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Kyriakidou, Olympia. "Organisational identity and change : the dynamics of organisational transformation." Thesis, University of Surrey, 2001. http://epubs.surrey.ac.uk/723/.
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Riise, Jørn Hakon. "An examination of the relationship between organisational learning and organisational identity." Thesis, Henley Business School, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444689.
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Moeng, Siphokazi Florence. "A comprehensive university: constructing an organisational identity." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1029.
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The restructuring of higher education through incorporations and mergers has attracted a lot of attention over the past few years in South Africa. These incorporations and mergers have displaced institutions of higher education and positioned them in new organisational homes, thus subjecting faculties, schools and departments to a process of relocation, new knowledge acquisition, identity change and meaning-making processes. The merger has resulted in three types of universities; i.e. traditional universities, comprehensive universities and universities of technology. The introduction of the comprehensive university as a new institutional type has brought with it questions about the idea of the university and the purpose of higher education in general. Mergers in particular have initiated conversations about sense-making and meaning during change. Amidst all this, people within the merging institution have been confronted with a new organisation with which they have to identify. At universities in particular, questions about academic identity and organisational identity have become unavoidable. The boundaries that gave definition to a university have been (re)moved. The structure of the university, as it was known, has changed. Hence, in the newly merged NMMU, academics are in the process of internalising and giving meaning to the new organisational values and norms of a comprehensive university. Needless to say, the challenges facing the newly merged NMMU are cultural, structural and geographic. Bringing together different institutional and personal cultures involves a human dimension that needs to be nurtured by trying to form a coherent and cohesive organisation that is created from culturally diverse and uncomplementary institutions. Another challenge is bringing together different organisational structures, systems and programmes that are informed by different institutional cultures. Furthermore, the challenge of having multiple campuses that are geographically separated exacerbates the situation. Along with all these challenges, the NMMU has the task of constructing an integrated institutional identity through organisational forms and programme models that will embody the multiple functions that are typical of a comprehensive university. The aim of the current study was to explore how the meanings that academics assign to the notion of a comprehensive university are instrumental in constructing an organisational identity; describing in detail how at the NMMU academics make meaning of the comprehensive university and how that meaning-making process influences the construction of an organisational identity; and formulating recommendations based on the qualitative findings and quantitative results of the research. In an effort to achieve the aim alluded to above, this study employed the mixed methods approach that used a sequential, exploratory, transformative design. The complexity of the study was such that it required to be investigated through qualitative and quantitative analytical methods in order to confirm, triangulate and obtain a holistic picture of the situation under investigation. The sample for the qualitative interviews consisted of thirteen purposefully selected academics from all levels at the NMMU. The interviews were transcribed and coded into themes, categories and sub-categories. These themes were then developed and translated into statements for the questionnaire that was administered randomly to all NMMU academics. A total of 108 academics responded to the questionnaire. The responses to the questionnaire were analysed using the SPSS programme. The findings and results of the study revealed that there was a fairly common understanding of the term comprehensive university among academics. However, the details about its procedures appeared to be the privileged ownership of management. This situation mitigated the necessity for a sense-making process that would allow for negotiation, modification and alteration of already held assumptions. A pertinent concern amongst academics was the neglect of the ‘human factor’ during the change process. The management style also came under scrutiny, especially in terms of the facilitation and mediation of change. There was a consensus on the call for cohesion and unity that was believed to be one of the main features that would make the construction of the NMMU organisational identity possible. The vision, mission and values of the NMMU were believed to be central to the creation of cohesion and unity, which would subsequently result in the birth of an organisational culture that could inform the organisational identity of the NMMU. Strategies to actualise and realise the organisational identity were proposed by participants. Notwithstanding, the impact of the merger was identified as having a major influence in shaping the organisational identity of the NMMU.
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Hayes, Nicky. "Social identity, social representations and organisational culture." Thesis, University of Huddersfield, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303949.
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Van, Aswegen Laureen. "Power, Privilege and Identity at the Margins : Identity Work Transitions of Lower Echelon Managers." Thesis, University of Pretoria, 2020. http://hdl.handle.net/2263/75480.
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This study explores the hitherto unexamined role of national, cultural, societal and historical dynamics of power and privilege in the identity work of the lowest level of managers in organisations. This study revealed that so-called ‘post-apartheid’ South African organisations remain sites for perpetuating social injustice through physical vestiges of segregation as well as complex societal-organisational interdiscursive practices that serve to maintain an unequal distribution of power, social oppression and exclusion. Within this context, first level managers expressed their managerialism variously through contested and coercive agentic strategies of power and resistance, while finding themselves implicated and relationally complicit in invidious discursive practices, veiled as post-apartheid speak. Their social location at the ‘power margin’ between management and working classes educed a constant contested process of identity substitution, as they redefined themselves in the face of the loss and gain of socio-political power and privilege. This research contributes to and extends theory on identity work, intersectionality theory and whiteness in management and organisation studies to beyond the boundaries of the organisation, showing that the first level managers’ antipodal constructions of self were responses to the impact of organisational, societal and national political transformations on their variously politicised managerial selves. A particular strength of this study is that it integrates constructivist grounded theory with narrative inquiry and critical discourse analysis in a way that privileges the experiences of the participants through their stories about being first level managers in post-apartheid South Africa, while revealing a richly textured theoretical construction of identity work at the margins in the context of significant societal and political change. Ultimately, it is hoped that this study will contribute towards improving working lives in organisations by drawing attention to the everyday struggles of those managers at the lowest level of the management hierarchy in organisations, those at the margins of managerial power, for whom expression of their managerialism and acceptance of their authority as managers is a tenuous process, constantly contested within an organisational context where political power and societal privilege remain dominant mechanisms for influencing organisational behaviour. In so doing this research helps South African organisations to better understand the complex challenges of achieving transformation in the workplace.Thesis (PhD)--University of Pretoria, 2020.
Human Resource Management
PhD
Unrestricted
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Sargent, Leisa D. "Identity, its maintenance during downward organisational role transitions." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0021/NQ53790.pdf.
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Curtis, Lucill J. "Digital organisational storytellers : online marketing as identity work." Thesis, University of Essex, 2017. http://repository.essex.ac.uk/20037/.
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The thesis examines the effects of online marketing practices on the identity construction of individual marketers, referred to as the Digital Organisational Storyteller (DOS), across five business-to-business (B2B) organisations. I focus on illuminating their marketing processes and self-understanding when undertaking online marketing work, a practice I describe as bringing the organisation into being online. My research questions examine what the online marketing work processes the DOS undertake tell us about identity at work. They also enquire as to how they construct and understand their online identity work negotiations through these marketing activities, while considering how the DOS makes sense and gives sense to an intended audience. To investigate identity construction, I review studies on identity and identity work from organisation studies, management and social sciences’ literature. I also review marketing work, branding and co-creation literature from marketing scholarship. As the means to understand their lived experience, I study the work the DOS does, as a process of sensemaking and sensegiving through storytelling. Taking an interpretive, qualitative approach, I engage with storytelling through the methodology by asking the DOS to tell stories during the interviews. The first contribution of the thesis includes the introduction of four different character ‘types’ that summarise the way the DOS approaches sensemaking and sensegiving processes. The second contribution extends an understanding of online marketing work in contemporary B2B organisations. Accordingly, it can be categorised as a range of preparatory offline and online activities that culminate in textual and pictorial representations of the organisation, in a process described as ‘bringing the online organisation into being.’ These contributions are useful in informing our understanding of the types of identity constructions and practices that are emerging from online marketing work processes.
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Devine, Michael Joseph. "The dynamic processes of visual, corporate, and organisational identity : an exploratory study." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/39130/1/Michael_Devine_Thesis.pdf.
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The purpose of this study is to contribute to the cross-disciplinary body of literature of identity and organisational culture. This study empirically investigated the Hatch and Schultz (2002) Organisational Identity Dynamics (OID) model to look at linkages between identity, image, and organisational culture. This study used processes defined in the OID model as a theoretical frame by which to understand the relationships between actual and espoused identity manifestations across visual identity, corporate identity, and organisational identity. The linking processes of impressing, mirroring, reflecting, and expressing were discussed at three unique levels in the organisation.
The overarching research question of How does the organisational identity dynamics process manifest itself in practice at different levels within an organisation? was used as a means of providing empirical understanding to the previously theoretical OID model. Case study analysis was utilised to provide exploratory data across the organisational groups of: Level A - Senior Marketing and Corporate Communications Management, Level B - Marketing and Corporate Communications Staff, and Level C - Non-Marketing Managers and Employees. Data was collected via 15 in-depth interviews with documentary analysis used as a supporting mechanism to provide triangulation in analysis. Data was analysed against the impressing, mirroring, reflecting, and expressing constructs with specific criteria developed from literature to provide a detailed analysis of each process.
Conclusions revealed marked differences in the ways in which OID processes occurred across different levels with implications for the ways in which VI, CI, and OI interact to develop holistic identity across organisational levels. Implications for theory detail the need to understand and utilise cultural understanding in identity programs as well as the value in developing identity communications which represent an actual rather than an espoused position.
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Ward, Mark. "Understanding organizational identity in UK charities." Thesis, University of Chester, 2013. http://hdl.handle.net/10034/326105.
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There is a great deal of academic research around the topic of organizational identity in a corporate setting and an increasing level of interest in the area amongst practitioners. This study considers an under-researched area of identity scholarship in the UK charitable sector, specifically the degree to which internal stakeholders (employees) in two small to medium-sized UK charities, share an internally common understanding of organizational identity. An explicitly internal organizational perspective is explored to illuminate the communicated perceptions of employees in the participating organizations. A qualitative methodology was employed, using sixteen in-depth, one-to-one, unstructured interviews with a purposive sample of employees from the two organizations. Interview data is explored via a thematic template comprising codes emerging concurrently with analysis. Secondary data is provided to add depth to research discussion and conclusions. Findings indicated some interesting features in the ways that particular groups of UK charity employees understand organizational identity. Managers and non-managers expressed a broadly consistent group of themes, in articulating their understanding of organizational identity. One participating organization had a more internally-diverse understanding of identity than the other, which might suggest links between organizational performance and understanding organizational identity. Employees with less than two years’ service expressed their understanding in a clearly distinct manner from employees with long service. Whilst acknowledging the limitations of the study in terms of generalizability, the researcher proposes areas, around which practitioners might focus their efforts to develop, or improve, a shared understanding of organizational identity in their workforce, including induction and internal communication. Understanding of organizational identity for UK charity employees is notably under-researched. This study makes a number of contributions to the field of academic knowledge: directly addressing a deficiency in the existing topic literature; making some observations on methodology; highlighting areas of interest for future scholarly activity; and suggesting areas of focus for practitioners, around approaches to managing organizational identity.
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Kiley, Jerome. "Identity capital and graduate employment: an investigation into how access to various forms of identity capital relates to graduate employment." Doctoral thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/32737.
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Students at higher education institutions expect that their investment in education will be rewarded through positive employment outcomes. The dearth of research into graduates' personal circumstances which contribute to whether these expectations translate into reality was the starting point for this PhD thesis. Specifically, the thesis considered the role of identity development for success in the employment search. Erikson's and Arnett's theories of identity development and Côté's identity capital model were used as the theoretical basis to develop the Identity Capital Model of Graduate Employment (ICMGE). Erikson and Arnett proposed that gaining meaningful employment is a crucial task in an individual's development trajectory when moving from adolescence into adulthood. Côté's model explains under what condition this transition is likely to be successful: Individuals with greater access to resources, both tangible and intangible, are more agentic and thus in a better position to deal with identity formation challenges. The ICMGE thus proposed that graduates with more intangible identity capital, i.e. greater agentic personality, and greater access to tangible identity resources in the form of financial, human, social and cultural capital are more employable, which reflected in a greater chance of finding employment, a shorter time to find employment and higher quality employment. Given that in the South African context historically members of different racial and gender groups had unequal access to employment opportunities for which current employment legislation seeks to provide redress, race and gender were included as additional predictors of graduate employment. To test the ICMGE empirically, students' identity capital, race and gender were assessed via quantitative surveys, with data collected from N = 872 students in their final year of study at different higher education institutions in the Western Cape Province of South Africa. A year later, N = 508 of these participants provided data about their current employment situation in telephonic interviews. Contrary to expectations, not all forms of identity capital were related to one another. The strongest correlations emerged between financial and human capital, with weaker correlations with cultural capital. Social and psychological capital generally did not correlate significantly with other forms of identity capital. The level of identity capital differed by race, but no gender differences emerged. The ICMGE successfully predicted employment amongst 81.9% of the respondents. However, only race and cultural capital, in the form of type of secondary school and type of tertiary institution attended, and home language explained unique variance in the probability of gaining employment. Those who had attended former Model C or private schools, higher status tertiary institutions, were English speakers, and self-identified as white or coloured had a greater probability of gaining employment. Greater social capital, measured by the number of extracurricular activities participated in, was related to a lower probability of being employed. It is likely though that the indicator used for social capital was not appropriate, given that close to half of the employed respondents indicated having secured employment through social contacts. The quality of employment obtained was mostly predicted by race and agentic personality. Those who were more agentic in their approach to life, and those who identified as either white or coloured, had obtained higher quality employment. Financial capital and home language were the most relevant predictors of the time taken to gain employment. Those with greater financial capital and English or Afrikaans speakers spent longer looking for employment. Academic grades had little relevance in predicting whether or not graduates obtained employment. The study adds new knowledge to the graduate employability literature in that it shows that a theoretically derived graduate employability model can be applied to real-world conditions by predicting actual employment rather than a graduate's employment potential. The study also demonstrated the value of considering graduates' identity development and access to identity capital when considering their chances to secure employment, and in particular the quality of this employment. The ICMGE model only predicted small amounts of the variance in the employment variables, however. It is thus recommended that future research make use of instruments that are more sensitive to the intricacies of the different types of capital in larger and more representative samples.
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Junkka, Maja-Lisa, and Lena Karlsson. "Our and their identity : The concept of organisational identity among Swedish wine importers." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1353.
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This explorative study address the concept of organisational identity described by Albert & Whetten and takes their concept from the individual level to the industry level. When doing so the lack of empirical research and theoretical knowledge within this area becomes clear. Although an unexplored area we argue that if Albert & Whetten interpreted, the members’ perception to an organisational level we believe that it is also possible to aggregate the perceptions of the members/managers to an inter-organisational/industry level. When taking the identity to the industry level questions like, who are we at an inter-organisational level or with other words is there an industry identity and how does the industry identity affect the actions within an industry?
In this thesis, we will try to fill this gap of knowledge and contribute to theoretical concepts of industry identities, by gathering empirical data to substantiate the concept of industry identity. We will try to fill the theoretical gap concerning identities within an industry; explaining the content of these identities and how they are defined, in line with the contribution by Albert & Whetten, the same way as individuals organisational identity arises. Whenever he or she asks the question, who are we and what kind of business are we in (Albert & Whetten 1985), it is the same way as for an organisation within an industry to ask questions like – which industry do I belong to and what kind of industry are we in. The processes stressed by Hatch & Schultz also raises questions like how does the industry identity affect the interactions/actions between identities within an industry or how does the actions by one identity affect another identity within an industry? One industry that can be assumed to have developed an inter-organisational identity over time, due to a long history and clear cultural anchoring the last 10-years has been faced with both radical change and crisis is the Swedish alcohol industry. The empirical data in this study is based on eight semi-structured telephone interviews with importers (managers or top team) in the Swedish alcohol industry.
Consequently, we approach this explorative study by stating the following question; Is there an industry identity within the Swedish alcohol import industry, and if so, what is the content of this identity and how does this identity affect the actions taken within the industry? The main purpose is to answer the question stated in this thesis by; to describe the central and distinctive characteristics/aspects of the Swedish alcohol importers identity and to find commonalities and differences within these industry identities. To relate to these central and distinctive aspects of the industry identity in relation to the actions taken by the organisations within the industry.
The conclusion of this thesis is; yes, there is an industry identity based on two orientations; the product or market orientation and the content of these identities are based on how their importers believe that you as an importer should act in selling wine to the customers. Further conclusion is that; yes, industry identity (i.e. product or market) does affect action or rather some types of actions.
The possibilities to extend and further explore this industry seem endless. The changes in the industry and the settings of the environment that it exists in are continuously and a constant on-going process even though Sweden still has a monopoly. Our study has raised many questions that would be interesting to investigate in another study, for example if these two approaches can co-exist or if one of them would be dominant. Or if they actually need each other.
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Tollstoy, Johanna, and Zara Thornsäter. "A Communicative Identity : A qualitative study of an organisation's creation and communication of their identity." Thesis, Linnéuniversitetet, Institutionen för samhällsvetenskaper, SV, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19092.
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Both as leader and employee you need a perception of the organisational identity. The purpose of this thesis is to identify leaders’ perception of using communication to develop and implement the organisational identity with the employees and also to identify how the internal work with the organisational identity can contribute in making the employees good ambassadors for the organisation. Data has been gathered through qualitative interviews with four leaders at a future large organisation. By connecting and analysing the empirical findings with relevant theories we came to the conclusion that the leaders’ percept the communication as vital and that they consider creating the foundation of the organisational identity as their responsibility. They value co-creation and an open communication with the employees. We make the conclusion that ongoing communication is essential for including employees in the development of the organisational identity and in making these good ambassadors.
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au, jane lorrimar@challengertafe wa edu, and Jane Lorrimar. "Organisational culture in TAFE colleges : power, gender and identity politics." Murdoch University, 2006. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20070717.145611.
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This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a vertical slice of life in TAFE and include responses from administrative staff, lecturers, academic managers, corporate services managers and executives.
This study explores perceptions of power and the mechanisms of control that were exerted upon and within the colleges with a focus on the factors that impact on career satisfaction. In addition, it examines perceptions of fairness in relation to employment, remuneration and promotion issues. Specifically, it reveals a variety of points of view on the attributes of success and outlines the strategies individuals use to get ahead. Furthermore, it seeks to understand the way values and norms guide and justify conduct and how they influence organisational culture. It evaluates whether a climate of sacrifice operates in the colleges and whether individuals will sacrifice personal or professional values to get ahead.
Although much has been written on the impact of neoliberalism on the changing nature of work and organisational culture, there has been little investigation of the TAFE experience at the individual, group and institutional level. It is also less common to find analyses of workplace restructuring that conceptualises the changes from a feminist and sociocultural perspective. By investigating the colleges as sites of gender and identity politics, this study explores the way individuals and groups do gender and describes how gender asymmetry is reproduced through social, cultural and institutional practices. It highlights how individuals construct their professional and worker identity and perceive themselves in relations to others in the social and organisational hierarchy of the colleges.
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Golant, Benjamin David. "The discursive constitution of organisational identity in three English charities." Thesis, Royal Holloway, University of London, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.417705.
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Warden, Katarzyna. "Sustainable social (enterprise) entrepreneurship : an organisational and individual identity perspective." Thesis, Canterbury Christ Church University, 2017. http://create.canterbury.ac.uk/17596/.
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Purpose - to investigate the phenomenon of sustainable social (enterprise) entrepreneurship from both organisational and individual/personal identity perspectives. Two research questions ask: (RQ1) what are the key organisational identity (OI) and governance issues associated with sustainable social enterprises (SEs) and social entrepreneurship?, and; (RQ2) who are the social enterprise (SE) leaders/entrepreneurs (and why are they important from an identity perspective)? Design/methodology/approach – A stage 1 interpretative phenomenological analysis (IPA) employed 30 semi-structured interviews of social entrepreneurs in the (UK) South East; a macro-level conceptualisation of social enterprise (organisational) identity, sustainability and governance issues being the key deliverable. This was followed by a stage 2 social constructionist and social entrepreneurial identity study; whereby, 16 in-depth interviews, with 3 case study social enterprise leaders were conducted over a period of three years. Stage 3 involved 2 employee and volunteer focus groups to help triangulate data from the previous stages. Finally, stage 4 follow-up interviews with 4 selected informants helped evaluate the impact of the Brexit vote on my thesis arguments. Various third sector and government policy documents were consulted throughout the study. Findings – Firstly, I argue that understanding who organisations are, as well as, what they do, are important for understanding the sustainability of social enterprises, and the third sector. A new conceptual social enterprise grid (SEG) is developed to distinguish who social enterprises are; relative to other third and public-sector organisations. Secondly, a Ricoeurian narrative analysis helps demonstrate the agentic role of social entrepreneurs; how social enterprise sustainability is motivated by personal beliefs, social values and an idem (i.e. almost permanent) sense of identity. Similarly, results demonstrate how social enterprise sustainability could be at least part-attributed, to the lifetime agentic function of social entrepreneurs. Originality/value – This PhD thesis addresses fundamental definitional and theory gaps in the social enterprise and third sector identity literatures. It contributes by offering fresh perspectives on the complex and inter-related issues of (organisational and socio-entrepreneurial) identity, governance and sustainability.
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Lorrimar, Jane. "Organisational culture in TAFE colleges: power, gender and identity politics." Thesis, Lorrimar, Jane (2006) Organisational culture in TAFE colleges: power, gender and identity politics. PhD thesis, Murdoch University, 2006. https://researchrepository.murdoch.edu.au/id/eprint/164/.
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This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a 'vertical slice' of life in TAFE and include responses from administrative staff, lecturers, academic managers, corporate services managers and executives.
This study explores perceptions of power and the mechanisms of control that were exerted upon and within the colleges with a focus on the factors that impact on career satisfaction. In addition, it examines perceptions of fairness in relation to employment, remuneration and promotion issues. Specifically, it reveals a variety of points of view on the attributes of success and outlines the strategies individuals use to get ahead. Furthermore, it seeks to understand the way values and norms guide and justify conduct and how they influence organisational culture. It evaluates whether a climate of sacrifice operates in the colleges and whether individuals will sacrifice personal or professional values to get ahead.
Although much has been written on the impact of neoliberalism on the changing nature of work and organisational culture, there has been little investigation of the TAFE 'experience' at the individual, group and institutional level. It is also less common to find analyses of workplace restructuring that conceptualises the changes from a feminist and sociocultural perspective. By investigating the colleges as sites of gender and identity politics, this study explores the way individuals and groups do gender and describes how gender asymmetry is reproduced through social, cultural and institutional practices. It highlights how individuals construct their professional and worker identity and perceive themselves in relations to others in the social and organisational hierarchy of the colleges.
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Lorrimar, Jane. "Organisational culture in TAFE colleges : power, gender and identity politics /." Lorrimar, Jane (2006) Organisational culture in TAFE colleges: power, gender and identity politics. PhD thesis, Murdoch University, 2006. http://researchrepository.murdoch.edu.au/164/.
Full textAbstract:
This study explores the human face of workplace change in two Technical and Further Education (TAFE) colleges in Western Australia. It analyses the impact of neoliberalism on organisational culture by examining the way vocational education and training (VET) reforms influenced the restructuring and orientation of these colleges, and changed their power dynamics and work practices. It presents the accounts of 100 women and men who were interviewed between 2000-2002 about their working lives. Their stories of passion and angst represent a 'vertical slice' of life in TAFE and include responses from administrative staff, lecturers, academic managers, corporate services managers and executives.
This study explores perceptions of power and the mechanisms of control that were exerted upon and within the colleges with a focus on the factors that impact on career satisfaction. In addition, it examines perceptions of fairness in relation to employment, remuneration and promotion issues. Specifically, it reveals a variety of points of view on the attributes of success and outlines the strategies individuals use to get ahead. Furthermore, it seeks to understand the way values and norms guide and justify conduct and how they influence organisational culture. It evaluates whether a climate of sacrifice operates in the colleges and whether individuals will sacrifice personal or professional values to get ahead.
Although much has been written on the impact of neoliberalism on the changing nature of work and organisational culture, there has been little investigation of the TAFE 'experience' at the individual, group and institutional level. It is also less common to find analyses of workplace restructuring that conceptualises the changes from a feminist and sociocultural perspective. By investigating the colleges as sites of gender and identity politics, this study explores the way individuals and groups do gender and describes how gender asymmetry is reproduced through social, cultural and institutional practices. It highlights how individuals construct their professional and worker identity and perceive themselves in relations to others in the social and organisational hierarchy of the colleges.
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Eklind, Martin, and Linda Hallgren. "Searching for Organisational Identity : - a case study at Sapa Heat Transfer." Thesis, Linköping University, Department of Behavioural Sciences and Learning, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-51705.
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Organisational Identity (i.e. OI) could be described as an employee theory of who the organisation is. The concept is seen as one of the most problematic concepts to define. One of the main reasons for that is its close relation to the concepts of culture and image, as they are seen as defining each other. As expressed in previous research there is a need for theoretical clarification and investigations in practice in this area.
We aim to contribute to an OI concept clarification and theoretical understanding by investigating OI in a single case at a Swedish company; Sapa Heat Transfer. The aim is fulfilled by a focus on research questions concerning how different employee groups perceive the organisational identity at this company, how the organisational identity can be described at the company and how the sum of these answers may develop the organisational identity concept further.
In order to investigate OI at Sapa Heat Transfer we have used four qualitative methods; one to one informational interview with key personnel, observations, desk research and focus groups, where focus groups was the main data collection method. A key for this triangulation was to generate a deep contextual understanding in order to facilitate a separation between identity, culture and image making a definition of the OI possible.
Our findings show the organisational identity at SHT as being built on four cornerstones; Responsibility, Engagement, Willingness and Energy. The OI at SHT is to be considered as weak rather than strong regarding the OI strength. There is a strong culture resulting in an "industrial mentality" regarding the employees. Our results are showing that the culture might appear as OI, i.e. false OI, if the present OI is weak. There might be multiple OIs at the company, which we are rejecting. Instead our results are showing an existence of multiple cognitive perspectives, functioning as cognitive platforms creating the employee perceptions of the OI. At SHT the perspectives are demonstrated to be developed by vocations, positions, departments, units/divisions and/or work groups. The individual perspective taken is dependent on the employee perceived belongingness. An alignment of all existing employee perspectives will define the true OI at a company. Further, the OI perspective framework presented could facilitate a separation between OI and culture if a time perspective is applied, since our results is indicating culture to be connected to a past time perspective and OI seems to be related to a present. Our results are presenting OI as changeable within limits, developed within a culture frame, possible to make explicit but at the same time occurring mainly unconsciously. Finally, our results have defined a need for a complementing category, regarding behaviouristic characteristics, among the categories presented as potential OI content characteristics within the Balmer and Greyser (2002) framework.
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Hartwell, Kathryn Louise. "Institutional logics and intra-organisational dynamics : understanding changes in the organisational identity of a UK law firm." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/41891/.
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This research explores the relationship between institutional field level change and organisational change. More specifically, the focus of this study centres on the influence which a transition between institutional logics has on an organisation’s identity. Via an in-depth case study of a medium-sized, international commercial law firm, findings suggest that institutional field level change is manifested at the organisational level through the use of signs. Contrary to existing literature which focuses on the presence of a singular organisational strategy as a response to external field level change, this study indicates that multiple organisational strategies can co-exist, as evidenced through the use of signs. To this end, a semiotic analysis of empirical data suggests that evidence of decoupling, hybridisation and substitution can all be found co-existing within one organisation. Moreover, findings indicate that an organisation’s selection of organisational strategy is dependent on the relative proximity of a given sign from the external boundary of the organisation. Significantly, such findings are especially insightful in indicating how organisations make sense of and respond to institutional field level changes in real-time.
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Blom, Susanne. "'Identity work' in the context of organisational change : a Gestalt perspective." Thesis, University of Derby, 2013. http://hdl.handle.net/10545/306266.
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The purpose of the thesis is to make a contribution to the development of an empirically informed theory of identity work in organisations on the basis of a gestalt paradigm. Since its emergence almost three quarters of a century ago, gestalt has been applied to therapy, personal development, leadership education and organisational consulting. Gestalt remains, however, fundamentally a paradigm, which preferentially projects onto and deals with complex and dynamic organisational phenomena at individual, dyadic or small group levels. It can be argued that, with its focus on phenomenology and awareness, the gestalt paradigm is predominantly methodological, with only ambiguous or weak links to explicitly articulated epistemology or ontology. A long-term professional, consulting relationship with a trade union branch enabled conducting action research in order to explore the constituents and dynamics of its organisational identity, prior to and following significant change. The subsequent dismantling and closure of the branch demanded an adjustment of research design. The new situation offered a unique opportunity to follow the existentially challenged organisation as its members reacted to and made sense of the closure. The research is contextualised in three analytical clusters: identity and identity work, gestalt paradigm, and trade unions as organisations, institutions and social movements. An ontology of the intersectional field is posited, and on this foundation, four statements, seen as fundamental conditions for identity work, are operationalised through six propositions explicating identity work in a gestalt paradigm perspective. Methodologically, the overall design is informed by a constructivist grounded theory approach, moving abductively - iteratively and even recursively - between inductive and deductive analysis and reflection. The empirical component of the thesis comprises participant observation, field notes, in-depth interviews during and subsequently two years after the closure, and memos. The data proved relevant and informative in terms of identity work in the organisation. The result of the research is a hypothesis about identity work in organisations, firmly anchored in and commensurate with a present-day revised gestalt paradigm, which contribute to a formal development of a gestalt organisational theory. The hypothesis states that: “Identity work in organisations is a dialectical positioning, both individual and collective, between the existential polar opposites of inclusion and exclusion. The processes through which identity work is enacted are cognitive, affective, and conative, instrumentally served by the contact boundary dynamics of egotisming, confluencing, projecting, retroflecting, introjecting, and deflecting. “ The empirical findings are considered robust, and the theory formulation meaningful. Acknowledging the specific circumstances of the study organisation and empirical design, however, a more general application of the hypothesis requires further research in diverse contexts for verification and possibly refinement of the gestalt theoretical concepts at the organisational level. The research results are of interest to gestalt practitioners who teach or work in or with organisations, and equally so for those interested in dynamic process perspectives in which attention shifts - whether at the level of the individual, group, or organisation - from static assessment of reified identity to real-time identity work; from structure to mutual interaction and influence, in order to balance the well-being of the human beings “in” and “profitability” of the organisation.
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Zinkstein, K. I. "Telling stories : the link between organisational identity, culture and employee advocacy." Thesis, University of Westminster, 2018. https://westminsterresearch.westminster.ac.uk/item/q9xy8/telling-stories-the-link-between-organisational-identity-culture-and-employee-advocacy.
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Employees who represent the firm to outsiders are a possible advantage of an organisation in the war for talents. Therefore, Employee Advocacy has been identified as important concept. The thesis aims to understand what motivates employees to be advocates from an organisational perspective. As important factors existing research has identified identification, loyalty, satisfaction and commitment. The thesis aims to explore these antecedents with their link to organisational factors, such as organisational identity and organisational culture. An ethnographic approach was chosen that included 33 semi-structured interviews, 48 narratives and an auto-ethnographic account of the experience at one subsidiary of a large German organisation founded fifteen years before the study took place. The interviews were analysed with grounded theory. The narratives went through a thematic analysis based on dimensions that were developed after the literature research: Actor, Connection, Relationship, and Value. The findings showed that an identity of entrepreneurial thinking manifested in customer orientation and pragmatism helps loyalty, an identity of caring that manifests in cohesion and comfort helps satisfaction, and an identity of success by unruliness that manifests in risk-taking and freedom helps identification. If all these are present advocacy is the highest. Furthermore, the findings showed that the meta-themes: Enfant Terrible, Avant-Garde, Extra Mile, Family Cocoon and Biedermeier, generated with the thematic analysis, describe various phases of one grand story: The new conceptualization of the Organisational Life Story was developed. Within the story, the organisational identity that manifests in the organisational culture changes from one phase to the other and thus changes the Employee Advocacy. Seeing Employee Advocacy as dynamic concept dependent on organisational development is the new and unique contribution of this research project. This means that for Employee Advocacy past, present and future of the organisation are equally important.
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Kim, Jungsun. "Monitoring and regulatory role of the balanced scorecard in controlling organisational identities." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/39333/1/Jungsun_Kim_Thesis.pdf.
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This thesis employs the theoretical fusion of disciplinary knowledge, interlacing an analysis from both functional and interpretive frameworks and applies these paradigms to three concepts—organisational identity, the balanced scorecard performance measurement system, and control. As an applied thesis, this study highlights how particular public sector organisations are using a range of multi-disciplinary forms of knowledge constructed for their needs to achieve practical outcomes. Practical evidence of this study is not bound by a single disciplinary field or the concerns raised by academics about the rigorous application of academic knowledge. The study’s value lies in its ability to explore how current communication and accounting knowledge is being used for practical purposes in organisational life. The main focus of this thesis is on identities in an organisational communication context. In exploring the theoretical and practical challenges, the research questions for this thesis were formulated as:
1. Is it possible to effectively control identities in organisations by the use of an integrated performance measurement system—the balanced scorecard—and if so, how?
2. What is the relationship between identities and an integrated performance measurement system—the balanced scorecard—in the identity construction process?
Identities in the organisational context have been extensively discussed in graphic design, corporate communication and marketing, strategic management, organisational behaviour, and social psychology literatures. Corporate identity is the self-presentation of the personality of an organisation (Van Riel, 1995; Van Riel & Balmer, 1997), and organisational identity is the statement of central characteristics described by members (Albert & Whetten, 2003). In this study, identity management is positioned as a strategically complex task, embracing not only logo and name, but also multiple dimensions, levels and facets of organisational life. Responding to the collaborative efforts of researchers and practitioners in identity conceptualisation and methodological approaches, this dissertation argues that analysis can be achieved through the use of an integrated framework of identity products, patternings and processes (Cornelissen, Haslam, & Balmer, 2007), transforming conceptualisations of corporate identity, organisational identity and identification studies.
Likewise, the performance measurement literature from the accounting field now emphasises the importance of ‘soft’ non-financial measures in gauging performance—potentially allowing the monitoring and regulation of ‘collective’ identities (Cornelissen et al., 2007). The balanced scorecard (BSC) (Kaplan & Norton, 1996a), as the selected integrated performance measurement system, quantifies organisational performance under the four perspectives of finance, customer, internal process, and learning and growth. Broadening the traditional performance measurement boundary, the BSC transforms how organisations perceived themselves (Vaivio, 2007). The rhetorical and communicative value of the BSC has also been emphasised in organisational self-understanding (Malina, Nørreklit, & Selto, 2007; Malmi, 2001; Norreklit, 2000, 2003). Thus, this study establishes a theoretical connection between the controlling effects of the BSC and organisational identity construction.
Common to both literatures, the aspects of control became the focus of this dissertation, as ‘the exercise or act of achieving a goal’ (Tompkins & Cheney, 1985, p. 180). This study explores not only traditional technical and bureaucratic control (Edwards, 1981), but also concertive control (Tompkins & Cheney, 1985), shifting the locus of control to employees who make their own decisions towards desired organisational premises (Simon, 1976). The controlling effects on collective identities are explored through the lens of the rhetorical frames mobilised through the power of organisational enthymemes (Tompkins & Cheney, 1985) and identification processes (Ashforth, Harrison, & Corley, 2008). In operationalising the concept of control, two guiding questions were developed to support the research questions:
1.1 How does the use of the balanced scorecard monitor identities in public sector organisations?
1.2 How does the use of the balanced scorecard regulate identities in public sector organisations?
This study adopts qualitative multiple case studies using ethnographic techniques. Data were gathered from interviews of 41 managers, organisational documents, and participant observation from 2003 to 2008, to inform an understanding of organisational practices and members’ perceptions in the five cases of two public sector organisations in Australia. Drawing on the functional and interpretive paradigms, the effective design and use of the systems, as well as the understanding of shared meanings of identities and identifications are simultaneously recognised. The analytical structure guided by the ‘bracketing’ (Lewis & Grimes, 1999) and ‘interplay’ strategies (Schultz & Hatch, 1996) preserved, connected and contrasted the unique findings from the multi-paradigms. The ‘temporal bracketing’ strategy (Langley, 1999) from the process view supports the comparative exploration of the analysis over the periods under study.
The findings suggest that the effective use of the BSC can monitor and regulate identity products, patternings and processes. In monitoring identities, the flexible BSC framework allowed the case study organisations to monitor various aspects of finance, customer, improvement and organisational capability that included identity dimensions. Such inclusion legitimises identity management as organisational performance. In regulating identities, the use of the BSC created a mechanism to form collective identities by articulating various perspectives and causal linkages, and through the cascading and alignment of multiple scorecards. The BSC—directly reflecting organisationally valued premises and legitimised symbols—acted as an identity product of communication, visual symbols and behavioural guidance. The selective promotion of the BSC measures filtered organisational focus to shape unique identity multiplicity and characteristics within the cases. Further, the use of the BSC facilitated the assimilation of multiple identities by controlling the direction and strength of identifications, engaging different groups of members.
More specifically, the tight authority of the BSC framework and systems are explained both by technical and bureaucratic controls, while subtle communication of organisational premises and information filtering is achieved through concertive control. This study confirms that these macro top-down controls mediated the sensebreaking and sensegiving process of organisational identification, supporting research by Ashforth, Harrison and Corley (2008). This study pays attention to members’ power of self-regulation, filling minor premises of the derived logic of their organisation through the playing out of organisational enthymemes (Tompkins & Cheney, 1985). Members are then encouraged to make their own decisions towards the organisational premises embedded in the BSC, through the micro bottom-up identification processes including: enacting organisationally valued identities; sensemaking; and the construction of identity narratives aligned with those organisationally valued premises.
Within the process, the self-referential effect of communication encouraged members to believe the organisational messages embedded in the BSC in transforming collective and individual identities. Therefore, communication through the use of the BSC continued the self-producing of normative performance mechanisms, established meanings of identities, and enabled members’ self-regulation in identity construction. Further, this research establishes the relationship between identity and the use of the BSC in terms of identity multiplicity and attributes. The BSC framework constrained and enabled case study organisations and members to monitor and regulate identity multiplicity across a number of dimensions, levels and facets. The use of the BSC constantly heightened the identity attributes of distinctiveness, relativity, visibility, fluidity and manageability in identity construction over time.
Overall, this research explains the reciprocal controlling relationships of multiple structures in organisations to achieve a goal. It bridges the gap among corporate and organisational identity theories by adopting Cornelissen, Haslam and Balmer’s (2007) integrated identity framework, and reduces the gap in understanding between identity and performance measurement studies. Parallel review of the process of monitoring and regulating identities from both literatures synthesised the theoretical strengths of both to conceptualise and operationalise identities. This study extends the discussion on positioning identity, culture, commitment, and image and reputation measures in integrated performance measurement systems as organisational capital. Further, this study applies understanding of the multiple forms of control (Edwards, 1979; Tompkins & Cheney, 1985), emphasising the power of organisational members in identification processes, using the notion of rhetorical organisational enthymemes. This highlights the value of the collaborative theoretical power of identity, communication and performance measurement frameworks. These case studies provide practical insights about the public sector where existing bureaucracy and desired organisational identity directions are competing within a large organisational setting. Further research on personal identity and simple control in organisations that fully cascade the BSC down to individual members would provide enriched data. The extended application of the conceptual framework to other public and private sector organisations with a longitudinal view will also contribute to further theory building.
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Gilworth, Robert. "Organisational responses to the employability agenda in English universities." Thesis, University of Bath, 2013. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.665379.
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Employability is highly topical in UK Higher Education. There is related literature debating the purpose of higher education, learning and skills, contextual social and economic issues and policy matters for the sector as a whole, but no published work on the ways in which universities organise themselves to deal with this particular issue. This study examines the organisational responses of universities to the issue of graduate employability at this pivotal time for English higher education, when the environment is linking employability to institutional success to an unprecedented degree. The study considers key contextual factors including the debate around the relationship between “the knowledge economy” and the demand for graduates, the ways in which success in employability is understood and measured, the impact of recession and the tension between student consumerism and partnership in an environment in which “consumer information” is linked directly by government to notions of return on personal investment and value for money as tuition fees increase. The key questions addressed are: how is the employability offer conceptualised, constructed, managed and measured and what choices about organisational configuration and capability are being made and acted upon? The study required detailed analysis of the relationships between institutional mission and top-level goals, declared strategy for delivery and delivery structures and the roles of key individuals and teams and so, this enquiry is based upon in-depth case studies of five universities, using data on graduate destinations, published statements and strategies and interviews with relevant post holders (with a particular focus on the role of the head of the professional career service). The case studies and analysis relate the organisational responses to the underlying driver of positional competition. The study uses the role and position of careers services as the starting point for attempting to understand the organisational responses in each case.
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Drabble, Sarah J. "The role of emotional language and identity in accounts of organisational change." Thesis, University of Sheffield, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522455.
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McInnes, Peter Alan. "An exploration of the processes of identity work in two organisational settings." Thesis, University of Strathclyde, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426310.
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Sharma, Pradeep. "Identity formation, newcomer dynamics and organisational change in a higher educational institution." Thesis, University of Hertfordshire, 2014. http://hdl.handle.net/2299/12625.
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This research looks at the dynamics of identity formation in a higher education organisation during a strategic branding project, the arrival of a newcomer and my role as the dean of a school of art and design. Most branding literature focuses on the key stages of how a brand proposition is formed and assumes the straightforward roll out of the identity for the organisation. In this research I focus on what goes on around me as ideas are formed and presented back to the organisation, rather than on the idealised process of what should go on. The method takes a “withness” approach to the narrative rather than a synoptic case study approach, focusing on my experience and practice. This highlights the social context of organisational life – the context of human power relationships in which people enable and constrain each other on the basis of human attributes such as identities, anxieties, values, emotions, fear, expectations, motives and interests. The research shows that intention is only a part of the narratives about strategy and identity in organisations. I argue that notions of certainty that are inherent in intentional brand strategies are often based on arbitrary inferences and that by nature brand propositions are abstractions and therefore only representative of a partial reality. To present them in a rigid sense and develop vigilant strategies for identity preservation seems artificially limiting and devoid of context. Branding has played an important role in the world of objects and transactions. It has indicated a sense of ownership, a promise of quality and performance, and more recently an indication of self-image and identity. Yet when branding is applied to organisations it is problematic. Taking principles from a context of objects and applying them to social life has led to branding often being about the preservation of a specific concept of identity and not about the ongoing dynamic process of identity formation in organisations. It is frequently seen as manipulative and controlling, yet is also seen as an important indicator of personality, differentiation, togetherness and is linked to notions of loyalty and trust. Paralleling Mead’s notion of the “I-me” dialectic, an organization can also be seen to be emerging in the context in terms of its presentation in everyday life. The notion of certainty in this sense of organizational identity denies the dynamics of the situation and one could argue that vagueness is present in all aspects of social life and essential for creative action as it allows space for newness. Any articulation of identity is a simplification of an identity that is constantly evolving. But at what level are these simplifications and abstractions useful and not debilitating? This is not to argue that intention and strategy are not essential parts of joint action. The process of negotiating is an essential part of working together towards joint action. It is a process in which we reveal our intent and discover important aspects about each other and ourselves as we emerge in the social; it is about intention and attention. However we cannot really know how people will respond to our gestures and actions, and it is in the actions that we reveal the sincerity of our intent. Managers and strategies do not solely determine organisational identity, and neither are employees free to choose their identities, attitudes, expectations and actions. We are both enabled and constrained by our own pasts and social relationships. We inform the organisational identity as well as being informed by it in an on going process of relating. This way of thinking has implications for the way that we think about brand strategy in organisations – it is not a deterministic process of control, and neither is it a process of anarchic behavior, of open resistance to management intention. Branding is a social act and is performed by human agents who are inherently complex, individual and collective at the same time. The role of the practitioner is to make sense of what is going on between us and pay attention to what emerges – after all, it is not what a brand is but what a brand does.
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Mottram, Anne. "An exploration of the relationship between organisational culture, organisational identity and healthcare performance in a merged academic health science centre." Thesis, Imperial College London, 2015. http://hdl.handle.net/10044/1/58212.
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This study makes a significant contribution to new knowledge in the field of mergers, organisational culture and organisational identity. For the first time evidence is found on the longevity of a ‘merger effect’ which impacts on staff perceptions of organisational culture and organisational identity. Seven years on from a merger there were statistically significant differences in the mean survey scores of staff employed pre-merger and those appointed post merger. In addition there was evidence of divergent views among staff with sub-cultures and multiple identities: Staff perceive culture and identity differently based on hierarchical ranking (more positively for non-managers) and occupational group (more positively for clinicians) and are affected differently by workplace stressors during a merger. There was evidence to support a relationship between culture and identity. Over time the dominant clinical academic logic was eroded, when the merged organisation adopted a competing professional and managerial logic. Staff used cultural cues to make sense of changes however senior staff did not influence the perceptions of subordinates. Links with performance, culture and identity were ambiguous. This mixed methods inquiry in a merged Academic Health Science Centre, employed an organisational survey with 1,978 respondents, in-depth interviews, descriptive statistics, regression analyses and thematic analysis to interpret the results and to triangulation research findings. Institutional logics is the exploratory lens NHS financial pressures necessitate developing new organisational models, transformations and mergers to achieve sustainability. Findings support debates on the length of time required to achieve cultural change following a merger, the time it takes for staff to identify with the new merged entity and proposes that merger plans should take into account the longevity effect in designing post-merger integration programmes and staff differences to maximise success, paying attention to fostering staff well-being during mergers.
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Brooks, Andrew Stephen. "Cohesiveness and performance in an organisational setting : an empirical setting." Thesis, Keele University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311126.
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Although cohesiveness has been studied for more than half a century, there is no common definition and associated measure. The current focus of research has moved from general explanations to context specific approaches. This particular thesis focuses on organisationally based, limited life, project teams. Despite the increasing use of these types of teams over the last 15 years, there is no published literature dealing directly with them, and no instrument designed specifically to measure their cohesiveness. This study has defined the construct of cohesiveness for these teams, using team members themselves, and a psychometrically sound measure of cohesiveness has been devised. It is made up of two sub-scales: task and people, and 20 component items. This tool is designed not only as an indicator of cohesiveness but also as a diagnostic tool to allow teams to increase their cohesiveness. Meta-analytical research has found that cohesiveness and performance are related, but that a number of factors moderate this relationship, e.g. type ofteam (Mullen and Copper, 1994). Using the task/people cohesiveness measure, three studies relating cohesiveness to performance and other variables were undertaken. Since project teams are of limited life and each team's output is unique, a correlational design was utilised. Altogether, data from over 500 teams was collected. Studies were carried out with 'real' teams and also a number of teams undertaking a business simulation game. Cohesiveness was found to be related to performance across a basket of performance measures in both circumstances. Task cohesiveness was more strongly related to performance than was people cohesiveness. By comparing levels of performance feedback, evidence was found to support Mullen and Coppers' (1994) suggestion that performance and cohesiveness have a reciprocal effect on one another and that the performance to cohesiveness effect is the larger of the two. The relationship of a number of variables to both cohesiveness and also the cohesivenessperformance relationship were investigated. This thesis contributes to the literature by using Social Identity Theory as an approach to defining and producing a measure of cohesiveness for a specific type of group - project teams. Its application has provided data on the cohesiveness-performance relationship that supports earlier meta-analytical findings where these are comparable.
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Saqib, Zunaira. "Understanding Pakistan's non-profit sector : issues of organisational identity in TVOs and NGOs." Thesis, University of Leicester, 2018. http://hdl.handle.net/2381/42920.
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Pakistan’s non-profit sector has traditionally been divided in three segments namely, traditional voluntary organisations (TVOs), non-governmental organisations (NGO), and faith based organisations (FBOs). These organisations are typically identified based on their preference of funding sources and causes. The literature falls short of suggesting the reasons for such differences in identities and how these identities have emerged. This research explores the non-profit sector of Pakistan from the lens of organisational identity and asks how TVOs and NGOs construct their identity as non-profits, as well as how their identity affects, and is affected by, their preference of funding sources and income generation. Interpretive methodology was used to build four distinctive case studies of TVOs and NGOs. Findings from this study suggest that non-profits’ identity was established based on their funding choice in the earlier years which in turn was affected by their founders’ influential backgrounds. Reliance on local donors and donations was a central attribute in defining TVOs identity, while reliance on foreign funding projects was a central element of NGOs identity. These identities then influenced future funding decisions and preferences. The TVOs were named family non-profit due to hefty dependence on circle of family and friends to fund and run the organisation. The TVOs were found to have successful income generation ventures that could assimilate them to social enterprises, however they were reluctant to identify as such. NGOs failure at income generation was dominantly caused by international donors’ lack of support for such projects. Based on the findings of this research, a framework for understanding the hybrid nature of non-profit organisational identity is proposed. The model identifies the factors that play a significant role in the emergence of these identities and that may create conflict among them.
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Phua, Ting-ting Florence. "Toward a critical assessment of social identity : the nature of organisational identification and its implications for inter-organisational cooperation in the context of the Hong Kong construction industry /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B2510021x.
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Ribeiro, Luis Miguel Silva. "From a project to an organisation: a Strategic Communication’s approach." Master's thesis, Faculdade de Ciências Sociais e Humanas, Universidade Nova de Lisboa, 2014. http://hdl.handle.net/10362/12175.
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Relatório de Estágio apresentado para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Ciências da Comunicação, área de especialização em Comunicação EstratégicaThe concept of Strategic Communication has been gaining ground in the organisational world, namely in the financial and banking industry. Companies can no longer sustain a simply tactical communication function and turn to a more strategic approach, in order to properly manage the organisation’s identity, Image and reputation, to increase employees’ identification and to help them in pursuing its mission. This report aims at providing an overview of traineeship carried out at the Marketing and Communications department of BNP Paribas Securities Services in Lisbon, highlighting the challenges faced and the solutions adopted. Taking into account that the organisation is a recent one, and built upon a non-traditional business model, the report looks into the emergence and evolution of the communication processes over the implementation of the organisation, while stressing the need for a more strategic approach to communication. After an analysis of the current situation and employees’ perception of communication phenomena within the organisation, this report pin points the areas that need closer attention in terms of communication, in order for the organisation to become increasingly more coherent and purposeful. Finally, it summarises a learning experience and unveils the path travelled by a changing organisation towards building and implementing a Strategic Communication function.
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Jones, Bonna Margaret, and bonna jones@rmit edu au. "Narrative identity in transition: the lived experience of an organisational merger in local government." Swinburne University of Technology, 2001. http://adt.lib.swin.edu.au./public/adt-VSWT20050422.120609.
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This thesis is concerned with the question of how narrative activity influences the conditions in which a new sense of self is actively emergent for an employee at a time of organisational merger.
It is contended that an organisational merger is a transformational event with complex temporal and spatial characteristics, involving the activities of making shared meaning (MacIntyre, 1981; Ricoeur, 1974a), narrative-making (Carr, 1986; MacIntyre, 1981; Ricoeur, 1984, 1985, 1988) and positioning (Bourdieu, 1993, 1998b). These activities are central to the conditions in which persons and organisations are both formed and reformed. Consideration of how they are part of a project of narrative identity (Ricoeur, 1984, 1985, 1988, 1992) opens new possibilities in our understanding of the lived experience of a merger.
In appropriating narrative theory, this thesis is exploratory in nature as narrative ideas have not, to date, been applied to an understanding of the lived experience of an organisational merger. Mergers are currently understood as a clash of cultures, and a merger is treated as a marriage with partners, compatibility, commitment, rituals, dominance and fit. Whereas culture is construed in the literature as a quality that differentiates one organisation from another, and personal experience is understood in terms of adjusting to the presence of another culture, in this thesis a different theory is employed.
The main theory integration in this thesis gives prominence to the dynamic of activity/passivity (Allen & Starr, 1982; Schelling, 1800/1978) and the notions of agency, relationship, transformation, and identity. Narrative theory is integrated with social theory (Bourdieu, 1998b) to enrich our understanding of these notions. Hence this thesis extends the contribution of Drummond (1996, 1998), and is situated in the constructive postmodern stance of process philosophy (Gare, in press-a; Griffin, 1993). This stance is invoked as a response to calls for better theories of action in management studies (Reed, 1996; Wilmott, 1994). It is argued, in agreement with Gare (in press-a, in press-b), that living organisms have a complexity that makes it difficult to maintain a state of indifference with respect to changes in their environment, and that they must form and reform themselves as products. Attention within management studies to self-organising activity at the levels of person, organisation and field of practice, is therefore central to our understanding of complex events such as organisational mergers. In this regard narrative-making and positioning are self-organising activities that are yet to be brought to centre stage in management theory. While no previous work has been done to apply narrative ideas to an understanding of mergers, such a move is nevertheless consistent with the increasing interest in narrative that is occurring across the theoretical divides in management studies.
The application in this thesis concerns a merger of two government organisations. These organisations, herein given the fictitious names of 'Anessa' and 'Isengate' (for reasons of confidentiality), were each part of what is usually referred to in local government as 'a council'. This thesis is about the employees in these organisations during this time of political amalgamation of the two councils, and the consequent organisational merger. Through interviews with informants, the use of documents, and the integration of theory, a narrative is created. Of the many narratives that could be offered about this merger, it is the narrative given here that constitutes a response to the research question. Hence the methodology used sustains the purpose, which is to contribute to a reading experience, and the possibility of new interpretations regarding the lived experience of an organisational merger.
This thesis concludes that it is at the level of 'ongoing argument' that persons and organisations are contributors to the process of 'making shared meaning'. At the federal level of government this argument is about how best to govern, and at the level of the field of practice it encompasses the argument over what constitutes public service activity. The State Government of Victoria actively furthered this contest when it undertook local government reform. It is argued that their narrative about local government reform has a life as part of 'economic rationalism' (Pusey, 1991), and it proceeds from an ideological position in a tradition of readings known as 'neoliberalism' (Bourdieu, 1998a).
In this thesis employees are regarded as actively emergent beings living out a process of narrative identity. Under the authorship of the State Government employees were positioned as passive characters in the narrative of local government reform. For the employees considered in this thesis, this brought closure to a current and projected life narrative as a public servant at the local level. Their response was to reauthor their position to transcend this limitation, but it was found that this activity could be further limited according to the capital an employee could acquire in the form of 'time to tell a story' and 'space to tell a story'.
The main contribution of this thesis, as a response to calls for better theories of action in management studies, is an exploration of how individual employees are processes of becoming, and how they participate in the becoming of the organisation and field to which they contribute. It is concluded that employees could be valued as processes of becoming, and this is a major contribution that they make to the field and organisation.
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Suprawan, Lokweetpun. "Corporate social responsibility branding: the role of organisational identity and its impact on performance." Thesis, Curtin University, 2011. http://hdl.handle.net/20.500.11937/1190.
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The concept of corporate social responsibility (CSR) has received much attention over several decades, although its definition has splintered into different perspectives termed in this thesis as economic, socio-political, and managerial. Apart from perspective differences, a number of terminologies have been introduced to compete with the concept of CSR namely corporate social responsiveness, corporate social performance, corporate citizenship, corporate philanthropy, and cause-related marketing. These terminologies have added further definitional confusion, potentially contributing to a lack of adequate CSR measures which has resulted, in turn, in hitherto ambiguous research results regarding the impact of CSR on corporate performance.Given the lack of a generally agreed perspective and definition, CSR has been conceptualised in a number of different ways. This thesis conceptualises CSR using a managerial approach, emphasising the strategic importance of CSR and its potential to create mutually beneficial outcomes for organisations and their stakeholders. This approach runs the risk of treating CSR as a superficial exercise in impression management. Hence, this study emphasises the importance of embedding authentic CSR practices in the day-to-day operations of the firm. The concept of organisational identity represents a key theoretical underpinning of this study. This thesis proposes that firms can gain reputational benefits and enjoy superior performance by incorporating CSR as an integral component of their corporate brands, providing that the brand is perceived by stakeholders as authentic and truly representative of the organisation’s actual identity. This approach is referred to in this study as ‘CSR branding’. A new psychometrically robust, valid and reliable CSR branding scale is developed in this thesis, following Churchill’s (1979) eight-step scale development procedure. The new CSR branding scale is then used to investigate the impact of adopting such an approach on financial and non-financial firm performance.Two rounds of data collection were conducted targeting marketing managers from medium to large Australian organisations in order to validate the CSR branding scale and investigate the relationships between the constructs of interest. The first round data were subjected to exploratory factor analysis resulting in a four-dimensional conceptualisation of CSR branding: environmental awareness, community commitment, employee concern, and financial fairness. The purpose of the second round of data analysis was twofold: to perform confirmatory factor analysis for scale validation purposes and to use a structural equation model to examine the hypothesised relationships between CSR branding and firm performance. The results support the proposition that CSR branding has a direct and positive impact on firm performance (both financial performance and organisational identification). However, no evidence was found to support the mediating effect of organisational identification on the CSR branding/firm financial performance relationship. Similarly, hypotheses relating to the moderating effects of innovation (R&D intensity) and advertising intensity were not supported. Importantly, of the four dimensions of CSR branding, employee concern was found to make the greatest contribution to firm performance.In summary this thesis argues for a managerial approach to CSR, particularly with respect to the concept of CSR branding, which is found to enhance firm success in terms of both financial and non-financial performance. The findings of this study give rise to a number of theoretical and practical implications. This thesis concludes with a discussion of the limitations of the study and provides recommendations for future research.
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Calocchio, Caterina <1993>. "Identity Matters - Is fit between personal and organisational values preferable? New and current employees." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12359.
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In an increasingly globalised and competing world, attracting and retaining talent has become one of the major issues for companies (Kiessling & Harvey, 2005; Alnıaçık & Alnıaçık, 2012; Abi Abdallah, 2016). This paper wants to analyse if and how much organisational and individual identity can impact the recruiting process. We will describe the various theories on identity and link them to each one of the recruiting steps. As per a new trend among HR teams, we will consider the person-organisation fit approach to hiring and compare it to the precise matching concept, which is still used by most recruiters. After displaying what researchers have found, we will look deeper in the habits of those firms in the Northeasterly region of Italy. We will explore which kind of approach recruiters use to reach the best possible results when hiring and retaining employees. This aims at determining how much they value identity - organisational and individual, and if they see a link to their employees’ motivation, performance and retention.
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Bjerregaard, Kirstien. "The shared experience of care : a social identity approach to understanding the motivation of people who work in social care." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/16321.
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Widely viewed as under-valued and under-paid, yet sentimentalized as working more for love than money, the social care workforce is a fundamental economic and social resource; the importance of which is growing in line with the rapidly aging, global and national population (Care Quality Commission, 2012; DoH 2009; International Helptheaged, 2013). Classic motivation theories, which focus on economic and individualistic work motives, fail to fully account for the high rates of satisfaction and commitment among care workers, (Skills for Care 2007, 2013; Stevens et al 2010). Yet a growing body of empirical research demonstrates that health and social care workers’ motivation is related to patient/client satisfaction and wellbeing (Maben et al., 2012). Moreover the quality of the relationship between the carer and client contributes to the motivation and the wellbeing of both (Wilson, 2009; Wilson et al., 2009). Therefore this thesis seeks to better understand the collective and relational aspects of care workers’ motivation. It does this by detailing a program of research which examines care workers motivations through a social identity lens that asks ‘what’s in it for us’ as well as ‘what’s in it for me’ (Haslam 2004). A social identity perspective on motivation focuses on how workers experience themselves and their work at a personal, relational and organizational level (Ashforth et al 2008; Ellemers et al., 2004). In doing so it offers a multi-dimensional, theoretical framework through which to understand the dynamics of care workers’ motivations. Moreover, this framework offers an empirically proven psychological framework for explaining why adopting a relationship-centered approach to care is pivotal for organizations to achieve a compassionate care culture. The first study explored care workers’ experience of work and inquired about what they did and why it mattered to them. Semi-structured interviews were conducted with 19 care workers who worked in residential and domiciliary care settings. A thematic analysis of the transcripts identified four overarching themes that contributed to care workers’ motivation, those of fulfillment’, ‘belonging’, ‘valuing’ and ‘pride’. These motives were found to be actualized in their shared experience of caring, particularly with clients and also with co-workers and as an organizational member. The findings of the study shed light on the content of care workers’ personal, relational and social identities and the interactions between them. Care workers primarily emphasized the meaningfulness of their work in terms of its caring nature. They expressed this is terms of their personal attributes, their relational role with clients and their perceptions of how the organisation treated them. This led us to hypothesize that their identification with the organisation is likely to increase to the extent they feel the organisation ‘cares’. Indeed to build on and harness care workers’ identities at work, the findings suggest that organisations need to place care workers’ relationships with clients at the heart of what they do. The second study was a longitudinal quantitative analysis of care workers’ motivations which consolidated and extended the findings of the first study. It had two parts, the first part was an examination of how care workers’ motivations are shaped by their sense of identity, and the second part tested how a professionalization intervention affected their motivation. To achieve this we administered an organisational survey at two time points, one year apart (T1 n = 643, T2 n = 1274, T1 & T2 n = 204). Analaysis of the survey responses assessed what it was that incentivized care workers (love and/or money), the relationship of this to work outcomes (i.e. job satisfaction, pride, stress, turnover intentions and positivity about professionalisation) and the extent to which it was affected by patterns of identification. We also examined variation in responses over time as a function of whether or not people had undertaken professional qualifications in the intervening period (so that, in effect, undertaking a qualification constituted an experimental treatment). This meant that the study had a quasi-experimental design in which we could examine the putative impact of exposure to a professionalisation intervention on organizational identification and motivation (for a similar logic see Lim & Putnam, 2010). In line with the five main hypotheses that were generated from the findings of Study 1 and from predominant findings in organisational and social identity research; the results showed first (H1), that care workers’ collective identification with different groups at work, was positively related to their motivation (Ellemers et al., 2004). More specifically, their work motivation was predicted by their identification with (a) the people they care for (client identification), and (b) the care organization they work for (organisational identification). Furthermore, although care workers indicated strongest identification with clients, it was their identification with the organisation that was the most proximal indicator of increased motivation. Second (H2 & H3), although care workers were most incentivized by their relationships with clients and the least incentivized by the pay; the extent to which either led to improved work outcomes was mediated by client and organisational identification. Where being incentivized by relationships with clients led to improved work outcomes, client identification predicted organisational identification, whereas client identification played a lesser role in mediating the likelihood of being incentivized by pay leading to improved work outcomes. In addition (H4), care workers’ identity varied as a function of the work context. More specifically, whether they worked in residential / nursing home care or in domiciliary care affected the nature and extent of their relational identification with their clients and the congruence between client identification and organizational identification (Ashforth et al 2008, Haslam et al 2003). Finally (H5), care workers’ motivations were enhanced by the professionalization intervention of undertaking a qualification, to the extent that it built on and maintained meaningful work-related identities. In particular, the results showed that, care workers’ motivation increased as a result of undertaking a qualification to the extent that the training increased identification with the organisation and other groups at work (Pidd 2004). Study 3 further investigated the effects of identification on motivation, learning and performance by examining the likelihood of professionalisation training being transferred to the workplace. A 2 × 2 longitudinal study evaluated the effects of a new generic professionalisation (NGP) training program, that tapped into distal work identities, and a standard localized professionalisation (SLP) training program, which spoke more to localised identities, on participants’ identification and motivation at work. Overall the findings indicated that compared to the NGP, the SLP (H1) maintained and strengthened participants’ work identification. Furthermore compared to the SLP, the NGP was associated with (H2) a reduction in trainees’ perception of the relevance and usefulness of the training, (H3) a reduction in motivation to enact the training, and (H4) a reduction in trainees’ immersion in the program. Moreover the findings demonstrated that (H5) the reduction in motivation to transfer learning associated with the NGP relative to the SLP, was explained by the reduction in identification it engendered, which in turn reduced participants’ sense of relatedness within the training context. These findings imply that learning is more likely to be applied when it (a) has relevance to identities which are more meaningful to participants, in this case local identities, (b) is delivered by people with whom care workers identify, (c) is validated by others in the workplace environment with whom the participants’ identify. Taken together, this program of research demonstrates that care workers’ motivations can be understood through a social identity perspective that incorporates the collective, relational and personal dimensions of providing care. It concludes by considering how organisations can tap into, harness, strengthen and develop care workers’ identification at work as a means of enhancing their motivation and retaining professional care staff. Through bridging theoretical and applied concerns, this research has wide-reaching implications for developing and maintaining compassionate work cultures within care organisations and other helping professions.
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Engelbrecht, Marili. "Exploring the acculturation strategies of young, black, African, female employees in corporate South African organisations." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60493.
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Orientation: Acculturation strategies are utilised to overcome the challenges posed to an individual employee's culture by the reigning organisational culture. Research purpose: The purpose of this research is to conceptualise young, black, African, female (YBAF) employees' ethnic identities, to describe the everyday challenges that they encounter in South African corporate organisations, and to explore the strategies that this particular group employs in order to acculturate in the work place. Motivation for this study: After the democratisation of South Africa in 1994 organisations were demographically transformed. Tension between the (Westernised) individual culture and the (African) collective culture challenged the successful implementation of an inclusive organisational culture. Research design, approach and method: Employing a qualitative inquiry strategy, traits of a netnographical design and internet-based research were combined to warrant the electronic focus-group discussions and email interviews as data collection methods to gauge the lived experiences of one specific in-group within the organisation. Main findings: The findings are discussed according to the in-group's ethnic identity, the cultural challenges they experienced in the organisation, and the acculturation strategies that they employed. The following strategies emerged from the data in this study: managing language as an important acculturation agent; utilising corridor talk by means of obtaining essential information; sharing and voicing beliefs of own cultures with colleagues to ensure mutual respect; actively countering current stereotypes and prejudice in the workplace, employing shifting as a positive strategy to acculturate; and recognising whiteness as an unconscious and privileged position that needs to be dealt with sensitively and effectively in organisations. Practical/managerial implications: The identified acculturation strategies in this study could assist employers in induction programmes or on-boarding processes and possible interventions to facilitate acculturation of new employees in organisations. It could be possible to develop a general guideline or manual from the findings of this research that would be relevant to everyday practices in the workplace. Contribution/value-add: The academic value of this study lies in the identification, description and evaluation of one particular in-group: the YBAF employees, which is coined for the first time in this research. This study voices these employees' challenges and experiences in a corporate South African environment.Mini Dissertation (MCom)--University of Pretoria, 2016.
Human Resource Management
MCom
Unrestricted
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Björklund, Lowe, and Jakob Boyer. "Organizational identity in the public sector during times of crises." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-448337.
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Title: Organizational identity in the public sector during times of crises Date of submission: 2021-06-01 Authors: Lowe Björklund and Jakob Boyer Advisor: Josef Pallas Course: Master’s thesis 30 credits Purpose: Organizational identity (OI) has gained attention due to its feasibility in several organizational respects. Swedish healthcare is a well-debated area, and there is an ongoing discussion on how it should be managed. Crises can spark discussions about OI, opening up the possibility to gain insights related to the concept. Therefore, OI may work as a tool for making progress in understanding management within Swedish healthcare. The research might show if a prominent crisis can produce alternative views of how OI is affected during times of crises. Design/Methodology: To investigate OI, a qualitative method was chosen together with semi-structured interviews as a data collection method. The motivation for the particular research design and methodology stems from prior research investigating OI, where qualitative semi-structured interviews were used. Findings: The findings showed that the OI of the Swedish hospital had been highlighted and reinforced after Covid-19's introduction. The hospital had developed a more congruent idea of their OI, while the temporary nature of the connection between hospital staff indicated that the connection had not become stronger. The findings also indicated a relationship between the motivation of hospital staff and management’s actions. Many of the effects forced upon the hospital by the crisis had produced many positive changes (e.g., less territorial thinking and increased digital measures). However, part of these changes was thought to stay only temporarily; thus, the hospital’s OI was considered fixed and fluid. In addition, the research indicated that the hospital’s OI was shaped in an ongoing process of interactions between organizational members internally rather than external factors. The findings also suggest that organizational members had viewed the crisis both as a threat and an opportunity, while perceiving gaps between the present and the future along with costs not to change. Research limitations: The findings may have a questionable level of generalizability due to the case study approach.
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Nedjati-Gilani, Parisa. "Leadership development, identity, culture and context : a qualitative case study." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/15969.
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This thesis explores the impact and effects of a leadership development programme in-depth and over time. There has been a lack of attention given to understanding the impact of such interventions in the academic literature. Where studies do investigate the impact (s) of leadership development they tend to focus almost exclusively on positive outcomes or the achievement of pre-determined targets and tend to be short-term in focus. This research finds that there is also a shadow side of leadership development, defined as the unintended effects of leadership development programmes which can be counter-productive and dysfunctional. A longitudinal case study approach was adopted comprising documentary analysis, observation and interviews, the latter of which were conducted with multiple stakeholders at three different junctures in time during and beyond the length of the leadership development programme. Three conceptual dimensions of identity, organisational culture and organisational context were identified which together facilitated a multi-faceted understanding of the changing impact and effects of the leadership development programme over time. In conclusion this thesis makes both a theoretical and methodological contribution by adding a longitudinal, multi-level analysis and evaluation of leadership development, evidencing both positive and shadow impacts and effects.
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Seidl, David. "Organisational identity and self-transformation : an exploratory study from the perspective of new systems theory." Thesis, University of Cambridge, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.409737.
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Chohan, Rozina. "An evaluation of inter-organisational identity theft knowledge sharing practice in the UK retail sector." Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/18611/.
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Knowledge is an essential source of competitive advantage in modern society and is particularly important in the current on-line environment due to increased business interactions throughout the world. Knowledge sharing initiatives taken by organisations to improve technicalities to tackle cyber threat have been extensively investigated. A particular focus of this study was on the security professionals sharing their learning experience in order to help address and mitigate identity theft. Multiple case studies were employed to interpret the triangulated data collected. ShoppingCo, PaymentCo, TeleCo, and NetworkingCo participated in this investigation. Semi structured interviews were scheduled and conducted in conjunction to company reports, personal communication, presentation slides and related materials was gathered to ensure trustworthiness and authenticity. Pattern matching analysis was employed to draw conclusions by evaluating 30 transcripts and 11 internal documents. The major theoretical contribution of this study was the proposal of a conceptual framework that adapts for private sector organisations knowledge sharing elements in the security profession. Lack of knowledge of the manager’s role is addressed. Current knowledge sharing and corporate communication practices are synthesised. Formal and informal communication, social forums and networking events are evaluated. Thus, improving the current understanding of identity theft. This empirical study contributes to an improved understanding of inter-organisational knowledge sharing practice within three retailers and an official networking forum. Because of this evaluation, an extended framework is proposed and components synthesised into a new framework. Recommendations are drawn based on an evaluation of what is working and what does not seem to be providing benefits with regard to knowledge that address and mitigate identity theft. The framework suggested that the key to improved knowledge sharing was to persuade a range of security officials working for different private sector organisations to share their knowledge of identity theft prevention.
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Daniels-Gombert, Gabrielle. "Examining the group-level effects of corporate identity cues on organisational identification and role behaviours." Thesis, Aston University, 2017. http://publications.aston.ac.uk/33422/.
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Corporate identity cues – the information that amongst other things reflects the central, enduring and distinctive attributes of the organisation that comprise its corporate identity – help influence the psychological bond of identification that employees have with their organisations. Organisational identification in turn affects the job-specific in-role and additional voluntary extra-role behaviours that employees practice within and towards their organisations that can influence its success. Corporate identity research has mostly addressed corporate identity cues as manifestations of the communications, behaviour and symbolism of the organisation. Despite being part of the many pieces of information that employees store in memory about their organisations which provide insights into their interpretations of and responses to the corporate identity (i.e., their member organisational associations), considerably less attention has been directed towards examining these cues from this perspective. Consequently, it is unclear which of these manifestations, or types, of corporate identity cues affect organisational identification and its subsequent influence on role behaviours, or whether these effects are constant across the organisation and under different conditions. This study contributes to building understanding of the manifestations and effects of corporate identity cues on organisational identification and its influence on role behaviours, by examining empirically this relationship at the aggregate and subgroup level. Its underlying premise is that to evaluate sufficiently the effects of corporate identity cues, these cues must also be considered from the member organisational associations perspective. The findings of this mixed methods study show a significant relationship between corporate identity cues derived from member organisational associations, organisational identification and role behaviours, and that the cues that influence organisational identification vary according to organisational levels and conditions. This points to the strategic importance and value of examining periodically corporate identity cues drawn from member organisational associations.
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Lembke, Swantje (Svan). "The Social Identity of Teams at Work." Thesis, University of Auckland, 1997. http://hdl.handle.net/2292/2036.
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This dissertation investigates the management of teams at work. A thorough examination of the literature on small groups, coupled with field research on the implementation of teamwork in the New Zealand operations of a large multinational provides insights about how members of a team think. It is shown that the perception of membership by team members influences their ability to make effective use of resources and make informed decisions, not only within the team, but also with regard to its impact on the organisation. Social identity theory provides a theoretical model for the psychological processes of team membership. The processes of categorisation, self-categorisation and social identification are mapped against the introduction of teamwork over a period of two years to assess whether or not they are relevant. The results from surveys of and interviews with senior staff members support the processes described by social identity theory, where groups can operate as separate cognitive and emotional units as relevant for the management of teams at work. Because of the unique psychological processes, team members at work have to be interacted with (and be given information) differently than individuals in order to behave as a high-performing team. This study develops the implications of social identity theory for the introduction and management of teams at work, leading to high performance for the organisation. Key words: Teamwork, social identity, social cognition
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Marson, Karin. "Social belief structures and identity related threats as predictors of organisational identification, mental health and work related attitudes." Thesis, Royal Holloway, University of London, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271343.
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潘婷婷 and Ting-ting Florence Phua. "Toward a critical assessment of social identity: the nature of organisational identification and its implicationsfor inter-organisational cooperation in the context of the Hong Kongconstruction industry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31243538.
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Drews, Franziska. "Designing meta-organisations : an empirical study of boundary setting in large infrastructure projects." Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/designing-metaorganisations-an-empirical-study-of-boundary-setting-in-large-infrastructure-projects(b0237252-8f61-45da-9b4f-9a7f1bf42c17).html.
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This study examines the organisational architecture of megaproject meta-organisations; that is project-based organisations formed to deliver one-off, capital-intensive systems. It investigates how the organisation that promotes the megaproject - the buyer organisation - divides and allocates the scope of the development work during the delivery phase across multiple suppliers. In so doing, the buyer organisation sets organisational boundaries around its own work and that of each project supplier: effectively creating the megaproject meta- organisation architecture. We use organisation design literature as the main cognitive lens to understand the architecture of megaproject organisations. This literature posits that organisational boundaries can be understood by examining the interplay of four logics: i) Transaction Cost Economics (TCE), ii) capabilities, iii) power and iv) organisational identity. The impact of these four logics on organisational boundaries has been theorised extensively in the context of the enduring firm. Here, we seek to extend our knowledge of boundaries in megaproject organisations. Unlike the enduring firm, megaproject organisations do not operate in efficient markets, are set up to have a finite-lifespan and are highly interdependent with their environment. Megaproject organisations are also a critical form of organising addressing one of the grand challenges of our time: the provision of basic infrastructure. Yet, little is known about the architecture of megaproject organisations. To address this theoretical and empirical gap, we undertook a multiple case research. We conducted an in-depth analysis of the procurement choices for four large infrastructure assets: the London Olympics 2012, Crossrail, Thames Tideway Tunnel and Heathrow's Terminal 2. The research results in the development of an original conceptual framework that illuminates how the four complementary logics are brought to bear in the organisational design choices that determine megaproject architectures. The study contends that the organisational boundaries, which demarcate the work of each supplier, are the outcome of a reconciliation of efficiency concerns and considerations about the capabilities available in-house and in the supplier market. Importantly, this reconciliation is context-sensitive. Hence, the solution space for potential organisational architectures is constrained by considerations related to power and organisational identity. Power constraints are rooted in the interdependency of the buyer with its environment, including regulatory-political and ownership relations, as well as its bargaining position vis a vis suppliers. Organisational identity constraints relate to the buyer organisation's identity, which is both pre- given and developed through self-selection over time.
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Bartlett, Jennifer. "Employee representation of corporate identity : a case study." Thesis, Queensland University of Technology, 2000.
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WUDARU, SRITEJA REDDY. "The Paradox of Coordination and Conflicts in Organisations." Doctoral thesis, Luiss Guido Carli, 2020. http://hdl.handle.net/11385/203036.
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Paper 1. A double-edged sword: Routine dynamics in conflictridden organisational contexts. Paper 2. “I, Me, & Myself.” Impression Management at workplace. Paper 3. Relational vs Collective Identification: Resolving Representational Gaps
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Beattie, Olivia Lucy Elizabeth. "Communicating identities: new zealand fashion designers and creative exports." The University of Waikato, 2009. http://hdl.handle.net/10289/2786.
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This thesis investigates how New Zealand fashion designers construct and communicate a unique and fluid identity. There are two main focuses of the research. The first is how New Zealand fashion designers build and maintain a unique brand identity in the New Zealand market. This includes an in-depth analysis of the public relations and communication strategies both emerging and established fashion designers use. The second focus is how New Zealand designers communicate their brand identity to export markets. This includes an examination of how the New Zealand national identity has an effect on the communication of their identity in international markets. This research is important as there is little scholarly research on the creative industries in New Zealand, and none on the New Zealand designer fashion industry. Therefore, this research study has been developed to advance literature in this area and provide a basis for further research. While this research study will focus on the New Zealand designer fashion industry, it is hoped that the research will be applicable to other creative industries in New Zealand. A key element of this research is to use the in-depth analysis of the designer fashion industry to provide recommendations on identity management for the New Zealand designer fashion industry and creative industries. Ultimately, this research provides these industries with a practical guide to create and communicate a unique identity in both domestic and export markets. A collective case study method is used to collate the data and is analysed through an interpretive framework. The New Zealand fashion designers that comprise the case studies are Annah Stretton, Robyn Brooks, Jo Robertson, and Cyb le Wiren. Key conclusions are that organisations in the creative industries need to put together an in-depth communications plan as early as possible in their business. This should focus on the creation and communication of a unique and fluid identity in order to differentiate themselves from their competitors and allow them to actively respond to their environment. Industry bodies and New Zealand Trade Enterprise play a key role in the development and export of creative organisations. These organisations need to develop better resources and support systems for the creative industries in order for them to reach their maximum potential.
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Bolade-Ogunfodun, Oluyemisi F. "Organisational culture and meaning after a merger : challenges regarding craft, identity and values in the lab." Thesis, University of Reading, 2017. http://centaur.reading.ac.uk/75395/.
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This study is an ethnographic analysis of culture and meaning in a post-merger organisational context. It adopts the Geertzian notion of culture as the main conceptual framework which emphasises patterns of meaning and patterns of interaction (Geertz, 1973). In contrast to the dominant positivist epistemological approaches to mainstream organisational culture studies, this study takes an interpretivist approach. The focus is on less dominant perspectives (voices) in the post-merger organisation as a way to highlight and challenge assumptions about the nature and role of people within mechanisms underlying expressions of culture. The research questions address the nature and sources of meaning systems in a culturally diverse post-merger community and investigate responses to observed incongruences. Using an ethnographic case study methodology, post-merger cultural interactions are explored. A thematic approach is adopted for the analysis of data and main findings show the significance of the nature of creative knowledge work in the acquired population’s culture. Findings reveal how incongruence in meanings emerges from interactions between the craft culture and imposed organisational values underpinning the bureaucratic post-merger context. In addition, the study uncovers nuanced connections between craft identity, practice and the person as salient elements of the meaning system in the professionals’ community, incompatible with the more dominant market-driven ethics in the organisation. Findings also show the ethical challenges which emerge for the acquired team from the coexistence of incompatible meanings. The ethical challenges arise from the protective role played by the craft in preserving the acquired team’s meaning system against assimilation by the acquirer’s culture. These findings are relevant for studies on knowledge workers, cultural implications of strategic alliances and inform ethical concerns around incompatible values as described in Aristotelian virtue ethics theory. The cultural analysis is thus critically expanded and connected with concerns in the international business literature and relevant ethical debates.
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Lennox-Chhugani, Niamh. "Power and the construction of organisational identity : creating the United Kingdom's first Academic Health Sciences Centre." Thesis, Imperial College London, 2011. http://hdl.handle.net/10044/1/6991.
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This study contributes to our understanding of the reproduction and transformation of organisational identity as it takes place in the context of individual and collective agency and relations of power within the organisation. Organisational identity is socially constructed and continuously reproduced and transformed discursively and non-discursively (Sveningsson and Alvesson, 2003; Czarniawska-Joerges, 2004; Corley et al, 2006) and is rarely as unitary as it appears (Humphreys and Brown, 2002; Foreman and Whetten, 2002). This study asks how power relations influence the construction of organisational identity in the context of multiple identity discourses and how this construction in turn reproduces and transforms power relations in an organisation. I use a reflexive methodology to analyse the empirical data collected during a longitudinal study in which 87 organisational members from all levels of the organisation were interviewed, organisational practices were observed and 83 organisational documents were analysed. This reflexive methodology employs qualitative and inductive methods to obtain and analyse rich situated empirical material. The longitudinal design of the study enables detailed examination of the dynamic processes underlying organisational identity construction over time. The study contributes to our understanding of the construction of organisational identity as an effect of power relations and a medium through which power relations are themselves transformed and reproduced. Firstly, the study contributes to our understanding how multiple organisational identities emerge as a single dominant identity discourse. It identifies processes of strategic ambiguity and inter-discursive recontextualisation strategies such as colonisation and translation which provide the creative space for constructing organisational identity. Secondly, it adds to current theorisation of multiple organisational identity dynamics by analysing these in the context of power relations. Using this analytical lens, organisational identity is seen as the medium through which power relations are reproduced and transformed as well as an outcome of the exercise of power. “Who we are” as an organisation determines which professional and other social groups are considered to be enunciate the identity discourses which 'fit' best and these groups in turn exercise power episodically to reproduce this dominant identity discourse. The final contribution adds to our understanding of how other social identities such as professional identities interact with each other in a healthcare context and with a desired future identity to transform and reproduce power relations between different groups within a complex professionally dominated organisation.