criterion of claimed distinctiveness.”

  10. That which is…..….ENDURING 3. Exhibit some degree of sameness or continuity over time. • “The criterion of claimed temporal continuity.”

  11. DISCUSSION POINT….. Consider what is CENTRAL, DISTINCTIVE AND ENDURING ABOUT this School of Management ?

  12. ENDURING….a moot point ? • This characteristic has been criticised by a number of scholars. For example: • GIOIA, SCHULTZ AND CORLEY argued that an organization’s identity is FLUID and is NOT STABLE • BALMER argued that rather than saying an identity is enduring the word EVOLVING would be more appropriate.

  13. Albert and Whetten...other contributions to theory: i • THE NOTION THAT ORGANIZATION’S HAVE DUAL (by implication Multiple) IDENTITIES. They cite the example of Universities which are like (a) a church and (b) a business.

  14. Albert and Whetten...other contributions to theory: ii • Argued that issues of identity come to the fore in different stages of an organization’s life-cycle. • Six life-cycle stages were identified by the authors

  15. …...model of the moment identity change in the context of the organizational Life-cycle 1: Formation 2. Loss of Founder 3. Accomplishment of an organization’s raison d'être 4. Rapid Growth 5. Merger or Divestiture 6. Retrenchment

  16. Epilogue • It must not be forgotten that the identity concept IS NOT ONLY apposite for organizational entities…………………………..

  17. CONSIDER: MICHAEL WOOD WRITING ON ENGLAND……….. • Identity is not something genetic, safe and secure. It is shaped by history and culture: it is about group feeling; allegiance to the state, but in an open society that can be wide and inclusive. • It is always in the making and never made.

  18. SUMMARY • The Organizational Behavior perspective regarding identity studies has become the dominant academic perspective • Perspective owes much to the pioneering conceptual work of Albert and Whetten in the US • Albert and Whetten argued that identity refers to what is central, distinctive, and enduring about organizations. • Their article of 1986 is also notable in relating to the articulation of the corporate life cycle and their examination of the concept of the dual identity.

  19. The question, “What kind of organization is this?”refers to features that are arguably core, distinctive, and enduring. These features reveal the identity of the organization. Albert and Whetten

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