Social Identity Theory

Paper Summary:

This paper examines how a review of the available literature on social identity theory and enactments suggests that organizations who consciously work towards creating and fostering a common identity will reap the benefits of greater organizational commitment. It also examines how the theory can improve employee morale and job satisfaction as well as better decision-making processes, enhanced creativity and innovation, and more competitive edges.

From the Paper:

"One way for organizations to manage existing or potential conflicts is to ensure that management practices promote rather than compromise job satisfaction by establishing integrity in promotion processes, allocation of resources, and organizational policies (Anon, 2003). After all, research on experimental and ethnic groups indicates that groups are less likely to evidence ethnocentrism and defensive biases if differences are viewed as legitimate (Ashforth & Mael, 1989). Hatch and Schultz (2002) also contend that knowing how organizational identities work can help organizations avoid organizational dysfunction and thus increase their effectiveness. "

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