Critically Discuss How Identity Is Successfully Used As A Form Of Organizational Control

IntroductionThe repoint of this essay is to develop an understanding of individualism component part operator and critic entirelyy analyze how personal individuation element apprize be successfully habituated in an judicatureal control. It stretch forth provide a critique of dominant spatial relations and frame kick the buckets in cheekal individualism that argon catched by studies in various academic materials, by referring to theories and query in related experiences and case studies. Meanwhile, substantiating and negative impacts of use of individualism in organisational control go away be estimated. Finally, a brief conclusion depart be conducted and relevant charterations volition be presented so as to effectively tonus at the use of individuality ordination as ecesisal control.In gild to break understand indistinguishability element in organization studies, this essay will firstly aim to distinguish the difference amid the verges persona lity and individuality operator operator. consort to Kenny et al. (2011), personality elicit be be as the integration of characteristics patterns of thoughts, emotions and behaviors that mixed bag an souls incomparable character. It is commonly relatively stable for life however the term identity operator, on the new(prenominal) hand, nates swap and turn into multiplicity as stoop by external elements, such(prenominal) as kind or ethnical situations (Kitay and Wright, 2007). This wobble is because most raft would like to concern themselves with a number of identities, while those healthy identities will permit universalwealth to wear believe in the occupation they do (Kitay and Wright, 2007). This has been come on explained by Kenny et al. (2011, p.3) who state that identity crapper involve identification with factors (local context, assimilation and history) that slew call our personality un little dejection in addition belong to free radical memb ership, which areaicularly emerges in the be take onplace. match to the research of scholars in variant sectors, identity has been systemically demarcated in different abstractive opinions and is excessively seen as a sociable category or label in oeuvreplaces. Henri Tajfel and John Turner proposed social identity surmisal as they consider concourse generally use their experiences to identify themselves in certain social assemblages and dis-identify with opposites (Mattewman et al., 2009). In different words, they over-stress diversities with the out-group and underrate diversities within the in-group (OConner and Annison, 2002). Similarly, this perspective whoremonger be related to the theme of homo-sociability, which considers that people prefer to contact with and accept a person who is more like them, such as same social categories of class, period or religion (Kenny et al., 2011). Moreover, Zuboff (1988) and Brewis (2004) pointed out Foucauldian perspective whi ch states people usually would like to identity with the sounds of thought or dominant discourses, thus in this regard subjectivity becomes the properly relationship to shape individual identities in society. Foucauldian perspective, to round extent, deal be seen as the idea of stereotypes for object lesson, many organizations will have managers, particularly in senior level, are male rather than female because of the cultural norm (Kanter, 1977). Mead (1934) and Goffman (1969) are twain main(prenominal) thinkers in this symbolic interactionism perspective. Mead observes that individuals squeeze out shew of Me (how we perceive others to think of us) and I (the kinds of attitudes and behaviors we use to interact with others). Similarly, Goffman observes identity as the go along cover of managing how we present ourselves to others (Kenny et al., 2011, p.15). Both views plunder be summed up in that people al elbowing rooms record their self-awareness done social interac tion with other people (Gardner and Avolio, 1998). The in a higher place academic theories contri neverthelesse a holistic view to allow people to nurture interpret identity and control in-depth. Researchers and perplexity practitioners should seriously consider identity from different perspectives and categories in the society so as to ensure diversity and equality in the organizational vigilance. identicalness is a multidimensional concept that can be demonstrable at individual, group and organizational level (Puusa, 2006). Nowadays, on that point is change magnitude interest in understand identity in organizational control studies. According to Kenny et al. (2011, p.1), the significance of identity was not simply recognized by management, it was place as something that could be mold and controlled by management. The concept of identity was first looked at from a management point of view by F.W.Taylor in 1911. In his opinion, a persons identity proves to be a breastwor k to scientific management (Rose, 1988). As he believed that silver was the best and only way to run people to work effectively, workers should fall back their notion of identity so as to be prepared to fit in to different management models (Kenny et al., 2011). In a lower hierarchy level, Taylors theory seems to relatively correct. However, studies have shown that workers resisted these scientific methods as they considered that being a part of the group was more significant than earning more money (Kenny et al., 2011). Thus, it can be deemed that meaningful work is a light uponionate dynamic of motivating and per smorgasbordance, and identity (e.g olfactory sensationing a part of the group) is one of the important subjective factors that go people to work. This is in line with some(prenominal) commentators of the human relation movement which states that identity is no longer to be removed(p) by organizational management for example Maslows hierarchy of needs, and Alderfe rs Relatedness Existence theories. They entirely agreed that employees were turned on(p) not only by bodily factors or money, but to a fault by emotional and social needs in the group (Ross, 1988 Buchanan and Huczynski, 2004). Those needs are virile identification to lead employees to go to special(a) mile (become more flexible and productive) as well as improve their on the job(p) passion and ecstasy (discretionary driveway) within the organization (Alvesson and Willmott, 2002). Therefore, it can be asserted that identity is the key railway locomotive to driving employees versed motivation in the organization. This is also supported by Alvesson and Willmott (2002, p. 621), who en embrace that identity is definitely a significant, overleap and increasingly important modality of organizational control. organizational identity is cognise as the employees view of the organization, which blasts to answer the gesture of who are we as an organization (Kenny et al, 2011). It a ffords organizations with a feasible framework for understanding their home(a) behaviors (Whetten, 2006). Albert and Whetten (1985) argue that organizational identity embodies terce significant characteristics which are central, classifiable and enduring. pursuance Albert and Whettens (1985) notion, several scholars further identified organizational identity in two different conceptions realist and constructionist (Gioia and Thomas, 1996 Elstak and Van Riel, 2004). Realists believe that organizational identity is established on the properties of the organization themselves. Conversely, constructionists consider that a garb of beliefs is mute by how employees make maven of the organizations. Therefore, through this dynamic, dialectic process it can be proven that employees both shape, and are shaped, by their organizational membership (Puusa, 2006). Meanwhile, it also can further allege that organizations with a strong identity have central attributes, distinctive from other confederacys and maintaining that for long-term periods can lead organizations to motivate their employees more effectively and successfully.The convinced(p) impacts of organizational identity could appear in several aspects. initially, employees will become more self-managing and prefer to approach their jobs with passion and enthusiasm as well as task their responsibilities seriously (Knights and Willmott, 1999). Secondly, it is an essential approach for an organization to attract high-quality employees in rule to breast employees desired set and allow them to treat the values as their own (Kenny et al, 2011). Moreover, it can gain and retain employees loyalty, commitment and pastime so as to compensate less job security and employment military posture in the workforce (Alvesson and Willmott, 2002). Furthermore, managing through shared out values, thoughts and heartings have replaced the original slipway of managing behaviors (Knights and Willmott, 1999). This has been further explained by Kenny et al. (2011) who stressed that organizations dont just want to recruit the people who think that they will fit into the workplace, but they are now more pore on how to shape employees superstar of identity after they join. As culture is particular upon identity, managing incorporate culture is integral to managing identity, which can be seen as the most common way to shape employees self-identity and behaviors (Kenny et al., 2011).On the other hand, organizational identity also brings some difficultys which organizers have to bear in foreland. Firstly, organizational identity attempts to over control employees hearts and minds this can link back to Foucauldian perspective which estimated that employees sense of identity can be strongly dominated by green light discourse (Du Gay, 1996 Kenny et al., 2011). Following this problem, employees creativity and advance(a) skills will minimize or redden cannot be discovered in the corporation therefore it will critically affect organizational improvement and development. Furthermore, employees may feel anxiety or guilty if they attempt to judge or fail to exist the sanctified values of an organization (Schwartz, 1987). referable(p) to the above feelings and matters, ethics has become an ambiguous resultant when implementing identity management as organizational control, and it may relate to bureaucratic control mechanisms problems as well (Alvesson and Willmott, 2002).Although there are some negative impacts of using identity as a form of organizational control, there are unruffled many famous companies carefully and successfully designing and advertising their corporate values by managing organizational identity, such as Apple, Alibaba and IKEA (Kenny et al., 2011). Therefore, it can be affirmed that organizational identity is not only instruction on one company or region it becomes more internationalization and globalisation at present. Because of this phenomenon, there a re increasing numbers of concentrated issues of identity presented in the workplace as well, such as gender and managerial roles issues the changing idea of professionalism and the international stage business activities (Fondas, 1997 Alvesson, 2000 Alvesson and Willmott, 2002).In secern to diminish the above issues and manage identity effectively, organizers should provide more opportunity for employees to set their agenda and working practices, to maintain a sense of freedom to help motivate people at work, this is classed as micro-emancipation (Alvesson and Willmott, 2002). This sense of freedom could be better enforced to show and understand in a new standard form of organizational control, which is called gambol organizational identities. This new form not only encourages diversity and allows employees to press out their genuine feelings in the workplace, but also assists to increase productivity, creativity, inspiration and surmountd employee overthrow (Fleming and St urdy, 2009 Ford et al.,2003). For instance, Southwest Airlines is known as a fun organization to work for, which classes employee satisfaction and customer loyalty as more important than corporate profits. They consider people their single greatest vividness and the most enduring long-term hawkish advantage (Southwests Airlines Careers, 2014). Southwest Airlines unique identity makes them stand out from all others and delivers benefits to both individuals and the organization. However, there are still a number of disadvantages of having a fun work environment in organizations, such as professionalism at work, reports of sexual worrying and interpersonal conflicts (Ford et al., 2003). Thus, managers should bear those issues in mind and find out solutions as soon as possible so that they can become distinctive to other corporations and reduce the potential risks in the early stage.Organizations should also be conscious of the variation in levels of identification within their work force (Dutton et al., 1994). Humphreys and chocolate-brown (2002) declare that identification is usually a complex and partial procedure, and they defined this process in three categories, which are dis-identification, schizo-identification and unbiassed identification. And a similar set of classes has been proposed by Collinson (2003) in three levels, these are, conformist selves, dramaturgical selves and resistant selves. Based on these theories, managers should reach to use different methods to manage identity so as to stimulate employees to work harder and perform better and also to obtain a high degree of employees who define themselves as a part of the organization (Kenny et al., 2011).According to Kenny et al. (2011), organizations can manage identity in quintette different slipway these are controlling, concealing, exploiting, faking and shaping. In practice, in order to make employees have a sense of belonging, loyalty and commitment, and be willing to evoke the orga nizations vision, the organizers should focus on managing their identity in the following ways a) allow employees to see and know almost their career planning in the company, thereby creating hope for them b) organizations need to explicitly provoke the values and vision of the corporation to establish an industry benchmark. For example a hotel distinguish should treat Accor Hotel Group as their last(a) objective and formulate a long-term, elaborated schedule to achieve this goal. This schedule can include how many hotels should open in one year or how this hotel steel can develop in five eld or ten years c) the organization should have strong corporate social responsibility, which includes creating more job opportunities, especially for disabled people, environment protection (e.g cloud or flood) and good employee welfare (e.g set up a compliant insane asylum so as to protect employees benefits). If organizations can accomplish the above steps successfully, employees will feel part of the organization and will be proud of it, and also will put their shoulders on the wheel in order to achieve their career objectives.Additionally, organizations should also manage identity in monetary value of physical and moral support so as to increase employees sense of award in the group. For example a Japanese senior manager will bow his thanks to the best employees every day, and organizations usually would like to hold some activities to let employees vent outside of their work. In 2010, Foxconn had 18 employees attempt to commit suicide with a total of 14 deaths (Moore, 2012). This example shows the immensity of managing identity to motivate employees in an organization. Therefore, managers should happen upon into account Alvesson and Willmotts (2002) eight methods of regulate identity in organizations, such as knowledge and skills the rules of the game and hierarchical location, to better understand different ways of managing identity and successfully c arry them out in the workplace.Overall, identity is a true heart of who and what the organization is. It is a significant organizing element for everything people say and do in the workplace and it affects the characters, values, communications, decisions and strategies of the organization. Organization with a strong identity becomes easier to make decisions and solve their internal conflicts. Employees can clearly know what is pass judgment of them, understand the company and also feel part of the team. Ethical ambiguities and some other issues still affect the idea of identity regulation in organizational control. Moreover, due to the fast changing pace of business life at present, identity cannot be enduring in the organization and it may change with the surrounding environments. For example, the Equality venture 2010 presents a new protected consideration to certain social groups which may influence employees sense of identity and identification. 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